Employee Relationship Management Research Articles

A Study on Employee Relationship Management

Recent studies highlight the importance of employee relationship management in the context of strategic human resources management, outlining the role of organizational context. Accordingly, the paper presents an employee performance appraisal conceptual framework including the role of contextual factors, where strategic human resources management plays a key role. Moreover, the model includes two sets of procedural and representative basic performance criteria, as well as a new category of profile performance criteria as the foundation for developing flexible, customized and meaningful employee performance appraisal systems and processes aimed at improving individual and organizational overall performance. Keywords—Conceptual model, organizational context, employee relationship performance criteria.

Does Organizational Commitment Mediate the Relationship between Employee Relationship Management and Bank Performance? The Case of Banks in Ethiopia

Does Organizational Commitment Mediate the Relationship between Employee Relationship Management and Bank Performance? The Case of Banks in Ethiopia

When humor masks abuse: employee responses to abusive supervision through the lens of relational energy

PurposeDrawing on conservation of resources theory, this study aims to develop a resource-based model depicting a decreased level of psychological resourcefulness – relational energy, as a novel explanatory mechanism that accounts for the harm of abusive supervision, and we further investigate the role of leader humor as a boundary condition.Design/methodology/approachWe applied multilevel path analysis to test our hypotheses with three-time-point survey data collected from 226 supervisor-employee dyads in a telecommunication company in China across six months.FindingsOur results show that abusive supervision is negatively related to employee relational energy, leading to a subsequent decline in employee job performance. The predictions of the depleting effects get alleviated by leader humor.Practical implicationsThis study foregrounds the importance of employee relationship management in the workplace and reveals that some abusive supervisors may manage to sustain employee performance and relational energy by using humor in their interactions, which necessitates immediate intervention.Originality/valueThese findings offer novel insights into the deleterious impact of abusive supervision by demonstrating the critical role of relational energy in dyadic interactions. We also reveal the potential dark side of leader humor in the context of abuse in the workplace.

Application of Artificial Intelligence in Employee Relationship Management

This study will explore the application of Artificial Intelligence in Employee Relationship Management. This will include three specific applications of AI in employee satisfaction surveys, employee benefits management and employee communication and feedback. Overall, the purpose of this study is to gain a comprehensive understanding of the application of AI in human resource management, especially in employee relationship management, and to provide decision support and references for decision makers in related fields for future directions.

MACHINE LEARNING AND AI BASED HUMAN RESOURCE MANAGEMENT IN KGI: AN ALGORITHM BASED CROSSOVER

Artificial Intelligence (AI) and Machine learning techniques forms the building blocks of a strong organizational growth in recent years. Starting from startups to the game changers in the field is implementing the core of these two technologies in their growth model. This study proposes a detail framework of artificial intelligence (AI) technology application for human resource management (HRM). Having rooted on the theory of the six basic dimensions of human resource management, which includes human resource strategy and planning, recruitment, training and development process, performance management, salary evaluation, and the employee relationship management, that consequently combines with its potential corresponding AI technology application. This proposed AI-HRM conceptual model provides suggestions and directions for the development of AI in enterprise human resource management. Lastly it is added and implemented to the practical organization KGI.

Analysis of Human Resource Management Trends and Innovative Approaches in the Era of Sharing Economy

Based on the analysis of human resource management trends and innovation in the era of sharing economy, this paper discusses the innovation paths in the era of sharing economy through the three aspects of human resource recruitment and selection, human resource training and development, and employee relationship management, and concludes that the trends of human resource management based on the era of sharing economy are mainly reflected in the co-operation with third-party service providers and management, the application of new technologies and tools, flexibility, and the use of new technologies and tools. technologies and tools, flexibility and personalised employee care, and the importance of socialising and networking. The conclusion will provide useful reference for HRM in the era of sharing economy and promote the innovative development of HRM in the new era.

