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Different human resource management techniques include on-the-job training, mentoring, and various incentives that may motivate employees to be more productive. Ensuring continual support for healthy interpersonal relationships is a technique often used to head off potential problems in the workplace. Active engagement by company leadership with workplace personnel may also be used as a way to increase worker productivity.
Virtually all jobs involve some type of on-the-job training, even if it is limited to onboarding a new hire. Training is one of the most common human resource management techniques for this reason. At times, the training provided may be very in-depth and extensive.
Investing in training sometimes presents a human resource manager with a quandary. Taking the time to train a worker decreases productivity at first, even though that worker may provide a good return on the company's investment later on. If extensive on-the-job training is involved, human resource management techniques that link various incentives to completion of training may be used by the employer. For example, a trainee may be offered a bonus if he or she agrees to work for the company for a certain period of time once training is completed.
Sometimes, human resource management techniques involve training employees to work more effectively in teams. This mentoring technique often involves aspects of helping employees to synchronize workflow, and adopt effective teaming strategies. Knowledge sharing often accompanies teaming efforts. If workers do not receive enough guidance, they may be less productive, confused, or even resentful of management. On the other hand, management staff may seek to avoid sharing too much with certain employees, due to the need to protect proprietary secrets or executive level decisions.
Motivational incentives are among the most common of human resource management techniques, since performance-based payment is widely recognized as a powerful motivator for most workers. Incentives may include perks such as time off, a private office, or free beverages and snack foods. These benefits are often thought to heighten workplace morale. Managers may use various compensation strategies to increase worker output. These can range from sabbaticals, to year-end bonuses, to pay raises as the result of a promotion.
At times, workplace dynamics may become saddled with interpersonal conflicts, such as territory fights, rivalries, or simmering resentments among workers. Although most of these situations never develop beyond a minor loss of productivity, sometimes a poorly managed workplace can result in unsafe conditions, or even a severe drop in morale. A dynamically engaged management strategy may be an effective technique in both recognizing this problem and resolving it. Many companies implement an open-door policy at the company's human resources department to ensure that disgruntled employees or those who are being victimized have a way to air their concerns and report problems.
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