Sensitivity: InternalCivil Engineering Construction Management6HX503HUMAN RESOURCE MANAGEMENTSESSION 4A▪ Lecture and Group discussion▪ Brian CounterSensitivity: InternalTODAY’S AGENDA1. Tutorial 3B Update and Responses2. The assignment3. Why HR is important in Construction4. The Law5. HR General Practice6. Your Knowledge Base7. Your InternalTUTORIAL 3BHOW DO WE QUALITY ASSURE?▪ Quality Systems & Technical Systems▪ Technical Specs▪ Inspection and Test▪ Supplier Assurance Schemes▪ Audits▪ Case StudiesSensitivity: InternalSupply Chain: Supply Chain Quality-TutorialIt is in your company’s best interest to select and work with suppliers in waysthat will provide a quality product. Supplier performance is critical and is notjust about a low price.It used to be common to have a bank of suppliers for the same product but thishas given way in some businesses to working more closely with a smallernumber of suppliers in longer term partner relationships.▪ In preparation for your next tutorial I would like you to look atthe benefits of supplier partnerships and identify some supplierselection strategies▪ What are the common supplier selection strategies?▪ What methods are there for determining how well a potentialsupplier fits your organisations criteria? InternalExercise:Quality Assurance in Infrastructure & Construction▪ Get into your groups and discuss❖Definition of a quality supply chain❖One example of a suite of systems❖Two benefits of a QMS❖An example of how you can InternalKey Features of a Construction and InfrastructureSafety Management System▪ Accident and Incident Reporting▪ Policies & Procedures▪ Monitoring of working hours▪ Compliance to HASAW Acts and regulations▪ Safety Work Planning Method Statements and Risk Assessments▪ Safety of people and infrastructure, eg permits, schedules▪ Audits▪ Technical Non compliances▪ Training & competency▪ Safety Information▪ Site Safety Visits & Tours▪ Safety Initiatives▪ Communication▪ Meetings▪ Safety Action Groups▪ LeadershipSensitivity: InternalSAMPLE QUALITY CHECKS AND AUDITS▪ 3 types of Construction and Civil Engineering Technical checks▪ Compliance to technical standards▪ Compliance to competency standards▪ Special procedures eg floods, wind, temperature▪ Organisational checks▪ Contract Safety Case▪ Organisational Chart / Organogram▪ People – Posts on the chart▪ Job Description▪ Safety Responsibility StatementSensitivity: InternalAssignment Quality RequirementsINTRODUCTION 30%▪ An essential introductory feature is a reflective analysis of the context byfirstly describing the project or activity. Then, secondly, explaining theneed for quality systems emphasising the benefits and possibleshortcomings these quality systems. You should also compare a similarproject or activity where these were successful.Section 2 Quality Management System* (Technical Compliance) 10%*▪ Note that the Quality section will include the essential and importanttechnical, project planning or operational procedures that relate to thecontext of the report.▪ Examples are InternalNext steps▪ Keep doing research on Quality Systems▪ Benefits and Shortcomings▪ General industry and Construction▪ Look for a context for your assignment▪ Start finding InternalASSESSMENT on 6HX503 CECMAssessment Weighting:50% Coursework / 50% Examination• CW: DATE 5TH DECEMBER 2020 @ 235950% Learning Outcomes 1 and 2 to be assessed. An individual portfoliorelated to a work-based situation demonstrating the application of anappropriate civil engineering or construction management system for aproject or operation.• EX: DATE EXAM PERIOD 4-15 JANUARY 202150% Learning Outcome 3 to be assessed. A time constrained open bookexamination of 3 hours equivalent to demonstrate knowledge of total qualitymanagement and its use in delivering safety and sustainability within anethical frameworkSensitivity: InternalCoursework Context – Your chosen Project or operationLearning Outcome▪ Identify and create the safety, security, quality and other essentialcomponents involved in the establishment of a civil engineering managementsystem. Demonstrate the ability to apply appropriate management structures,techniques and procedures to a range of engineering, construction andoperational situations.▪ The first step is to agree a context with the course tutor. This needs to be aconstruction or civil engineering activity which can clearly demonstrate theneed for a formal systematic approach to deliver safety, quality, budget andscope.▪ Can you find the information you need? InternalExamples of Contexts▪ Large projects▪ Buildings▪ Road Improvement Scheme▪ Design Organisation▪ House Building Scheme (Not extensions!)▪ Bridge Inspection▪ Asset Internal6HX503 Civil Engineering Construction ManagementAssignment Title: Management Portfolio(3000 words – 12-15 pages)Tips:▪ Working System to justify processes▪ Link to context as much as possible▪ Include all parts▪ Recommendations▪ Include examples; It is not necessary to submit a full document; a screenshot of the title page will suffice.