Human Resources Management

REPORT OUTLINE
1. Introduction 4
2. Issue 1: Safety and health constraints 4
2.1. Safety Campaigns 5
2.2. Training Sessions 5
2.3. Free pre-medical checkup for workers 5
2.4. More paid leaves and extra wages 5
2.5. Law enforcement related to safety issues 6
3. Issue 2: Employee Retention 6
3.1. On time proper wages to skilled/unskilled workers 6
3.2. Employee Worker Relationship 7
3.3. Job Security 7
3.4. Law enforcement for worker’s rights 7
4. Conclusion 8
5. References 8
1. INTRODUCTION
Nature of Construction Company:
Construction is an industry that accomplishes one’s dream of constructing new houses. Nevertheless, it also builds factories, bridges, roads, offices, railroads, apartments, and tunnels etc. It also produces the basic ingredients that are used in building infrastructure. However, it is seen from ages, that construction companies are very hazardous as the work done at construction place are outdoor under situation not good for safety and health (Misnan and Mohammed, 2007). Because of less safety, many accidental and death cases were registered (Bakri et al., 2006). This increase in accidental rates can evade reputation of construction companies.
Purpose of the Report:
The purpose of this study is to illustrate crucial issues that arise in a construction company constraining its proper functioning, and to recommend possible measures for improving the efficiency and productivity of the industry. The two dominant and foremost issues in construction companies discussed in the report are; firstly, Lack of work and health safety and secondly, Employee retention because of low wages paid to workers. It will also provide various solutions in order to get riddance from these challenges or set of methods that helps in improvising the worse situations in construction companies.

2. ISSUE 1: SAFETY AND HEALTH CONSTRAINTS:
Construction Industry is an important sector on

References: 2. ISSUE 1: SAFETY AND HEALTH CONSTRAINTS: Construction Industry is an important sector on which every other thing depends and it consists of 6.47% of GDP (OECD, 2008) 3. ISSUE 2: EMPLOYEE RETENTION Nowadays, construction companies are labour intensive, and workers are recruited on subcontract basis in order to pay them less (Fellini, ferro and fullin, 2007) 3.) JOB SECURITY: Job insecurity refers to employee’s expectation of its job sustainability (Davy et al., 1997) 2. Biggs, H.C., Sheahan, V.L. dan Dingsdag, D.P. (2005). A Study of Construction Site Safety Culture and Implications for Safe and Responsive Workplaces, The Australian Journal of Reheabilitation Counselling, Vol. 11, No. 1, pp. 1-8. 3 4. Dambisya, Y. M.(2007). A review of non-financial incentivesfor health worker retention in east and Southern Africa. EQUINET DISCUSSION PAPER NUMBER 44 with ESC A-HC 5 6. Davy, J. A., Kinicki, A. J., & Scheck, C. L. (1997). A test of job security’s direct and mediated effectson withdrawal on cognition. Journal of Organizational Behavior. Volume 18, (pp. 323-349). 8. Fellini I, Ferro A, and Fullin G (2006). Recruitment processes and labour mobility: the construction industry in Europe. Work, employment and society 2007; (pp. 21- 277). 9 10. Gray, C. and Flannagan, R. (1989) The Changing Role of Specialist and Trade Contractors. Ascot: The Chartered Institute of Building. 11. Guerrara, F. (1997) Specialists urge 21% late payers ' rate. Building, 23 May, 11. 12. Hinze, J. W. (1997). Construction Safety. Columbus, Ohio: Prentice Hall. 1-6. 13. Latham, M. (1994) Constructing the Team, London: HMSO. 14. Lazear, E. P. (1990). Job Security Provisions and Employment. The Quarterly Journal of Economics (1990) 105 (3): 699-726. Oxford Journals. Harvard College and Massachuaetts Institute of Technology. 15. Leitch, J. (1994) Late pay only 'a British problem ', Contract Journal, 31 March, 2. 18. OECD (2008). Competition in Construction Industry. OECD policy roundtables. Vol. 19, No. 3 (Jul., 1951), pp. 293-305.