Human resource management in construction - Revision history

197.210.76.248 at 19:26, 20 January 2022

2022-01-20T19:26:07Z

← Older revision		Revision as of 19:26, 20 January 2022
Line 3:		Line 3:
	Human resource management (HRM) is the process of managing people within an organisation. In construction, HRM is primarily concerned with ensuring that a project has sufficient human resources, with the correct skill-sets and experience, for the project to be successfully completed.		Human resource management (HRM) is the process of managing people within an organisation. In construction, HRM is primarily concerned with ensuring that a project has sufficient human resources, with the correct skill-sets and experience, for the project to be successfully completed.

−	HR managers have to be able to identify and document project roles and responsibilities, and develop a plan describing the end-to-end processes that will be required on a project (or series of projects) in order to determine its human resource requirements.	+	HR managers have to be able to identify and document project roles and responsibilities and develop a plan describing the end-to-end processes that will be required on a project (or series of projects) in order to determine its human resource requirements.

	HRM typically involves the following core activities:		HRM typically involves the following core activities:

Editor at 16:34, 5 November 2021

2021-11-05T16:34:26Z

← Older revision		Revision as of 16:34, 5 November 2021
Line 39:		Line 39:
	* There are a great number of legal requirements that must be satisfied.		* There are a great number of legal requirements that must be satisfied.

−	= Related articles on Designing Buildings ~~Wiki~~ =	+	= Related articles on Designing Buildings =

	* Appointing consultants.		* Appointing consultants.
Line 51:		Line 51:
	* Human capital.		* Human capital.
	* IR35: essential steps for compliance.		* IR35: essential steps for compliance.
		+	* ISO 30415.
	* Overcoming imposter syndrome.		* Overcoming imposter syndrome.
	* PAYE.		* PAYE.

Editor at 11:56, 2 August 2021

2021-08-02T11:56:03Z

← Older revision		Revision as of 11:56, 2 August 2021
Line 51:		Line 51:
	* Human capital.		* Human capital.
	* IR35: essential steps for compliance.		* IR35: essential steps for compliance.
		+	* Overcoming imposter syndrome.
	* PAYE.		* PAYE.
	* Relationship management.		* Relationship management.

Designing Buildings at 08:03, 27 April 2021

2021-04-27T08:03:20Z

← Older revision		Revision as of 08:03, 27 April 2021
Line 44:		Line 44:
	* Business administration.		* Business administration.
	* Business process outsourcing (BPO).		* Business process outsourcing (BPO).
−	* Business rates.
	* Construction organisations and strategy.		* Construction organisations and strategy.
	* Construction recruitment agency.		* Construction recruitment agency.
Line 50:		Line 49:
	* Employee.		* Employee.
	* Equal opportunities policy.		* Equal opportunities policy.
−	* ~~Facilities management.~~	+	* Human capital.
−	* First aider.	+
−	* Health and safety inspector.	+
−	* Hourly rate.	+
	* IR35: essential steps for compliance.		* IR35: essential steps for compliance.
−	* Office manual.
	* PAYE.		* PAYE.
−	* Performance management plan.
−	* Record keeping.
	* Relationship management.		* Relationship management.
	* Resource management.		* Resource management.
−	* Site administrator.
−	* Site induction.
−	* Site facilities.
	* Succession planning		* Succession planning
−	* Tax relief.
	* Team management for building design and construction projects.		* Team management for building design and construction projects.
−	* Toolbox talk.
−	* VAT.
	* Welfare facilities.		* Welfare facilities.

	[[Category:DCN_Definition]] [[Category:DCN_Guidance]] [[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]		[[Category:DCN_Definition]] [[Category:DCN_Guidance]] [[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]

202.63.213.60: Undo revision 181118 by [[Special:Contributions/[IP address hidden]|[IP address hidden]]] ([[User talk:[IP address hidden]|talk]])

2020-11-07T09:35:26Z

Undo revision 181118 by [[Special:Contributions/[IP address hidden]|[IP address hidden]]] ([[User talk:[IP address hidden]|talk]])

← Older revision		Revision as of 09:35, 7 November 2020
Line 27:		Line 27:
	= Challenges in construction =		= Challenges in construction =

−	The construction ~~iadwwdawdawdwadawdwadwdaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaandustry~~ is one of the most complex sectors within which to manage people:	+	The construction industry is one of the most complex sectors within which to manage people:

	* The operational realities faced by construction organisations, means there is a risk that the needs of employees are subjugated by performance concerns.		* The operational realities faced by construction organisations, means there is a risk that the needs of employees are subjugated by performance concerns.
Line 71:		Line 71:
	* Welfare facilities.		* Welfare facilities.

