Confused About HR Roles in Construction? Seeking Clarity on My On-Site Duties

I am working in a construction company as an HR Executive. I have an MBA in HR. However, to date, I don't understand the exact role of HR here. I find myself performing activities related to accounts and administration. Could someone please guide me on the roles of HR in construction companies? My work primarily takes place at the on-site office.

Thank you.

Hey Arun,

I also work for an EPC (Engineering Procurement Contract) company and can relate to your dilemma regarding your assigned tasks encompassing accounting, administrative, and HR activities.

Being stationed at a site office indicates that you are not exclusively operating within an HR department. Site offices typically function to support the main Head Office, with departments such as Accounts, HR, and Admin serving a similar purpose on-site. These departments collaborate to maintain an operational system for site workers, serving as an extension of HR, Admin, and Accounts. If your superior has assigned you additional accounting responsibilities, it shouldn't be a cause for concern. Remember, management accounting, a crucial aspect of management, falls under Human Resource Management.

I understand your ambition and the importance of aligning your current role, as an HR Executive or as you have been assigned, with your expectations. It's natural to feel conflicted about whether your duties lean more towards accounting or HR.

While I empathize with your situation, it does not warrant questioning the HR practices within an engineering industry/company.

Understanding HR in Engineering Firms

To gain insight into HR and its functions within an engineering firm, you must first comprehend the essence of HRM (Human Resource Management).

The 7 STARS of HR

The core functions of HRM can be encapsulated in what I refer to as the "7 STARS of HR," covering Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, and Human Resource Research.

Do you believe that HR responsibilities in a manufacturing or other sector differ significantly from those in an engineering company?

Compensation, policies, and procedures tailored to the Garment Export industry, where employees work on a Piece Rate System, cannot be directly applied to manufacturing or other industries. HRM formulates policies and procedures aligned with the organization's objectives, which may vary across industries. However, this does not imply that the policies and procedures in the Garment industry are incompatible with those in an engineering company or any other industry—they are devised to suit the needs of the employees.

I am attempting to elucidate the essence of HRM through examples and distinctions between an Engineering Company and other sectors.

Performance Appraisals may vary in format, but the underlying principles and regulations of PA remain consistent across industries. Similarly, I doubt that HR professionals in other sectors deviate significantly in managing Attendance, Payroll, and Salary Administration compared to those in engineering firms.

Arun, it is acknowledged that HR policies, procedures, and processes effective in the manufacturing or garment industry may not seamlessly translate to other sectors. However, the variances are not as substantial as one might think; they are contingent on the work culture and practices of the industry/company.

To delve deeper into HR and its functions, I recommend revisiting my previous posts/threads and studying them diligently.

In conclusion, if you aspire to build a career in HR, stay committed, expand your knowledge, and immerse yourself in understanding HR and its operations. Practical experience within the industry is invaluable. Take your time to establish yourself; rushing may lead to distractions.

By the way, may I inquire about your age and qualifications if you don't mind sharing?

Best of luck!

Your explanation is really impressive. By the way, I am also working in a construction company as an HR specialist. Overall, HR ideology is the same wherever and in whichever industry it is, but the systems and procedures may differ.

Thanks & Regards,
Surya.

Thanks, Surya! Actually, there is not much difference in systems and procedures; they vary according to the culture, objectives, and industry. HRM personnel from engineering companies perform similar tasks as those in other industries, but they adapt based on their culture and organizational objectives. As I mentioned in my earlier message to Arun, HR work remains consistent across industries, with procedures tailored to suit the specific industry, environment, and style.

In our engineering company, we handle site workers who are not within our premises. Therefore, we develop procedures and policies to accommodate this objective. This may differ from how HR operates in other industries. The distinction lies in the approach taken, but it does not mean that HR has entirely different procedures for each industry.

Thanks & Regards,
Surya.

Working in the HR Department in the construction industry on-site, I would like to add that there is very little scope for HR practices because all important activities are controlled by the Head Office, and it mainly involves administrative work.

Thank you.

Understanding HR Roles in Construction Companies

Hey Arun, I'm also working with an EPC (Engineering Procurement Contract) company and can understand why you are raising this question or why you have been assigned some other accounts work, including Admin & HR activities. You are at a site office, not working in an HR department specifically, and I hope you can understand that. Site offices are established to support their Head Office. The establishment of Account, HR & Admin departments on sites has the same motive. It works with a group of 10-15 or say 20 people at the site to maintain a system for workers at the site, being a subdivision of HR & Admin and Accounts. If your superior wants you to work on some accounting tasks, I don't think there is anything to worry about. Also, remember that Management Accounting, which is an essential part of Management, comes under Human Resource Management.

I understand you are ambitious, which is really important for everyone. Your present work, being an HR Executive or what you have been assigned, is not according to your expectations, and you are confused about whether you are working with accounts or HR, which puts you in this situation. I can understand what you are going through, but it doesn't mean that questions can be raised on the HR work style of an Engineering Industry/Company.

