Greetings,
This is an attempt to understand the HR Practices in the Construction Industry, as discussed in this community. We invite the experts from the industry to correct us on what requires to be added or upgraded. Any contribution towards the points missed below would be valued:
HR Practices in Construction Industry PPT - Download
This is an attempt to understand the HR Practices in the Construction Industry, as discussed in this community. We invite the experts from the industry to correct us on what requires to be added or upgraded. Any contribution towards the points missed below would be valued:
HR Practices in Construction Industry PPT - Download
This presentation discuss the following challengesHR Strategy for a Construction Company as contributed by Saby: Post
- Challenge #1 – Matching skilled labour supply and demand
- Challenge #2 – Creating a responsive apprenticeship system
- Challenge #3 – Establishing an innovative training system
- Challenge #4 – Facilitating worker mobility
Normally in a construction co., goal is first set by the management. It depends on the type of construction the company is in viz. Power Plant Construction, Residential, Commercial, Projects from other organizations, Townships, Fuel line construction, chemical plant construction, docks construction, etc.Few areas for HR Operations and Practices as discussed by Dr. Shanmugan: Post
After the goal is set, this is then informed by the management to the respective departments. Strategy is then formulated after discussions and/or debates between various department heads including the share holders of the company.
After the strategy is adopted, a guideline is prepared to implement the strategy. Normally the strategy is distributed to the respective departments, viz. planning, contracts, purchase, sales, marketing, etc.
It is true that without manpower, the construction of any product does not come into effect. And therefore to handle the various concerns related to the manpower (viz. recruitment, safety, health, behaviour, work, etc. ), an HR and personnel department is established.
Since you are talking about goals, strategies, etc. be more sure what you wanted since these things might have been developed by the organization you are working for.
To set up policies related to code of conduct of the employees, medical assistance, housing and food assistance, leave travel assistance, leave calculation, overtime calculation, minimum wage, increment, super annuation, security assistance, accident assistance, gratuity, insurance, etc. you will have to comply with the GCC employment rules and regulations. Similarly for HRD, statutory requirements for recruitment, interview procedures, working hours, etc. you will have to gather the details from the respective departments the candidate will be selected for. Your role will be short listing the candidates for interview, co-ordinate the interview between the candidate and the head of the respective department, preparation of contract agreement (which will differ from positions to positions and nationality of the candidate), air-ticket arrangement, visa arrangement, medical check-up of the candidate for residence permit/work permit, accommodation arrangement, food arrangement, transportation from site to accommodation arrangement, and a whole load of other arrangements as and when required for the upkeep of the employee.
HR in service and construction industry is really tough enough. it is only through major results HR initiatives are being recognized. If you want yourself to be recognized, slowly start with HR activities.HR Issues as voiced by rashmishingh: Post
1. HR Manual
2. HR Policy
3. initatives like 5S, performance management system, competency assessment, team bulding, etc.
Leave Policy as discussed by Kumaran Siva : Post
- This industry is still in early 20th century mentality where employers think that they are doing some favor to employees by giving them employment and employees think that they have nothing to do with overall picture of company's development.
- Even if you try to implement something new (new means new for this industry or company), neither management nor employees are interested. They have their general comment..if everything is going fine, whats the use of these fundas...
- I am equally disappointed by the management view as well as employees.
- This industry needs overhauling process in not only organizational structure but in mind set too.
For Office StaffOrganisation structure and designations as shared by Udhav :Post
- All Weekly Off
- 7 CL
- 1 EL/20 w.d.
- 10 Holidays
For Site Staff
- 2 Weekly off in a month
- 45 Days EL which include CL, balance Weekly off etc.
- 5 Holidays (balance 5 days will be added in leave)
All leaves are encashable.
There are different positions which varies from company to company. In a sizable co. with +5000 employees hierarchy could start at lowest position of
- Asst. Engineer {Traineee} and further upgraded to...
- Asst. Engineer (Projects or Planning or Contracts or Billing)
- Jr. Engineer (Projects or Planning or Contracts or Billing)
- Engineer (Projects or Planning or Contracts or Billing)
- Sr. Engineer (Projects or Planning or Contracts or Billing)
- Asst. Manager (Projects or Planning or Contracts or Billing)
- Dy. Manager (Projects or Planning or Contracts or Billing)
- Manager (Projects or Planning or Contracts or Billing)
- Sr. Manager (Projects or Planning or Contracts or Billing)
- Asst. Gen. Manager (Projects or Planning or Contracts or Billing)
- Sr. AGM (Projects or Planning or Contracts or Billing)
- Dy. General Manager (Projects or Planning or Contracts or Billing)
- Jt. General Manager (Projects or Planning or Contracts or Billing)
- General Manager (Projects or Planning or Contracts or Billing)
- Vice President (Projects or Planning or Contracts or Billing)
- Sr. Vice President (Projects, Planning or Contracts or Billing)
- Director (Projects/Technical)
Howver, last five positions could be for overall management and are heighest levels at many organisations where people with +20yrs experience are offered such designations.