Employee relationship management (ERM) concerns the relationships between the employees within an organization.[1] ERM is considered a field of Human Resource Management. ERM is the process of adopting controlling methods and practices to regulate employee relations. A main goal of ERM is establishing and retaining productive relationships of employees within a company.

A central component of ERM is effective organizational communication. This leads to an increase in employee confidence, trust, and loyalty. By effectively managing relationships, a company can determine whether or not a company's objectives are being met.

Employee relationship management has focused on enabling employees to collaborate on typical managerial tasks with their employers. By engaging inputs from both sides of the employment relationship, ERM platforms aim to align the interests of both parties, worker and employer, and inform day-to-day business functions under a streamlined workflow.

Components and functions

In analyzing the concept of Employee Relationship Management, it is imperative that one understands the multiple components and functions of ERM to build strong employee-company relationships.

These components and functions may include, but are not limited to:

  • Job postings[2]
  • Interview process[1]
  • Candidate selection[2]
  • New employee orientation [3]
  • New employee on-boarding programs[2]
  • Training and professional development[2]
  • Supervision policies and procedures[1]
  • Employee assistance programs[2]
  • Employee engagement[4]
  • Equity, inclusion, and diversity initiatives
  • Robust internal and external communication systems [5]
  • Compensation and benefits packages[1]
  • Performance management system[4]
  • Conflict resolution policies and procedures [5]
  • Employee separation or termination process

After considering these components and functions that are essential to ERM, one can look at this concept in relation to the employee life cycle.

See also

References

  1. 1 2 3 4 "Employee Relationship Management (ERM)". www.managementstudyguide.com. Archived from the original on 2023-04-03. Retrieved 2023-04-03.
  2. 1 2 3 4 5 Bergeron, Peter (April 2013), Best Practices for Positive Employee Relations, Business Source Complete
  3. ↑ Richards, Leigh. "What Is Employee Relationship Management?". Houston Chronicle. Archived from the original on 8 May 2015. Retrieved 15 May 2015.
  4. 1 2 Caldwell, Cam; Peters, Ray (2018). "New employee onboarding – psychological contracts and ethical perspectives". Journal of Management Development. 37: 27–39. doi:10.1108/JMD-10-2016-0202.
  5. 1 2 "Employee Relationship Management (ERM)". en.kioskea.net. Archived from the original on 2013-07-02.
  • Bergeron, Peter. "Best Practices for Positive Employee Relations--Part 2." Business Source Complete, May 2013.
  • Busy, N. & Suprawan, L. "Most valuable stakeholders: The impact of employee orientation on corporate financial performance." Public Relations Review, 2012.
  • Cable, D. M., Gino, F., & Staats, B. R. (2013). Reinventing employee onboarding. MIT Sloan Management Review, 54(3), 23-28.
  • Elder, E. (2018, 05). Embrace the changing tides of HR and the employee relationship economy era. HR Strategy and Planning Excellence Essentials
  • Graybill, Jolie O.; Taesil Hudson Carpenter, Maria; Offord, Jerome; Piorun, Mary; Shaffer, Gary (2013). "Employee onboarding: Identification of best practices in ACRL libraries". Library Management. 34 (3): 200–218. doi:10.1108/01435121311310897.
  • Herington, Carmel; Johnson, Lester W.; Scott, Don (2009). "Firm–employee relationship strength—A conceptual model". Journal of Business Research. 62 (11): 1096–1107. doi:10.1016/j.jbusres.2008.06.019.
  • Lewis-Fernandez, E. "Seven Key Questions That Can Affect the Outcome of Workplace Negotiations." Employment Relations Today, Fall 2015.
  • Martin, Carolyn. "GETTING HIGH ON GEN Y: How to Engage the Entitlement Generation." Career Planning and Adult Development Journal, Fall 2018.
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