HR Management in Construction Industry

The assignment discusses the importance of effective human resource (HR) management in the construction industry. The content highlights the roles and responsibilities of key personnel, including the Engineering head, site supervisor, QS drafter, and head of office staff. It also emphasizes the need for a holistic approach to HR management, involving the selection and recruitment process, job analysis, and employee development. The assignment notes that informal methods of recruitment are prevalent in the construction industry, but formal processes should be implemented to ensure fairness and transparency. Furthermore, it underscores the significance of capacity building and training in improving the quality of work and enhancing organizational performance.

FINANCIAL AND HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author’s Note:

FINANCIAL AND HUMAN RESOURCE MANAGEMENT
Table of Contents
1. Introduction..................................................................................................................................3
2. Analysis of Risks for Tender Adjudication Process....................................................................3
3. Information on School Project D&B...........................................................................................5
4. Internal and External Stakeholders..............................................................................................5
5. HR Planning.................................................................................................................................7
6. D&B of the Organizational Structure..........................................................................................8
7. Evaluation of the D&B Organisation in Singapore....................................................................8
8. Major duties of the project staffs.................................................................................................9
9. Selection and recruitment process............................................................................................11
References......................................................................................................................................15
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1. Introduction
The following study would critically analyze and evaluate the issues for the tender adjudication
process in the case of the SGD20 million design and build (D&B) project in order to build a new
public school at Jurong East. Furthermore, the study would also provide suitable
recommendations in order to mitigate the issues.
2. Analysis of Risks for Tender Adjudication Process
For the tender adjudication process, there are varieties of human resource management (HRM)
risks. These risks are:
Risk Description Likeli
hood
Conse
quence
s
Rating &
Class
Shortage
of Staff
Members
This is a reference to the staff members who work in
low skill required jobs such as moving objects. There is
a high probability of this risk due to the fact that there
are difficulties in getting foreign workers as per MOM
regulations and even local workers are refusing to take
such jobs (Cascio, 2015). As a result of this, the
duration of the project would increase.
3 3 9
(Medium)
Shortage
of
Specializ
There are various jobs that require skill sets, which
cannot be acquired easily or quickly. Such jobs are
trained workers for excavation, fork lifting, welding,
3 4 12 (High)
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ed Staff
Members
and many more. As a result of this risk, the cost, as
well as the duration of the project, can increase if third
party members are sought after.
Lack of
complian
ce with
HR
This is a reference to the compliance issues such as
overworking, lack of safety and protection while
working, and many more (Taylor, Doherty, and
McGraw, 2015). As a result of this risk, the progress of
the entire project can be stopped until the issues are
solved.
2 4 8
(Medium)
Table 1: HR Risks of the Project
(Source: Created by the Learner)
Risk Actions and Control Measures Revised Rating of Risks
Shortage of Staff
Members
The HR should plan as well as control the
entire workforce required for the different job
roles in the project. HR should also develop a
contingency plan for the future. Furthermore,
the third party should be informed of their
availability if there is a shortage of workforce
or specialized staff members (DeCenzo,
Robbins, and Verhulst, 2016).
1 X 3 = 3 (Low)
Shortage of
Specialized Staff
Members
2 X 4 = 8 (Medium)
Lack of HR should monitor all the compliances for 1 X 4 = 4 (Low)
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compliance with
HR
the project and the staff members. Moreover,
the compliance should be checked in the
recruitment process so that they can be
followed when the new staff members start to
work.
Table 2: HR Risks Control Measures
(Source: Created by the Learner)
3. Information on School Project D&B
The SGD20 million public school which is the D&B project located in the Jurong East and is
funded by the Ministry of Education. In the school, three separate buildings are constructed and
linked by a bridge on the second floor. The school is constructed in a location where the land is
barren with a good soil condition suitable for the creation of the base of the building.
