Construction management

1. BY
Prof. Godwin Idoro
Department of Building,
University of Lagos, Akoka, Lagos

2. PROJECT HUMAN RESOURCES
MANAGEMENT
 Project
 Project Resources
 Management
 Project Human Resources:
 Mobilize other resources
 Determine productivity of other resources

3. DEFINITON OF PROJECT
 Definition:
 Series of interrelated tasks or operations carried out to
achieve specific outcome
 Tasks and operations as components of a project
 Interrelatedness, complementarity of the tasks and operations
 Specific outcome.
 Set of inputs and outputs required to achieve a particular
goal.
 Inputs: Project resources
 Outputs; Deliverables – Major, minor
 Particular goal: Structure – Building, Civil engineering
 Temporary Human Endavour undertaken to create a Unique
Product, Service or Result..

4. PROJECT
 Features of a Project
 Endavour:
 Temporary
 Finite time
 Definite start
 Definite end
 Human
 Tasks, Activities, Operations
 Product
 Unique – Different from every other product
 Unique Deliverables
 Building
 Civil Engineering structure

5. PROJECT MANAGEMENT FLOW
 Forecasting – Project objectives
 Planning –Project resources, processes, methods,
activities, tasks, operations
 Mobilising – Project resources
 Supervising – Project resources, processes, methods,
activities, tasks, operations.
 Directing – Project resources
 Monitoring – Project resources, processes, methods,
activities, tasks, operations
 Evaluating – Project plans and deliverables
 Controlling – Project resources, processes, methods,
activities, tasks, operations.

6. PROJECT RESOURCES
 Resource:
 Production input
 Major Construction Resources:
 Manpower
 Men
 Money
 Machines
 Materials
 Time
 Information
 Technology

7. QUALITIES OF A RESOURCE
 Scarce
 Limited in supply
 Quantifiable
 Defined in specific units
 Consumable
 Diminish/Depreciate on usage

8. ASIGNMENT
 Students should explain how the following resources are
Scarce, Quantifiable and Consumable:
 Money
 Machines
 Materials
 Manpower
 Men
 Information
 Time
 Information
 Technology

9. ASIGNMENT
 Students should identify more resources used in
Construction Projects.

10. MANAGEMENT
 Concept:
 Application of knowledge, skills, tools and techniques to project
activities, methods, processes, techniques and resources to achieve
project objectives.
 Application of Management functions to project activities, methods,
processes, techniques and resources to achieve project objectives.
 Management Functions:
 Forecast
 Plan
 Mobilise
 Direct
 Supervise
 Monitor
 Evaluate
 Control

11. PROJECT HUMAN RESOURCES
Manpower:
Application of knowledge and expertise
Management Staff
Technical Staff
Men:
 Application of Skills
 Foremen
 Artisans/Craftsmen
 Labour

12. PROJECT HUMAN RESOURCE MANAGEMENT
 Application of Management Functions in the use of the Human Resources
of a Firm or Project.
 Process of identifying or forecasting, planning, mobilising, directing,
supervising, monitoring, evaluating and controlling Firm HR/Project Team
 Forecast Firm/Project HR demand & supply: HR Plan & specifying
roles, responsibilities, reporting relationships
 Planning of Firm/Project HR: HR Plan
 HR Demand: Required HR
 HR Supply: Available HR
 HR Gap: Required – Available HR
 Mobilize Firm/Project HR: HR Recruitment/Selection
 Direct HR: Allocate Tasks
 Supervise HR: Oversee work done by HR
 Monitor HR: Record HR productivity
 Evaluate HR: Compare HR productivity with plans
 Control HR: Redeploy/Train/Promote/Sack/Recruit

13. PROJECT HUMAN RESOURCES MANAGEMENT PMBOK
 Plan Project Team:
 Determine project HR requirements
 Ascertain available HR
 Determine gaps
 Define roles, responsibilities and reporting relationships
 Acquire Project Team:
 Deploy, promote, train
 Recruit
 Develop Project Team:
 Develop competencies
 Improve interactions and relationships
 Manage Project Team:
 Track performance
 Provide feedback
 Resolve conflicts
 Coordinate changes

14. FORECAST & PLAN FIRM/PROJECT HR
 Concept:
 Systematic process of establishing/identifying the future HR
Demand and Supply of a Firm/Project.
 Objectives:
 To recruit & retain HR required to complete a project(s) and
sustain a Firm:
 Project Site Offices Staff
 Head Office Staff
 Right quantity
 Right quality
 To anticipate shortages or surpluses in HR engaged.
 To utilize HR engaged efficiently & effectively.

