房产公司人力资源建设之薪酬设计管理（Salary design management of human resource construction in real estate company）.docVIP

房产公司人力资源建设之薪酬设计管理（Salary design management of human resource construction in real estate company） Enterprises need to make use of all their resources to ensure their survival and development. In the era of knowledge economy, the consumption of resources has shifted from material resources to human resources. The competition among the modern enterprises is, in the final analysis, the competition of talents. When the small and medium-sized enterprises lose their core employees, they lose their soul and substance, and affect the development and expansion of enterprises. The means of high salary has been an important means to attract talents, retain talents and manage talents in real estate intermediary enterprises. According to the survey, real estate brokers (also known as real estate consultants, real estate agents) this profession has low threshold, high income characteristics, income levels for many years in the top of the industry. Therefore, the salary management system is the management system which has practical operation possibility and application value, and the salary management discussion is more realistic and feasible. First, the JZQ real estate marketing institutions in Suzhou pay system Suzhou JZQ real estate marketing agency (hereinafter referred to as JZQ company) is a real estate intermediary business from the individual start up, now the company has opened 4 stores in the Suzhou Industrial Park, with the expansion of business, the store scale is larger, the number of first-line real estate brokers to about 80, the real estate company staff bridge compensation includes the minimum wage, allowances, subsidies, the specific algorithm is as follows: Total employee income = basic salary + commission commission + performance bonus - disciplinary penalties, in which: (1) basic salary = minimum wage * (actual work days / month days) (leave, absenteeism, no pay) (2) Commission Commission = business commission * commission rate (3) performance bonus = month pe