Purpose: This study examined emotional resilience and performance in commercial banks in South-East Nigeria as the broad objective and specifically examined the extent employee emotional literacy influence performance in commercial banks in South-East Nigeria. Research Methodology: A survey research design was chosen for the study. The population of the study consisted of 250 staff of 5 selected commercial banks in the studied area. The sample size used, as arrived by the use of Krejcie and Morgan sample size formula was 152. The instrument used for data collection was a Likert-structured questionnaire, which was subjected to both validity and reliability test. The data collected were analyzed through the use of a simple regression technique, and the hypothesis was tested at a 5% level of significance. Result: The result revealed that the correlation coefficient as represented by R is .915, signifying a 92% relationship between the variables while R-Square which represented the coefficient of the determination indicates that an 84% change in the performance of employees is accounted for by changes in employee emotional literacy. Limitation: The inferral powers of this study may be questioned as only a region in Nigeria was examined. Contribution: All the studies looked at empirically did not take cognizance of employee emotional literacy as a measure of employee resilience and none of the studies was carried out in southeast, Nigeria, hence, making this work fill an important gap that served as a contribution. Novelty: This study recognized that emotional literacy could be used to measure employee resilience and thus, represents something new within the context of the research area.

Purpose: The current study is the outcome of a thorough evaluation of the literature on functionalism in human resource management as it relates to organizational performance. It examines the role of human resource management and looks into various issues with human resource management in firms in such situations. Research Methodology: The theoretical underpinnings are accomplished through a systematic review and subsequent thematic content analysis of literature, including reports from published literature and research papers that have been published. These were critically examined, and the best matching documents were then carefully chosen for inclusion to reach a conclusion. Result: The result emphasizes the necessity for human resource management managers to implement cutting-edge strategies for faculty and staff empowerment so they may traverse the fast-changing environment and perform to their full potential against the odds. To engage stakeholders in amicably avoiding recalcitrance, a conceptual qualitative framework is established and recommended for the functionalism of tailored human resource management. This approach can help managers of human resources find opportunities during this crisis and help them come to significant conclusions about how to address issues and create a positive culture. Limitation: Risks of bias such as selection bias, insufficient blinding, attrition bias, and selective outcome reporting may be among the limitations. Future Implications: By working together to overcome predicted difficulties, this framework can help an educational leader manage stakeholders' expectations and benefit academics and practitioners alike. Novelty: Research novelty was a brand-new concept that might result in new knowledge or contribute to already-existing knowledge.