SUPRIYA OJHA

Reg. no. 216-06-31-50684-2181

HUMAN RESOURCE
MANAGEMENT (PGPM-12)
POST GRADUATE PROGRAMME IN PROJECT MANAGEMENT
ASSIGNMENT:

You are a Project Manager on site where work for 3K.m. Long Tunnel has been undertaken.

The site is remote and takes about 2 days travel to nearest town. Supervisors, Technicians &

Skilled Workers are engaged in dangerous / hazardous work. Absenteeism due to sickness,

quarrels, drinking are adding to less output of work and chances of accidents on site are

increasing. Management has urged to do something so that time targets can be achieved.

Discuss how will you tackle the problem and increase the output of the work.

1. UNDERSTANDING THE MAIN PROBLEM:

As the site is located at a remote place, it takes about 2 days time to reach the nearest town.

As per the set plan, workforce and materials were supplied efficiently and the work started.

After the execution work, had started, it was observed that the work is not going with the

required speed. It was discovered that slowly the labors appointed for the work started getting

absent under the context of sickness, injuries and other reasons. It is a typical problem faced

at any construction site located in remote regions. Both workforce and management slowly

become tired with a life of work and no source of entertainment, social gathering etc. It leads

to frustration among people working in remote areas. Also, it is evident that a safety officer is

not present at the work site. The work force is not kept motivated by the leadership.

Motivation can be viewed as an inner-state of an individual which causes him to make effort

to attain a desired goal. The individual has reasons for behavior and these reasons make sense

of his needs. The reasons of behavior are unsatisfied needs and the end-result is need

satisfaction, with behavior being the means, by which needs are satisfied. Thus, the project is

losing both quality and time.

2. REASONS OF VARIOUS PROBLEMS:

The site is at remote location and doesnt has the basic needs for the labor. Also, the work

environment is hazardous. For the given situation, possible problems and issues can be due to

the lack of the following needs:

1. Communication and travelling facility is poor due to that they are unable to take of their

family.
2. Shelter, hunger and other basic bodily needs did not meet to the satisfactory levels.
3. Lack of Security, no proper care would have taken by the management for the protection

of the workers from the physical and emotional harm and avoidance of the

unexpected/unfavorable situation.
4. Social & Esteem factors such as affection, companionship, acceptance by others,

awareness of importance to others and deserving importance by others found missing.

5. Self-actualization such as Personal growth, Self-fulfillment, Desire to fully realize

potential are also among important factors, which are lacking.

6. Lack of proper Medical stores/facilities, Bad house-keeping, unviability of basic

infrastructure like toilets, drainage are the main causes of absenteeism due to sickness.
7. Lack of Motivation and creating team spirits among staff, leaders not being available at

site.
8. Lack of Discipline at site, Easy Availability of alcohol.
9. Improper training of staff desired work, Lack of Safety Officer who can create awareness

among staff to follow required level of safety during work e.g. Safety shoes, Helmet,

Hand Glows, reflective jackets, Safety belt etc. which is leading to more accidents at site.
10. The staff has not been motivated, such as a leader should create awareness in staff that

they are different from other staff thats why only they got opportunity to work under

those circumstances isolated area with high level of challenges.

3. NEEDS AND THEIR FULFILMENT ON SITE: -

As the site is at remote location and the work at site is to construct a 3 K.M. long tunnel

which is very hazardous due to unpredictable weather conditions. So, it is necessary to

provide needful things and the facility on the site as following:

 a. Medication: Management should send a medical team to site and they should stay

there till completion of project. They should be supplied necessary equipment and

medical kits so that they can manage any hazardous situations till any help comes. By

this work will be smoothly progressed and absenteeism will be reduced. Worker who

is sick should be taken care by medical team.

b. Healthy food: Place is completely isolated from town so management should take

step forward by giving healthy food to staff and worker with low cost.
c. Discipline at site: Management should setup some rules and regulation regarding

work such as: Presenting at work site in good manner, drinking of alcohol or eating of

unhealthy material at site during work is prohibited, discussion on any sensitive issue

like religion etc. is not allowed in group.

d. Housing: There should be good housing arrangement for workers where, after a long

period of work they can get refreshed and get relaxed.

e. Hygiene: Hygiene conditions should be developed to avoid sickness, such as proper

toilet facility.
f. Alcohol availability: Good security system should be adopted to find out places

where selling of alcoholic product is being done and with the approval of

management strong action shall be taken to stop such activity.

g. Travel: Proper travel arrangement should be taken care of so that, in case of

emergency, workers can easily travel from the site to the city.

4. SUGGESTION METHODS FOR HYGIENE FACTORS AND MOTIVTIONA

FACTORS: -

The following method can be used to improve the hygiene conditions at site and to motivate

the workers:

Stimulating the Work Site:

Management must plan efficiently for the temporary shelters in such a way that number of

workers will be involved in the project and how many shelters are required and for different

category of employees, who will be working at site, different types of shelters should be
constructed with different facility, quantity of all materials required for construction of these

shelters should be calculated correctly and the shelters should be ready before the execution

of the project. Management should build temporary shelters for the workers who will be

working at site, as the site is at remote area, workers will not be able to stay at their home and

come for work daily, thus, it is the preliminary requirement for the workers for which

management must take extra precautions and should give them proper facilities too. Also, a

site office should be built with all necessary requirements, drinking water should be good

because most of the diseases are spread by water, so it is a very important step to be taken

care by management.

