ASSIGNMENT

NCP 22
CONSTRUCTION PERSONNEL MANAGEMENT

INTRODUCTION OF MAIN PROBLEM:

For any organization the main problem is decreasing output which
leads to loss of the company. As output is dependent on the work done
by its employees, it is very necessary to look upon the factors which
effect the work efficiency of the team. The main factors for decreasing
output of the organization are given below:
1. Absenteeism due to sickness
2. Quarrels among workers
3. Availability and consumption of Alcohol
The above mentioned causes lead to increase in chances of
accident on sites which ultimately leads to decrease in output of
work.

REASONS OF VARIOUS PROBLEMS:

1. Lack of Manpower Planning.
2. Dissatisfaction due to unhygienic conditions
3. Basic Needs like Food, Shelter, Water, Air, etc. are lacking which
leads to sickness.
4. Unavailability of Medication.
5. Due to quarrels among workers and distress, a social need like
friendship is not fulfilled.
6. Technical problems like Roof Spelling, Water Seepage and Storage
of Materials.

Now let us look upon the above reasons closely and understand them:

1. Lack of Manpower Planning:

Man power planning is the first and foremost step which is done
when a project starts. As the given project is a big project and also
it is of a long duration, manpower planning should be done with
great responsibility.
Manpower Planning is defined as
Estimating or
projecting
the
number
of personnel with different skills required over
time or for a project, and detailing how and
when they will be acquired.
The above problems clearly suggest that the process of
manpower planning was not done correctly. Therefore correct
Manpower Planning should be done for smooth running of the
organization. The steps taken in Manpower Planning are:
i. Analyzing the current manpower inventory- Before a manager
makes forecast of future manpower, the current manpower
status has to be analyzed. For this the following things have to be
noted Type of organization
Number of departments
Number and quantity of such departments
Employees in these work units
Once these factors are registered by a manager, he goes for the
future forecasting.
ii. Making future manpower forecasts- Once the factors affecting
the future manpower forecasts are known, planning can be done
for the future manpower requirements in several work units.

The Manpower forecasting techniques commonly employed by

the organizations are as follows:

Expert Forecasts: This includes informal decisions, formal

expert surveys and Delphi technique.
Trend Analysis: Manpower needs can be projected through
extrapolation (projecting past trends), indexation (using
base year as basis), and statistical analysis (central tendency
measure).
Work Load Analysis: It is dependent upon the nature of
work load in a department, in a branch or in a division.
Work Force Analysis: Whenever production and time period
has to be analyzed, due allowances have to be made for
getting net manpower requirements.
Other methods: Several Mathematical models, with the aid
of computers are used to forecast manpower needs, like
budget and planning analysis, regression, new venture
analysis.

iii. Developing employment programs- Once the current inventory is

compared with future forecasts, the employment programs can
be framed and developed accordingly, which will include
recruitment, selection procedures and placement plans.

iv. Design training programs- These will be based upon extent of

diversification, expansion plans, development programs, etc.
Training programs depend upon the extent of improvement in
technology and advancement to take place. It is also done to
improve upon the skills, capabilities, knowledge of the workers.

2. Dissatisfaction due to unhygienic conditions:

Since the location of the Site is remote i.e. 2 days travel from the
nearest town. Also the project is construction of 3Km Long Tunnel
which will require a long time to complete. As the Project is quite big it
will require a lot of manpower. Therefore basic amenities like
hutments, drinking water, food, clothing, gloves, raincoats, etc. should
be provided to workers so that there may not be dissatisfaction due to
these basic needs.
Unhygienic Conditions like dirty water, spoil food, etc. may lead to
dissatisfaction among the workers which may lead to quarrels among
workers. Fulfillment of basic amenities provides a sense of satisfaction
and security to the workers. These preliminary requirements should be
met before starting the project like making of hutments according to
different levels of employees. Also proper security measures should be
taken to ensure safety of all the workers at site.

3. Basic Needs like Food, Shelter, Water, etc. are

lacking which leads to sickness:

Lack of food, shelter, water leads to sickness and various health
related issues which is the major reason of absenteeism of workers.
Providing proper rationing of food, clean water, proper shelter to its
employees is duty of management. Before starting the project
management should make ample facilities for all these
requirements.

4. Unavailability of Medication:
Management should send a medical team to site and they should stay
there till the completion of the project. They should carry with them
necessary equipments and medical kits so that they can manage any
hazardous situations i.e. sudden accidents or epidemic due to water or
any other situations like burn or injuries while working could be
handled at once. Presence of doctors leads to satisfaction among
workers. Also if there is any casualty at site, the medical team can
immediately look into it and can control the problem. Proper medical
facilities will definitely reduce absenteeism of workers.

5. Due to quarrels among workers and distress, a

social need like friendship is not fulfilled:

Psychologist Abraham Maslow first developed his famous theory of
individual development and motivation in the 1940s. He suggested
that human beings have a hierarchy of needs. That is, that all
humans act in a way which will address basic needs, before moving
on to satisfy other, so-called higher level needs.
Maslow represented this theory as a hierarchical triangle. This
shows how basic needs must be met before one can climb the
hierarchy, to address more complex needs.
For example, first one must meet the basic, physiological need for
food, water and warmth. After that the focus would be on the

need to be safe, then the need to belong to social groups, and so

on up the hierarchy.