▪ The report should be well written and presented. The projects used as casestudies should be clearly stated. The use of charts, tables and otherillustrations to simplify and facilitate understanding of processes are InternalTHE SECTIONS AND Layout10%Title Page, Contents, Structure, ReferencesIntroduction4 pages30%Context Project or operationPicture size scopeWhy use quality systems – theory in civil engineeringReflect by comparing othersBenefits shortcomingsHealth&Safety2 pages15%Essential LegalBest PracticeExamples e.g. Risk Assessments, safety checks, safety proceduresQuality-Technical1 page10%Essential Legal standards regulationsBest PracticeExamples e.g. standards inspection and test plans, specifications, plans, resource plans, projectmanagement systems.* Note that the Quality Technical section will include the essential and important technical,project planning or operational procedures that relate to the context of the report.Finance Commercial1 page10%Essential Legal ContractsBest Practice Cost controlExamples e.g. budgets, estimates, contracts, timesheets, CVRHuman Resources1 page10%Essential LegalBest PracticeExamples e.g. grievance procedures, job descriptions, training policies guidance for employeesDocument Control 5%½ pageWhat is a best systemRecommendations½ page10%At least 3 ideas for improvement Sensitivity: InternalINDICATIVE CONTENTHealth Safety & Environmental Management▪ Knowledge of basic legislation applicable to projects and operations▪ Safety management systems Accident prevention and motivation theory AuditsTotal Quality and Technical Management▪ Quality assurance development and gurus ISO9001 and accreditation processes▪ Continuous improvement & auditing▪ British standards, legislative regulations, EurocodesProject Management▪ Advanced solutions to complex projects▪ Network analysis and critical path Control systemsFinancial and Commercial Systems▪ Business management systems▪ Target setting KPI’s , CVR principles Contracts subcontractor monitoringHuman Resources Management▪ Employment law TUPE▪ Motivation Organizational designInnovation in Construction▪ Techniques and process improvement including new technologies, IT, materials, systems andmachineryProfessional Ethical Questions and ConstraintsSensitivity: InternalManagement• Roads• Railways• Airports• Flood Defences• Water & Waste• Services• Local Authorities• Utilities• Environment• Factories• Business• Retail• Leisure• Community FacilitiesSAFETYQUALITYFINANCIALTECHNICALCOMMERCIALHUMAN RESOURCESSensitivity: InternalHuman Resources Management▪ What you need to know as a Manager▪ Managing People through HR▪ Your involvement▪ Planning the Skills and Resources▪ Training and Development▪ Performance Review ProcessesSensitivity: InternalWhat is the motto for HR? 3 R’sRespectRecruitmentRetentionSensitivity: InternalThe Purpose Of Human Resources Management▪ Comply with Employment Law▪ Resource today and tomorrow▪ Provide Advice▪ Provide Direct ServicesLEADING TO:▪ Good Business Practice▪ Personal Development & Job SatisfactionSensitivity: InternalThe Key Elements OfHuman Resources Management▪ Resourcing – Organisational Designand Grading Structures▪ Terms and Conditions▪ Recruitment Induction▪ Training and Development▪ Performance Management &Discipline▪ Annual Leave & SicknessMonitoring▪ Rewards▪ Pensions Services▪ Counselling▪ Restructuring & RedundancySensitivity: InternalEmployment Law▪ Employment Rights Act 1996▪ Employment Act 2002▪ Maternity Paternity Adoption▪ Dispute Resolution▪ Equal Pay▪ Discipline and Grievance▪ Equality Act 2010▪ Race, Sex, Disability, AgeSensitivity: InternalEmployment Law▪ Contracts Rights after I year▪ Equal Opportunities▪ Union reps▪ Employment Tribunals▪ Unfair Dismissal▪ RedundancySensitivity: InternalWhat is a contract of employment?▪ a legally binding agreement which isformed when an offer of employment isaccepted in return for pay▪ can be a verbal agreement▪ intention to create legal relationsSensitivity: InternalWhat makes a contract of employment?A combination of▪ express terms▪ implied terms▪ incorporated terms▪ statutory termsSensitivity: InternalTypes of contract▪ permanent/open-ended▪ fixed-term▪ completion of task▪ temporary▪ part-time▪ casual▪ job-share▪ Case studySensitivity: InternalWhat is a written statement ofemployment?