Project HR and Comminication

Assignment # 1

Submitted by

Muhammad Javid Nawaz

Sap ID # 30234

Submitted to

Sir Azmat Hayat

The sustainability of human resource planning for construction projects.

Introduction:-

Construction is a process that consists of the building or assembling of an infrastructure. Large scale construction is
a feat of multi-tasking. Normally the job is managed by the project manager and supervised by the construction
manager, design engineer, construction engineer or project architect. For the success of construction of any
sustainable development project, many aspects must be taken into consideration, inclusive of planning and
management, such as human resource, safety and health, construction delays, the designs of architecture and
engineering, material availability and quality; the clients need, and financial or economic limitations. One of the
aspects which is crucial in this study is human resource management. The term ‘human resource management’
(HRM) and ‘human resources’ (HR) have largely replaced the term ‘personnel management’ as a description of the
processes involved in managing people in organizations. In simple words, HRM means employing people,
developing their capacities, utilizing, maintaining and compensating their services in tune with the job and
organizational requirement [2]. This study will emphasize and discuss HRM in the construction of a sustainable
development project as the main factor for success of the construction project. In addition, it will also analyze the
factors that influence HRM and discover the methods or ways to enhance and improve it.

Responsibilities of Human Resources Planing in Construction projects.

The way human resources fulfills those responsibilities can sometimes be different. Here’s a quick
rundown:

 Forecasting— since construction is often project-based, the duties and responsibilities of the HR manager include
collaborating with construction managers, project managers, contractors, and others to identify and document each project’s
roles and responsibilities, as well as detail the end-to-end processes required on a project (or series of projects) to determine
labor needs.

 Hiring— for each project, HR professionals seek and recruit qualified, experienced applicants with the necessary skills.
Because construction work includes many specialized jobs, the talent pool for such jobs may be quite small. Many large
projects or projects subsidized by the government are required to hire union labor or pay non-union workers union wages.

 Training—HR departments ensure that employees are properly trained and licensed to perform the required tasks, use the
necessary equipment, and meet any unique requirements of their construction projects.

 Compensation and benefits plans—HR helps their organization offer competitive pay and benefits. For example, HR can
research and recommend healthcare plans, which are especially important to construction workers whose livelihood depends
on their health.
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 Worker safety—Worker safety is a key concern in construction because accidents and injuries are so common. HR needs to
make sure their company has all appropriate safety precautions in place and that workers follow them.

 Employee retention—losing skilled workers in the middle of a project can leave a construction company unable to meet its
project completion deadline. HR can develop incentives to keep them working until the project is finished and help them want to
stay with the company for future projects.

 Compliance—HR professionals must stay up to date on the myriad safety regulations that apply to the construction industry
and keep their organizations in compliance.

Importance of Human Resources Management in Construction Projects

This research was carried out in wolver Hampton West Midlands of United kingdom to identify the various impacts of sustainability
of Human resource planning on constructions projects.

 Skills Shortage

The construction industry requires people with unique skill sets that are often in short supply. For example, companies may have a
hard time recruiting management-level estimators, project managers, engineers, and administrative staff with the training to process
construction-specific documents.
 Industry Training

After finding the right professionals for the job, the HR department is responsible for ensuring they are properly trained

 Worker Safety

Worker safety is a constant concern in the construction business and is one of the foremost duties and responsibilities of an HR
manager and their team.

 Employee and Independent Contractor Retention

Since a limited talent pool and skills shortages make finding qualified construction workers so challenging, keeping the skilled
workers you do hire is especially important. Unfortunately, since construction hiring usually operates on a project-by-project basis,
employee and independent contractor retention can be a greater challenge for HR than in other industries.

 Diverse Workforce

Another challenge for human resource management in construction projects is a workforce that tends to be diverse in significant
ways. To begin with, a project can bring together individuals in a wide variety of different roles, from less-skilled workers to highly
specialized professionals and administrative employees.
 Temporary Workers

In addition to less-skilled workers who often move from one company to another, construction firms tend to have a transient
workforce of contractors and subcontractors.
  Legal Compliance

The construction industry is highly regulated, requiring HR to stay on top of a myriad of industry-specific regulations and
requirements as well as general employment laws.

 HR Strategies for a Construction Company

Even though there are many challenges for HR departments in construction, HR professionals can make a substantial difference in
the quality of the workplace for both employees and their employer.

 Hiring and Recruiting

 Leverage the Most Effective Mediums to Reach Talent

Construction project needs are as diverse as the workforce necessary to complete them. Rather than using a one-size-fits-all
approach to finding desirable candidates, leverage different mediums to reach different types of workers.

 Offer a Competitive Package

Start with a clearly defined job description for each team member so the right candidates will easily recognize that it’s a good fit for
them.
 Training and Development

Implement a Comprehensive On boarding Process

 Create an Ongoing Training Policy

Training should begin on a new hire’s first day, and then continue to be an evolving element of a worker’s career as long as they are
part of your team.

 Establish Comprehensive Safety Plans

More than anyone else in construction companies, HR must take the lead in making sure safety procedures are in place and strictly
followed. Work with management to develop a comprehensive safety plan and get buy-in to implement it. Your safety plan should
include regular workforce training to prevent or minimize safety issues and clear protocols for injuries or accidents. HR managers
should also make sure safety information is understood by all workers, including non-English speakers.

 Emphasize the Importance of Healthcare

HR departments should make sure employees understand their health benefits and encourage workers to never ignore signs of
injury or illness.
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Conclusion and recommendation

Based on the research done, it can be concluded that HRM in the construction of a sustainable development project
needs to be further improved from time to time for its effectiveness. From the survey and the case study, the authors
believe that the contractors in Malaysia had an awareness of HRM in the construction of a sustainable development
project. However, improvements in many aspects need to be considered in order to ensure the effectiveness of
HRM. The first objective of this study which was to determine HRM as one of the key aspects for the success of
construction of a sustainable development project had been achieved. All the respondents in the survey and the case
study had agreed that HRM was important for the success of construction of a sustainable development project. The
second objective; to identify the problems/issues of human resources in the construction of a sustainable
development project had also been achieved. The respondents had given their various opinions and views towards
the subject matter. Even though the responses given varied from one person to another, the authors believed that the
feedback obtained was reliable and accurate considering the fact that the respondents were from the contractor’s
company. The authors suggest that, for further research, the survey needs to be carried out in a larger scope. Instead
of involvement only from contractors’ opinions, the authors believe that, by involving other parties inclusive of the
consultants, suppliers and even the clients in the survey, the results will be much more reliable, adequate and
applicable towards the construction of a sustainable development project in Malaysia. The authors also suggest that
the methods to improve HRM that have been discussed in the survey can be put into practice by the contractors’
companies. As the feedback of the survey came from the contractors themselves, the authors strongly believe that
the methods were effective to improve HRM in the construction of a sustainable development project for the

betterment of not just the contractors but also for consultants, clients and even the country.