Issues in Human Resource Management

This document discusses the issues in human resource management, specifically focusing on surveillance and monitoring practices. It covers policies such as equal employment opportunity, harassment-free workplace, and health and safety monitoring. It also outlines the expectations from HR managers in terms of performance standards.

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Issues in Human Resource Management

 Harassment and Violence-Free Workplace Policy
Another prominent area that is covered under surveillance and monitoring is
the whole working environment of existing employees. As mentioned above, the
organisation seeks to develop a working environment which promotes equality,
as well as safety of individuals against any violence, harassment or
discrimination. Moreover, this policy has several steps which could be taken
appropriately by employees if they face any issue which is prohibited by the
company. some of these steps include reporting the incident to senior, or to
public service officials if something unethical or violent has been experienced by
them. However, the firm makes sure that the safety and integrity of employees
are deeply monitored through adoption of a range of strategies such as acquiring
repeated feedbacks, along with installation of CCTV devices which gives full
surveillance towards safety of employees against harassment as per this policy.
 Health and Safety Monitoring Practices:
There are ample of practices which are adopted by the firm to monitor the
health, as well as wellbeing of individuals. For example, it provides effective
training to each employee of how best they could handle their respective
operations without exposing themselves or others with any sort of contingency
which could be lethal to the working environment. Moreover, the firm has
installed certain monitoring and surveillance tools and techniques, which could
ensure that a proper cross communication channel is maintained that could
enhance the safety, wellbeing and productivity of the employees.
Development of Training Material for new HR Manager on HR Policy and Practice
It is imperative that every new HR manager is acquainted with the existing
working of the organisation, along with the current policies and practices which
they would be required to consider while operating within the company.
In context of DoubleTree, there are a range of policies and practices for
different functions of Human Resource Management that are imperative for every
new HR manager to know, as well as abide by. Therefore, in relation with the
practice of Surveillance and Monitoring of Work, there are several areas, as well as
essentials that are elaborated below::
Policy and Practice in Relation to Surveillance and Monitoring:
 Equal Employment Opportunity Policy:
One of the most policies in regards to monitoring the working within the
company is in relation with Diversity. The firm is very particular in ensuring
highest level of equality within its functions and operations and does not leave a
scope or tolerate any kind of discrimination in any which manner. Therefore, as per
this policy, it focuses on each and every operation within the company with respect
to the organisation in relation to seeking equality. Moreover, one of the functions
where this policy is highly applicable within the company is Recruitment and
selection of employees. The firm has this policy which helps the company to
ensure that equal opportunity for employment is given to every individual seeking
the same within the firm regardless of their social or cultural orientation, as well as
their background, gender and so forth.

Expectations from the Manager:
As per the above mentioned areas of the policy and practice associated with
Surveillance and Monitoring, there are certain expectations from every new
manager, in regards to this function of the Human Resource Management.
Therefore, these expectations are mentioned below:
 The very first expectation from a new manager within the hotel is that they
must set up better and more appropriate performance metrics and control
system for employees of each department, which would ensure better
control and monitoring of their performance within the firm.
 Another expectation from manager is in regards to this is that they modify
and improvise the policies and practices of the company in regards to the
developments within the sector. This would require them to bring in new
alternatives, technologies and techniques that surpass the current level of
performance of the firm in context of surveillance and monitoring.
 A continuous communication build up is also expected from a new
manager where they would be required to set up communication channels
within the company for spontaneous communication through employees in
regards to any issue that is associated with their health and safety or other
social and ethical attributes within the firm. This would need them to work
with a range of communication channels and methods which are imperative
towards enhancing the mentoring standards within the company.
Performance Standards:
It is imperative for managers of this organisation to showcase
impeccable and effective performance which allows the company to adhere to
each policy and practice that has been set up towards maintaining sustainability
and better working environment. There are several basis upon which the
performance of new managers would be judged within the firm with respect of
the aforementioned policy and practice. Hence, some of these aspects are
highlighted as under:
 Leading through Change: One of the major performance standard of
mangers within the hotel is that how best they lead the organisation
through change with appropriately and consistently monitoring the
health, safety and performance standards of the whole workforce after
the change is introduced and executed. Moreover, their performance
will also be evaluated on the basis of acceptance and adaptability of the
employees within the hotel towards change.
 Diversity and Inclusion: Another prominent aspect through which the
performance standard of managers is defined is how best they could
include socially and culturally different individual within the company
and along with the existing staff of the firm. This means that the job
satisfaction of new, as well as existing workforce would be the basis of
evaluation towards the performance level of managers towards
accomplishing this function in an appropriate manner.
 Productivity: Each manager within the hotel would be required to
effectively monitor the productivity level of individuals within the
organisation. This means that managers are responsible towards
engaging employees to perform better and monitor that performance
against a range of different metrics and benchmarks.