組織發展需要靠人，良善的薪獎制度可以吸引及留住優秀人才、累積經營成果及強化市場競爭力，讓公司穩健經營發展。對由人所組成的不動產仲介經紀業益顯重要，不動產仲介經紀業薪獎制度在實務上區分為有底薪、低獎金之普專制度及無底薪、高獎金之高專制度兩大類，直營體系皆採普專制度，加盟體系90%以上採高專制度。依不動產仲介經紀業30多年來的發展軌跡，形成加盟體系店數約為直營體系店數3倍之現況，為何會有如此大的消長，是一項值得研究的議題。本研究採深度實地訪談方式，對象為直營體系及加盟體系之經營者或高階主管、中階主管、基層人員及加盟總部高階主管合計23人，受訪對象年資都超過10年以上，對不動產仲介經紀業之發展歷程，具有深厚的經驗見解，資料珍貴完整。本研究訪談結果發現直營體系人力由總公司獨力招募沒有經驗人員，培訓速度慢，個人業績獎金率低，易造成工作2年後之人員流失，組織發展速度慢且窄，加盟體系人力由公司與組織內部成員合力招募，個人業績獎金率高及額外配套作法，有利吸引經驗豐富人員加入，組織發展速度快且廣，最後，本研究祈提供不動產仲介經紀業者及其他相關行業之參考。

Organization development is built upon the dedication of people who involve in this organization. The well-developed compensation policies are able to attract and keep excellent talents, accumulate the successful experience, stay highly competitive in markets, and ensure a company or an organization to grow steadily. These policies are especially important to the real estate industry. The compensation policies of real estate agencies in Taiwan can be separated into two categories: high base salary which provides steady base salaries but lower bonuses, and high bonus salaries which can only provide high bonus but no base salary. “Regular chain” store systems are all using high base salary compensation policies, and 90% of the “Voluntary chain” store systems are using high bonus salary compensation policies.
According to the real estate development history in Taiwan for the past 30 years, the “voluntary chain” stores are 3 times more than “regular chain” stores. The huge difference of the store numbers is the topic worth to do more research on; therefore, this research paper will dive deeply into the topic by interviewing 23 people in the field face to face including the owners, superior managers, and the rank-and-file agents in either the regular chain stores or the voluntary chain stores. All of the interviewers have stayed in the real estate industry for 10 years or above. They possess very precious and unique interpretations on this topic as well.
As the result, the recruitment of regular chain stores is solely done by franchiser. The newly hired agents are mostly inexperienced. Plus, the training process in these stores is relatively slow and the bonuses are not attractive enough. These reasons will affect the wills of these agents to stay in the companies after 2 years. Furthermore, it will eventually slow down the growth of the companies. On the other hand, the recruitments of voluntary chain store are initiated by the local managers and the core team members in the companies. High bonus and the complete training systems can attract more experienced agents to join; therefore, the organization in these stores can be developed quickly. At last, this paper can be used as the reference to the people in the real estate industry or in other related fields.

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