4. Internal and External Stakeholders
Both the internal and external stakeholders of the project are:
Internal Stakeholders Vested Interests
Employees  Safety within the Job
 Security of the Job reliant on project success
Investors  Project profitability involving both the duration and cost of the
project
Managers  Project Requirements compliance
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 Project laws and regulations compliance
Table 3: Internal Stakeholders
(Source: Created by the Learner)
External Stakeholders Vested Interests
General Public  Different types of pollution caused during the project
 The school’s safety when completed
Customer  Project requirement compliance including duration and features
Government / Regulators  Compliance of project pertaining the project construction
regulations and laws
Suppliers  The uninterrupted thriving of the project which will help the
suppliers get constant orders and payments from the contractors
Table 4: External Stakeholders
(Source: Created by the Learner)
5. HR Planning
The importance of Human Resource planning is crucial for the construction industry and is
reliant upon both outsourcing and subcontracting as the industry is very physically taxing and
requires labor. The planning focuses more on health and safety and lesser on training and
development (Wilton, 2016). As such, the practice of Hard HRM is prevalent in such business
industries like the construction industries. This results in the exploitation as well as treatment of
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HR as a resource commodity. However, to avoid unpredictable labor requirements in the
industry, the full control over staffing costs, demand and supply chain, and planning process is
necessary.
Figure 1: HR Planning Demand and Supply Forecasting
(Source: DeCenzo, Robbins, and Verhulst, 2016)
6. D&B of the Organizational Structure
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Figure 2: Project Organizational Structure
(Source: Nankervis et al., 2016)
In a project, the different departments are able to report to the project manager who then reports
to the client. Different external stakeholders such as the government and third parties monitor the
different aspects of the project (Nankervis et al., 2016).
7. Evaluation of the D&B Organisation in Singapore
There are three major criteria for the evaluation of a D&B Organisation in Singapore, which are:
 Workplace Safety and Management of Health
 Product and Service Quality
 Management of the Environment
Workplace Safety and Management of Health is a very integral part of D&B Organisation and as
such, various governmental tenders are more focused on the history of the organization in terms
of workplace safety in decision making (Stone et al., 2015). bizSAFE is one of the criteria which
is necessary for an organization to attain in order to prove their commitment towards the safety
of the workers. There are five stages in the bizSAFE, which starts from bizSAFE level 1 to
bizSAFE Star. For any D&B Organisation, the importance of the quality of the products and
services are also very high. Through the certification, the quality of the products and services are
evaluated which is important in getting an organization a successful tender. However, due to the
increasing focus on the environmental issues placed by the public, D&B Organisations have been
able to successfully evaluate their environmental management systems (Snell, Morris, and
Bohlander, 2015). For such cases, BCA has been able to introduce the ISO 14000 certification to
certify an effective environmental management system.
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8. Major duties of the project staffs
Responsibilities of the human resource of the project
Different talents and skills are required that helps to achieve the responsibilities delegated to the
project staffs in during the project management.
Project manager
The main skills set required for the project manager I management and vision he needs to
properly manage the team and delegate the work according to the strength of the employees. In a
critical situation, the manager needs to keep is cool and find an innovative solution according to
the budget. The resource allocation and budget development are the main jobs for the project
manager (Poljičak, 2017). However, project managers should have a superficial technical
knowledge to manage the budget but in depth, knowledge is not required. Project objectives and
goal setting is performed by the managers
Inspector of Safety and head of safety
The head of safety has the responsibility to make compliance with the safety and security of the
project sites in an efficient manner. The safety measures that are needed in the construction
industry should be developed and maintained by the safety head. There should be a safety team
under the safety ahead monitoring the overall safety of the project (Dunford et al., 2017). The
safety inspectors should monitor and mitigate any potential risk and report the detail to the safety
head.
Engineering head, supervisor of the site and QS Draftsman
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The Engineering head is delegated with the major responsibility to look after every detail of the
technicality related to the construction site. The Engineering head should properly collaborate
with every the project manager in an efficient manner so that the human resource management
and technical management may perform in a prominent manner (Moczydlowska, and Adamski,
2019). The site supervisor mainly deals with the supply chain management and the monitoring
the human resource of the sites so that work quality is maintained. On the other hand, the
Engineering head may have expertise in civil drawings and electrical settings that should be
planned with the project supervisor to enhance quality. Moreover, the QS drafter will be in
charge of managing the budget in collaboration with the project manager. Furthermore,
procurement is also maintained by the QS drafter.
Duties of supporting the head of office staff
The head of the office staff is responsible for the management of holistic administrative jobs.
The administrative jobs include the documentation and maintenance of all kinds of paper works
required to perform the project in an effective and efficient manner. The head of the office staff
delegates his subordinate to perform the documentation and calculation of the finance in a time
deadline. Moreover, there should be proper coordination of the administrative officer with the
Human resource management so any problems regarding Hr may be dealt with effectively by the
administration.
