Study and study the factors affecting the competitive advantage in the organization s employees in order to increase the efficiency (Case Study: Staff of the Municipality of Tehran)

general outline of an interesting and ambitious concept is presented. Based on the outline, major implications for further conceptual elaboration, theoretical foundation and empirical evaluation of ERM are derived to propose directions for future research.For some time now, the set of suggestions on how to manage human resources has comprised an additional member named employee relationship management or ERM. Basically, ERM has been openly borrowed from the widely used Customer Relationship Management or CRM and aims at transferring principles of technology-based relationship building from the Relationship Management or CRM and aims at transferring principles of technology-based relationship building from the Relationship Management or CRM and aims at transferring principles of technology-based relationship building from the customer to the employee domain.However, given the early and still emerging state, there is little knowledge and agreement regarding ERM. Hence, the current paper attempts to clarify the concept and derive research implications. The formation and the strategic, processual and technological components of ERM are derived and discussed based on the Customer Relationship Management (CRM) concept that preceded it. As a result, a first Employee relationship management (ERM) constitutes an emerging trend of managing human resources by building and maintaining individualized and mutually valuable relationships with employees based on information technology.