Understanding HRM in Engineering Firms

First, if you want to know about HR and their work in an Engineering firm, you must understand what HRM is first. There is not much difference in the role and work of HRM in an Engineering company compared to others. In a Manufacturing company where workers are working in a particular premise with their tools, in an Engineering Company, workers are working on SITE OFFICES (other places) like you are working.

7 Stars of HRM

Human Resource Management: I have given a name to major HRM functions, which is "7 STARS of HR," and all the functions of HR come under these 7 STARS: Staffing, Performance Appraisals, Compensation and Benefits, Training and Development, Employee and Labor Relations, Safety and Health, and Human Resource Research. Do you think that HR establishment in a Manufacturing or other firm has different responsibilities than an Engineering company?

Compensation, Policies & Procedures, and their follow-up process in Garment Export, where workers are working on a Piece Rate System (Compensation Management), can't be used in Manufacturing and other industries because HRM has made policies & procedures for them according to their Organization/Industry objectives, which are different from Manufacturing and Engineering Industries. But it doesn't mean that making policies and procedures for a Garment industry does not come under an Engineering company or other industry; they have the same rule for their employees/workers.

I'm trying to give you an extract over HRM with examples and differences between an Engineering Company and others.

Performance Appraisal

There can be different formats, but the style and rules of PA can't vary from industry to industry. For your information, I don't think that HR people in other industries are doing much different on Attendance, Payroll & Salary Administration than in an Engineering firm. Arun, it is acceptable that HR Policies, Procedures, & Processes of manufacturing or say garment industry can't effectively work in another, but there is not much difference, believe me. It depends on the work system, culture, and style of working of an Industry/Company.

To know more about HR and their work, please go to my old posts/threads and read them carefully.

With closing of this, I want to say that if you really want to make your career in HR, stand with it, increase your knowledge, learn as much as you can about HR and their work/functions, but you need to spend your time practically with an industry. You need time to establish yourself, and I don't want you to run too fast and distract yourself. By the way, what's your age and qualification if you don't mind?

Best of Luck

Good morning Sir, a learning discussion for the new entrants in the industry. I have also googled about human resource research, one of the 7 stars, as explained by you. Can you explain a bit regarding the term 'human resource research'?

Regards, Deepti.

Roles and Responsibilities of a Site HR in Construction

I am also working with a construction company. As you mentioned, you are working as the site HR. The Site HR is often referred to as the Site Administrator. The responsibilities include:

• Ensure all employees reach their duties on time.
• Ensure all employees work properly during their duties.
• Ensure that labor/workers from different contractors are present according to the records.
• Ensure that the guest house, land rent, and electricity bills are deposited on time.
• Ensure that workers/laborers working at the site wear gum boots and helmets during their duties.
• The Administrative Officer must ensure all drivers hold valid driving licenses for their vehicles during their duty.
• Ensure safety, security, and a hygienic environment are maintained at the site and labor hutments.
• Admin. Officer to check and approve incoming and outgoing items as per procedures, and maintain proper records.
• Ensure discipline is maintained during working hours at the site and labor hutments.
• Ensure movements of unwanted/unknown persons are restricted.
• Maintain proper liaison with the head office regarding all administrative matters and compliance, and proper records must be maintained.
• Check the security, gate records, and the proper rotation of duties for security guards.
• Supply management and vendor development.
• Procurement and sourcing of materials.
• Price negotiation.
• Coordination with vendors and the supply chain.
• Coordination with transporters for the timely delivery of materials.

This may help you to understand your job responsibilities at the site.

Regards.

Site offices feed into Head Office, and as such, when running a project, the overall objective is to complete the project on schedule and deliver quality at minimal cost (a controllable element). It is therefore the norm for a Project Manager to hire an HRM who will perform both Admin and Accounting functions in addition to normal HR duties. At the site, an HRM mainly uses SHE, Staffing, and Labor Relations, which will lead to underutilization of a resource.

Regards,
Getrude

Coordination with Directorate of Factories

When a new factory or construction site is started, does the site HR need to coordinate with the Directorate of Factories Department for the submission of technical or construction drawings of the plant?

Dear Mr. Anil, I was going through all your posts on this particular topic. To be honest, I only read your post and the post of the first person who asked the question. I have a similar opinion that the engineering industry closely resembles that of the manufacturing industry. The differences and similarities were very well explained by you in your post.

A little bit about me - I started my career 7 years ago, and I consider myself still fresh in the construction industry. I work in Qatar within the construction industry and have been mostly based on projects. These projects I have been on mainly follow a projectized system in which the main office acts as a back office; all activities, for example, hiring, mobilizing, and demobilizing, are done on-site. Increment plans, bonuses, etc., are decided by the project director. There are times when we have needed to change certain policies and SOPs to suit the project. In my opinion, working on projects gives one a better understanding of the construction company, as you come across many things that actually take place on-site. With this knowledge, better policies can be planned for the workers and staff as a whole.

I would like to stay in touch with you to exchange ideas and opinions about HR-related matters in the construction industry. Kindly drop in your email so I can stay in touch with you.

Regards, Kamran Khan