−	~~[[Category:Conservation]]~~ [[Category:DCN_Definition]] [[Category:DCN_Guidance]] [[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]	+	[[Category:DCN_Definition]] [[Category:DCN_Guidance]] [[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]

202.63.213.60 at 09:34, 7 November 2020

2020-11-07T09:34:23Z

← Older revision		Revision as of 09:34, 7 November 2020
Line 27:		Line 27:
	= Challenges in construction =		= Challenges in construction =

−	The construction ~~industry~~ is one of the most complex sectors within which to manage people:	+	The construction iadwwdawdawdwadawdwadwdaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaandustry is one of the most complex sectors within which to manage people:

	* The operational realities faced by construction organisations, means there is a risk that the needs of employees are subjugated by performance concerns.		* The operational realities faced by construction organisations, means there is a risk that the needs of employees are subjugated by performance concerns.
Line 71:		Line 71:
	* Welfare facilities.		* Welfare facilities.

−	[[Category:DCN_Definition]] [[Category:DCN_Guidance]] [[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]	+	[[Category:Conservation]] [[Category:DCN_Definition]] [[Category:DCN_Guidance]] [[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]

Designing Buildings at 08:42, 4 September 2020

2020-09-04T08:42:13Z

← Older revision		Revision as of 08:42, 4 September 2020
Line 71:		Line 71:
	* Welfare facilities.		* Welfare facilities.

−	[[Category:~~Organisations~~]] [[Category:~~DCN_Organisation~~]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]	+	[[Category:DCN_Definition]] [[Category:DCN_Guidance]] [[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]

Editor at 14:01, 6 May 2020

2020-05-06T14:01:57Z

← Older revision		Revision as of 14:01, 6 May 2020
Line 54:		Line 54:
	* Health and safety inspector.		* Health and safety inspector.
	* Hourly rate.		* Hourly rate.
		+	* IR35: essential steps for compliance.
	* Office manual.		* Office manual.
	* PAYE.		* PAYE.
Line 70:		Line 71:
	* Welfare facilities.		* Welfare facilities.

−	[[Category:Organisations]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]	+	[[Category:Organisations]] [[Category:DCN_Organisation]] [[Category:Health_and_safety_/_CDM]] [[Category:Contracts_/_payment]] [[Category:Roles_/_services]]

