ncp 22 nicmar sode project

8/10/2019 NCP 22 NICMAR SODE PROJECT

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ASSIGNMENT

NCP 22

CONSTRUCTION PERSONNEL MANAGEMENT


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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 ofaccident 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 Storageof Materials.

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


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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

ofpersonnelwith differentskillsrequiredover

timeor for aproject, 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.
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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 intechnology and advancement to take place. It is also done to

improve upon the skills, capabilities, knowledge of the workers.


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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 tothese 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.


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4.Unavailability of Medication:

Management should send a medical team to site and they should staythere 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 hierarchyof 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. Thisshows 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


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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.


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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.


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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


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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 seepageproblem, 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.


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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 organizationalmachinery 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 thebusiness 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 Level2.Middle level / Execution Level

3.Low level / Supervisory / Operative / First-line managers


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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.


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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.


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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'smotivationis 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
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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 areexceptionally effective in motivating workers.

Employees want to share their successes with their co-

workers; 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.


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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 heavy-

equipment 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.


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BIBLIOGRAPHY:

Koontz Odoneal Mac Graw Hill Publications.

Organization Management by R.D. Agrawal

ncp 22 nicmar sode project

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