随着中国加入WTO后金融一体化的深入，我国的证券经纪人制度应运而生。国外投资银行的证券经纪业务经过几十年甚至上百年的发展，已经形成一个比较成熟的体系，并建立了一支业务规范、规模壮大的经纪人队伍。我国的证券经纪人制度虽然起步晚、规模小、管理制度尚不完善，但其发展是有目共睹的。为了将经纪业务向深层次拓展并与国际市场接轨，建立符合我国国情的证券经纪人制度，发展专业化、高素质、高竞争力的证券经纪人队伍是十分必要的。本文通过对证券经纪人的法律定位及绩效管理模式的国际比较，认为当前应该从法律上区分和规范经纪人与证券公司之间的关系，实行经纪人的身份划分和等级划分；在绩效管理方面，改变传统单一交易佣金提成的薪酬模式，实现激励方式多样化，并大力加强对经纪人的专业培训和考核，提高经纪人队伍的整体素质，建立激励相容的绩效管理模式。

With China’s accession to WTO and the deepening financial integration, China’s securities broker system comes into being. Foreign investment banking securities brokerage business has developed some decades or even a century, became a more mature system, and established a group of business normative securities brokers. Although China starts to build securities broker system relatively late, its scale is still small, and the system is not perfect, yet its development is obvious. It is necessary to build a specialized, high-quality, highly competitive brokerage force to expend the brokerage business and integrate with the world market. Based on the legal status of securities brokers and the performance management of international comparisons, I think that the current law should distinguish the relationship between brokers and securities companies, and establish a new broker system that identity-based division and classification. In performance management, it should change the traditional single-transaction commission payment model, into diversification salary system, and the companies should strengthen the professional training and assessment to brokers, which will improve the whole quality of brokers, and build a incentive compatibility of the performance management system.