The Maslow motivation theory is typically represented by 5 steps:

Physiological needs - such as hunger, thirst and sleep

Safety needs - such as security, protection from danger and freedom
from pain.
Social needs - sometimes also referred to as love needs such as
friendship, giving and receiving love, engaging in social activities and
group membership.

Esteem needs - these include both self-respect and the esteem of

others. For example, the desire for self-confidence and achievement,
and recognition and appreciation.

Self-actualization - This is about the desire to develop and realize

your full potential. To become everything you can be.
In the given situation, lack of basic facilities at the site creates a
high level of dissatisfaction because both physiological and social
needs are not met. Due to unhygienic conditions of the
surroundings, lack of medication, food, water, Physiological needs
remains unfulfilled and because of quarrels between workers social
needs like friendship and belongingness is not met.

Management should fulfill all the basic needs first and site
manager should make efforts to make and create cordial relations
among workers. This would definitely reduce tension and will
increase the productivity of workers. Such steps are necessary for
smooth running of the project and will ultimately leads to its timely
completion.

6. Technical problems like Roof Spalling, Water

Seepage and Storage of Materials:

ROOF SPALLING: The management should have complete
knowledge of all the technical problems that may occur while
execution of the project and it has to take proper precautions and
it should be well planned before so that it would not affect the
project duration, what are causes of problems and how to
overcome it.
The cause of roof spalling is type of formation of rock,
rock with excess of foliations, joint and poor rock mass leads to
rock spalling.
HOW TO OVERCOME THIS? There should be proper scaling to
remove loose rock mass and cement , grouting should be done so
that the rock will get some extra strength so that it can hold
properly it cannot be fallen down easily.
Provision of proper steel ribs so that they can
support properly and work can progress smoothly and all the
required materials should be stored in advance to meet the
requirements of the project at anytime.
WATER SEEPAGE: The management should have complete
knowledge of all the technical problems that may occur while
execution of the project and it has to take proper precautions and
it should be well planned before so that it would not affect the

project duration, what are causes of problems and how to

overcome it.
The cause of water seepage is mainly due to
discontinuous rock formation and height of water table.
HOW TO OVERCOME THIS? While designing the tunnel proper
drainage system should be placed so that if water is accumulating
it should be quickly drained out from working space so that it may
not affect the work in progress Or Proper grouting should be done
so that rock will get more strength to stop the water seepage into
the tunnel. This is easy method to overcome the water seepage
problem, the other method to overcome the water seepage
problem covering the tunnel section with water proofing
membranes it will also not allow water to seep into the tunnel so
that work can get into progress smoothly.
STORAGE OF MATERIALS: Storage of materials is very important
task because when there is any shortage of material then storage
helps to keep the work going on smoothly. Before starting the
project proper storage rooms should be made to store the
materials like cement, bricks, steel bars, tools and equipments,
etc. as the project is quite large and location is remote storage of
materials is very important to maintain continuity of the project.

RECOMMENDATIONS TO THE MANAGEMENT:

A. SETTING UP OF LEVELS OF MANAGEMENT:

For smooth running of the work it is very necessary that the
organization should to divide into various levels of management,
and clearly defining roles and responsibility of each level. This
leads to effective and efficient running of the organizational
machinery and helps in achieving target in time. It is an effective
method which helps in controlling any discrepancy, if occurs, with
minimum efforts and helps to check progress at every point.
The term Levels of Management refers to a line of demarcation
between various managerial positions in an organization. The
number of levels in management increases when the size of the
business and work force increases and vice versa. The level of
management determines a chain of command, the amount of
authority & status enjoyed by any managerial position.Managers
at all these levels performs different functions. The role of
managers at all the three levels is discussed below. A typical
organization is divided into 3 levels:
1. Top level / Administrative Level
2. Middle level / Execution Level
3. Low level / Supervisory / Operative / First-line managers

Let us see understand the functions and responsibilities of each

level:

1. Top level / Administrative Level

It consists of board of directors, chief executive or managing director.
The top management is the ultimate source of authority and it manages
goals and policies for an enterprise. It devotes more time on planning
and coordinating functions.
The role of the top management can be summarized as follows a. Top management lays down the objectives and broad
policies of the enterprise.
b. It issues necessary instructions for preparation of
department budgets, procedures, schedules etc.
c. It prepares strategic plans & policies for the enterprise.

d. It appoints the executive for middle level i.e. departmental

managers.
e. It controls & coordinates the activities of all the
departments.
f. It is also responsible for maintaining a contact with the
outside world.
g. It provides guidance and direction.
h. The top management is also responsible towards the
shareholders for the performance of the enterprise.

