I have consulted the client using the attached questionnaire. I have observed that the management just keeps hiring people without any job analysis. They have some people who are just on the job and do some miscellaneous work. I tried to instruct the manager that this practice is not correct, however he says that the construction industry is very dynamic, hence they cant predict when loads of work will come in.
I have suggested to work on the following:
Job descriptions for each level
Hierarchy in place
Speaking to the Team Managers to understand the workload & team grievances
Could you please suggest to tackle manpower planning in a growing firm what additional steps I can take.
Thanks & Regards,
27th September 2013 From India, Mumbai
27th September 2013 From India, Lucknow
You have developed exhaustive questionnaire no doubt about it. Good work, well done. However, following points or subjects are missed out in your list:
a) Anything and everything about safety of the employees. Safety is very important issue in construction industry.
b) Employee suggestion scheme. Nothing is mentioned about how innovation is encouraged.
c) About the culture of the company as such. Nothing is mentioned.
Frankly speaking, construction industry or reality companies are still at primitive stage in India. They are miles away from professionalism. Barring few handful exceptions, there is still "Thekedar-Munshiji" culture in most companies. The industry is driven by muscle-men who have political connections. The industry is heavily driven by the owners and MD's word is bylaw.
Against this backdrop, how far your "HR Assessment Questionnaire" and all that will work that remains to be seen. Lest you could be barking up wrong tree. So be heedful of that.
Dinesh V Divekar
27th September 2013 From India, Bangalore
They have applied for ISO:9001:2008, hence they have got formats from them to follow. From our meetings I have realized that manpower planning is the major issue to tackle. I think once I prepare the JDs for each position and the job levels, I will be in a better position to explain it to the owners. I have scheduled a meeting with each team manager this week to understand how they function and what are the problems they are facing. From this conversation my basic aim is to understand the responsibilities individual members of the team have, their training needs and the owners leadership styles.
Hence my scope of work here includes:
Preparing Job descriptions
Refining the policy manual
Devising Job levels
Refining the performance appraisal system
Putting a Promotion mechanism in place
Conducting Behavioural Trainings for Team managers and Owners
Preparing SOPs for each HR process
Can you tell me what are the current fees for HR outsourcing. From the scope mentioned above can anyone suggest how much should I charge them.
30th September 2013 From India, Mumbai
We offer HR services like:
• Preparation of Employee Handbook
• Drafting Offer letters, Termination letters, Promotion letters and Reference letters.
• Drafting HR Procedure Manual
• Maintaining MIS
• Identifying levels and Preparing Job Descriptions for each level
• One on one employee meetings and providing feedback and suggestions
• Performance management design and implementation
• Managing Exit
We offer recruitment services as well if there is a requirement.
We work along with you to build your organization and roll out the right HR interventions so as to create a happy workforce.
You can email me at or call on 9833169717 to fix up an appointment for a free Pre- assessment of your firm.
Look forward to your reply.
Thanks & Regards,
7th January 2014 From India, Mumbai