9. Selection and recruitment process
The selection and the recruitment process is one of the most vital components of the construction
industry. The selection and the recruitment process should be much unbiased and should be
dependent on the merit and efficiency of the individuals to work in a construction project.
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Figure 3: Selection Process
(Source: Moczydlowska, and Adamski, 2019)
Analysis of the job role
The job role might be analyzed in an effective manner so that the recruitment may be done as per
the job description and the strength of the individuals
Description of the job
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It is observed that there is a presence of the competency framework that helps to prepare the job
description of the posts. However, in the words of Talan, Sehrawat, and Sharma, (2017), it is
observed that it is a very complicated process and creates confusion among the top management
in an effective manner. If the individual specification is analyzed from a holistic perspective, it
may help to simplify the job description
Figure 4: Job Description
(Source: Moczydlowska, and Adamski, 2019)
Advertisement for the Job
It is observed that recruitment in the construction industry is mainly dependant on the informal
method of recruitment rather than the formal advertisement. Mainly the informal pattern of the
advertisement includes the word of mouth of the managers. According to the personal network,
the individuals who are recruited are mainly experienced that helps in the enhancement of the
quality of the work in an effective and efficient manner (Long, Kowang, and Chin, 2017).
Moreover, one of the most important parameters for recruitment is the consultancy agencies
that help to recruit employees to form the developing countries. It is observed that both
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recruitment techniques play an important role in the maintenance of HR management and
business operation in the construction industry. The employees of the top management should be
recruited in a prominent manner by a formula method. Moreover, the capacity building is one of
the major needs to improve the manpower in the construction industry in a prominent way.
Selection process
The selection process is one of the most important processes that help the management to
maintain the process in a prominent manner. Moreover, the work experience should be analyzed
in an efficient manner so that the work experience may synchronize with the job description in
an efficient manner. Additionally, the interview method helps to analyze the overall personality
of the employee and the criminal records may be analyzed in an efficient manner. If the
individual has any criminal record then the candidate should be excluded from the recruitment
process.
It has been seen that one of the most useful processes for selection of the high-level employees
are formal interview those include proper examination group discussion and personal interview
(Mir, Sharif, and Naqvi, 2017). This may help in the efficient analysis of the holistic experience
of the candidate in a proper manner. The personal interviews help in analyzing the experience
and personality of the employee that helps the management to take a proper decision whether the
employee will fit in the organization or not. The high-end management post is mostly strategic
post so some special skills are needed for this post. The personal interview helps the
management to judge the competency of the employee. The management may analyze and
decide whether the person may work in a high-stress environment in an efficient manner or not.
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References
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P., and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Dunford, B.B., Mumford, K.J., Boss, R.W., Boss, A.D. and Boss, D.S., 2017. Do it Right or Not
at All: A Longitudinal Evaluation of a Conflict Managment System Implementation.
Long, C.S., Kowang, T.O. and Chin, T.A., 2017. HR Practices and Employee's Turnover
Intention: A Proposed Framework. The Social Sciences, 12(5), pp.826-830.
Mir, M.M., Sharif, H.M. and Naqvi, N.A., 2017. Evaluating HR Practices on Organizational
Productivity with the Mediation Effect of Employee Satisfaction Evidences from Higher
Education Sectors of Karachi Pakistan. KASBIT Business Journals (KBJ), 10(Special Issue),
pp.50-76.
Moczydlowska, J.M. and Adamski, M., 2019. ATTITUDES OF MANAGMENT STAFF IN
REGARD TO MANAGING GENERATIONAL DIVERSITY–EXPERIENCES OF POLISH
MANAGERS. Economic and Social Development: Book of Proceedings, pp.305-316.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Poljičak, A., 2017. THE SYNERGY OF PUBLIC PROCUREMENT AND MANAGMENT
FOR PROJECTS FINANCED FROM THE EUROPEAN STRUCTURAL AND
INVESTMENT FUNDS. Journal of Accounting and Management, 7(1), pp.57-68.
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Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), pp.216-231.
Talan, G., Sehrawat, K. and Sharma, G.D., 2017. The Relationship between HR Expenditure and
Firm's Performance: Case of S&P BSE SENSEX 30 Companies. Global Journal of Enterprise
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Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
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Wilton, N., 2016. An introduction to human resource management. Sage.
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