2. Middle Level of Management

The branch managers and departmental managers constitute
middle level. They are responsible to the top management for the
functioning of their department. They devote more time to
organizational and directional functions. In small organization,
there is only one layer of middle level of management but in big
enterprises, there may be senior and junior middle level
management. Their role can be emphasized as a. They execute the plans of the organization in accordance
with the policies and directives of the top management.
b. They make plans for the sub-units of the organization.
c. They participate in employment & training of lower level
management.
d. They interpret and explain policies from top level
management to lower level.
e. They are responsible for coordinating the activities within
the division or department.
f. It also sends important reports and other important data to
top level management.
g. They evaluate performance of junior managers.

h. They are also responsible for inspiring lower level managers

towards better performance.

3. Lower Level of Management

Lower level is also known as supervisory / operative level of
management. It consists of supervisors, foreman, section officers,
superintendent etc. According to R.C. Davis, Supervisory
management refers to those executives whose work has to be
largely with personal oversight and direction of operative
employees. In other words, they are concerned with direction
and controlling function of management. Their activities include a. Assigning of jobs and tasks to various workers.
b. They guide and instruct workers for day to day activities.
c. They are responsible for the quality as well as quantity of
production.
d. They are also entrusted with the responsibility of
maintaining good relation in the organization.
e. They communicate workers problems, suggestions, and
recommendatory appeals etc to the higher level and higher
level goals and objectives to the workers.
f. They help to solve the grievances of the workers.
g. They supervise & guide the sub-ordinates.
h. They are responsible for providing training to the workers.
i. They arrange necessary materials, machines, tools etc for
getting the things done.
j. They prepare periodical reports about the performance of
the workers.
k. They ensure discipline in the enterprise.
l. They motivate workers.

m. They are the image builders of the enterprise because they

are in direct contact with the workers

B. MOTIVATION OF EMPLOYEES:
Motivation is an employees intrinsic enthusiasm about and drive to
accomplish activities related to work. Motivation is that internal drive
that causes an individual to decide to take action.
An individual's motivation is influenced by biological, intellectual, social
and emotional factors. As such, motivation is a complex, not easily
defined, intrinsic driving force that can also be influenced by external
factors.
Every employee has activities, events, people, and goals in his or her
life that he or she finds motivating. So, motivation about some aspect
of life exists in each person's consciousness and actions.
The trick for employers is to figure out how to inspire employee
motivation at work. To create a work environment in which an
employee is motivated about work, involves both intrinsically satisfying
and extrinsically encouraging factors. Employee motivation is the
combination of fulfilling the employee's needs and expectations from
work and the workplace factors that enable employee motivation - or
not. These variables make motivating employees challenging.
Employers understand that they need to provide a work environment
that creates motivation in people. But, many employers fail to
understand the significance of motivation in accomplishing

their mission and vision. Even when they understand the importance of
motivation, they lack the skill and knowledge to provide a work
environment that fosters employee motivation.
Here are thoughts about encouraging and inspiring employee
motivation at work.
Factors to Encourage Motivation
These are some of the factors that are present in a work environment
that many employees find motivating.

Management and leadership actions that empower employees,

Transparent and regular communication about factors important to

employees,

Treating employees with respect,

Providing regular employee recognition,

Feedback and coaching from managers and leaders,

Above industry-average benefits and compensation,

Providing employee perks and company activities, and

Positively managing employees within a success framework of goals,

measurements, and clear expectations.

C. MOTIVATION OF WORKERS AND LABOURS

1. SETTING UP OF REWARD SYSTEM:

Create an employee rewards system for showcasing
the talents of construction workers. For example, if
your company receives a commendation from a client
expressing pleasure with the quality of workmanship in
the stone masonry, let that employee know how much
her
work
is
appreciated.
Making
public
announcements
for
employee
rewards
are
exceptionally effective in motivating workers.
Employees want to share their successes with their coworkers; a public announcement about the customer's
satisfaction is an effective way to share an employee's
accolades with fellow employees.
2. TELLING BENEFITS OF WORKING WITH THE
ORGANIZATION
AND
ANNOUNCING
FUTURE
OPPORTUNITIES:
Announce opportunities for advancement and give
current employees a chance to apply for supervisory or
management positions before you post job vacancies
externally. Provide supervisor and leadership training
for construction workers who want to expand their
expertise and move into different areas of your
business.

3. ENLISTING THE AID :

Enlist the aid of journeyperson construction workers to
lead apprenticeships for your new employees
interested in becoming tradespersons, such as
carpenters, plumbers, bricklayers and heavyequipment operators. Plum assignments are a way of
recognizing the talent of seasoned workers, which is
one of the most effective ways to motivate workers,
according to management consultant Frederick
Herzberg's theory on the motivation-hygiene factor in
the workplace. Herzberg opined that employees don't
always respond to monetary rewards -- his theory
advocates non-monetary recognition as a form of
motivation.
4. TAKING FEEDBACK:
Obtain feedback from construction workers about
design elements. Employers who seek contributions
from employees -- outside the precise talent or skill
they were hired to contribute -- convey an important
message about how much they value their employees.
Ask construction workers what they believe are
appealing design and structural components for new
buildings or renovations. Encourage employee
suggestions on how to improve processes or update
conventional building techniques.

BIBLIOGRAPHY:
Koontz Odoneal Mac Graw Hill Publications.
Organization Management by R.D. Agrawal