Fulfilling social needs of the person

The labors are not able to take their family to site, due to that they are not in contact with

their family, as the site is in remote area from the city. They always think about them and the

concentration on the work will not be continued. To fulfil these requirements of his

attachment with the family and for social responsibility they must get timely and justified

leaves to meet the family and for completing his social responsibilities. In case, if they need

to attend any emergency, we should take care of his feelings and allow him after investing the

case.

Developing Interpersonal Relationship

By training and organizing other events and competition, the interpersonal relationship can

develop between the workers. This can help in improving team work, by that the output will

increase than the output by the individual. This can also help in developing a helpful

environment for the workers. By creating open communication between the workers can help

in strengthening the interpersonal relationship between the workers.

Motivation of Employees in Construction Project

 Motivation is the driving force within individuals that drive them physiologically and

psychologically to pursue one or more goals to fulfil their needs or expectations. Motivators

may be intrinsic or extrinsic. An example of an intrinsic motivator is the self-fulfillment of a

worker because of performing a task well.

Motivation of labor in Construction Project

Construction labor can be motivated. This is important because dwindling productivity is a

major problem confronting construction today. Productivity has decreased every year for the

past decade, in part because of increasing design complexity, more rigorous federal and state

regulations and socio-economic changes affecting the work force. Our findings indicate that a

highly-motivated workforce enhances productivity and project effectiveness. In construction,

the work itself that is, the building of a structure for all to behold is a key motivator for all

levels of management and the work force.

Providing Opportunity for the Professional Growth

By making them feel that after completing this project, the professional growth for them

will be much higher than the other who are engaged at another work place of its less difficult.

They may get a job security on the job and they can be promoted & transferred on the basis

of their performance. By providing chance for the interesting and challenging work, the

opportunity for the growth can be provided to them. Also, technical training and on the job

training can increase the level of the knowledge, this could help in increasing the working

efficiency of the workers.

Tangible Rewards

By giving the tangible rewards for the better work performance on the site, this could help in

motivating the peoples for doing the better job. For that extra wages and awards can give to

increase their morale.

Senior Management Support and Management Assistance in Problem Solving

The continuous support by the management and assistance to the workers time to time
increase the morale of the persons involved in the work at the site. If any problem arises at

the site which is beyond the authority of the supervisors the management could take decision

can solve the problem within time. They think that if anything happens the management can

take care of them and the problem could solve within the time effectively. Also, if there is any

grievance between the supervisory and workers level this could be solved by the management

so that the working environment could be developed in an efficient work place. The

management can recognize and appraise their work of the good performance, this help in

increase the morale of the workers and faith in the organization.

Cultivating Strong Skills in Delegation

Delegation includes conveying responsibility and authority to supervisors and workers so

they can carry out certain tasks. However, leave it up to the workers and supervisors to decide

how they will carry out the tasks. Skills in delegation can free up a great deal of time for

managers and higher management. It also allows them to take strong role in job, which

usually means more fulfilment and motivation in their job, as well.

5. RECOMMENDATIONS TO MANAGEMENT: -

Motivating employees so that they feel secure on the job is not easy, especially since a

project has a finite lifetime. Also, if a project is at such place where the basic amenities are

not available to live it become the more difficult to motivate the employee to work at that

site.
Since the project manager or management cannot motivate by promising material gains, they

must appeal to each persons pride. The project manager should take care and give personal

assistance to the supervisors, technicians, workers and the persons whose are working under

him for achieving the target. There are several ways for motivating project personnel. Some

effective ways include are followings:

Professionally Stimulating Work Environment

The work conditions on the site are not so good and there is a lack of basic facilities and

amenities. The management should arrange the basic requirement of the persons at the site

like housing, food, recreation centre, games. Also, management should make work site safe

so that anyone can work without fear and give his best output. The management should

provide a good medical facility and the travel arrangement in the case of emergency.

Letting the People Know Why They are, Where They Are

The people are engaged at work should know that they are there because they know that

how to do that work. How much they are important for the work and for the organization.

They should know that where they are and why, because this make them feel them important

for the organization. Making the individual feel that they belong where they are, Let the

people know that how their efforts fit into the big picture of the project and how this project

will benefit their future growth and career development. Employees often feel strong

fulfilment from realizing that they are making a difference. This realization often requires

clear communication about organizational goal, employee progress towards those goal and

celebration when the goal is met.

Adopt a Positive Attitude

The management should adopt positive attitude towards the supervisors, technicians and

workers to complete the work on the time. The management shouldnt criticize the workers

for their less output at the work place due to some unfavourable conditions at the work place.

The management should always motivate them for the better work performance. The
management shouldnt make promises that cannot be kept. The management should give each

person the attention which he requires.

Placement of the Persons in Right Positions

Every person has some level of knowledge and experience. Anybody cannot fit into any

work. The efficiency can be maximum if right people in right place in right numbers, are put.

