TECHNOLOGICAL UNIVERSITY OF THE PHILIPPINES

COLLEGE OF INDUSTRIAL TECHNOLOGY

Ayala Blvd., Ermita, Manila, 1000 Metro Manila
Tel no.: 632 301 3001 Web: http://www.edu.ph

Title

REPORT

In partial fulfillment of the

Requirementsto complete the subject in
CT222-M Construction Project Management

Submitted by:
Antoni, Melissa N.
Maestro, Gean Carla S.
Magalang, DenielleLucelle M.
Manlutac, Tricia Anne L.
Valdez, Jaisa P.

Submitted to:
Prof. Charlene F. Ricopuerto

February 2020
Manpower Planning
It may be defined as, “the replacement planning which analyze labour turnover,
recruitment policy, promotion, development and maintenance of employee programmes and
assess the future needs of the organization so that sufficient numbers of person may be procured
well in time”. It is the process by which management determines how the organization should
move from its current manpower position to its desired manpower position.

According to Edwin B. Gisler, an entrepreneur, it may also be defined as “the process,

including forecasting, developing, and controlling by which any firm ensures that is has the right
number of people and the right kind of people at the right places, at the right time, doing work
for which they more economically useful.”

Manpower planning includes parameters like number of personnel, different types of

skills, time period, etc. It is a never-ending continuous process to make sure that the business has
the optimized resources available when requires taking into consideration the upcoming future
projects and also the replacement of the outgoing employees. It is also called as Human
Resource Planning.

Manpower Planning Process

HR department of every company has to constantly keep an ye on human resource that

the company has. With every possible event like change industry dynamics, increase the business
requirements, skills required for a particular technology, etc., the need for having better
resources increases. The process and steps for having manpower planning are as below:

1. Understanding the existing workforce

The HR department has to thoroughly understand the manpower available in the
company. They should examine the background, skill set, qualification, location, etc., of
the entire work force so that they have a good idea regarding the pool of talent which the
company has.
2. Forecasting the future

With constant changes in business requirement, companies must understand the

future trend and which type of employees would be best suited for their organization.
Hence, companies must examine, evaluate and forecast the type of employee workforce
they want in the future years.

3. Recruitment and selection

Depending upon the business requirements, manpower planning leads to a much

more well thought our recruitment and selection pattern. This totally depends upon the
 forecast made, and the business requirements. Hence, candidates with better qualification,
skill set, experience, etc., are shortlisted as employees to best suit the future needs.

4. Training the employees

Employees who are a part of the organization are trained to have the best skills,
knowledge and understanding about the current job as well as the future requirements.

Figure 1: Diagram of Manpower Planning Process

Factors Affecting
Manpower Planning

The following are the

factors affecting the manpower planning
which constitute the basis of manpower planning:

1. Exciting stock of manpower

This is the first basis of manpower planning and it is the starting point of all
planning processes. By studying the position of total stock of manpower, by dividing it
into groups on the basis of function, occupation, level of skill, or qualification, we can
analyze the existing stock of manpower.

2. Wastage

The second basis of manpower planning is wastage. For a good planning,

appropriate adjustment in the existing stock of manpower should be made for the possible
wastage of manpower caused by any foreseeable changes in the organization. Labour
 turnover rate, labour stability rate, and the period of active management can be studied to
analyze the wastage of manpower. All these factors should be taken into consideration to
make necessary adjustments in the requirement of personnel to plan the manpower.

3. Future manpower requirement

It can easily measure the future requirements of manpower, after assessing the
existing stock of manpower and analyzing the several factors of wastage.

To analyze the future manpower requirements, the following factors should be

considered:

 Future plans of the company

a. Government plans and programmes
b. Employment policy
c. Demand and supply
d. Manpower in future
e. Labour productivity
f. Other factors of production and replacement needs
 Future manpower requirements
a. Direct and indirect labour cost
b. Administrative cost
c. Overtime allowance is payable to worker
d. Maintenance and repair charge
e. Wags can be paid according to time rate or price rate system
f. Worker’s requirement during peak and sluggish period
4. Future withdrawal of workers

Effective manpower requires that the human resource manager should take into
consideration decrease in the working force in future due to retirement demotion.

5. Future availability of people dismissal and resignation.

6. Expected changes in the composition of labour force.
7. Workers cost benefit analysis.

Objectives of Manpower Planning:

The objectives or importance of manpower planning are the following:

1. Optimum productivity

Skilled and qualified workers are recruited or they become so through the training
programme provided by the organization, through the manpower planning. Hence, an
organization can achieve the effective optimum utilization of human potential, which will
 result in optimum productivity and thereby, the production is carried out on
uninterrupted.

2. Reduction in labour cost

Effective use of manpower, and optimum productivity will reduce the wastage. It
will reduce the labour cost.