15. FORECAST & PLAN FIRM/PROJECT HR
 Advantages:
 To reduce personnel costs
 To anticipate shortages and surpluses
 Basis for optimizing employees’ abilities
 To establish best Plant:HR cost balance
 To establish best Plant:Labour balance
 To establish best Management:Technical Staff balance
 To establish best Supervisory:Operative Staff balance
 To establish best Head:Site Office balance
 To determine recruitment levels
 To anticipate redundancies, prevent dismissals
 To determine required training/development programmes
 To evaluate effects of alternative policies.

16. PROCEDURE OF HR FORECASTING/PLANNING
 Forecast/predict future HR demand & supply of firm/project
 Analyse previous & current HR demand of firm/project
 Analyse previous & current HR Supply of firm/project
 Analyse Gaps
 Analyse changes in HR
 Analyse Staff turnover
 Analyse effects of changes in conditions of work
 Evaluate external factors affecting HR
 Prepare HR Plan of firm/project

17. PROCEDURE OF HR FORECASTING/PLANNING
Forecast/predict future HR demand & supply of firm/project
Analyse Previous/current Firm turnover
Analyse Clients’ Capital budgets/programmes
Analyse New opportunities
Predict Firm turnover for the year
Previous/current firm turnover
Previous/current firm turnover & performance
Clients’ capital budget/expenditure
New opportunities
Determine volume of work for the project
Project documents
Determine future HR demand & supply of firm/project
Changes in HR
Staff turnover
Changes in conditions of work
External factors affecting HR
HR Turnover ratio
Productivity rates

18. ANALYSE PREVIOUS & CURRENT HR DEMAND & SUPPLY
 Profile of staff
 Sex
 Age
 Educational qualification
 Skill/craft
 Cadre
 Salary
 Promotability
 Length of service
 Tools used
 Histograms
 Percentage
 Bar chart
 Pie chart
 Graph

19. CHANGES IN HR OF FIRM
 Changes in composition of staff:
 Management : Admin staff
 Management : Technical staff
 Head : Site office staff
 Male : Female staff
 Technical : Operative staff
 Management : Operative staff
 Junior : Middle : Senior staff
 New : Old staff
 Balance in growth rate
 Turnover

20. STAFF TURNOVER
 Staff turnover:
 Number of leavers per year divided by Average number
employed in the year.
 Plot graph: Leavers as % of total entrants versus Time
 Analyse behaviour of staff turnover:
 High turnover for new staff – Normal
 Low turnover for new staff – Unemployment or Good
condition of service
 Decreasing turnover for medium service staff – Normal
 Increasing turnover for medium staff – Poor condition of
service
 Nil/Low turnover for long service staff – Good condition of
service
 Increasing/High turnover for long service staff – Bad

21. EFFECTS OF CHANGES ON CONDITIONS OF WORK
 Changes in Corporate Objectives: Internal
 Type of project
 Type of development
 Type of finance
 Type of procurement
 Environmental changes: External/market changes
 Type of construction: New to maintenance
 Type of procurement: Traditional to DB
 Perceived opportunities
 Finance opportunities
 Technical opportunities
 Expansion opportunities
 Firm capabilities
 Technical capabilities

22. EXTERNAL FORCES INFLUENCING HR SUPPLY
 Social factors
 Training and development
 Scarcity of skilled artisans
 Unemployment condition
 Political crises
 Pandemic - Covid-19
 Economic factors
 Government budgets – capital expenditure
 Private sector budgets – capital expenditure
 Exchange rates

23. COMPONENTS OF PROJECT TEAM
 Project Sponsors
 Project Owner
 Client/Developer
 Project Financiers
 Project Consultants
 Designers
 consultants
 Project Contractors
 Main Contractor
 Sub-contractors – Nominated & Domestic
 Project Suppliers

24. CONTRACTORS’ TEAM
 Directors
 Contract Managers
 Site Managers – Engineers, Builders, Qs, Accountants,
Personnel Managers, etc
 Site Supervisors
 Head Office Admin Staff
 Site Office Admin Staff
 Site Operatives
 Labourers

25. SITE STAFF
 Contract Manager
 Site Manager
 Site Professionals
 Site Supervisors
 Foremen
 Site Admin Staff
 Operatives
 Labourers

26. CONTRACTOR’S HR
 Head Office Staff
 Aggregate of Site Offices’ Staff

27. PRODUCT OF HR FORECASTING/PLANNING
 Firm/Project HR Plan
 Quantity of specific staff based on time
 Quality of specific staff based on time
 Quantity of specific employment contractor type:
 Full time staff
 Contract staff
 Casual staff
 Vacancies or surpluses based on time
 Type of employment for vacancies
 Nature of disengagement of surplus staff
 Preparation: Tabular
 HR type versus Time or vice versa (Horizontal:Vertical)

28. THANK YOU
FOR LISTENING