Human Resource Management in Construction 2012

ASSIGNMENT NICMAR/SODE OFFICE

1. 2. 3. 4. 5. 6.

Course No. Course Title Assignment No. Date of Dispatch Registration Nos. Name of Student

PGPM 13 Human Resource Management 02 2nd Nov 2012 212-08-31-10966-2141 Ashutosh Kumar

ASSIGNMENT

You are a Project Manager on a site where work for 3 K.M. Long Tunnel has been undertaken. The site is remote and takes about two days travels to nearest town. Supervisor, Technicians and skilled workers are engaged in dangerous / hazardous work. Absenteeism due to sickness, quarrels, drinking is adding to less output of work and chances of accident on site are increasing. Management has urged to do something so that time target can be achieved. Discuss how will you tackle the problem and increase the output of the work.

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WORKING CONDITION ON SITE

Human Resource Management in Construction 2012

The main problems at the site are as following

1. Less output is at the site. 2. The delay in the work is occurring and work progress not meeting the work schedule. 3. Working condition of the site is dangerous and hazardous due to that sickness and chances of the accidents are all time high. 4. Absenteeism 5. Decreasing of the interpersonal relation between the workers.6.Morale of the workers is decreasing due to cut from the society.

BASIC NEED OF THE PERSONS

The human is a self oriented animal which need some basic things which are essential for living like house, food, enjoyment, personal satisfaction. After fulfil of these basic needs he thinks about feels of family & social relations, status in the society, pride, recognition, growth, opportunity and achievements, work to earn thing for comfort. Without fulfil of these need the human could be frustrated and he will not able to work efficiently and due to that his morale and concentration on the work decreases.

SOCIAL NEEDS OF THE PERSONS

The human is social animal who live in the group. In that group there are different types of the persons and he has an relationship with the persons which are near to him (Family) and having the common interest. That group of the people called the society. The human need socially interaction between the peoples, communication, sharing of the feeling, and recognition in the society. He wants to enjoy and share his personal fling with the people of the society. Without these he found himself alone and the work goes hampered. If he does get any personal relation with the people of his common interest the interpersonal relationship tends to decrease
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and quarrelling starts in between, Which is not good at work site and it effect the work condition of the site which could be more dangerous with adding to the work at dangerous and hazardous site.

Human Resource Management in Construction 2012

REASONS OF VARIOUS PROBLEMS

The site is a remote place and doesnt has the basic need able things on the site. Also the work environment is dangerous and hazardous. The absenteeism is increasing due to that the output at work place is less and work is not meeting milestones as scheduled work is delaying. The reasons for these problems are as follow.

1. The site is in remote area due to that it doesnt have any connection with rest of the world. 2. Communication & travelling facility is very poor due to that they are not able to take care of their family. 3. The site doesnt have basic need able thing at the site to live. 4. The site doesnt have the good housing & food arrangement. 5. The site condition is not hygienic. 6. The work place hasnt stimulated properly and the working conditions are not safe. 7. The site condition is dangerous and hazardous adding of bad weather conditions increasing the chances for the accident are more 8. The sickness in the workers increasing due to unavailability of the good medical facility. 9. The interpersonal relations between the workers are decreasing and due to that cases of the quarrel are increasing. 10. The persons are getting tired and not refreshed because of very tight schedule due to that they are getting frustrated. 11. There is a lack of control on the workers due to that they are not doing the work properly like dinking of the workers increases the absenteeism, quarrel and chances of the accidents. 12. The surety about the job is not there after completion of the work
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Human Resource Management in Construction 2012 NEEDS AND THEIR FULFILMENT ON SITE

The site is a remote place and which takes the 2 days travels to the nearest town. The work at the site is for constructing the tunnel of the 3 K.M. long which is very dangerous and hazardous with the unpredictable weather. It does have any necessary amenities for living at the site also due to very far from town it doesnt have any communication at the site. So it is necessary to provide the basic need able things and facility on the site which are as following:

1. Stimulating the work site. 2. Taking care of all the safety for the workers on the job. 3. There should be good housing arrangement on the site so that after the long period of the work when the workers can refresh and get a good relief. 4. There should be good food facility for the workers. 5. There should be a good communication system. 6. There should be emergency travel arrangement by which in case of any injury they can reach at the nearest hospital within the time. 7. Developing the hygiene conditions on the site so that cases of the sickness on the site can deceases 8. Providing the facility for recreation activities & enjoyment of the workers like movies, games, and internet, participations in the various activities. 9. Proving the good medical facility on the work site with the lifesaving medicines.

Suggested Method for Hygiene Factors and the Motivational Factors

The following method can be use for improving the hygiene condition and to motivate the workers at the site.