3. Effective recruitment and selection

Right person can be placed at the right job at the right time through manpower
planning. Future needs can be predicted by manpower planning. Therefore, effective
recruitment and selection can be achieved so that no need to spend much amount on the
training and labour turnover can be reduced.

4. Group satisfaction

By establishing mutually satisfying work relationship between all the members of the
organization, group satisfaction and team spirit can be achieved.

5. It helps maximizing individual development.

6. Effective manpower planning may help the management in developing the good
employer-employee relationship. It leads to improve the industrial relations.
7. It maximizes the contributions and the satisfaction of the employees of a business.
8. It gives due consideration to the capacities, interests, opportunities, and reactions of the
workers.
9. To develop the future training and management development needs.
10. To avoid the staff surplus and unnecessary dismissals in the manpower planning.
11. To control the wages and the salary costs

Principles of Manpower Planning:

1. Every business activity:

Every business activity – sales, purchases, production, etc., needs men direct and
perform it. A business is no better that the people it has. The success of a business
depends upon the capacity, ability, integrity, motivation, and enthusiasm of the group of
employees in it.

2. Participative management:

Workers must recognize by the owners as partners in the business because both of
them have a common interest. Workers must be encouraged to participate in the
formation and development of all plans and programmes of the business.
3. Opportunities for growth:

A good business must provide reasonable opportunities for growth to each of its
employee. Individual differences must be recognized. Decisions regarding the nature of
action be based upon the understanding of the individuals comprising the group.

4. Social justice:

The management must consider the expectations and aspirations of the

employees. There must be some system of public recognition and appreciation of
meritorious work.

5. Co-operation with trade unions:

The management must seek the co-operations of trade unions. It must try to avoid
the likely points of conflicts with the trade unions.
Recruitment Process
Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in organization. Recruitment process can be time-consuming and thus we
shall follow a simple recruitment process.

1. Know What The Company Need

Knowing an in-depth understanding to the role you are hiring for will make the
rest of the recruitment process easier and faster. It ensures that candidates have a
clear purpose and planned goals for the position when they join, removing any
uncertainty on where they fit within business objectives.
 Why is a new employee needed?
 What duties and responsibilities will the successful candidate have?
 What skills or abilities are required to succeed in the role?
 Where does this role fit within the wider business structure?
2. Prepare The Job Description And Person Specification
The role you are recruiting for and the type of candidate needed to fill it is in
preparing the job description and person specification to attract the right
applicants during recruitment process. Try to include key responsibilities in the
job description to give idea for what the role involves, as well as giving a feel for
who they’d be working with. Person specifications help characterize the type of
skills and mindsets that will flourish in the role.
Job description must have the following;
 Job Title - Make your job titles specific and avoid
internal lingo that may confuse the job seeker
 Job Summary - Open with a strong, attention-grabbing
summary, hook your reader with details about what
makes your company unique and include an exact job
location.
 Responsibilities and Duties – Outline the core
responsibilities of the position, Highlight the day-to-day
activities of the position & Specify how the position fits
into the organization.
 Qualifications and Skills – Include a list of hard and
soft skills and keep your list concise.
3. Choose Where To Advertise
There are tons of platforms where you can place an advertisement for job
recruitment; it can be through Job Sites, Internally, Social Media, or Specialist
Support.
 Job Sites - a website that deals specifically with employment or careers. A
job site enables employers to publish job offers for a position to be filled.
It is a quick way to gain widespread visibility of the vacancy to thousands
of registered job seekers. Ex. Jobstreet.com, Indeed, Google for Jobs etc.
 Internally – Internal recruiting is the process of filling vacancies within a
business from its existing workforce. It just means the person you are
looking for could be right under you. Ex. Promotions, Transfers,
Temporary to Permanent, Employee referrals.
 Social Media – Social media platforms serves as effective recruitment
channels, by sharing or advertising open jobs on social media, it increase
the chances of finding qualified candidates faster. In social media it can
post or share job ads for free and thus you must take advantage of it
through posting on every different platforms such as Facebook, Twitter,
LinkedIn
 Seek Specialist Support – this is where recruitment agency will come,
outsourcing recruitment agency can take care everything without forcing
you to withdraw control on the important decisions.
4. Review Applicants
Reviewing good candidates should quickly and clearly highlight how their
experience aligns with the available role. Revisit the job description and person
specification for a reminder of what you are looking for.
5. Conducting Interviews
The moment that gives you invaluable contact time with the candidates is the
interview stage. Good preparation is key to getting the most out of the
conversation. Here are some tips to interviewing;
 Prepare Questions that help to dive into each applicant’s professional
background to see how well they might be suited to your vacancy.
 Avoid abstract questions for the sake of seeing how they react, keep the
conversation relevant to the role rather than testing nerves for the sake of
it.
 Remember that interviews are a two-way thing; the candidate will be
looking to see whether your business is the right fit for their career.
6. Checking references, drawing up a contract and offering the Job
Once there is a shortlisted top candidate, it’s time to check their references. It is
essential to check the candidate’s background to help make sure they are
everything they claim to be. After making sure everything is in order the need for
contract of employment is draw up, that includes the salary, number of holiday
days, working hours, and responsibilities.
7. Welcoming the new employee as they settle in
The new employee might feel awkward, difficult and uncomfortable and thus an
on boarding checklist might help them settle in.
 Get the basics right
 Ensure meetings are planned with their core team in the first week so they
Selection Process

