Deficiencies in Human Resource Management Skills, Research Paper Example

Topic: Deficiencies in Human Resource Management skills, is the greatest threat to the survival of companies in competitiveConstruction Industry in the 21^st century.

Thesis Statement

Construction Management involves the skilful managing of resources in the industry to achieve goals, meet deadlines, meet budgetary requirements, pass inspections, develop lands, obtain financing, and many other activities, but without the efficient  and consistent application of the most current Human Resource Management techniques, failures and obsolescence will be realized.

Abstract

The research will involve the application of the latest research techniques inclusive of surveys, questionnaires, interviews, and on site visits among participating companies engaging in the Construction Management industry, to determine their organizational structures, management skills, success rates, management strategies, productivity, attrition rates, revenue generation capacities in relations to their training budgets, customer satisfaction levels, as well asemployees’ morale.

Measurements in terms of recruiting strategies, training frequencies, mentoring, effective supervision, motivation, collaborative communications, ethical practices, promotional strategies, project management training, learning disposition, and sustainability will be made to facilitate technical analyses that will be done.

Use will be made of the literature presented to explain the levels of achievements of companies, and recommendations will be proved as to how progress can be accelerated or sustained, during the analytical phase, which will be preceded by discussion on the results, and tests on the accuracy of the hypothesis.

Expert views in the respective areas of Human Resource Management and Construction Management will be sought and use where appropriate to establish the thematic statement.

Graphs, pie charts, statistical techniques, sampling techniques, results of surveys, and visits will be provided to authenticate the validity of the research methodology.

Introduction

Human Resource Management in Construction, according to Brandenberg et al (2006), has been typically an emergent rather than strategic or deliberative process, and this has resulted in infrequent use of comprehensive management strategies in the industry (Brandenberg, et al, 2006).

Construction Management may consist of several uniquely connected activities inclusive of land development, initial land evaluation, site design and layout, obtaining of financing, covenants, conditions and restrictions, development of cost estimations, obtaining zone, easements, constructions and inspections (IUPI School of Engineering and Technology 2011), but without the application of Human Resource Management Skills and techniques like recruiting, training, skill assessments, matching skills with tasks, job evaluations, mentoring, aligning meaning with purpose,  collaborative communications, performance appraisals, motivation, diversity management, and others, many companies will become obsolete in the medium and long term.

According to Project Leadership Guru (2010), it takes more than just hiring good, smart and dedicated people to build great project teams.  It is about motivating people and teams to become self actualizing entities that will grow beyond the points suggested by their talent level (Leadership Guru, 2010).

Literature Review

Technical information from the Human Resource Management Discipline including recruitment and retention strategies, strategic management, effective supervision, visions, mission and purpose alignment, performance appraisals, ennobling, enabling, mentoring, motivation, learning concept, productivity, leading diverse teams, building sustainability, and managing projects will  covered.

Current Trends in the Construction Management will be highlighted for future assessment of the competence, relevance, and performance of companies in the different categories of the industry.

They will be used during the analysis, results and discussion, recommendations, and conclusion phases to emphasize the importance of Human Resource Management to The field of Construction Management.

Source of information will include University course materials,reputable Human Resource Management publications, Construction Management Strategist Publications, Management Journals and PDF downloads on the trends in the industry.

Methodology

In order to generate the data needed to prove the hypothesis, questionnaires, surveys, interviews, onsite visits, published financial information on the performance of specific industries over a five year period, research on the biography of industry leaders, statistical tools, sampling techniques, graphs, pie charts, and histograms will be used.

Forms will be designed to specifically extract the information needed, especially from leaders, skilled and semiskilled employees, and customers.

The scope and performance of companies versus their training budgets, attrition rates, productivity, and morale will be measured to demonstrate the importance of Human Resource Management.

Expert Human Resource Management Personnel will be interviewed and later network with companies that are underperforming or are indifferent to the HRM theories and applications.

Depending on the classifications obtained, a company from each division will be investigated and the literature used to explain each scenario in relations to trends in the industry.