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Stimulate the Working Site

Human Resource Management in Construction 2012

The work site should be properly stimulated and the hygiene condition should be developed at the site so that the persons at the site could get a better environment for the work. The work place should be safe so that during the work workers should not get injured. The housing arrangement and good food facilities and availability of basic amenities could improve the working efficiency of the workers. Also providing a good medical facility can reduce the cases of the sickness of the workers helping in the reducing the absenteeism and the required team members for the work will be available

Fulfilling Social Needs of the Persons

The persons are not able to take their family to site, due to that they are not in contact with them. They always think about them and the concentration on the work will not be continued. To fulfil these requirements of his attachment with the family and for social responsibility they should get work off of leave to meet the family and for completing his social responsibilities.

Developing Interpersonal Relationship By training and organizing other events and competition, the interpersonal relationship can develop between the workers. This can help in improving team work, by that the output will increase than the output by the individual. This can also help in developing a helpful environment for the workers. By creating open communication between the workers can help in strengthening the interpersonal relationship between the workers.

Providing Opportunity for the Professional Growth By making then feel that after completing this project, the professional growth for them will be much higher than the other who are engaged at another work place of its less difficult. They may get a job security on the job and they can be promoted & transferred on the basis of their performance. By providing chance for the interesting and challenging work the opportunity for the growth can be provided to them. Also technical training and on the job training can

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increases the level of the knowledge, this could help in increasing the working efficiency of the workers. Tangible Rewards By giving the tangible rewards for the better work performance on the site, this could help in motivating the peoples for doing the better job. For that extra wages and awards can give to increase their morale.

Human Resource Management in Construction 2012

Senior Management Support and Management Assistance in Problem Solving

The continuous support by the management and assistance to the workers time to time increase the morale of the persons involved in the work at the site. If any problem arises at the site which is beyond the authority of the supervisors the management could take decision can solve the problem within time. They think that if anything happens the management can take care of them and the problem could solve within the time effectively. Also if there any grievance between the supervisory and workers level this could be solved by the management so that the working environment could be developed in an efficient work place. The management can recognize and appraise their work of the god performance, this help in increase the morale of the workers and faith in the organization.

Cultivating Strong Skills in Delegation Delegation includes conveying responsibility and authority to supervisors and workers so they can carry out certain tasks. However, leave it up to the workers and supervisors to decide how they will carry out the tasks. Skills in delegation can free up a great deal of time for managers and higher management. It also allows them to take strong role in job, which usually means more fulfilment and motivation in their job, as well.

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Recommendations to the Management

Human Resource Management in Construction 2012

Motivating employees so that they feel secure on the job is not easy, especially since a project has a finite lifetime. Also if a project is at such place where the basic amenities are not available to live it become the more difficult to motivate the employee to work at those site. Since the project manager or management cannot motivate by promising material gains, they must appeal to each persons pride. The project manager should take care and give personal assistance to the supervisors, technicians, workers and the persons whose are working under him for achieving the target. There are several ways for motivating project personnel. Some effective ways include are followings:

Professionally Stimulating Work Environment The work conditions on the site are not so good and there is a lack of basic facilities and amenities. The management should arrange the basic requirement of the persons at the site like housing, food, recreation centre, games. Also management should make work site safe so that anyone can work without fear and give his best output. The management should provide a good medical facility and the travel arrangement in the case of emergency.

Letting the People Know Why They are, Where They Are The people are engaged at work should know that they are there because they know that how to do that work. How much they are important for the work and for the organization. They should know that where they are and why, because this make them feel them important for the organization. Making the individual feel that they belong where they are, Let the people know that how their efforts fit into the big picture of the project and how this project will benefits their future growth and career development. Employees often feel strong fulfilment from realizing that they are actually making a difference. This realization often requires clear communication about organizational goal, employee progress towards those goal and celebration when the goal is met.

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Adopt a Positive Attitude

Human Resource Management in Construction 2012

The management should adopt positive attitude towards the supervisors, technicians and workers to complete the work on the time. The management shouldnt criticize the works for their less output at the work place due to some unfavourable conditions at the work place. The management should always motivate them for the better work performance. The management shouldnt make promises that cannot be kept. The management should give each person the attention which he requires.

Placement of the Persons in Right Positions The every people have some level of knowledge and experience. Anybody cannot fit into every work. The efficiency can be maximum if right people in right place in right numbers. The people at any level should have proper knowledge for that position and properly trained. By giving proper training to the persons at work place it could increase the work progress. This will also help in further growth of the persons. The persons placed at various positions should follow the hierarchy of the management. They should be follow the instruction given by the higher person also the higher person should consider the ideas of the lower persons.

Job Enrichment The job enrichment is concerned with designing jobs that provide opportunities for the achievement, recognition, growth, responsibility, a greater variety of work content; requires a higher level of knowledge and skills, give workers more autonomy and responsibility in terms of planning, direction and controlling their work and provide the opportunity for personal growth and meaningful work experience. The workers job may be enriched by:-Giving workers more latitude in deciding about such things as work methods, sequence and pace or by letting them make decision.-Encouraging the participation of subordinate and interaction between workers.Giving workers a feeling of personal responsibility to their tasks.-Giving feedback on job performance.