Selection involves the series of steps by which the candidates are screened for choosing
the most suitable persons for vacant posts. The selection process can be quite lengthy and
complex as it involves a series of steps before making the final selection. Below are the
systematic steps to the selection procedures.

2. Preliminary Interview
Also called as a screening interview wherein the candidates are eliminate from the
further selection process if they do not meet the minimum eligibility criteria as
required by the company. The preliminary is less formal and is done to cut back
the unsuitable candidates before proceeding with a full-fledged selection process.
The individuals are checked for the following;
 Academic Qualifications
 Skill sets
 Family backgrounds
 Interest in working with the firm
3. Receiving Applications
Once an individual qualifies the preliminary interview, it is required for the
candidates to fill in the application form in the prescribed format. The application
contains the candidate’s data such as age, qualification, experience, etc.
4. Screening Applications
This is where the candidates are screened by screening committee, who then
prepare a list of those applicants whom they find suitable for the interviews. The
short listing criteria could be the age, sex, qualification, and experience of an
individual. Once the list is prepared, the qualified candidates are called for the
interview.
5. Employment Test
This is done to check the mental ability and skill set of an individual, several tests
are conducted. These tests are conducted to judge the suitability of the candidate
for the job. The following tests are:
 Intelligence Tests – measuring cognitive skills and logical reasoning
 Aptitude Tests – it is to determine a person’s ability in a particular skill of
field of knowledge
 Interest Tests – it helps to define the interest and determine what you like
the most
 Psychological Tests – it is a written, visual, or verbal evaluations
administered to assess the cognitive and emotional functioning of adults
  Personality Tests – it consist of standardized tasks designed to determine
various aspects of the personality of the motional status of the individual
6. Employment Interview
To gain more insights about the candidate, a one on one session is conducted
where the interviewer asks questions from the applicant to discover more about
him and give the accurate picture of the kind of a job the candidate is required to
perform. The briefing of certain organizational policies is also done and thus the
expectations of the candidates from the job and also his communication skills are
checked at this stage.
7. Checking References
To cross check the authenticity of the information provided by the candidates, the
firm usually ask for the references from the candidates. These references could be
from the education institute from where the candidate has completed his studies or
from his previous employment where he was formerly engaged. There references
are checked to know the conduct and behavior of an individual and also his
potential of learning new jobs.
8. Medical Examination
Usually, the medical examination is done at the very beginning of the selection
process while in some cases it is done after the final selection. The physical and
mental fitness of the candidate are checked to ensure that he is capable of
performing the job. The medical examination is an important step in the selection
process as it helps in ascertaining the applicant’s physical ability to fulfill the job
requirements
9. Final Selection
Finally, the candidate who qualifies all the rounds of selection process is given the
appointment letter to join the firm.
 PLACEMENT

Placement is a process of assigning a specific job to each of the selected candidates. It

involves assigning a specific rank and responsibility to an individual. It implies matching the
requirements of a job with the qualifications of the candidate.

Placement basically refers to the system of assessment and selection by which vacancies
are filled by staff serving in an organization. Placement can also be defined as the internal filling
of vacancies as distinguished from external recruitment. Placement is a process of assigning a
specific job to each of the selected candidates. It involves assigning a specific rank and
responsibility to an individual. It implies matching the requirements of a job with the
qualifications of the candidate.

Importance/Significances of placement
The significances of placement are as follows:
·          It improves employee morale.
·          It helps in reducing employee turnover.
·          It helps in reducing absenteeism.
·          It helps in reducing accident rates.
·          It avoids misfit between the candidate and the job.
·          It helps the candidate to work as per the predetermined objectives of the organization.

Principle of Placement

A few basic principles should be followed at the time of placement of a worker on the job. This
is elaborated below:

1. Man should be placed on the job according to the requirements of the job. The job should not
be adjusted according to the qualifications or requirements of the man. Job first; man next,
should be the principle of the placement.

2. The job should be offered to the person according to his qualification. This should neither the
higher nor the lower than the qualification.

3. The employee should be made conversant with the working conditions prevailing in the
organization and all things relating to the job. He should also be made aware of the penalties if
he commits the wrong.

