Significance of HRM in Construction Industry

The report discusses the significance of HRM in the construction industry, focusing on its role in managing training and development programs for new workers. Hands-on job training methods are analyzed, including their advantages and disadvantages. Examples from various industries support the crucial role of HRM in this process, emphasizing that each method's purpose and process differ based on business needs.

Running Head: HRM IN CONSTRUCTION INDUSTRY
HRM in
Construct
ion
Industry
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8 Hands-on
job
training
methods

Hands on Training methods 1
Table of Contents
Introduction................................................................................................................................2
HRM and its role in companies..................................................................................................3
Training and development..........................................................................................................4
Hands on Training......................................................................................................................6
Methods of Hands on Training..................................................................................................6
On-the-job training.................................................................................................................8
Simulation Training method................................................................................................10
Role play..............................................................................................................................12
Behaviour modelling............................................................................................................13
Job rotation...........................................................................................................................15
Recommendation......................................................................................................................17
Conclusion................................................................................................................................17
References................................................................................................................................19

Hands on Training methods 2
Introduction
Training and development are the important part of the Human resources development
process of any company or industry. Training is the set of processes and activities which are
designed to meet the objectives which includes gaining knowledge, skills and attitudes. It can
also be understood as the transfer of one’s knowledge and skills for many reasons like to
meet the changing demand and to adopt new technologies and approaches. Complex nature of
some of the industries makes it more complicate for the managers to handle the processes of
training and development. The organisations in every industry involves some sort of risks
which is managed by strategic management. Increasing accidents in some of the industries
like construction, manufacturing, development and many more suggests that industry needs
some strategic management to manage the risks and accidents occurring at the workplace.
Strategic risk management involves different steps like risk identification, risk analysis, risk
assessment, risk alternatives, risk precautions, and implementation of risk preventing
strategies (Tabassi and Bakar, 2009). All the risk management activities are to be practiced
by human resource management of the organization.
Human resource management plays a critical role in the companies to train, develop and
make employees capable of handling the work and risks well. To deal with uncertain events
and emergencies, the companies need an effective management system which helps in
providing the training to the employees to reduce overall risks (Thomas and Mengel, 2008).
In this report, a training program will be discussed with different methods of hand-job
training for workers to reduce risks in the organisations. Training for workers is the most
significant and efficient solution to reduce risks. These methods might have some advantages
or disadvantages which would be discussed here.

Hands on Training methods 3

Hands on Training methods 4
HRM and its role in companies
The companies in today’s global and competitive world are complex as well as dynamic.
Clients and customers has been given ultimate attention so as to make them satisfied and to
survive in the competitive industry. Therefore, the companies tries to make their internal
stakeholders i.e. employees happy and satisfied so that they can give their best to the
organisation and to provide best services to the clients. This automatically improves the
performance of the companies and also increases the satisfaction level of employees and
customers both.
Human resource management plays an important role for the organization. It is believed that
the employees are the pillars for any organisation because ultimately every organisation is
made by people and runs with employee. Human Resource Management helps in getting the
services of people, aims at developing their skills and motivating them so that they can give
their best attempts for meeting the objectives of the organisation (Bloom and Van Reenen,
2010). Human Resource management is not only about recruiting and selection of people but
also takes care of their retention and growth in the organisation. Training is the indispensable
part of Human resource management and it helps employees to improve their present and
future performances by either educating them or by providing practice learning to them.
HRM performs various activities in order to maintain the organization’s business successful
in a long run.