Evaluation of Relationship Management using SPSS

Relationship Management. Management of customer relationships (CRM), often known as relationship management, is the practice of maintaining and enhancing a company's commercial ties with its current and potential clients. Tracking a customer's download of a white paper is one of many applicable CRM instances. When that occurs, the website might notify a particular salesperson in that area to contact the potential client again. The idea is that by delegating many of these straightforward actions to the program, you can set up a process. Your interpersonal communication abilities will be crucial to managing relationships. It's about your capacity to bring out the best in others—your capacity to motivate and sway them, your capacity to relate to them and build relationships with them in their final days, and your capacity to support their capacity to adapt, develop, and resolve conflict. Relationship management is a tactic used to build new relationships with clients and suppliers as well as to preserve current ones. By doing this, we can boost customer loyalty to our brand, find and eliminate inefficiencies, cultivate new connections, and boost revenue. Relationship management is a tactic used to build new relationships with clients and suppliers as well as to preserve current ones. By doing this, we can boost customer loyalty to our brand, find and eliminate inefficiencies, cultivate new connections, and boost revenue. A CRM system's primary goal is to enhance the customer experience. Achieving this goal will guarantee excellent outcomes for your company as a whole. Each of the other objectives will serve to further this goal if your CRM's primary mission is to increase customer satisfaction. Similar to life, partnerships can experience ups and downs. However, if you work on your empathy, communication, conflict resolution, commitment, and love abilities, you'll see a strengthening in your relationships. The process for controlling relationships in an organization is known as employee relationship management, or ERM. These connections may exist between the company and staff members and coworkers who are on the same level. Employees need a workplace that supports their creativity in order to be effective. Customers receive individualized guidance from them, develop a rapport with them, and receive timely answers to their questions. Relationship managers look for trends that can enhance business procedures by examining the business's communication strategy, contract discussions, and legal agreements. The participants were asked to rank the importance of the following six elements in a section on romantic partners: commitment, honesty, a healthy sex life, common interests, appropriate personality, and communication. Relationship management at work aids in building cohesive teams with members that respect one another, are open to new ideas, and function well together. Your greatest employees shouldn't feel threatened by chilly workplace dynamics. Poor employee experiences are caused by confusion, stress, and anxiety. Honesty, trust, respect, and open communication are essential components of healthy partnerships, as well as a willingness to compromise from both sides. There is no disparity in power. Partners respect one another's independence, allow each other to make their own judgments, and share agreements without worrying about reprisals. “A (IT competency), B (Social media orientation), C (Relational information processes), D (Customer performance), E (Financial performance), F (Sales Calls), G (E-Mail Integration), H (E-Mail Marketing), I (E-Mail Marketing)”. “A (IT competency), B (Social media orientation), C (Relational information processes), D (Customer performance), E (Financial performance), F (Sales Calls), G (E-Mail Integration), H (E-Mail Marketing), I (E-Mail Marketing)”. The Cronbach's Alpha Reliability result. The overall Cronbach's Alpha value for the model is .644 which indicates 64% reliability. The above 64% Cronbach Alpha value model can be analyzed from the literature review.

Care-based relationship management during remote work in a crisis: Empathy, purpose, and diversity climate as emergent employee-organization relational maintenance strategies

This study examined the relational maintenance strategies employed by organizations to maintain relationships with employees over remote/hybrid work in a crisis. Thirteen in-depth elite interviews with heads of communication and human resources from organizations on various top employer lists were conducted. The seven main themes generated from the interviews were clustered into two sets of strategies. The first set consisted of strategies that are widely accepted in current relationship management theorizing in public relations, specifically access, assurances, positivity, and openness. The second set included three emergent strategies, namely, empathy, purpose, and diversity climate. Together, these strategies reflected the lived experiences of employers as they grappled with maintaining relationships with employees remotely while navigating uncertain and ambiguous environments. The findings of this study strengthen theorizing on care-based employee relationship management in the context of remote/hybrid work during crises.

Research on Employee Relationship Management Based on Organizational Commitment

The employee relationship based on organizational commitment discussed in this paper refers to the relationship between enterprises and employees, from the perspective of organizational commitment to study and explore the relationship between enterprises and employees. Employee relationship management is to establish a people-oriented organizational culture, carry out effective human capital management for employees, through the establishment of corporate vision and value system, cultivate employees' feelings for the organization, provide organizational support, and strengthen the communication between the organization and employees.

Application of AI on Human Resource Management: A Review

Purpose – The aim of this study is to understand how AI technology can be applied in the HRM sector based on the numerous studies. This paper reviews the application of artificial intelligence in human resource management based on the 6 basic dimensions of HRM theory. Design/methodology/approach – This study employs the narrative methodol-ogy for the literature review. We have intentionally avoided the systematic methodology for the litera-ture review, as the methodology requires specific research questions which we believe is beyond the scope of the study. Findings: The paper comes out with a conclusion that AI strongly and posi-tively effects 4 dimensions of HRM theory: recruitment, training and devel-opment of employees, managing employee performance and evaluat-ing salaries of employees whereas the other two dimensions (human re-source strategies and employee relationship management) are still in the experi-mental stage. Though AI is highly accepted, the challenges they face in identi-fying data, creating unbiased data, working on employee happi-ness cannot be ignored. Originality: Extra research we have done showed that in HR they use dif-ferent applications of AI; for example, government departments use the Oracle program in recruitment. Furthermore, the paper has underpinned some worth mentioning literature gaps which open a vast scope of further research. We believe addressing the gaps will help the industry to move towards the right direction for adopting AI technology in the HRM sector

Employee Relationship Management and Organizational Agility: Mediating Role of Employee Empowerment in Consumer Goods Sector

The study examines the mediating role of employee empowerment in the relationship between employee relationship management and organizational agility. The survey method was used in the study using a closed-end copy of the questionnaire to collect data from three hundred and fifty-eight (358) respondents via the Google Document platform. Structural equation modeling was used to analyze the data using the PROCESS macro program as a regression-based software package. The results show that employee relationships have a significant impact on organizational agility. It was also found that managing relationships with employees improves employee empowerment because it helps them achieve their organizational goals directly by allowing them to make decisions. Finally, there is a good link between employee empowerment and organizational agility. The results also indicate that employee empowerment has a positive and important relationship with employee relationships and organizational agility. This study establishes a strong role for employee empowerment as an intermediary between employee relationship management and organizational management. This means that all employers have the greatest competitive advantage of always empowering their staff with recognized world-class talent. The study has contributed to the body of knowledge by demonstrating the RBT's adaptability in a pandemic period to optimize employee motivation at the expense of acknowledging the instinct of organizational agility in a challenging era where change occurs without warning.

