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De La Salle - College of Saint Benilde

School of Design and Arts


Architecture Program

CONSMAN:
Human Resource Management
Construction Management

Johann Sebastian D. Montales


Gabriel Francisco
Shaila Sarmiento
(Students)

A Research Submitted to
Architect Mayo Camacho Trayvilla
In Partial Fulfillment of the Requirements for
Construction Management

Mayo Camacho Trayvilla


(ARCDES8 Mentor)
3nd Term
Academic Year 2018-2019
Introduction

The goal of this research is to examine the effects of human resource development on
employees performance and productivity in selected construction companies both local
and international. This study focused more on the prospects and challenges posed by
HRD on employee’s performance. Furthermore, it attempted to know the efficient
methods for evaluating employee’s performance and productivity, and in large, the
influences of human resource development in the construction industry.

Background

Human Resource has a significant job in any organization on the grounds that
regardless of whether a company can have a great deal of cash and great data with best
machines yet in the event that the dimension of labor is poor, the organization can't work
with enough efficiency. The administration of association in a globalized economy is
representing a genuine challenge to the authority aptitudes, capacity and competency of
directors at the top dimension of the organizations in accomplishing appropriate
efficiency and profitability.

Evaluation of the Case

INTERNATIONAL CASE STUDY

Galliford-Try PLC​: A Supportive And Proactive Approach Towards Management


Development

Galliford-Try is one of the UK’s leading contracting organisations. The size and the
diversity of its projects demands that the organisation recruits, develops and retains
high-quality managers and professional staff who contribute to the development and
continual improvement of the business. The company HRM strategy has been to invest
in people and to promote good management-development practices throughout the
organisation.
The company has developed and implemented several mechanisms to engender this
cultural environment:

Mentoring and support: on a personal level, management development has been


supported by coaching and mentoring schemes. This provides a point of contact for both
newcomers and managers rising through the organisation, from which they can obtain
informal careers advice, encouragement and support.

Job-shadowing and induction: whenever a manager is newly recruited or promoted, a


higher-level or longer-serving members of staff will take the necessary actions to ensure
that the manager is familiarised with company policies and practices.

Developing potential and transferring knowledge: clusters of managers and other


personnel identified for succession management via the performance-appraisal system
are invited to attend a management training course run in partnership with Henley
Management College.

Encouraging innovation and shared good practice: regular weekly meetings


between senior managers and directors are used to discuss new ideas and practices
emerging from individual employees and project teams in order to help transfer good
practice throughout the organisation.

The result of Galliford-Try’s interrelated staff-development policies is that managers feel


supported and empowered and are able to take advantage of the opportunities within the
organisation. However, the organisation also benefits from encouraging newcomers to
bring their fresh ideas and approaches, which helps to develop new ways of thinking
throughout the organisation. Together, these management-development activities have
ensured a culture of mutuality within a spirit of continuous improvement, both of which
are essential to thriving in the competitive construction industry environment.
LOCAL CASE STUDY

MANILA, Philippines​ — The Department of Trade and Industry (DTI) has entered into
an agreement with the Technical Education and Skills Development Authority (TESDA)
to implement human resource development programs for the construction industry.

Under the agreement, the DTI and TESDA will implement programs to provide
competent construction manpower. By having more competent workers in the
construction industry, the two agencies want to help accelerate the delivery of
infrastructure projects under the Build Build Build program.

The DTI is also implementing the program as it supports the goal to promote a globally
competitive and innovative industry and services sector which can contribute to inclusive
growth and job creation.

The agreement revives the relationship forged by TESDA and CMDF through their
internal and external trainings for capacity building.

As part of the program, the Construction Manpower Development Center in Dasmariñas,


Cavite will likewise be used as a venue for training and construction assessment
programs.

The training materials provided by CMDF to the trainings conducted by TESDA will be
synchronized and aligned with the Philippine Qualifications Framework (PQF) set for the
programs.

The PQF, which describes the level of educational qualifications and sets the standards
for qualification outcomes, is a program being implemented by the TESDA, Department
of Education, Commission on Higher Education, Professional Regulation Commission
and Department of Labor and Employment.
CONCLUSION AND RECOMMENDATIONS

To conclude, Human Resource Development is one of the important branches of


company that supports employee development and improvement. A good Human
Resource Development helps in the development of the employee to be equipped with
new and innovative knowledge and idea to execute job efficiently. The development of
the employee is crucial to the company for it to survive. Employee is the blood of the
company that keeps it running therefore company must care and develop them. As for
recommendation every company must have HRD because HRD supervise and guide
employee for them to develop to serve the company better.

BIBLIOGRAPHY

Desiderio, L. (2019, March 23). DTI, TESDA craft HRD program for construction.
Retrieved from
https://www.philstar.com/business/2019/03/24/1903850/dti-tesda-craft-hrd-program-cons
truction

Loosemore, M. (2003). Human Resource Management in Construction Projects.


doi:10.4324/9780203417881

Neyestani, B. (n.d.). Human Resources Development on Employee's Performance and


Productivity in Selected Construction Companies. Retrieved from
https://www.researchgate.net/publication/312916214_Human_Resources_Development_
on_Employee's_Performance_and_Productivity_in_Selected_Construction_Companies.