Relationship management and employee result

Employee relationship management - Wikipedia

relationship management and employee result

Employee relationship management (ERM) is a term which refers to satisfaction and which has a direct result on employees' productivity and. For most companies, employee relationship management centers mainly on with employees and to measure and quantify the results of those. so the relationship between manager and employee is important. In addition 1: The Outcome of the Relationship between the Managers and Employees.

Improved quality and productivity linked to motivation can be achieved through training, job rotation, job satisfaction, participative management, performance appraisal, and career planning and development.

Appropriate policies on these issues improve satisfaction of the employees in the organization hence improve the ERM status in the organization. Trust — Trust is a critical variable influencing the performance, effectiveness, and efficiency in the organization. It is considered one of the most influential variables on organizational performance. Trust can grow, decline, or even re-emerge over the course of a relationship. As the length of a relationship increases, employees have more opportunities to observe and learn about each other.

What Is Employee Relationship Management?

Trust normally consists of two elements namely i integrity, and ii reliability. In ERM trust has a major role to play since it determines the level of reliance one can place upon his colleague and confidence in the relationship with him.

In fact, trust is a key relationship element. Communication — Communication is very important for the organization since it has a big influence on the ERM. It serves as the coordination link between the employees and the organizational functions.

relationship management and employee result

Ongoing, frequent two way communication is one of the most important components of a comprehensive ERM strategy. Interactive communication, both giving a message and actively listening to what is being said in response builds trust between employees or between employees and the management. Communication in the organization refers to the extent to which the organization informs employees about important issues in the organization. Such important issues include organizational policies, values, mission, strategies, competitive performance, events, cost data, and changes which affect the organization and the employees.

Organizational communication can be done either formally through formal structures or informally by means of unstructured procedures. However, informal communication is more credible than the formal one as it allows team flexibility, open discussion, better flow of ideas and greater efficiency and productivity. Communication with employees strengthens their identification with the organization and creates organizational solidarity due to trust among employees or between different departments.

Leadership style of the management — Leadership style of the management is considered a factor which has a major influence on the ERM and hence on the performance of the organization. There are many styles of leadership. Shared goals and values — Shared values is defined as the extent to which management and the employees have beliefs in common about what behaviours, goals, and policies are important or unimportant, appropriate or inappropriate, and right or wrong. The essence of a shared goal is that it is a reflection of connection among employees and management towards an important undertaking.

Sharing common goals enables employees to direct their efforts to the achievement of that particular goal, but for that to happen there need to be interdependence and collaboration among employees. Sharing common goals can positively impact on employee performance and organizational outcomes. Create a healthy and balanced relationship within the organization between the employees and between management and the employees. Create a work culture within the organization which is live, challenging and dynamic.

Boost the confidence and morale level of the employees and to encourage the employees to give their cent percent at the work place. Bring out the inner potentials, creativity of the employees to the forefront so that the employees feel free to come out with new innovative ideas and opinions for the organizational improvement.

Create an organizational environment where all the employees are treated fairly without any discrimination and favoritism. Develop and improve the level of coordination between employee-employee and between employee-management for better communication so as to avoid conflicts in the organization.

Encourage employees participation in decision making and create and atmosphere in the organization where the employees can actively take part in the seminars, learning and cultural programs. Create an atmosphere where the employees feel more responsible and focused towards their task and which make them feel that they and their contribution both are important for the organizational performance. Work on a continuous basis for making the employees more productive, efficient, skilled and proficient in their work.

Help employees to be more flexible so that they are ready to take additional responsibilities as and when need arises. Maintain a work culture where employees find the work place stress free, clean and safe. The performance of employees improves drastically, if they are at home with the equipment, tools and workplace. Protect the employees from occupational hazards and take care of their health.

Employees feel highly motivated when they find that the organization cares for their health. Offer and promote internal mobility programs: And yet most companies offer rich opportunities for internal advancement. LinkedIn found that HR professionals vastly overestimated employee awareness of the internal mobility programs offered by their own companies. Internal communication informing all employees about internal advancement opportunities is key to employee retention.

Savvy managers devote a significant part of their time to resolving matters that cause dissatisfaction in the workplace. But the implementation of a system of rewards may help managers to avoid exit interviews altogether: Employee relations programs that encourage loyalty and reduce employee turnover can also improve the overall quality of the work your company produces. Especially ERM refers to the communication management between enterprise and the staff, this kind of communication adopts flexibility, encouraging and non-compulsory means to improve staff's satisfaction, support enterprise to realize the goal.

ERM runs through every aspect in human resource management, which begins from the first day employing the staff in Yongcai, ERM promotes Commitment, facilitates employees in achievement of organizational objectives minimizes workplace conflict and increases trust Bajaj et al.

If these relationships are strong, then employees are more likely to be satisfied with their jobs and more productive as a result Daniel, In recent times, while most employees at banking sector are on job, they do not put up their best performance if there is unhealthy relationship between them and their employers.

If employees are not happy, then it is unlikely that they will make the customers happy. The organization is therefore throwing its profits and its business away. For that reason management should care of managing strong relationship with their employees.

The problem with a relationship is that it is much like an iceberg. The visible part of the relationship is only the tip of the iceberg that is visible above the water level.

Most of the factors that determine the quality of a relationship is beneath the water. All these are done with the aim of improving productivity rather than interacting with employees Debaawy, The problem that this study intends to address whether employees performance may vary based on the level of interaction they have with their manager.

relationship management and employee result

This study intends to determine whether there is an effect of ERM on performance at the organizations in banking sectors. Review of Literature Employee Relationship Management ERM ERM is a relatively new concept; a general definition hence understands ERM as strategy, programs and technology to effectively manage how firms relate to prospective, current and former employees.

Employee Relationship is defined as a relationship between employer or the representative manager and employees, aimed towards maintaining commitment morale and trust so as to create productive and secure workplace environment Bajaj et al.

What Is Employee Relationship Management? |

ERM can be defined as a specific field of human resource management Yongcai, It is the process of adopting various controlling methods and practices to regulate the relations between company vs. ERM is a process that companies use to effectively manage all interactions with employees, ultimately to achieve the goals of the organization Oluchi, ERM is a dynamic process of managing the relationship between knowledge worker and corporation such that knowledge workers elect to continue a mutually beneficial exchange of intellectual assets for compensation in a way that provides value to the corporation Bergeron, ERM is all about effective organizational communications, which can build employee confidence, trust and loyalty, enabling managements to realize the potential of the skills and knowledge within the organization.

HR Practices is crucial function of Human Resource Management which can bring change status of ERM in the organization as this function could be quantified and resulted in statistical data to prove its importance in enhancing ERM status in the organization. Hence improved quality and productivity linked to motivation can be achieved through Training, Job rotation, Job Satisfaction, Participative Management, Performance Appraisal, Career planning and development.

relationship management and employee result

This will definitely improve ERM status in the organization. Trust is considered one of the most influential variables on organizational performance.