Improvement Of Incentive Scheme For Junior Brokers Of Real Estate Intermediary Company Of “L”

With the introduction of the real estate purchase restriction policy in C city in 2016,the competition of the real estate intermediary industry has become more and more fierce.Meanwhile,the Internet age of the real estate intermediary market has also begun to come,and many traditional housing information websites have got their business into the real estate intermediary industry one after another,making the traditional real estate intermediary enterprises in a more difficult situation.As a leading enterprise in the real estate intermediary industry in C city,L company has taken one of its countermeasures,which is to strictly control operating costs.The company begin to implement the no-base salary system to its intermediary brokers on the basis of appropriately increasing the percentage of commission.After several years of practice,the drawbacks of this system began to appear gradually.In addition,the company's various benefits were relatively blurred,making the turnover rate of junior brokers far higher than the industry average level,which seriously affected the company's employment costs and corporate image.This paper takes the junior brokers of L company as the research object,conducts an in-depth study on the incentive plan of the company through literature analysis,questionnaire survey and interview,and confirms the main reasons why the turnover rate of junior brokers is higher than the average level of the industry.Conbined with the research results of relevant literature at home and abroad and by referring to the successful practices of some excellent enterprises,this paper proposes to improve the incentive plan of junior brokers from two aspects: material incentive and non-material incentive.Specific approaches are: under the premise of controllable cost of the company,combined with the demand level theory,fair theory,reinforcement theory,goal setting theory and other incentive theories,the company can appropriately improve the junior brokers' compensation level and compensation composition,perfect the performance management mechanism,improve the education and training system,shape effective corporate culture,attach great importance to the career planning.It is hoped that under the combined effect of material incentive and non-material incentive,junior brokers' satisfaction with the company's incentive plan can be improved,unnecessary departures caused by salary and welfare can be reduced,and sustainable and healthy development of the company's human resources can be promoted.