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Appraisal & Rewards

Human Resource Management in Construction 2012

The project has a very limited time and is of very specific in the nature. A critical lesson for supervisors is to learn to focus on employee behaviours, not on employee personalities. At time to time persons on the work gives their best performance. For these best performances the rewards should be given to the workers. This will encourage other workers for giving their best performance. This could be in the form of extra wages or appraisal. There rewards should be justified so that it should not harm the others performance. Performance in the workplace should be based on behaviours toward goals, not on popularity of employees. You can get in a great deal of trouble (legally, morally and interpersonally) for focusing only on how you feel about your employees rather than on what you're seeing with your eyeballs.

Make of List of Things that Motivate each of Your Employees

Fill out the list yourself for each of your employees and then have each of your employees fill out the list for themselves. Compare your answers to theirs. Recognize the differences between your impression of what you think is important to them and what they think is important to them. Then meet with each of your employees to discuss what they think are the most important motivational factors to them. Lastly, take some time alone to write down how you will modify your approaches with each employee to ensure their motivational factors are being met. Work with each employee to ensure their motivational factors are taken into consideration in your reward systems. For example, their jobs might be redesigned to be more fulfilling. You might find more means to provide recognition, if that is important to them. You might develop a personnel policy that rewards employees with more family time, etc.

Have one-on-one meetings with each employee Employees are motivated more by your care and concern for them than by your attention to them. Get to know your employees, their families, their favorite foods, names of their children, etc. This can sound manipulative --and it will be if not done sincerely. However, even if you sincerely want to get to know each of your employees, it may not happen unless you intentionally set aside time to be with each of them.

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Human Resource Management in Construction 2012 Cultivate Strong Skills in Delegation Delegation includes conveying responsibility and authority to your employees so they can carry out certain tasks. However, you leave it up to your employees to decide how they will carry out the tasks. Skills in delegation can free up a great deal of time for managers and supervisors. It also allows employees to take a stronger role in their jobs, which usually means more fulfilment and motivation in their jobs, as well.

Reward it soon after you see it This helps to reinforce the notion that you highly prefer the behaviours that you're currently seeing from your employees. Often, the shorter the time between an employee's action and your reward for the action, the clearer it is to the employee that you highly prefer that action.

Implement at least the Basic Principles of Performance Management Good performance management includes identifying goals, measures to indicate if the goals are being met or not, ongoing attention and feedback about measures toward the goals, and corrective actions to redirect activities back toward achieving the goals when necessary. Performance management can focus on organizations, groups, processes in the organization and employees.

Establish goals that are SMARTER

SMARTER goals are: specific, measurable, acceptable, realistic, timely, extending of capabilities and rewarding to those involved.

Clearly convey How Employee Results contribute too Organizational Results

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Employees often feel strong fulfilment from realizing that they're actually making a difference. This realization often requires clear communication about organizational goals, employee progress toward those goals and celebration when the goals are met.

Human Resource Management in Construction 2012

Celebrate Achievements This critical step is often forgotten. New managers and supervisors are often focused on a getting "a lot done". This usually means identifying and solving problems. Experienced managers come to understand that acknowledging and celebrating a solution to a problem can be every bit as important as the solution itself. Without ongoing acknowledgement of success, employees become frustrated, sceptical and even cynical about efforts in the organization.

Bibliography
Bedman, W.L. From Litigation to ADR: Brown and Roots Experience. Dispute Resolution Journal, Oct.-Dec., 1995, pp 8-14. Blake, R. and Mouton, J. S. Solving Costly Organizational Conflicts: Achieving Intergroup Trust, Cooperation, and Teamwork. San Francisco: Jossey Bass, 1984 Brett, J. M., Goldberg, S. B and Ury, W. L. Managing Conflict: The Strategy of Dispute System Design. Business Week Executive Briefing Service, Vol 6 1994. Cavenagh, T. Business Dispute Resolution: Best Practices, System Design & Case Management, 1999 Bingham, L.A. Mediating Employment Disputes: Perceptions of Redress at the United States Postal Service. Review of Public Personnel Administration, Spring 1997, pp 20-30 Costantino, C. A., and Merchant, C. S. Designing Conflict Management Systems: A Guide to Creating Productive and Healthy Organizations. San Francisco: Jossey Bass, 1996. Cutcher-Gershenfeld, J. and Kochan, T. A. Dispute Resolution and Team-Based Work Systems. In S. E. Gleason (ed.) Workplace Dispute Resolution: Directions for the TwentyFirst Century. East Lansing: Michigan State University Press, 1997, pp 107-127. Dana, D., Conflict Resolution: Mediation Tools for Everyday Worklife, New York: McGraw-Hill, 2001

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 Dana, D., Managing Differences: How to Build Better Relationships at Work and Home, (4th Ed.). MTI Publications, 2005. Rowe, M. P. People Who Feel Harassed Need a Complaint System for both Formal and Informal Options. Negotiation Journal, 1990a, 6(2), 164-165.

Human Resource Management in Construction 2012

Rowe, M. P. Helping People Help Themselves: An ADR Option for Interpersonal Conflict Negotiation Journal, 1990b, 6(3), 239-248.

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