Employee Relationship Management - Essay Example

Employee Relationship Management

Executive Summary

The employee relationship management is a term, which designates the strategies that a company undertakes to ensure that employees work within the guides of the enterprise’s objectives and goals in regards to how the employee handles their welfares in relationship to the company. A company initiates the same in its activities by making sure that every employee remains true to his or her duties (Coyle-Shapiro & Shore, 2007). This paper intends to investigate the relevance of employee relationship management and identify how its wise application becomes beneficial to the company. At the same time, this analysis seek to demonstrates the disadvantages that a company may go through in an event that it gives less importance to employee relationship management.

Background Information on the Topic

The fundamental reason for employee relationship management is to ensure that the environment is favorable and conducive for the employees to execute their activities. In fact, being that most of the contemporary business activities take place online, it becomes inherent to maintain good performance by putting enough plans to ensure ethics and real values in the way its property and services reach to the clients. Besides, the company doing its activities online must have a working website where all the information is contained and shared to the employees at the appropriate time. It also allows for interactivity by interacting with the employees comments from the web page. Additionally, the company ensures frequent updates on their web page so that any new information is reached to the staffs. In this precept, the employees get motivated when they are considered relevant entities in the company. Therefore, employee relationship must remain fundamental in every organization that intends to achieve the best from them. This paper looks into the employee relationship management in the skincare industry.

General Insight on Topic

In this context, the employ relationship management is determined by the best way the administration takes to make the company influence its goals and objectives. This requires excellent communication and relationship between the employer and the workers. Furthermore, it is true that the vast number of workmanship that the company has would make it very hard to conduct good communications with employees (Daley, 2006). The top leadership must develop the spirit, which believes that having good employees is a better is critical in scaling the business higher for competitive advantage. The company that has a poor relationship with workers is destined for tragic failure in its operations. Therefore, every company needs to motivate and inspire its employees to enjoy taking their activities.

According to scholars, motivation is an essential antidote in any business activity that every organization should utilize in order to achieve more from the employee efforts. However, many companies are so reluctant in applying it to reap more benefits from the employees’ skills and competencies. Therefore, it is imperative for every management in any given company to organize and plan ways to motivate the staffs in the organization. Considering various skills of motivation, Scholars such as Abraham Maslow advice managers to consider the human hierarchy of needs so that they can understand how to influence the employee’s behavior for a better result. In this precept, Maslow advanced the hierarchy of needs dependable on five hierarchical classes. In retrospect, it demonstrates the complexity of human needs and behavior and says that every need must be fulfilled for every individual to remain comfortable in his or her dwelling environment.

How Employee Relationship Management has changed and Been Applied

The topic of employee relationship management has been a concern for many studies that seek to give insight into the companies’ productivity. Initially, employee relationship management was seen in the realm of corporate responsibility, which began by looking at the employees as ladders to achieving the company’s profit acquisition. In this line of thought, the employer did not concern himself or herself with the welfare of the employees apart from reaping from their effort in order to grow the company (Coyle-Shapiro & Shore, 2007). Later, the thoughts in this realm were revolutionized to give employees the maximum importance in order to achieve greatness in the company. Therefore, the corporate responsibility became central in considering employees with much of care. Today, employee relationship management is conducted through a computer-aided platform. There are a standard software and internet supported that interplay in the means of making employees much considered and cared for in the company.

Besides, process theories such as Voom’s role of expectation, where an individual sets a standard and works towards it to achieve an expected result(Miner, 2015). This is closely related to goal setting by John Locke and Graham. They believe that every individual must have a particular goal to achieve in any task he or she undertakes. This has an advantage of keeping workers focused in what to achieve. On the other hand, Adams talks of equity approach, which maintains that every manager must ensure equal treatment to all employees alike. Similarly, the theory of inner work life system by Amabile & Kramer maintains that people work according to their inner conditions. This has an advantage of making workers flexible in whatever they do. Meaning that there are individual differences that influence the way they do things. The disadvantage is that too much liberty might lead to laxity. The theory of pay and performance has an advantage to make the folks to work better if they get timely and proper salaries. The disadvantage is that an employer who delays the salary of the workers can never get the better service from the employees since it one of the most dangerous behaviours that demotivate in a working environment. Finally, the candle problem and the key motivational factors obligates the managers to be critical thinkers in identifying the key motivating factors that lead to good performance. It has an advantage of making them to rethink in every situation so that they work with the best method in solving a problem. The disadvantage is that it leads to a lot of privilege to the workers, something that they can easily abuse