Employee Relationship Management and Achievement Motivation: Insights from Hospitals

Employee Relationship Management and Achievement Motivation: Insights from Hospitals

High-potential human resources under the new economic conditions: issues of management in the place marketing system

The latest geopolitical events and the new economic reality have significantly altered the labour market and human resource management practices, highlighting “talent”, i. e. high-potential professionals, as a strategically important category. This work aims to form the concept of high-potential human resource management in the system of place marketing of the region (the Tyumen Region was taken as an example). In the “war for talents,” regions traditionally compete for youth and young families with children. Considering the two recent waves of relocation, migrants — former residents of the region who now live outside the region or country — should be considered as an important target group. The online survey, carried out for more than 100 ex-residents of the Tyumen Region, has revealed the prospects of their participation in the regional economy and built the basis of the brand platform of the Tyumen Region for this target audience. It is proposed to integrate such HR-marketing tools as EJM (Employee Journey Map), EX (Employee Experience), and ERM (Employee Relationship Management) into the management system for this segment.

Employee relationship management and achievement motivation: insights from hospitals

Employee relationship management and achievement motivation: insights from hospitals

Factors influencing Employee relationship management Process in the Indian Manufacturing context

Factors influencing Employee relationship management Process in the Indian Manufacturing context

Perception, Reaction, and Future Development of the Influence of COVID-19 on the Hospitality and Tourism Industry in China.

The present study examined the perception, reaction (i.e., possible measures), and future development from the perspectives of hotel and tourism practitioners and experts to investigate the influence of coronavirus disease 2019 (i.e., COVID-19) on the hospitality and tourism industry in China. After conducting 58 in-depth interviews among hotel and tourism practitioners and experts, feasible and practical measures were proposed to reduce such influence and predict the future development of China’s hospitality and tourism industry. Findings indicate that the influence of COVID-19 on the industry is perceived mainly through the pandemic’s economic and social effects. Possible measures that can be adopted for the recovery of China’s hospitality and tourism industry include the following aspects: government financial support, employee relationship management and electronic (e)-training, business marketing management, and industry co-operation network. A Perception-Reaction-Predication (PRP) crisis model is also proposed.

Taking off the rose-colored glasses: the influence of crises on employee relationship management

Purpose The central aim of this research is to deepen the analysis of the influence that crises have on employee relations by using the stakeholder relationship management model (SRM) to analyze organizational employee relationship management (OERM).Design/methodology/approach This study uses a questionnaire distributed in two organizations (UK-based public sector and private sector) that were experiencing a crisis at the time of data collection. Respondents identified whether they believed the organization was in crisis, if they defined it as in crisis classified what type of crisis it was, and then responded to questions about their relationship to the organization, the organization's post crisis stability and their own behavioral intentions.FindingsThe findings verify the applicability of the SRM in employee relations with three critical findings: (1) employees with higher income in the private sector were significantly less likely to believe their organization was in crisis; (2) the more ambiguous the blame for the crisis, the greater the damage on the relationship between organizations and employees; and (3) collective sensemaking in organizations is essential, but less likely when a crisis has damaged the relationship between employees and organizations.Originality/value In the last 40 years of Employee Relations, the role of crisis in influencing OERM has not been meaningfully explored in the journal. Therefore, the piece makes an original contribution.

An exploratory study of online internal communication within an employee relationship management approach: A Kenyan case study

The aim of this study was to explore the adoption of online communication tools (OCTs) by employees and managers of a public sector organisation in Kenya in a bid to build relationships in the workplace. Online internal communication (OIC) is gaining more prominence in public sector organisations in Kenya owing to the recognition of its positive effects on sound employee relationships. Strong employee relationships are essential to enhance not only the competitive advantage, but also the productivity of organisations. It is for this reason that public sector organisations in Kenya have increasingly adopted various OCTs and channels to enhance employees’ interactions and engagement. Consequently, a qualitative research approach was adopted. Primary data was collected through focus group discussions and in-depth interviews and analysed in accordance with a well-known qualitative data analysis approach. The key findings in this study identified the lack of training, open communication, involvement, motivation and trust as some of the factors affecting employee relationship management (ERM) in an online setting. The findings provide deeper insight into the degree to which employees are using OCTs for relationship building in a public sector organisation, which could be used as a heuristic for similar organisations.

Discuss on the Application Value and Management Methods of Employee Relationship Management in Human Resources Management

Discuss on the Application Value and Management Methods of Employee Relationship Management in Human Resources Management

Exploring the Link between Employee Relationship Management and Organisational Citizenship Behaviour

Exploring the Link between Employee Relationship Management and Organisational Citizenship Behaviour