Employee Relationship management

by Govendran Vellingiri on Sunday 19 August 2012, 8:16 PM | Category: Human Resource Management| View: 5854 views
 
 
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CHAPTER- 1

INTRODUCTION

 

 

 

 

1.1 INTRODUCTION

 

 

 

 

The term "Employee Relationship Management", translate as "management of the relationship with the employees" refers to the use of technologies in the management of human resources. This concept is based on client relationship management, with the employee at its center.

 

CRM (Customer Relationship Management) intends to provide technological solutions which make it possible to strengthen the communication between the company and its clients in order to improve the relationship with the clientele through automization of the different components of the client relationship:

 

  • Pre-sales: Refers to marketing, consisting in studying the market, i.e. the needs of clients and identifying prospects. Analyzing the client information collected allow the enterprise to revise its product selection to more closely match expectations

 

  • Sales: Sales forces automation (SFA), consists in providing piloting tools to businesses to assist them in their prospecting measures (contact management, sales meeting management, relaunch management, but also assistance with the preparation of business proposals, etc).

 

  • Client service management: clients loved to feel known to and acknowledged by the enterprise and can not stand having to recount, upon every contact, the history of its relationship with the enterprise.

 

  • After-sales, consisting in providing assistance to the client, in particular through the implementation of call centers (also Help Desk or Hot-Line) and the online provision of technical support information.

 

This involves implementing a dedicated information system for the management of human resources (generally referred to as HRIS), which makes it possible to cover all problems that are related with the relationship between a company and its employees, in particular:

 

·                    Training, i.e. the preparation of an overall training plan of the company which makes it possible to handle a catalog of compulsory or optional internships, requests by employees, and tracking of training actions;

 

·                    Pay, to prepare a statement of payments and mailing of salary bulletins;

 

·                    Recruiting, in particular follow-up on recruiting interviews and new recruits;

 

·                    Competence and career management, consisting in the implementation of a competence reference standard which permits improved management of jobs within the enterprise and in-house transfers. The goal is to value human assets by prioritizing the competences, knowledge, and know-how of the employees;

 

·                    Time management, i.e. the management and quantification of the activity of the employees of the company, in particular with a view to compliance with existing laws (reduction of working hours, payment of overtime, accounting of vacation, work breaks and absences);

 

·                    Internal communication, which permits sensitization and transversal information, which makes it possible to break the isolation of the different sectors of the enterprise.

 

 

 

 

 

 

 

 

 

 

 

1.2 NEED OF THE STUDY

 

The nature of the relationship between a company and employee is far more complex than the relationship with customers. Customers simply go off to competitors when the relationship is not working while unhappy employees can remain for long periods in the company. Customers only experiences the company at some key points of truth while employees are daily experiencing a relationship with their employer. The employee experience the relationship with the employer from the moment the employee enters into a workspace. Their moments of truth is overshadowed by a total experience over a period of time.

 

 

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. 

 

 

 

A company will benefit only from Employee Relationship Management technologies if there are clear guidelines and rules of how these technologies should be used. A culture that values the employee must pervade the organisation before these technologies can begin to make a positive contribution. Without a clear management adoption of employee centered values these technologies can become a destructive force which spread a negative morale rather than a positive one. Employee relationship management tools breaks down the dependency on hierarchical command and control systems and introduces more and more a self organizing culture of employees that are networked to collaborate on.points.of.need. 

            Technology can definitely assist but old style interpersonal skills and conflict resolution techniques are still forming the baseline requirements for effective Employee Relationship Management.

 

 

 

 

 

 

 

 

 

1.3 OBJECTIVES OF THE STUDY

 

·         To study the relationship between employees and management.

 

·         To identify the employees attitudes towards the management.

 

·         Relationship management centers around items like attracting and retaining employees. Common measures of the effectiveness of these relationships include time to hire, turnover and employee satisfaction.

 

 

  • Employee relations are the ways in which the company interacts with the staff, delivers policy information and works to create a more productive workplace.

 

 

1.4 SCOPE OF THE STUDY

 

 

 

 

 

Human resources are the important factors of production, for the development of any organization. It has become a perquisite to develop the  Human Resource. Human Resource development aims to involve the upgrading of skills, acquiring  and extending knowledge and the overall development of the human aspect in the organization.

 

This study is mainly to analyze the relationship between the employees and management in the Twinkle Fashions. This project was done for Twinkle Fashions, Tiruppur. The time frame of this lasted for 45days. This study helped to ascertain the employee relationship of Twinkle Fashions to improve their relationship to a great extent.

           

There are many companies there relationship is not good that's why employees are quit from the organisation. Our employee relationship affects our sense of well-being, health and motivation to go in to work at all. It is both an employer's responsibilities, and in their interest, to ensure that employees work in a positive atmosphere because relationship with the management can either maximize or minimize productivity and cause or prevent stress and fatigue.

1.5 LIMITATIONS OF THE STUDY

 

 

 

 

Every project has its own limitations and some of those that have encountered during this study are:

 

  • Limited time duration for the study was the major limiting factor.

 

  • Cost factor was another limiting factor.

 

  • The study was limited by capability, experience and knowledge of the researcher in the field.

 

  • Respondents opinion was influenced by many factors which are relevant to the study.

 

  • This being a sample study the analysis may not be a true picture of the target population.

 

  • The interaction with the staff was less because of the security and tight rules of the company.

 

 1.6 RESEARCH METHODOLOGY

 

Types of research

 

          The study is descriptive in nature since the objectives are laid down and the entire study is primarily focused on these objectives. An initial exploratory work is done in order to get insight about the topic.

 

Research Approach

 

            Since the population is high, entire population study is not possible. So suitable sample size is selected and the entire report based on the data available from sample, which is represented the population as whole.

 

 

Population                   :           25% of Employees in Twinkle Fashions

 

Sample Unit                :           Employees of Twinkle Fashions

 

Sample Size                 :           50 Employees of Twinkle Fashions

 

Sample Method           :           For employees Random Sampling is used.

 

 

Data Analysis Tool   

 

·         Percentage Method

 

RESEARCH

 

 

 

 

          Research and experimental development is creative work undertaken systematically to increase the stock of knowledge, including knowledge of humanity, culture and society, and the use of this stock of knowledge to devise new applications.  It is used to establish or confirm facts, reaffirm the results of previous work, solve new or existing problems, support theorems, or develop new theories.

 

 

RESEARCH DESIGN

 

 

            Research design is considered as a "blueprint" for research, dealing with at least four problems: which questions to study, which data are relevant, what data to collect, and how to analyze the results. The best design depends on the research question as well as the orientation of the researcher. Every design has its positive and negative sides. In sociology, there are three basic designs, which are considered to generate reliable data; these are cross-sectional, longitudinal, and cross-sequential.

 

TYPES OF DATA

 

 

1. Primary data

 

 

            Primary data are those data which are collected directly from the field for first time, which is original in character. This was obtained by the personal interview with managerial staff, office staff and workers of the firm.

 

 

2. Secondary data

 

Secondary data, is data collected by someone other than the user. Common sources of secondary data for social science include censuses, organisational records and data collected through qualitative methodologies or qualitative research. Primary data, by contrast, are collected by the investigator conducting the research.

Secondary data analysis saves time that would otherwise be spent collecting data and, particularly in the case of quantitative data, provides larger and higher-quality databases that would be unfeasible for any individual researcher to collect on their own.

·         Organizational brochures

·         Company records

·         Reference books

·         Internet

·         Government publications

·         Magazines

 

 

 

 

SOURCES OF DATA

 

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