Relationship management and employee result

Employee Relationship Management: What It Is and Why You Need It | Arkadin Blog

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. Employee Relationship Management and its Effect on Employees .. result on employee productivity and overall corporate culture ( Managing employee relationship is imperative and precious to the be satisfied with their jobs and more productive as a result (Daniel, ).

It serves as the coordination link between people and organizational functions. Ongoing, frequent two way communication is one of the most important components of a comprehensive employee relations strategy Daniel, Communication allows interaction among team members and this can happen in various ways that consist of face-to-face meetings, telephone, e-mails and others. Communication in the organization is important because employees well informed in order to perform well and share ideas with their colleagues Noordin et al.

Leadership is considered a factor that has a major influence on the performance of organizations, managers and employees Wang et al. Shared Goals and Values: Shared values is defined as the extent to which partners have beliefs in common about what behaviors, goals, and policies are important or unimportant, appropriate or inappropriate, and right or wrong Herington et al. Sharing common goals enables employees to direct their efforts to the achievement of that particular goal, but for that to happen there should be interdependence and collaboration among employees.

Employee relationship management - Wikipedia

Employees Performance Effective people resourcing includes not only the acquisition of the suitable amount and excellence of people, but also the management of employees to guarantee that the recital is continually reviewed and at a level which is steady with the achievement of organizational objectives. The concept of performance covers both what has been achieved and how it has been achieved. Firm performance can be measured in a number of different ways.

The most obvious way to measure what has been achieved, and the approach used in many studies, is by reference to key performance indicators KPIswhich are usually to do with financial results profitability or productivity Armstrong,p. Employee performance has been shown to have a significant positive effect on organizational performance Hayward, Organizations need highly performing individuals in order to meet their goals, to deliver the products and services they specialized in, and finally to achieve competitive advantage.

Better performance of each employee creates immense outcomes which mainly include congruence among employees, quality production and commitment at work place Sarmad et al. After analysis of the literature review, we can develop the conceptual framework of the study as follows: Conceptual Framework This study aims to achieve the following objectives: To examine the effect of ERM on employees performance at banking sectors.

To provide recommendations and suggestions on how to apply ERM in the organizations. Research Hypotheses The study includes the following hypotheses: Data has been collected in between January, to March, Due to time and budget constraints, authors have selected 85 male and female employees as respondents according to random sampling technique.

So the sample size of this study is 85 employees of different private commercial banks. Data and Data Collection Technique Both primary and secondary data have been collected for this study. In this study, more importance has been given on primary data rather than secondary data.

From the employee relations perspective, an employee is an asset rather than a cost, and open communication and goal orientation are encouraged. It is accepted that legitimate differences exist in workplaces, but the aim is to reduce conflict through effective procedures and relationships. An effective employee relation involves creating and cultivating a motivated and productive workforce. Employees are motivated from within, since the management help to nurture the type of environment where employees thrive, enabling the organization to outperform the competition.

Employee Relationship Management: What It Is and Why You Need It

Organization with effective ERM is continually examining ways to improve competitiveness and profitability. Central to these objectives is the effectiveness and efficiency of its employees. The organization seeking to improve performance uses its employee relations processes to i encourage an effective team of employees as a way of adding value to all areas of its organizational performance, and ii focus on using specific strategies to retain, reward and motivate effective and skilled employees.

There are four critical components for achieving effective ERM in the organization. These are i the employee relations strategy, ii management capability, iii the employee voice, and iv internal communication. Through this strategy, it is vital that the management defines the employee relations climate it wishes to create and maintain in the organization.

Management capability also has to be a priority which ensures that employees are motivated on a day-to-day basis by their immediate line manager. To support this, having an effective and credible way of listening to employees and acting on what they say is another vital component towards creating a healthy employee relationship climate.

Maintaining a two-way dialogue is equally important, and creating the right type and range of employee voice is as relevant. Also, meaningful internal communication is a key to bringing the employee relations strategy to life. It is quite often that the management either over communicates, or fails to communicate enough. Also, channels of communication are often outdated and the right language for the audience is rarely used. The core issues which need to be looked into by the management for ERM Fig 1 are as follows.

Communication — Open communication between the employees as well as between the management and the employees is very vital. Transparency in communication is also very important for a healthy employee relationship management. When employees feel that they are not being heard, they become frustrated which lead to their lower morale. Conflict management — When any problem arises, it is necessary for the management to go into the root of the problem.

Finding the basic reasons of the problem and removing them, is important for the handling of the problem. Removal of the conflicts between employees and the management is a fundamental aspect of the ERM. Group activities — Group activities at the workplace are to be encouraged. Individual employees are to be motivated to work together probably in a group so that the comfort level increases.

relationship management and employee result

The more the employees interact, the more they get to know each other and more they come closer to each other. They develop behaviour where level of cooperation and trust is high. It helps in meeting of the targets and the deadlines.

What Is Employee Relationship Management? |

If employees of the organization have the feeling that they are a valuable asset for the organization based on their work, as well as their abilities provide the organization important ideas and offer input for the improvements in the organizational performance, and they have enough opportunities for their growth within the organization then a positive work environment gets created within the organization. Management is to support this aspect of the ERM so that the organization performs well in the competitive environment.

Conducting employee surveys is a useful tool towards reaching a beneficial level of ERM since they provide an opportunity for candid feedback and analysis which is not achievable in typical feed-back communication.

relationship management and employee result

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.

Employee Relationship Management

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.

Trust normally consists of two elements namely i integrity, and ii reliability. It is a good idea to find out directly from employees what their needs are. You can do this in one-on-one conversations that take place informally throughout the year, during formal employee evaluation meetings and through surveys and polls that can provide a quantitative indication of employee needs.

Balancing Work and Life Needs There is a widespread recognition in the 21st century that effective employee relationship management requires consideration of the whole employee.

That means taking steps to ensure that the employee's work-life needs are well balanced. This can occur through creative staffing that might involve part-time, flextime or even off-site work assignments.

GDB3073 Jan2018 – Group 10 – Employee Relationship Management ERM

Open, Honest Communication Communication is critical to establishing strong employee relationships. Managers must be committed to communicating regularly and honestly with employees about the issues that impact their work.