The Employees at any level should have proper knowledge for that position and properly

trained. By giving proper training to the persons at work place it could increase the work

progress. This will also help in further growth of the persons. The persons placed at various

positions should follow the hierarchy of the management. They should follow the instructions

given by the higher authority also the higher authority should consider the ideas of the

employees.

Job Enrichment

The job enrichment is concerned with designing jobs that provide opportunities for the

achievement, recognition, growth, responsibility, a greater variety of work content; requires a

higher level of knowledge and skills, give workers more autonomy and responsibility in

terms of planning, direction and controlling their work and provide the opportunity for

personal growth and meaningful work experience. The workers job may be enriched by: -

Giving workers more latitude in deciding about such things as work methods,

sequence and pace or by letting them make decision.

Encouraging the participation of subordinate and interaction between workers.
Giving workers a feeling of personal responsibility to their tasks.
Giving feedback on job performance.

Appraisal & Rewards

The project has a very limited time and is of very specific in the nature. A critical lesson

for supervisors is to learn to focus on employee behaviours, not on employee personalities.

Supervisors should notice time to time and very keenly, when people at work gives their best

performance, for these best performances the rewards should be given to the workers. This

will encourage other workers for giving their best performance. This could be in the form of
extra wages or appraisal. There rewards should be justified so that it should not harm the

others performance. Performance in the workplace should be based on behaviours toward

goals, not on popularity of employees.

You can get in a great deal of trouble (legally, morally and interpersonally) for focusing

only on how you feel about your employees rather than on what you're seeing with your

eyeballs.

Make of List of Things that Motivate each of the Employees

Fill out the list yourself for each of your employees and then have each of your employees fill

out the list for themselves. Compare your answers to theirs. Recognize the differences

between your impression of what you think is important to them and what they think is

important to them. Then meet with each of your employees to discuss what they think are the

most important motivational factors to them. Lastly, take some time alone to write down how

you will modify your approaches with each employee to ensure their motivational factors are

being met. Work with each employee to ensure their motivational factors are taken into

consideration in your reward systems. For example, their jobs might be redesigned to be more

fulfilling. You might find more means to provide recognition, if that is important to them. You

might develop a personnel policy that rewards employees with more family time, etc.

Have one-on-one meetings with each employee

Employees are motivated more by your care and concern for them than by your attention to

them. Get to know your employees, their families, their favourite foods, names of their

children, etc. This can sound manipulative --and it will be if not done sincerely. However,

even if you sincerely want to get to know each of your employees, it may not happen unless

you intentionally set aside time to be with each of them.

Cultivate Strong Skills in Delegation

Delegation includes conveying responsibility and authority to your employees so they can

carry out certain tasks. However, you leave it up to your employees to decide how they will
carry out the tasks. Skills in delegation can free up a great deal of time for managers and

supervisors. It also allows employees to take a stronger role in their jobs, which usually

means more fulfilment and motivation in their jobs, as well.

Reward it soon after you see it

This helps to reinforce the notion that you highly prefer the behaviours that you're currently

seeing from your employees. Often, the shorter the time between an employee's action and

your reward for the action, the clearer it is to the employee that you highly prefer that action.

Implement at least the Basic Principles of Performance Management

Good performance management includes identifying goals, measures to indicate if the goals

are being met or not, ongoing attention and feedback about measures toward the goals, and

corrective actions to redirect activities back toward achieving the goals when necessary.

Performance management can focus on organizations, groups, processes in the organization

and employees.

Establish goals that are SMARTER

SMARTER goals are: specific, measurable, acceptable, realistic, timely, extending of

capabilities and rewarding to those involved.

Clearly convey How Employee Results contribute to Organizational Results

Employees often feel strong fulfilment from realizing that they're making a difference. This

realization often requires clear communication about organizational goals, employee progress

toward those goals and celebration when the goals are met.

Celebrate Achievements

This critical step is often forgotten. New managers and supervisors are often focused on a

getting "a lot done". This usually means identifying and solving problems. Experienced

managers come to understand that acknowledging and celebrating a solution to a problem can
be every bit as important as the solution itself. Without ongoing acknowledgement of success,

employees become frustrated, sceptical and even cynical about efforts in the organization.

Considering the project analysis and feasibility, study made the following recommendation

extended towards management:

1 Deployment of consultant for construction method finalization.

2 Deployment of Doctor and fast aid Centre with adequate medicine facilities.

3 Arrangement of periodic medical check-up for labors.

4 Proper screening for labor prior to engage them in risk job.

5 Technical knowledge to be screened for workers.

6 Identifying more resource pull for workers.

7 Promoting motivational scheme for labors.

8 Incentive scheme to be implemented for enhancing motivation towards work.

9 Special care to be taken in account of hygienic aspect of labor hut.

10 Separate gang to be deployed for maintenance of labor colony.

11 Remote allowance can be introduced for labors.

BIBLIOGRAPHY / READINGS

Koontz and Odoneal, Management in organization: McGraw-Hill

A Guide to the Project Management Body of Knowledge William R. Duncan

Human Resource management SODE, NICMAR.