How it Benefits the Business

Exercising good employee relationship is healthy in making the company to retain skilled and talented employees in the firm. In addition, it helps the company to do well in competitive advantage (Daley, 2006). Many companies fall out of the business since they do not understand how to retain good workers that are capable of attracting standard growth in the business environment. Therefore, this area of study is so fundamental for every employer to understand how doing little to keep good relationship with the employees has a negative effect in their business. Furthermore, the fundamental reason for employee relationship management is to ensure that the environment is favorable and conducive for the employees to execute their activities. In fact, being that most of the contemporary business activities take place online, it becomes inherent to maintain good performance by putting enough plans to ensure ethics and real values in the way its property and services reach to the clients

Besides, some companies have seen employees complain that they work but do not get their salary on time or miss the payment entirely. This shows poor employee relationship management. As it stands, employee relationship management requires that they deliver their best, and the company responds by taking god care of them while on duty. This includes paying them their due salary on time. If this fails, then the impact might be fatal as it makes many good employees leave the company. Furthermore, failing to remain transparent in everything is tantamount to failure in that area. Moreover, the company, which fails to ensure better problem-solving mechanisms, can never realize good output. For instance, there should be flexible meeting ours scheduled for people to share out their experiences. During the same, anticipations and projections about particular ways of doing activities in a given line of duty becomes fundamental (Daley, 2006). This is important for every staff to exchange skills and experiences to deal with the duty pressures that demand concentration of time and engagements.

Relevant Implications or Lessons Learned From Employee Relationship Management

The employee relationship management has not been effective in many companies, which has made many workers in the company to quit due to complain about the poor working environment. It is, therefore, an imperative measure for every individual business entity to consider the kind of relationship that exists between the people that it deals with to achieve its dreams. In fact, employees are the main drivers of the company’s agenda. As a result, assuming them in policymaking as some companies do is tantamount to outright failure (Sadikoglu & Zehir, 2010).

As a result, the manager should focus on the following as the factors to consider motivating and exercising good relationship with the employees for a better result. First, he or she must cogitate their individual needs. According to Maslow, individual needs are so essential that every person must fulfill in any living environment. Needs such as food, shelter, security, clothing among others remains important to make an individual comfortable in a given setting (Miner, 2015). However, Herzberg's two-factor theory considers extrinsic and intrinsic motivators to realize good behavior and performance from an individual. He mentions motivators, which include challenging tasks, recognition, appreciation, and responsibility, which give positive satisfaction. In addition, he suggests hygiene factors, which means that certain privileges make the employees reluctant, but when they are withdrawn, then they work hard to achieve them. This implies that responding to their needs must be measured so that they are not relaxed in what they do. Secondly, he can consider setting goals and expectations that the employees should meet in a given task. He or she should be careful to set the standards and expectations that are achievable, since setting high standards above the abilities of the employees is demotivating. The manager can also consider the equity approach as a way of motivating their efforts since favoritism would ruin the company’s growth. He or she can also organize ways to ignite their inner working systems and understand their individual differences in whatever they do so that they can unleash their total talents and skills. Finally, the employer must ensure proper remuneration in time to make them perform better.

How the Topic Applies to Aesthetics/skincare industry

Aesthetics and Skincare are a business activity that must perform with the rules of business operations in order to achieve its goals and objectives. This means that it must also exercise good employee relationship management in order to perform. In fact, this paper confirms that any business that fails to perform good employee relationship management has a very thin line to live in its operations. In this precept, motivation is a very indispensable concept in any business activity that every organization should maintain in order to achieve more from the employee efforts (Daley, 2006). In fact, employees who have the good relationship with their employers are so determined in delivering their service. Therefore, every company must use its ability and might to motivate the workers for their standard output.

Recommendations

According to this study, every business entity must be sure to consider employees the primary drivers of the company’s future (Sadikoglu & Zehir, 2010). Therefore, employee relationship management is a key factor that every company must give consideration and care. Aesthetic and skincare industry must remain dynamic and unique in employee leadership and management for better success. There should be proper ways of motivating and inspiring employees in the company to enjoy the services that they offer.

Conclusion

Employee relationship management has been confirmed to be a very important area in business that every company must take keen interest to ensure that employees enjoy being in the company. As has been pointed out in this work, good relationship with the employees in business environment catalyzes the move towards the company’s realization of its goals and objectives. Many companies that assume the welfares of their employees never reap the total effect of their skills and talents. Therefore, it is noble for every management to establish cordial relationship with its people.