Hands on Training methods 5
Training and development
Training and development is on of the important functions of Human Resource Management.
HRM is aimed at ensuring the capability and increase in knowledge of their employees so
that it can be ensured that they can manage their assigned task efficiently. The tasks and work
nature of every industry is different and the style of providing training in every industry is
also different. Human resource management has to manage relevant training session for every
organisation on the basis of their nature of work. The highly competitive industries nowadays
needs a skilful workforce to remain a successful and key player of the competitive
environment. It is seen that the employees are assigned with the tasks and duties without any
training and development. They do not have sufficient and right knowledge and skills in the
particular field. Training is the process which is designed to make them familiar and capable
with their duties.
Human capital is the vital part of any organistaion. A trainied and developed employees
doubles its perfromace and growth. Training si very important to bring a change in the
behavious and skills of the workers. In order to adopt right training methods, it is very
important to be aware of the pros and cons of every training metghod and the effectiveness of
these methods along with the costs they involve. Training is processes in a cycle where needs
are identified and then the training methods are deisgned. These training methods are adopted
and applied and then its results are measured to know its effectiveness for the business.

Hands on Training methods 6
Figure 1: The cycle of Training process

Hands on Training methods 7
Hands on Training
Hands on training is a method of training which is like providing education to the employees
at the job place. It aims at providing a real world experience by allowing the learner to use its
hands in whatever he/she is learning. It provides a sense of empowerment to the learner and it
also helps in fast learning. It can also be referred as to learning by doing. It is considered as
more effective than traditional classroom training methods. In hands on learning, the learning
and job goes hand in hand which provides real life application experience to the learner and
also helps employer as it provides a creation of more talented and experienced staff.
Methods of Hands on Training
Hand-on training is very essential and very commonly used in many industries like hotel
industry, construction industry, IT industry and more. It is also very significant for the human
resource managers. Human resource managers have to train workers to enhance their
performance efficiency. In this order they have to arrange hands-on job training for workers
at the site location only. In this, training experts in different activities associated with
construction work at site location are provided to workers to train them for better
performance and quality work. In this training, each expert visits the site and trains the
relevant workers so that they can enhance their efficiency. Hands-on job training can also be
provided with the help of different methods. These methods, which are also shown below in
the diagram are:
 On the Job Training
 Simulation
 Job rotation
 Role play

Hands on Training methods 8
 Behaviour modelling
Figure 2: Methods of Hands on training
Source by author
These methods are used for intensive training of the employees. In the beginning of training,
workers are not familiar with the technical as well as execution work at the training spot or
place but slowly and gradually they learn how to implement things. The global industry is
very complex and it requires basic training to be provided to the trainees. In this training, the
workers are made familiar with the situations in real. These hands-on job training methods
help HRM to provide a real situation training to the new workers that reduces the probability
of risks or accidents at the workplace significantly which are associated with the worker’s
skills.Hands-
on Job
Training
Methods
Hands-
on Job
Training
MethodsOn job
training
On job
trainingSimulatio
n
Simulatio
nRole play
Role playBehaviou
ral
modellin
g
Behaviou
ral
modellin
gJob
rotation
Job
rotation

Hands on Training methods 9
On-the-job training
On the Job training which is also known as OJT is the method where the methods and skills
are taught while performing their jobs in the same workplace and environment. This method
involves new trainees watching experienced workers at the site. By observing their actions
and mimicking how these experts execute their tasks. In this way new workers get to learn
what they are lacking in while working at the site. This method includes self-directed
learning and apprenticeship. This method requires self-motivation of employees to learn what
and how they are supposed to do at the site in real situations. For this purpose human
resource management plays an important role by assigning individual trainee to their
respective field experts. These experts are decided after a lot of analysis about their
experienced employees to make the right decision that who can provide best training to their
new trainees (Begum, Siwar, Pereira and Jaafar, 2009). In this process human resource
management executives have to research about knowledge and skills of both the expert as
well as trainees. Although this method is effective for employees and requires less effort from
the management as well as the experts, it has some disadvantages also.
Advantages Disadvantages
 On the job training method is simple
and easy to use and implement.
 OJT is a very Economical method of
learning
 It provides real work experience to
the new employees
 Visualization helps in quick learning
therefore it is a quick learning method
 Provides a stepwise training making it
 Since teaching is a skill that everyone
may not possess therefore experts
may not teach what they want to
 Since employees want their trainees
on job as soon as possible and with
this method this process becomes
rushed to the fullest
 Method requires trainees to learn
while performing their job that makes