4. While introducing the job to the new employees, an effort should be made to develop a sense
of loyalty and cooperation in him so that he may realize his responsibility better towards the job
and the organization.
5. The placement should be ready before the joining date of the newly selected person.

6. The placement in the initial period may be temporary as changes are likely after the
completion of training. The employee may be later transferred to the job where he can do better.

Proper placement helps to improve the employees’ morale. The capacity of the
employees can be utilized fully. The right placement also reduces labour turnover, absenteeism
and also the accident rate. Than the employee can adjust to the required environment of the
organization effectively and the performance of the employee will not be hampered.

INDUCTION

Once an employee is selected and placed on an appropriate job, the process of

familiarizing him with the job and the organization is known as induction.

Induction is the process of receiving and welcoming an employee when he first joins the
company and giving him basic information he needs to settle down quickly and happily and stars
work.

Objectives of Induction

Induction is designed to achieve following objectives:

·          To help the new comer to overcome his shyness and overcome his shyness nervousness in
meeting new people in a new environment.

·          To give new comer necessary information such as location of a café, rest period etc.

·          To build new employee confidence in the organization.

·          It helps in reducing labor turnover and absenteeism.

·          It reduces confusion and develops healthy relations in the organization.

·          To ensure that the new comer do not form false impression and negative attitude towards
the organization.

·          To develop among the new comer a sense of belonging and loyalty to the organization.
Labor Management

Labor management is one of the important techniques used by managers in construction

project management. A good project management in construction should vigorously pursue the
efficient utilization of labor. With a proper labor management, the availability of labor will
always sufficient to carry out all construction work and completed on time without any delaying
of work. Thus, time and cost loses will be minimized.

Labor Management-Relation

The term “labor-management relations” refers to interactions between employees, as

represented by labor unions, and their employers. Labor unions are organizations of employees
in particular industries, companies, or groups of industries or companies, who join together in
order to further workers’ individual interests. Labor Management-relations are the most
complicated set of relations that any HR Manager has to deal with. Efficient maintenance of
labor relations helps the HR Managers in developing a harmonious environment within the
organization which, in turn, helps the organization in effectively achieving its goals and
objectives. Well-managed labor relations provide a competitive advantage to the organization by
negating the hassles arising out of labor or union related issues and conflicts.

Effective Labor Management

1. Employer and employee must have a good communication

2. The staff must know what is expected from them
3. Create an environment where your workers can use their skills to the fullest

The first important factor when it comes to successful labor management is good
communication. It is a sensible idea to allow criticism of the company, because otherwise these
criticisms can fester and lead to disgruntled employees. In many instances these criticisms will
be valid and learning from them can improve the company. It is wise to allow the workforce to
contribute ideas and to treat these suggestions seriously; this not only makes the staff members
feel valued, but it can also provide a lot of useful ideas that the company can benefit from. So
any effective attempt at labor management will involve good two-way communication.

It is important that your staff know what is expected from them, and that these
expectations aren’t constantly changing. Of course there will be changes along the way, but these
should be managed as effectively as possible and you should completely avoid change for
change’s sake if you want labor management to be productive. To get the most from your
workers they should always have a clear idea about what you want from them; if they are unsure
then this can lead to high degrees of stress and burnout. This is another area of labor
management where good communication is vital.

One of the most important labor management skills is being able to create an
environment where your workers can use their skills to the fullest. In order to create this
environment it is necessary for the employee to feel that their contribution is valued and that they
are respected. If staff get no recognition for their extra effort they are unlikely to continue for
long. This is why motivation is such a prized labor management skill; you need to be able to
keep your employees motivated if you want to get the best from them. This motivation should
not only include praise for a job well done, but also some more tangible rewards.

Labor Management System

A labor management system (LMS) is comprised of enterprise tools that help businesses
better plan their daily work and processes for better delivery of products and services. These
tools are intended to facilitate "labor productivity reporting" and to help analyze units of labor
and units of time to enable tracking of changes. A labor management system is a software that
takes employee activity data and reports productivity levels on a group.

Labor management system tools can come in many different packages. Typically, they offer
metric-based tools for streamlining work and business processes. Another typical feature of LMS
tools is the ability to analyze and implement training solutions. For example, using LMS to set
better training schedules can allow for higher productivity in some industrial environments.
LMS tools can measure things like inventory, use of equipment and movement within a business
facility. All of these data points are put together to allow businesses to micromanage labor.

Labor Management System can tell:

1. Who’s employee is to promote or reward and which might need training or counseling
2. Which process need improvement because they are inefficient or many employees are
struggling with
3. Staffing levels needed for work forecast so you have just the right amount of staff for the
job for
4. Which costumers are making or losing your money on labor
5. How much time and money is being spent on each indirect and non value add process
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