Can anyone help with HR planning trends and practices in the construction industry? We are looking for details on how HR in the construction industry plans for manpower, identification of suitable employees, skill development, and replacement planning.
From India, Bengaluru
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From India, Bengaluru
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Dear Vikrant,
Your query is half technical and half HR. Mere having HR knowledge is not sufficient to reply to this query. Secondly, manpower will depend on what kind of work your management would like to contract. Few construction companies totally depend on contractors. On the contrary, others outsource the core job and do the finishing on their own.
The manpower at the back end will depend on what kind of ratios your management would like to measure. To measure these ratios, you need to generate that kind of MIS. For this, you require manpower.
Just two days ago, I conducted training for one of the real estate companies. In the last twelve years, they have handled six projects. The seventh one is in progress. Following are my observations:
a) They do not do post-project analysis; hence past data is not available.
b) They did not make a scorecard for the contractors. Hence they do not know who are good contractors and who are not so good.
c) Disputes are part and parcel of the contract. However, there are no records on the disputes with the contractors. Therefore, a dispute on the same subject may crop up again.
d) They did not make a scorecard for the suppliers. Hence they do not know who are good suppliers and who are not so good.
e) The purchase department does not have proper records on the negotiations with the suppliers. Hence the mistakes procurement professionals made in earlier projects could be repeated.
Your skill development, plan replacements, etc., will depend on the above records. To maintain the records for the future, you need to have that kind of setup. However, most of the MDs of the construction companies are wary of increasing manpower. Indirectly, their approach is "penny wise but pound foolish".
For further discussion, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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8218Your query is half technical and half HR. Mere having HR knowledge is not sufficient to reply to this query. Secondly, manpower will depend on what kind of work your management would like to contract. Few construction companies totally depend on contractors. On the contrary, others outsource the core job and do the finishing on their own.
The manpower at the back end will depend on what kind of ratios your management would like to measure. To measure these ratios, you need to generate that kind of MIS. For this, you require manpower.
Just two days ago, I conducted training for one of the real estate companies. In the last twelve years, they have handled six projects. The seventh one is in progress. Following are my observations:
a) They do not do post-project analysis; hence past data is not available.
b) They did not make a scorecard for the contractors. Hence they do not know who are good contractors and who are not so good.
c) Disputes are part and parcel of the contract. However, there are no records on the disputes with the contractors. Therefore, a dispute on the same subject may crop up again.
d) They did not make a scorecard for the suppliers. Hence they do not know who are good suppliers and who are not so good.
e) The purchase department does not have proper records on the negotiations with the suppliers. Hence the mistakes procurement professionals made in earlier projects could be repeated.
Your skill development, plan replacements, etc., will depend on the above records. To maintain the records for the future, you need to have that kind of setup. However, most of the MDs of the construction companies are wary of increasing manpower. Indirectly, their approach is "penny wise but pound foolish".
For further discussion, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Sir,
Thank you very much for the insight. Most of the points are really fair and give an insight into the points to take care of while planning. Sir, do you have any details on how L&T and other big construction companies plan? Hopefully, some more people would pitch in and guide.
Thanks again.
From India, Bengaluru
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Thank you very much for the insight. Most of the points are really fair and give an insight into the points to take care of while planning. Sir, do you have any details on how L&T and other big construction companies plan? Hopefully, some more people would pitch in and guide.
Thanks again.
From India, Bengaluru
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Dear Vikrant,
To do the manpower planning, you cannot simply rely on suggestions given on the forum. Manpower planning is always customized and will vary from one civil project to another. Therefore, the practices of companies like L&T or other industry leaders may not be directly applicable. Moreover, sharing specific details on a public forum may not be advisable. This kind of detailed information is usually found in specialized publications for the construction industry, although it can be rare.
The type of information you are seeking is not readily available. Typically, this level of detailed planning is provided by paid consultants. If you are interested, I can recommend a reputable consultant who specializes in PMP-based planning for companies. Manpower planning is closely linked to operations planning.
Thanks,
Dinesh Divekar
From India, Bangalore
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To do the manpower planning, you cannot simply rely on suggestions given on the forum. Manpower planning is always customized and will vary from one civil project to another. Therefore, the practices of companies like L&T or other industry leaders may not be directly applicable. Moreover, sharing specific details on a public forum may not be advisable. This kind of detailed information is usually found in specialized publications for the construction industry, although it can be rare.
The type of information you are seeking is not readily available. Typically, this level of detailed planning is provided by paid consultants. If you are interested, I can recommend a reputable consultant who specializes in PMP-based planning for companies. Manpower planning is closely linked to operations planning.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Vikrant,
Requirement of manpower will vary due to various factors:
1. Client's urgency
2. Duration of the project as per contract.
The requirement can be decided purely by the technical person. Moreover, all positions will be on a contract basis, and the turnover of workmen is always significant. As Dinesh says, L&T's calculation is irrelevant. In the construction industry, HR can recruit only staff categories, not labor categories. Workmen can be deployed purely based on networking. Assign someone to gather contractors' details; this information can be collected from the market to develop a database. With this data, you can start deployment. Further actions can be planned accordingly.
Thanks,
Sureshkumar
From India, Madras
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Requirement of manpower will vary due to various factors:
1. Client's urgency
2. Duration of the project as per contract.
The requirement can be decided purely by the technical person. Moreover, all positions will be on a contract basis, and the turnover of workmen is always significant. As Dinesh says, L&T's calculation is irrelevant. In the construction industry, HR can recruit only staff categories, not labor categories. Workmen can be deployed purely based on networking. Assign someone to gather contractors' details; this information can be collected from the market to develop a database. With this data, you can start deployment. Further actions can be planned accordingly.
Thanks,
Sureshkumar
From India, Madras
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Dear Vikrant,
The best way to identify the right person for the right job is by screening the candidate through Psychometric Assessments of Personality like BFSI or EPP6. These assessments can help you understand the candidate, their strengths, weaknesses, and motivation levels.
If you need more information on the same, you can contact me via email or phone using the details below:
Deepak Kumar M: 8527594011 Email: dkumar@pctiltd.com
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
The best way to identify the right person for the right job is by screening the candidate through Psychometric Assessments of Personality like BFSI or EPP6. These assessments can help you understand the candidate, their strengths, weaknesses, and motivation levels.
If you need more information on the same, you can contact me via email or phone using the details below:
Deepak Kumar M: 8527594011 Email: dkumar@pctiltd.com
Thank you.
From India, Delhi
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