Observations

During the collection of the information observations on the size of the workforces, salary scales, benefits, organizational structure, geographical locations, competitiveness, receptivity, customer friendliness, environmental friendliness, the physical facility, staffdeportment, and other variables will be noted, and used a reference where necessary in the analysis.

Analysis

The data will be analyzed and results classified on the Human Resource  Management involvement of companies relative to the project management success, rate, training budget, productivity, morale, attrition rate, employee friendliness, customers satisfaction ratings, competitiveness, growth rates, and profitability over 5 year periods.

Anomalies if identified will be noted for discussion.

Test of Hypothesis

Based on the results obtained a sample of companies in each classification will be revisited to confirm the results obtained and reinforce the hypothesis. Comparisons will be made, and material differences noted.

Results and Discussions

The results obtained will be discussed using the literature available on the subject as well as the trends in the industries to show the importance of the application of human Resource Management principles and techniques, and the impacts of the lack of them.

Experts in the field will be invited to make contributions to the results obtained, and their conformance, ambivalence or oppositions noted.

Challenges and Conclusions

The challenges facing the industry in light of the trends and the power of Human Resource Management to positively impact it, as a result of the research, will be highlighted. The leadership of companies falling behind will be invited to seminars for the purpose of communicating the challenges facing them and they can overcome.

Revenues generated from their participation will help to supplement the cost of undertaking the research.

Recommendations

The conclusions arrived at during the research will determine the recommendations that will be made to companies in the Construction Management globally, as the research leader will have the information published by reputable Human Resource Management or Construction Management Organizations.

References

IUPI School of Engineering and Technology (2011).  Construction Engineering Management and Technologywww.iupi.edu/cemt/index.shtml?menu=home , 05/29/11

Becker, T.C., Jaselskis, E.J., and Mc Dermoth, C.P., (2011). Implications for Construction  Industry Trends on Educational Requirements for Future Construction Professionals , Associated Schools of Construction 47^th ASC Annual International Conference Proceedings www.ascweb.org/chair/paper/CEGT329002011.pdf , 05/29/11

iHire Construction(2011). Construction Employment Trendwww.ihireconstruction.com/constructionemploymentggcom.asp , 05/29/11

Project Leadership Guru (2011). Major Trends in the Building Construction Industrywww.projectleadershipguru.com/page/_id=399 05/29/11

Project Leadership Guru (2011), Building Great Project Teams-The Learning Organizationswww.projectleadershipguru.com/?p=334  , 05/29/11

Project leadership Guru (2011). Common Problems on Large and Complex Projects www.projectleadershipguru.com/?p=298 , 05/29/11

US Human Resource Guide (2011). Emotional Intelligence and Job Satisfaction www.hrmguide.com/commitment/job-satisfaction.html , 05/29/11

HRM Guide (2011)., HRM News Release: New off the shelf Training Program Helps-Multinational Organization  Overcome Intercultural Conflicts www.hr-topics.com/wire-usa/visionpoint.eco.htm , 05/29/11

Brandenburg, S.G.(2011), Strategic Managementwww.ascelibrary.org/meo/resource/1/menea/v22/12p89s?/isauthorize=no , 0t5/29/22

Health Workplacewww.clbc.ca/files/casestudies/rideaconstruction.pdf , 05/29/11

Wilkinson, A., Johnson, S., Townsend, K. (2011). Human Resource Management in Constructionwww.tandf.co.uki/journals/articles/cfp/rcmecfp.pdf , 05/29/11

Agbodjah, L.S., (2011). A Human Resource Management Policy Development Frameworkwww.dspaceknust.edu.gh/dspace/bitstream/123456789/2087/1/sena%20thesis.pdf , 05/29/11

Appendices

Appendix. 1. Survey Sample Sheet and Results

Appendix 2. Business Visited, Information Sheet Sample, Results

Appendix 3. Interview Sample Sheet, Results

Appendix 4. Customer Service Questionnaire Blank Sheet, Results

Appendix 5. Definitions of Analytical Tools-mean, modes, standard deviation, sample plan, regression analysis etc.

Appendix 6. Results of Analysis