Hands on Training methods 10
systematic that is way more effective
compared to random learning
methods.
it low productive
 Joining of new employees for the
training may create disturbance to
others
 Trainees being involved in
construction work may cause an
accidents
For example: A security management company help it’s managers and craft workers to
succeeds in their job for which company provides On-the-job training to them. This requires
the company to provide each employee with a matching expert employee to help them to
learn their jobs. This training is provided to make a transition of new worker into employees
favourable to the organization environment or culture. For this a seasoned supervisor is
provided for the assistance to each trainee so that they can understand the organization
culture easily. This training programme completely transit these new trainees into an
employee who is familiar with the organization culture and understands the working culture
as well of the organization to be followed while working in the organization. This programme
is not only designed to aware trainee about the organization culture and working culture of
the organization, this training programme focuses on the growth and development of trainees.
For any organization it is very important to develop the required skills in their trainees to
meet the organization requirements for which they are hired in the company.
On the job training brings value to the company. The experienced employees develops their
training capabilities and the new ones learn their job while working. General Motors in late
1980’s adopted a strategy of learning where the senior managers started spending time with

Hands on Training methods 11
the beginners and trained them. The knowledge of the seniors helps the beginners to
understand the culture and nature of the work well and make operations more effective.
Simulation Training method
Simulation training can be understood as the virtual method through which the skills and
knowledge can be provided from one person to other. This method is mostly used in
corporate environment so that management skills can be improved. This method involves a
group of new employees or trainees to perform real life tasks that is a part of their training.
In this method trainers or experts explain the real life situation to trainees and they have to
perform what they would do in reality. Trainees are allowed to share their individual solution
to handle the problems in real life situation (Wall and Ahmed, 2008). In this way field experts
and trainees can discuss their thoughts to understand that what they are missing in their
thoughts and what they have unique in their thinking. In this process while discussing their
ideas trainees can get to interact with their colleagues and senior experts as well. This method
has its own advantages as well as disadvantages.
Advantages Disadvantages
 This method allows trainee to
undertake activities associated with
high risks purposely
 It can enhance trainee’s skills and
help them to learn a lot from their
mistakes
 Trainees can learn more by making
mistakes in their actions for the
situation and can learn how to reduce
such consequences
 This method does not create
completely real situations
 This method is expensive and require
updates consistently
 Not every aspect of the real situation
can be included in the designed
situation
 For this trainers need to know very
deep about creating real situation for

Hands on Training methods 12
 This method allows trainees to
participate rather than allowing them
to sit back at the time of training
 This method can be designed for
appropriate timings and suitable
situations
 This method can be modified to train
beginners as well as familiar trainees
 This method allows trainer to create a
situation of their choice or with high
risk to be prepared for similar
situation in future without waiting for
similar situation in real life
employees
 Feedback are only as effective as that
of the training practice
 This method does not create any real
consequences that does not allow
trainees to feel the actual situation
For example, In order to train new joiners in a hotel, the HRM of hotel designed a real world
skill programme in which workers had to practice. To make it more evaluating programme
the hotel provide a scalable practice for every trainee need and in suitable budgets as well.
This technical updated skill training programme makes the Human resource management
department of the hotel best for the training purpose which also satisfies the new employees.
Training packs of the company are designed for the development of such training
programmes on desktop. Trainer resources for this programme include instructor operating
station, student database, and classroom manager. This programme is lead be an instructor for
an instructor led training along with monitoring, scoring, and reporting trainee performance
(Ray and Teizer, 2012).

