Luxury Hoteliers Magazine 3rd Quarter 2021 | Page 17

We know that during a crisis like the one we are experiencing now ; we are leading teams that are emotionally fragile . Across the globe wherever the businesses have resumed or are reviving , the HR leadership team has made every effort and attempt to ensure calm , constant communication and compassion while engaging the teams with a focus on health , safety , and regulatory & statutory compliance . Some quick actions , new changes , and recommendations for return to work include :
• Training the staff on all new work and health and safety protocols , sanitation procedures and ensure that they are always up to date .
• Providing personal protective equipment ( PPEs ) easily accessible to all employees always .
• Equip employees with personal work tools whenever possible .
• Avoid working in pairs or groups if possible or limit it to tasks that absolutely require to be handled by several persons
• Planning staggered breaks and mealtimes to avoid grouping too many people at one place .
• Keeping the team roaster as stable as possible and avoid unnecessary rotation of the staff .
• Appointing dedicated resources to manage prevention measures e . g . COVID-19 Manager or additional responsibility to be given to the Resident Doctor and the Security Manager to ensure health and safety compliance .
• Documents for instructing employees should be made available centrally . In addition , the management to regularly ( at department meetings or in small groups with intervals ) remind about the necessary compliance with the protective measures . It is recommended to inform the employees about the infection transmission and about the protective measures taken in the hotel .
• The management to comply with the Health Protection Agencies and local ministry regulations while being mindful of conforming with obligations regarding the confidential treatment of medical information with regards to medical testing results and being sensitive when making decisions regarding who is selected to return to work based on medical conditions .
During this recovery and reopening process , the Human Resources team works closely with the leadership team , serving as an internal consultant , to respond based on identified priorities . The Human Resources role includes coaching , developing strategy communication plans , tracking , and analyzing metrics , and any other actions that would help ensure that employees ’ needs are met throughout the return-to-work transition and beyond thereby also ensuring proactive planning that addresses these key areas : safety , business viability , and work-life concerns .
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