UNIT II

ORGANISATION
 INTRODUCTION
 Organisation
 Construction Organisation
 Need for it…
 CONTENTS
UNIT II – ORGANISATION
Organisation – Span of Control – Organisation
Charts – Staffing Plan – Development and
Operation of Human Resources – Managerial
Staffing – Recruitment – Selection, Placement,
Training and Development.
 ORGANISATION
…an effective organization is one that
achieves its purposes by meeting the needs of its
stake holders, matching its resources to
opportunities, adapting flexibly to environmental
changes and creating the culture that promotes
commitment, creativity, shared valves and
mutual trust…
 REQUIREMENTS
Requirements for an Organisation:
 Coordinated work effort (of multiple people
and sub units).
 Adjustable and flexible (to changing
environment).
 PROPERTIES OF
ORGANIZATION
 They integrate subunits using horizontal
relations.
 They have organisation structures
differentiated to suit the unique requirements
of the project and the environment.
 HUMAN RESOURCES
DEVELOPMENT
Philosophies used in HRD:
 HR development constitutes to organization’s
objective attainment.
 Investment in HRD benefits all the stake holders of
the company.
 HRD plans and programs should be integrated and
support achievement of business and HR
strategies.
 The prime responsibilities for learning and
development lies with the individual.
 Contd.
 HRD should be performance related to achieve
improvements and make contributions to bottom
line results.
 Each one should be given an opportunity and
encouraged to learn, develop their skills and
knowledge.
 The frame work for individual learning is
provided by personal development plans that
focus on self-managed learning and are supported
by coaching, mentoring and formal training
 RECUIREMENT AND
SELECTION
The strategy should explore methods not
only of recruiting the no of people required but
also of finding staff who have the necessary
skills and experience, who are likely to deliver
the required sort of behaviour and who will fit
into the organization’s culture readily.
 Contd.
Recruitment and Selection process and techniques will
include the use of:
 Skills analysis
 Competency mapping
 The internet for recruitment
 Bio data
 Structured interviews
 Psychometric testing
 Assessment centers
ALTERNATIVE STRATEGIES
For satisfying human resources
requirements, the following are adapted:
 Out sourcing
 Re engineering
 Increasing flexibility
 Multi skilling
 Downsizing
 ORGANISATION
HIERARCHICAL CHART

MD / CEO

Board Of Directors

GM Admin. GM Projects

Project Manager Project Manager Project Manager

Finance Officer Admin Officer
Civil Electrical Mechanical

Architecture
Chief Accountant
(Chief, Asst., Jr) Ar

Accountant 1 Estimation
& Costing

Accountant 2
Structural Design
(Chief, Asst., Jr) Er

Drafting

Construction
(Chief, Asst., Jr) Er
ORGANISATION STRUCTURE

Company

Estimation
Finance Architecture Structural Design Drafting Construction
& Costing

Modelling &
Planning Analysis Design Procurement Execution
Animation
 LINKING OF ROLES
EX: LINKING OF ROLES IN AN ORGANISATION DURING PURCHASE OF MATERIALS

Company

Estimation
Finance Architecture Structural Design Drafting Construction
& Costing

Modeling &
Planning Analysis Design Procurement Execution
Animation

LEGEND

LINK BETWEEN ROLES

 ORGANISATION MATRIX

Company

Estimation
Finance Architecture Structural Design Drafting Construction
& Costing

Modelling &
Planning Analysis Design Procurement Execution
Animation

Project I

Project II

Other Projects
 BASICS OF STAFFING PLAN
Question Issue Action
What additional jobs are New vacancies Check state of demand
being created this year? with departments / budget
returns
What is labour turnover Loss of current Monthly check and report
forecast this year? staff
What categories of Type of staff Check staffing estimates
employees are required? needed
How many current staff Availability of Check training / appraisal
are ready for promotion own staff reports
now?
 Contd.
Question Issue Action
What is the state of Availability of Personnel’s contacts with
external labour market? new recruits agencies, etc.,
How much can we spend Size of the Monitor budget
for recruitment? budget
What time-scale is Timeliness of Agree with departments
required to meet demand? recruitment