Hands on Training methods 13
Role play
This method allows the learner to assume a role and asked to perform in the real work
conditions and situations. It develops the skills and knowledge of an individual in a particular
situation. Role play method of hands-on job training is quite similar to that of the simulation
method except for one difference and that is in this method individual trainee has to perform
their own role instead of performing in a group. In this method every trainee is responsible
for their tasks and also required to make a co-ordination with other trainees to complete their
training. Each trainee is assigned an individual character. In this training trainees must act as
they would do if there was a real situation. In this method training skills are developed along
with communication skill development of trainees.
Advantages Disadvantages
 This method develops a constructive
learning for trainees
 In young trainees it respect their
knowledge and experience they have
already
 This method allows trainees to push
their limitation s and learn what they
can in actually
 This method provides a plenty of real
situation evidences
 This method helps lessons to be
constructed
 Method if effective and efficient if
they receive feedback from experts
only
 Some of the trainees may enjoy the
practice but may be some trainees feel
uncomfortable practicing role play
activities
 In situations that are emotionally
charged this method may not be as
effective as it was expected
 In large group of training sessions this
method may involve extreme level
sacrifices from trainees

Hands on Training methods 14
For e.g. In an investment and banking company, a new training has been given a role to learn
how to tackle different queries of the clients and how to behave with them. It helps them to
identify the problems, share experiences and discuss the every possible solution for the
problem.
Behaviour modelling
In this method trainees are allowed to observe their senior or expert’s attitude or way of
handling a situation in real life and then they are asked to do the same at their own. In this
way trainees firstly see what an expert did for the situation then it is easy for them to
understand what they can do to handle the real site situation. Being an interactive practice this
meant to show new trainees that how their senior colleagues behave in some of the
favourable as well as difficult or complicate situations. In this way new trainee get a chance
to practice some interpersonal skills, appropriate temperament for variety off situations. In
this practice trainees also get to know the company behaviour and its way of working.
Advantages Disadvantages
 Method demonstrates the skill of their
available resources that makes it cost
effective
 Practice involves instruction given by
the experts that makes it more
interactive practice
 Similar to interactive advantage
 This method restricts the creative
thinking of trainees by influencing
them with the previously used
methods to handle a particular
situation that is demonstrated by the
experts in their training sessions
 This method trains new trainees do
complete their task perfectly for that
they need to be expert in every aspect
to demonstrate a perfect role so that
their trainees can learn the best they

Hands on Training methods 15
can
 Sometimes this method may be felt
repetitive to the trainees who has
done the same practice for times
earlier
In this method, the HRM of the Company provides employees with opportunities with a
priority of growth and foster career development. Leaders in the company have an ability to
develop themselves along with leading other people in the line of construction chain. The
company here can utilise this strength in its training and development programmes. In these
programmes of company experts or leaders can be selected by the human resource
management professionals to guide new trainees for the company behavioural environment.
In this process, these leaders or experts show their skills and their way of working and
behaviour in the company culture which demonstrate the company expectation from new
trainees (Azhar, 2011). This makes trainees to understand that in what manner they have to
behave in the organization and how they need to perform their role in the company. For this
company’s HR management designs a training programme that consists of different training
processes such as pre-work to prepare trainees for training programme, pre-training
classroom sessions for two weeks, and virtual follow up cohort session following by an
intensive training of new employees with their individually assigned experts. In this way
company trains its new workers with the help of human resource management (Rozenfeld,
Sacks, Rosenfeld and Baum, 2010).

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Job rotation
This type of hands-on job training method involves regular rotation of jobs between trainees
and experts. In this process trainees learn from the knowledge and experience of their expert
trainers (Karlan and Valdivia, 2011). It is the method which helps a trainee to learn various
jobs in an organisation and develop a skill set.
Advantages Disadvantages
 It reduces boredom of trainees as well
as employees
 This method encourages trainees to
develop their skills in different fields
 It helps trainees to get a break from
their strenuous job
 It helps managers to find the right
place for individual trainee
 In case of an employee leaving the
organization tis method gives a back
plan for some time
 This method may can time consuming
as well as costly
 Sometimes may end up with
dissatisfying employees or trainees
 With this method organization may
suffer with poor production
For example: A restaurant invests a significant amount of money and efforts in the training
and development of its employees as the success of a restaurant depends on the taste and
services provided by the restaurant. The restaurants may offer a training programme that
enhances the overall skill development of its employees in different activities like washing
dishes, chopping vegetables, cooking and dressing up food, providing services to the guests
and many more. For such skill development, company prefers the job rotation method for the
training of their employees. In this method company rotates the job of their employees