▪ a written statement of prescribedparticulars relating to terms and conditionsof employment▪ evidence of contractual terms▪ employer’s version of agreementSensitivity: InternalProducing awritten statement▪ use other documents for information▪ keep it simple▪ consult employees▪ tailor it to your needsSensitivity: InternalWhat must thewritten statement include? (1)▪ name of employer▪ name of employee▪ date employment began (plus end date ifFTC)▪ rate of pay and frequency▪ hours of work including overtime▪ job title▪ place of work▪ holiday entitlement and paySensitivity: InternalWhat must thewritten statement include? (2)▪ absence policy/sick pay▪ notice/notice pay▪ pension arrangements▪ discipline and grievance procedures*▪ collective agreements▪ work outside the UKSensitivity: InternalVarying a contractof employmentContracts can be varied by▪ mutual agreement▪ a clause in the contract▪ collective agreement▪ unilateral variationSensitivity: InternalVarying a contractof employment▪ ask, consult, explain reasons for change▪ written notification of change to written statementdetails must be given within one month of thechangeSensitivity: InternalVarying a contractof employmentWhere agreement cannot be reached▪ terminate existing contract▪ give proper notice▪ offer new contract▪ continuous employmentSensitivity: InternalVarying a contractof employmentEmployee options▪ accept new terms▪ leave at the end of notice period▪ make claim of unfair dismissalSensitivity: InternalVarying a contractof employmentUnilateral change=breach of contract▪ imposed▪ fundamental change▪ make a claim of constructive dismissalSensitivity: InternalEmploying peopleWe will cover-▪ recruitment and induction▪ written statements and contracts▪ pay and holidays▪ discipline and grievance policies▪ absence proceduresSensitivity: InternalHolidays▪ minimum▪ control – e.g. notice▪ carry-over▪ pay in lieu▪ excess holidaysSensitivity: InternalRecruitmentBefore the interview▪ application forms▪ advertising the vacancyAt the interview▪ recruiting fairlySensitivity: InternalInduction▪ start of the working relationship▪ structured programme▪ written checklist▪ what to considerSensitivity: InternalTermination of contract▪ resignation▪ dismissal▪ mutual agreement▪ expiry of fixed term▪ retirement▪ redundancySensitivity: InternalPay on terminationof contract▪ notice pay- statutory or contractual▪ pay in lieu of notice▪ holiday pay- statutory or contractual▪ redundancy paySensitivity: InternalProtection of wagesDeductions from pay can be made only where theyare:▪ statutory deductions▪ authorised by the written contract▪ by prior written consentSensitivity: InternalDisciplinary rules▪ why have rules?▪ what should rules cover?▪ DISMISSAL▪ GREIVANCESensitivity: InternalDismissalsthe six potentially fair reasons▪ conduct▪ capability▪ redundancy▪ statutory ban▪ some other substantial reason▪ retirementSensitivity: InternalFOLLOW PROCEDURES▪ Can be Frustrating▪ Document▪ Use impartial people▪ Consistency▪ FairnessSensitivity: InternalProcedural fairnesswill include▪ reasonable investigation▪ chance for person to state his/her case▪ any decision should follow hearing▪ reasonable penalty▪ consistency▪ a dismissal on basis of genuine reasonablebeliefSensitivity: InternalStatutory disciplinary andgrievance procedures▪ statutory disciplinary and grievance proceduresintroduced in October 2004▪ to encourage resolution of disputes within theworkplace▪ all employers must have minimum proceduresSensitivity: InternalStatutory disciplinary andgrievance procedures▪ step 1 written notification/letter▪ step 2 meeting and decision▪ step 3 right of appealSensitivity: InternalStatutory disciplinary andgrievance proceduresStep 1 – written notification/letter to employee▪ outlining problem/allegation▪ invitation to meeting▪ right to be accompaniedSensitivity: InternalStatutory disciplinary andgrievance proceduresStep 2 invitation to meeting▪ timing and location must be reasonable▪ right to be accompanied by work colleague ortrade union representative▪ decision and informed of right of appealSensitivity: InternalStatutory disciplinary andgrievance proceduresStep 3 appeal▪ employee notifies employer▪ further meeting▪ right to be accompanied▪ different/more senior manager if possible▪ final decisionSensitivity: InternalReducing absence▪ sickness▪ unauthorised absence▪ records▪ patterns▪ discussion▪ the DDASensitivity: InternalHow ACAS can help▪ helpline 08457 47 47 47▪ training sessions/workshops▪ workplace training▪ workplace projects▪ mediation▪ publications▪ e-learning modules▪ web based information InternalGood Practice▪ Job Descriptions▪ Safety Responsibility Statements▪ Performance Reviews▪ Communications▪ Development Plans▪ Monitoring KPI’s▪ Turnover▪ Vacancy gapSensitivity: InternalTraining & Development▪ Statutory H&S▪ Industry PTS CSCS▪ Personal Protective Equipment▪ Your procedures▪ Support systems▪ Developmental▪ Team BuildingSensitivity: InternalTHE COMMERCIAL CHALLENGE of HR MANAGEMENTThe LawCare and be FairIt’s a Business!Customers v StaffSensitivity: InternalYour Portfolio▪ 1 page for HR▪ Essential systems i.e the law!▪ Best Practice▪ Training and Development for Your Area▪ Performance Review & Target setting▪ Team Building▪ 1 or 2 Examples from a work environment▪ Comments on benefits and improvement areas as an introduction andconclusion to the portfolioSensitivity: InternalSEE YOU LATER FOR TUTORIAL SESSION 4B▪ Tutorial▪ Brian Counter▪ Today’s agenda1. Leadership2. Teams3. Belbin Exercise4. Team Performance Quiz


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