Research On The Marketing Personnel Incentive Mechanism Of M Real Estate Company

The21st century is not so much competing products as it is the talentcompetition. SMEs, especially small and medium real estate companies, due to theconstraints of business owners own cultural level, management philosophy, strategicvision, and many other factors, such as capital, no long-term development ofenterprises co-ordination and planning, do not form a good natural talent trainingmechanism; while small real estate company in the marketing staff at the culturallevel of all employees in more low, so small real estate business for marketers notonly failed to complete a scientific incentive system, and employers and employeesgenerally stay in the "incentive bonus is " The superficial cognitive stage, resultingin frontline sales staff turnover is high, the update cycles are getting shorter, resultingin them a sense of ownership is not strong, corporate awareness is not high,businesses are not familiar with, not in place of the "four noes " phenomenon. Givenour small real estate company marketing staff incentive problems of the status andcharacteristics, on the basis of previous studies, after a long-term exploration andsummary, and combined with the actual situation of M real estate companies, humanresource theory, incentive theory and modern management theory as the theoreticalbasis, through the integrated use of literature, illustration law, chart method to studythe problem of small real estate business incentive marketing staff from differentangles, proposed incentive theory, the purpose is to make small real estate businessmarketers psychological expectations and business incentives to closely combine toprovide a theoretical basis for small and medium real estate companies to ensureconsistency of individual behavior and corporate marketing staff organizationalgoals.Through on-site visits and questionnaires, etc., this paper questions the statusquo and M real estate company marketing staff incentives are analyzed in detail andfound that M real estate company marketing staff incentives exist four main issues:First, the pay system is not enough scientific and reasonable remuneration structureis too simple; Second, the lack of effective work incentives; Third, the lack ofeffective mental stimulation; four existing incentives, such as unfair. To solve theseproblems, we understand the basis of incentives to optimize the design of thepurpose and principles, put forward the M real estate company marketing staff incentives designed to optimize the overall idea, mainly from the five major aspectsto optimize the design, namely, incentive compensation, performance evaluationmechanism, career incentives, training incentives, corporate culture incentives.Finally, the implementation of safeguards M real estate company marketing staffincentives are described, including four aspects: First, the establishment of themarketing staff of senior managers in the performance management system, thesecond is business leadership and actively participate in person, three is to establishcommon prosperity, shared the view, four are employed outside the brain, so thatincentives to develop more professional science.Incentives is a double edged sword, thriving company with a well will be ableto promote, used poorly actually hinder the company’s development and growth.Therefore, how to design the company’s incentive mechanism is a major problem,every company worth deep thinking.