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Employee Relationship Management (ERM) [1] is the practice of maintaining desired employee-employer relationships. It is a part of Human Resource Management . The main goal of ERM is to build and maintain positive connections among employees to ensure smooth business operations.
Employee engagement is a multifaceted concept that extends across various stages of the employee lifecycle. [30] From the initial interaction with potential candidates to the feedback gathered during exit interviews, organizations employ different strategies to foster a positive and productive work environment.
Business relations are connections between stakeholders in the process of businesses, such as employer–employee relationships, managers as well as outsourced business partners. The association of businesses began relationships that have been constructed through communication channels such as the likes of telephones , personal contacts, and e ...
Business Relationship Management (BRM) is viewed as a philosophy, capability, discipline, and role to evolve culture, build partnerships, drive value, and satisfy purpose. [ 1 ] BRM is distinct from enterprise relationship management and customer relationship management although it is related.
Organizational strategy explores the relationship between unit and the environment. It involves action—matching skills and resources with opportunities and threats. According to Michael Porter, a professor from Harvard Business School and leading expert in organizational strategy, the basics of a competitive model have Five Forces:
Employee retention is the ability of an organization to retain its employees and ensure sustainability. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period).
The role of the CHRO has evolved rapidly to meet the human capital needs of organizations operating across multiple regulatory and labor environments. Whereas CHROs once focused on organizations human resources in just one or two countries, today many oversee complex networks of employees on more than one continent and implement workforce development strategies on a global scale.
Employee Appreciation Day; Employee assistance program; Employee Confidence Index; Employee engagement; Employee experience design; Employee handbook; Employee monitoring; Employee morale; Employee motivation; Employee ownership trust; Employee recognition; Employee relationship management; Employee retention; Employee silence; Employee surveys ...