The major reason of employee privacy becoming a divisive question in Human Resource Management in digital era of the 21st century is largely because of simplicity and convenience of various monitoring methods tracking email, telephone, voice mail communication of employees. Presently there are more than 25 million of employees that are being monitored at work and accomplishments of 10 million of workers are evaluated not in favor of the data collected. As computer software systems and electronic monitoring become more accessible, the last number is predicted to multiply.
There are numerous methods of watching in place. Software programs and computer monitoring are used to make sure that employee performs accurately. Another method used by employers is a video surveillance. At the same time as some cameras are placed visibly, others might be settled secretly. Employers hire groups of investigators who pretend to be employee’s friends. A special personnel that have information about employee private lives can as well be hired to trace their work performance. Phone tapping and eavesdropping are the two most used methods of monitoring. In this case, destination, the number, and regularity of phone calls is noted. Since email is improved with such alternative as “Receipt Request” and “Priority Category”, it makes it easier for an employer to follow rate and time when a particular answer was sent in addition to read the message itself. Lastly, active badges are frequently used to monitor employee transfer in the building with his/her exceptional ID on the badge. Probably active badges can be called one of the most divisive monitoring systems, because they directly intrude in employee privacy.
Unquestionably, monitoring systems have reimbursement for both employers and employees, since employers receive a chance to trace performance and make timely remedial actions, while employees can have an objective evaluation of their performance. On the other hand, oftentimes the expenses significantly prevail over the benefits. Performance monitoring in the place of work disturbs rights for privacy of employee, because there is always a possible abuse, the principles of monitoring are repeatedly difficult to deal with, as importance is placed on quantitative performance measurements and speed, monitoring erodes the significance of employee dignity and directs to extra pressure and stress creating a aggressive working surrounding, which is not acceptable whichever ethically or legally.