Editor: Reverted edits by Archstudent (talk) to last revision by Editor

2019-05-03T15:27:28Z

Reverted edits by Archstudent (talk) to last revision by Editor

← Older revision		Revision as of 15:27, 3 May 2019
Line 38:		Line 38:
	* There are many health and safety risks which must be managed.		* There are many health and safety risks which must be managed.
	* There are a great number of legal requirements that must be satisfied.		* There are a great number of legal requirements that must be satisfied.
−
−	~~= Key legislation =~~
−
−	~~=== The employer has a duty of care towards all employees ===~~
−
−	~~In tort law, a duty of care is a legal obligation.~~
−
−	~~=== Stress at work ===~~
−
−	This is addressed by the HSE who provide guidance, the central message of this is that good management is the key to managing the causes of work-related stress. The practice may have policies and procedures in place for managing work related stress issues. It is expected that line managers should be able to do enough to generate action towards limiting the harm to the individual, when it is directly drawn to their attention.
−
−	~~=== Employment Act 2008 ===~~
−
−	* Dispute Resolution
−	* National minimum wage
−
−	~~=== Employment Rights Act 1996 ===~~
−
−	* ERA section 1 (2) states that the main terms of the contract must be in writing and provided to the employee within eight weeks of the start of their employment – this is called a written statement of particulars” and confirms the main expressed terms of the employment contract
−	* Section 1 of the Employment Rights Act 1996 require a written statutory ‘statement of terms’ of the particulars of the employment. This must be given to any employee within 2 months of starting. This must include as principal terms Minimum statutory requirements:
−	** names of the employer and employee
−	** the date the particular employment commences
−	** the date continuous employment started
−	*** pay intervals
−	** normal hours of work
−	** holiday entitlements, including public holidays and holiday pay
−	** amount and frequency of pay, or method of calculating pay
−	** terms as to sickness or injury and sick pay
−	** length of notice period
−	** job title and description
−	** duration of employment
−	** place of work
−	** any collective agreements affecting or governing employment if the employee is required to work outside the UK, the length of that period of work, the currency of pay and any additional pay resulting from work abroad.
−	** disciplinary rules (all employers irrespective of their size must specify any disciplinary rules applicable to the employee or refer to an accessible document containing information about disciplinary rules, and also details of a person to whom the employee can apply for the purposes of bringing any grievance).
−	** Obligations associated with the Pensions Schemes Act
−	** An employment tribunal can award two to four weeks pay as a penalty for failure to provide these written particulars.
−	* Split into parts. Part 5 – unfair dismissal, Part 4 – Dismissal notice, Part 4+6+7 – Paid time off, Part 8 – Types of Leave ie. Maternity, Part 10 Unfair dismissal, Part 11 redundancy
−	* Fair reason for dismissal covered by s98 of the Employment rights Act
−
−	~~=== Health and Safety at Work Act 1974 ===~~
−
−	~~Obligation of employer to ensure health, safety and welfare of employees through guidance, approved codes of practice and regulations~~
−
−	~~=== Protection from Harassment Act 1997 ===~~
−
−	~~=== Working Time Regulations 1998 ===~~
−
−	~~Regulate hours of work, rest, holiday. Right to not have to work more than 48 hours a week on average. Implements the European Working Time Directive '92 – Restricts hours of work~~
−
−	~~=== Equality Act 2010 ===~~
−
−	~~Protects people from discrimination in the workplace and wider society~~
−
−	~~=== Common Law – Contract Law ===~~
−
−	~~=== Zero Hour Contracts ===~~
−
−	~~Prevailing view is that these should be made illegal~~
−
−	~~=== TUPE - Transfer of Undertakings (protection of employment) regulations 2006 ===~~
−
−	* TUPE rules apply to organisations of all sizes and protect employees rights when the organisation or services they work for transfer to a new employer.
−	* When TUPE applies, the employees of the outgoing employer automatically become employees of the incoming employer and should continue to have the same terms and conditions of employment with the incoming employer
−
−	~~= Preventative measures =~~
−
−	~~Have a HR manager to conduct CPD to Encourage positive retention and expand knowledge. Riba employment policy must be followed by CP, requirtes staff training and CDP provision.~~
−
−	~~HR appraisals and management reviews present opportunities to motivate and engage staff as opposed to this being a chore for staff.~~
−
−	~~Important to be Dedicated & Impartial who acts as advocate of staff in performance reviews / grievances.~~
−
−	~~Should have an employment policy as part of office manual in place that clearly set out offices stance on:~~
−
−	* Discrimination
−	* Process
−	* Induction
−	* Training
−	* Performance reviews
−	* People policies
−	* Disciplinary / grievance procedures
−	* Holidays
−	* H/S
−
−	~~Clear job descriptions when advertising for job.~~
−
−	~~Use the probationary period wisely to assess whether prospective staff are adequate.~~
−
−	~~= Addressing issues =~~
−
−	* Meet with senior partner and discuss all professional and legal obligations as above.
−	* Refer to contract or office manual for grievance procedures to solve situation.
−	* Last resort is legal proceedings.
−	* RIBA Guidance note 8.4 Employment disputes
−	* Consider reputation outside the office / PR with new staff
−	* Seek a specialist HR consultant if practice is growing or small.
−	* Free legal HR advice to RIBA CPs
−	* There is in implied duty of care to staff under ACAS guidelines:
−
−	~~Implied terms imposed on the employer are:~~
−
−	* To treat the employee with trust and confidence (including operating express terms of the contract reasonably)
−	* To care for employee’s health and safety
−	* To agree a reasonable period of notice if one has not been agreed.
−
−	~~Implied terms imposed on the employee are:~~
−
−	* To treat the employer with trust and good faith
−	* To obey reasonable instructions
−	* To work with due diligence and care
−	* Various implied duties not to disclose or use trade secrets.

	= Related articles on Designing Buildings Wiki =		= Related articles on Designing Buildings Wiki =

