在政府、社會及企業本身三者的要求下，房屋仲介業對仲介人員人才培訓之重要性與日鉅增，因此本研究欲探討目前台灣地區房屋仲介業者對仲介人員人才培訓的內涵與其對外在環境的認知、環境因素及主管個人屬性因素之關係，另外並了解培訓與績效之關係，所以本研究試圖達到如下之研究目的
一、了解國內目前房屋仲介業人才培訓的內涵為何?
二、人力資源主管或負責人才培訓單位單位主管對外在環境因素的認知是否會影響房屋仲介業之人才培訓內涵。
三、人力資源主管或負責人才培訓單位單位主管對組織因素的認知是否會影響房屋仲介業之人才培訓內涵。
四、人力資源主管或負責人才培訓單位單位主管個人屬性因素的認知是否會影響房屋仲介業之人才培訓內涵。
五、房屋仲介業人才培訓落實程度之不同是否會影響房屋仲介業人才培訓效益中的組織績效滿意度。
六、房屋仲介業人才培訓落實程度之不同是否會影響房屋仲介業對人才培訓效益中的房屋仲介業人員個人績效滿意度。
本研究之母體係根據全台灣十五家房屋仲介業同業公會所提供該轄區會員名單彙總而成，以郵寄問卷方式調查房屋仲介業負責人才培訓的主管，共計回收有效問卷88 份，並採用次數分析、單因子變異數分析與T 檢定等方法進行資料的分析。
本研究經實證，得到研究結果如下：
一、83.36%的有效樣本皆有透過各種方式培養仲介人員，但在落實程度上，63.64%的業者屬於高度人才培訓群， 36.36%的業者屬於低度人才培訓群。
二、主管對環境因素的認知及個人屬性因素二者與房屋仲介人才培訓內涵間，在統計上未達顯著差異，
三、房屋仲介業組織因素(資本額、組織結構、仲介人員人數與培訓權責單位)與人才培訓內涵，在統計上未達顯著差異。
四、房屋仲介業組織績效滿意度與組織落實人才培訓制度，在統計上達顯著相關.且在房屋買賣成交值成長的滿意度上特別有顯著的差異。
五、房屋仲介業人員個人績效滿意度與其組織落實人才培訓程度，在統計上達顯著相關，且在專業知識及態度增進的滿意度上特別有顯著的差異。 The research tries to reach the following objectives:
1. To understand the content and degree of training of real estate brokerage in Taiwan present.
2. Are there any relationship between the manager's option about outside environment factors and the content of training?
3. Are there any relationship between the organization factors and the content of training?
4. Are there any relationship between the manager's characters and the content of training?
5. Are there any relationship between the organizational performance and the degree of training?
6. Are there any relationship between the broker's performance and the degree of training?
403 cases of the real estate brokerage were from fifteen associations of the real estate brokerage in Taiwan. By mailing survey, obtaining 88 effective ones from 104 questionnaires received. Frequency analysis, one-way ANOVA and T test was used in this research.
The result are summarized as follows :
1. Effective ones train their brokers by some ways .63.64% real estate brokerages are high degree of training ,and 36.36% ones are low degree of training
2. Manager's option about outside environment and manager's characters, the two variables on the content of training of real estate brokerages are insignificantly different.
3. Organizational factors on the content of training of real estate brokerages are significantly different.
4. The organizational performance and the broker's performance on the degree of training are significantly different.