How many personnel Efficiency of Personnel budget

staff are will be required the personnel
for this program? department
 SEVEN POINT PLAN
Devised by Prof. Alec Rodger, National Institute of
Industrial Psychology, England in 1950’s
Let us consider a case Construction Project Manager:
Feature Essential Desirable
Physical Proportional Height:Weight, None
make-up Good health, age: 22 – 28 yrs

Attainments Undergraduate / PG Diploma in

Postgraduate in Civil Engg. Management / MBA
Software skills Experience

Intelligence Problem solving, etc., Quick thinking, etc.,

 SEVEN POINT PLAN
Feature Essential Desirable
Aptitudes Management skills Flexibility, etc.,
Interests None Puzzles, etc.,

Disposition Group work, work under Sense of humour

pressure, etc.,
Circumstances Work for long hours, etc., Flexibility in work
timings, etc.,
 OPERATION OF HUMAN
RESOURCES
Performance analysis is a common tool for assessing
worker quality and contribution. Factors that might be
evaluated include:
Quality of Work - caliber of work produced or

accomplished.
Quantity of Work - volume of acceptable work

Job Knowledge - demonstrated knowledge of

requirements, methods, techniques and skills involved in

doing the job and in applying these to increase
productivity.
 Contd.
Related Work Knowledge - knowledge of effects of
work upon other areas and knowledge of related areas
which have influence on assigned work.
Judgment - soundness of conclusions, decisions and

actions.
Initiative - ability to take effective action without being

told.
Resource Utilization - ability to delineate project needs

and locate, plan and effectively use all resources

available.
 Contd.
Dependability - reliability in assuming and carrying out
commitments and obligations.
Analytical Ability - effectiveness in thinking through a

problem and reaching sound conclusions.

Communicative Ability - effectiveness in using oral and

written communications and in keeping subordinates,

associates, superiors and others adequately informed.
Interpersonal Skills - effectiveness in relating in an

appropriate and productive manner to others.

 Contd.
Ability to Work Under Pressure - ability to meet tight
deadlines and adapt to changes.
Security Sensitivity - ability to handle confidential

information appropriately and to exercise care in

safeguarding sensitive information.
Safety Consciousness - has knowledge of good safety

practices and demonstrates awareness of own personal

safety and the safety of others.
Profit and Cost Sensitivity - ability to seek out, generate

and implement profit-making ideas.

 Contd.
Planning Effectiveness - ability to anticipate needs, forecast
conditions, set goals and standards, plan and schedule work
and measure results.
Leadership - ability to develop in others the willingness and

desire to work towards common objectives.

Delegating - effectiveness in delegating work appropriately.

Development People - ability to select, train and appraise

personnel, set standards of performance, and provide

motivation to grow in their capacity.
 MANAGERIAL STAFFING
 It is done in Direct Method
 Here, recruiters are send to colleges and
business schools
 It is done in cooperation with the placement
office of a college
 Placement office provides help in attracting
students, arranging interviews, furnishing
space and providing student resumes.
 Contd…
 For managerial, professional and sales
personnel, campus recruiting is an extensive
operation
 Persons reading for MBA are other technical
courses are picked up in this manner
 Other direct methods include, sending
recruiters to conventions and seminars, setting
up exhibits at fairs and using mobile offices to
go the desired centres.
 ATTRIBUTES OF
A GOOD MANAGER
 Ability for right and quick decision making
 Analytical mind
 Capacity to work under tension, against a deadline
 Cheerful approach to teamwork
 Communication skills
 Coordination
 Eagerness to learn from feedback
 Enjoyment in facing professional challenges
 Enthusiasm in watching new trends and mastering
new skills
 Contd.
 Good public relations
 Innovative mind
 Interest in developing new products / services
 Keenness to train subordinates
 Loyalty to the organisation
 Patience to keep success
 Readiness to take responsibilities
 Skill in motivating others
 Willingness to lesrn