Archstudent at 09:32, 3 May 2019

2019-05-03T09:32:37Z

← Older revision		Revision as of 09:32, 3 May 2019
Line 38:		Line 38:
	* There are many health and safety risks which must be managed.		* There are many health and safety risks which must be managed.
	* There are a great number of legal requirements that must be satisfied.		* There are a great number of legal requirements that must be satisfied.
		+
		+	= Key legislation =
		+
		+	=== The employer has a duty of care towards all employees ===
		+
		+	In tort law, a duty of care is a legal obligation.
		+
		+	=== Stress at work ===
		+
		+	This is addressed by the HSE who provide guidance, the central message of this is that good management is the key to managing the causes of work-related stress. The practice may have policies and procedures in place for managing work related stress issues. It is expected that line managers should be able to do enough to generate action towards limiting the harm to the individual, when it is directly drawn to their attention.
		+
		+	=== Employment Act 2008 ===
		+
		+	* Dispute Resolution
		+	* National minimum wage
		+
		+	=== Employment Rights Act 1996 ===
		+
		+	* ERA section 1 (2) states that the main terms of the contract must be in writing and provided to the employee within eight weeks of the start of their employment – this is called a written statement of particulars” and confirms the main expressed terms of the employment contract
		+	* Section 1 of the Employment Rights Act 1996 require a written statutory ‘statement of terms’ of the particulars of the employment. This must be given to any employee within 2 months of starting. This must include as principal terms Minimum statutory requirements:
		+	** names of the employer and employee
		+	** the date the particular employment commences
		+	** the date continuous employment started
		+	*** pay intervals
		+	** normal hours of work
		+	** holiday entitlements, including public holidays and holiday pay
		+	** amount and frequency of pay, or method of calculating pay
		+	** terms as to sickness or injury and sick pay
		+	** length of notice period
		+	** job title and description
		+	** duration of employment
		+	** place of work
		+	** any collective agreements affecting or governing employment if the employee is required to work outside the UK, the length of that period of work, the currency of pay and any additional pay resulting from work abroad.
		+	** disciplinary rules (all employers irrespective of their size must specify any disciplinary rules applicable to the employee or refer to an accessible document containing information about disciplinary rules, and also details of a person to whom the employee can apply for the purposes of bringing any grievance).
		+	** Obligations associated with the Pensions Schemes Act
		+	** An employment tribunal can award two to four weeks pay as a penalty for failure to provide these written particulars.
		+	* Split into parts. Part 5 – unfair dismissal, Part 4 – Dismissal notice, Part 4+6+7 – Paid time off, Part 8 – Types of Leave ie. Maternity, Part 10 Unfair dismissal, Part 11 redundancy
		+	* Fair reason for dismissal covered by s98 of the Employment rights Act
		+
		+	=== Health and Safety at Work Act 1974 ===
		+
		+	Obligation of employer to ensure health, safety and welfare of employees through guidance, approved codes of practice and regulations
		+
		+	=== Protection from Harassment Act 1997 ===
		+
		+	=== Working Time Regulations 1998 ===
		+
		+	Regulate hours of work, rest, holiday. Right to not have to work more than 48 hours a week on average. Implements the European Working Time Directive '92 – Restricts hours of work
		+
		+	=== Equality Act 2010 ===
		+
		+	Protects people from discrimination in the workplace and wider society
		+
		+	=== Common Law – Contract Law ===
		+
		+	=== Zero Hour Contracts ===
		+
		+	Prevailing view is that these should be made illegal
		+
		+	=== TUPE - Transfer of Undertakings (protection of employment) regulations 2006 ===
		+
		+	* TUPE rules apply to organisations of all sizes and protect employees rights when the organisation or services they work for transfer to a new employer.
		+	* When TUPE applies, the employees of the outgoing employer automatically become employees of the incoming employer and should continue to have the same terms and conditions of employment with the incoming employer
		+
		+	= Preventative measures =
		+
		+	Have a HR manager to conduct CPD to Encourage positive retention and expand knowledge. Riba employment policy must be followed by CP, requirtes staff training and CDP provision.
		+
		+	HR appraisals and management reviews present opportunities to motivate and engage staff as opposed to this being a chore for staff.
		+
		+	Important to be Dedicated & Impartial who acts as advocate of staff in performance reviews / grievances.
		+
		+	Should have an employment policy as part of office manual in place that clearly set out offices stance on:
		+
		+	* Discrimination
		+	* Process
		+	* Induction
		+	* Training
		+	* Performance reviews
		+	* People policies
		+	* Disciplinary / grievance procedures
		+	* Holidays
		+	* H/S
		+
		+	Clear job descriptions when advertising for job.
		+
		+	Use the probationary period wisely to assess whether prospective staff are adequate.
		+
		+	= Addressing issues =
		+
		+	* Meet with senior partner and discuss all professional and legal obligations as above.
		+	* Refer to contract or office manual for grievance procedures to solve situation.
		+	* Last resort is legal proceedings.
		+	* RIBA Guidance note 8.4 Employment disputes
		+	* Consider reputation outside the office / PR with new staff
		+	* Seek a specialist HR consultant if practice is growing or small.
		+	* Free legal HR advice to RIBA CPs
		+	* There is in implied duty of care to staff under ACAS guidelines:
		+
		+	Implied terms imposed on the employer are:
		+
		+	* To treat the employee with trust and confidence (including operating express terms of the contract reasonably)
		+	* To care for employee’s health and safety
		+	* To agree a reasonable period of notice if one has not been agreed.
		+
		+	Implied terms imposed on the employee are:
		+
		+	* To treat the employer with trust and good faith
		+	* To obey reasonable instructions
		+	* To work with due diligence and care
		+	* Various implied duties not to disclose or use trade secrets.

	= Related articles on Designing Buildings Wiki =		= Related articles on Designing Buildings Wiki =