Hands on Training methods 17
regularly in different departments that allows the company to train its employees in different
areas. Company exposes employees to different type of projects running at the same time.
Such job rotation of workers on different construction sites trains their workers for dealing
different situation in different conditions. This helps them to learn so much about different
working conditions that workers can face at site and also improves the working efficiency of
company workers working at different workplaces. Company’s point of view states that
working in different working conditions will help workers to deal with a variety of workplace
condition (Kaskutas, Dale, Lipscomb, Gaal, Fuchs and Evanoff, 2010).

Hands on Training methods 18
Recommendation
It is highly recommended to the organizations, after going through the whole report that the
companies should first identify their training needs and then should choose specific and
required method of training. The companies should provide their training through selective
methods which are suitable for the organization in terms of its ease of implementation, costs
incurred and benefits. After an analysis of all the hands-on-job training methods it is
recommended that in this extremely competitive industry scenarios, the companies should
focus on the suitable mix of training methods which might include traditional training
methods and hands on training methods. A perfect combination of both is required in order to
understand the work and tasks properly.
Conclusion
This report concludes that human resource management is an integral part of any
organization’s success. It concludes that human resource management is not only for
marketing business but it is equally significant for other industries also. In this report, it is
mentioned that HRM is the one of the significant element of an organization that helps the
organization to manage its business efficiently by managing the human capital of the
business.
In this report training and development of new workers in the companies is discussed. Hands
on training is discussed with its importance in the current competitive business environment.
Different methods of hands-on job training has been discussed which are adopted by the
organisations along with their advantages and disadvantages so that a proper analysis can be
done that which methods is better in terms of benefits and cost incurred. The role of HRM in
managing such programmes for an organizations are very important in order to make the

Hands on Training methods 19
execution work efficient. Different examples discussed in this report also support the
significant role of HRM in the process of training of new employees in this industry. This
whole analysis concludes that the method, purpose and process of every method is different
and it depends on business to business which method is chosen and is the most beneficial for
the organisation. HRM’s role being very important to the industry concludes that construction
industry needs HRM especially for the risk management purpose.

Hands on Training methods 20
References
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challenges for the AEC industry. Leadership and management in engineering, 11(3),
pp. 241-252.
Begum, R. A., Siwar, C., Pereira, J. J., & Jaafar, A. H. (2009). Attitude and behavioral factors
in waste management in the construction industry of Malaysia. Resources,
Conservation and Recycling, 53(6), pp. 321-328.
Bloom, N., & Van Reenen, J. (2010). Why do management practices differ across firms and
countries?. Journal of economic perspectives, 24(1), pp. 203-24.
Karlan, D., & Valdivia, M. (2011). Teaching entrepreneurship: Impact of business training on
microfinance clients and institutions. Review of Economics and statistics, 93(2), pp.
510-527.
Kaskutas, V., Dale, A. M., Lipscomb, H., Gaal, J., Fuchs, M., & Evanoff, B. (2010). Changes
in fall prevention training for apprentice carpenters based on a comprehensive needs
assessment. Journal of safety research, 41(3), pp. 221-227.
Ray, S. J., & Teizer, J. (2012). Real-time construction worker posture analysis for
ergonomics training. Advanced Engineering Informatics, 26(2), pp. 439-455.
Rozenfeld, O., Sacks, R., Rosenfeld, Y., & Baum, H. (2010). Construction job safety
analysis. Safety science, 48(4), pp. 491-498.
Tabassi, A. A., & Bakar, A. A. (2009). Training, motivation, and performance: The case of
human resource management in construction projects in Mashhad, Iran. International
journal of project management, 27(5), pp. 471-480.

Hands on Training methods 21
Thomas, J., & Mengel, T. (2008). Preparing project managers to deal with complexity–
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management, 26(3), pp. 304-315.
Wall, J., & Ahmed, V. (2008). Use of a simulation game in delivering blended lifelong
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