Employer-of-choice characteristics in the construction industry

In many countries, ageing populations, skills shortages and increasing inter-sector labour competition has made graduate recruitment and retention a priority in the construction industry. Understanding what constitutes an employer-of-choice in the eyes of graduates is important in meeting this challenge. A survey of 160 undergraduates across 26 international universities concluded that the top three most important workplace characteristics for university students on construction courses are: positive work relationships, being able to learn on the job, and a workplace that is passionate about work. Distinct gender differences were exposed between preferences as were differences in preferences compared to the preferences of graduates in other industries. These findings contribute to our understanding of how students make choices about employers, what factors are important in making those decisions and how these factors vary between different graduate groups. They also contribute to our understanding of how to design better recruitment strategies to attract talent to the construction sector in an environment where demand is anticipated to exceed supply for some time ahead.     

对现场施工管理的认识

结合工作实践,从工程项目现场的技术、材料、施工、人员管理、资料管理、施工安全等方面出发,就现场施工管理的认识作了总结,旨在通过全面管理实施,从而保证工程顺利完成。     

工程项目管理中人力资源配置研究

随着工程项目竞争的日趋激烈,各个工程项目管理企业之间的竞争转变为人才的竞争,要想在激烈的竞争环境中立于不败之地,就必须充分地发挥人力资源的巨大作用。文章从工程项目本身对人力资源的需求入手,通过简要阐述工程项目中不同阶段、不同层次的人力资源的要求及配置,使我们对工程项目管理中人力资源的合理配置有了一个全面的了解,并认识到人的要素在工程项目管理是一个关键要素。     

浅谈项目经理在施工管理中的作用

通过详细的阐述项目经理在工程施工中如何打造团队开展工作以及如何加强管理提高效能,说明了整个项目施工的组织者和实施者,既要对企业的效益和信誉负责,又要对建设单位的成果性目标负责,在工程施工中起着至关重要的作用。     

人力资源管理在项目管理中的有效应用

在项目管理的过程中,人力资源发挥着核心引领作用。项目管理中的人力资源管理问题包括项目管理中的负责人选拔不当、项目团队的沟通和激励欠缺等方面。一定要合理选拔项目负责人,加强团队的激励和沟通,不断增强企业的凝聚力。     

Expatriate management in Australian multinational enterprises

Globalization, uncertain domestic markets and increasing competition are encouraging construction firms to internationalize. Although expatriates are commonly used by many construction companies to establish and manage overseas operations, there has been little research into the challenges of managing these people. Through case studies of five Australian construction firms and semi-structured interviews with 10 human resource managers and 36 expatriates, the question of how construction firms select, deploy, develop and support expatriate managers on overseas projects is explored. The results show that firms tend to adopt a highly pragmatic approach to expatriate recruitment and see the process as a logistical rather than a developmental challenge. Selection processes are often reactive, ad hoc and intuitive and based more on technical knowledge than softer behavioural skills and knowledge. Preparation for expatriate assignments is often outsourced, many expatriates feel unsupported while overseas, repatriation is poorly managed and overseas assignments are often seen as a barrier to career progression rather than an investment. These findings are at odds with contemporary research in international human resource management and are important because a major determinant of international project performance is effective human resource management. The findings also contribute to the design of better expatriate human resource management systems.     

建筑行业人力资源开发的现状与对策

通过抽样调查、重点访谈，采用历史分析、逻辑分析、对比分析等方法，分析了宁波市建筑业人力资源的总体情况，提出了加强宁波市建筑业人才队伍建设，提升建筑企业综合竞争力的相应对策，以提升建筑人力资本和建筑业的综合竞争力。     

Project-management training in Canadian organizations

Project management is becoming more widely used in organizations, and so project-management training is also attracting more interest. The study described in the paper surveyed 500 Canadian organizations with at least 500 employees. Findings from the 120 responding organizations revealed that only 41 of them offered project-management training. Short courses and inhouse training were the most frequently reported training approaches, and few organizations evaluated the effectiveness of such training. The most frequently reported expected benefits of project-management training were improved productivity of the work unit, increased job knowledge and skills, and improved communications in the workplace. Overall, findings from the study were similar to those reported from US studies.     

实施QC小组活动 确保工程质量目标实现

结合对工程项目的质量管理实践,论述了QC小组活动如何在质量管理过程中实施,指出在管理过程中应广泛推广QC小组活动,以改善和提高工作质量,解决质量问题,对达到工程项目质量目标具有很好的促进作用。     

基于组织能力的战略性人力资源管理的理论构建

基于组织能力的战略性人力资源管理突破了企业战略与人力资源管理之间简单线性对应关系认识的束缚.引入复合中介项--组织能力,尝试对二者之间的作用机制进行探索,开辟企业战略与战略性人力资源管理关系研究的一个新思路.阐述了基于组织能力的战略性人力资源管理的理论基础、作用机制与体系构建.     

谈施工企业人力资源的培训与开发

根据施工企业的特点,结合现代人力资源管理的科学理论,对企业中人力资源的培训与开发做了简要的论述,并提出了一些相应的措施和具体的方法,从而更好的提升企业核心竞争力,推动企业平稳快速发展。     

Enabling and measuring innovation in the construction industry

Innovation is vital to successful, long-term company performance in the construction industry. Understanding the innovation process, how innovation can be enhanced and how it can be measured are key steps to managing and enhancing innovation. The factors that affect innovation on a project were identified, as well as how these factors can be used to measure the level of innovation on a project, and the practices and processes that encourage and facilitate innovative changes. Case studies of construction projects in the United States revealed three necessary components of innovation: idea generation, opportunity and diffusion. A variety of practices are used to optimize each component including support and commitment from the owner/client and firm upper management, workforce and project team integration and diversity. Applying the practices identified in the research leads to enhanced innovation through better communication among project team members, integration of the design and construction disciplines, more efficient designs, development of unique ways of completing work and sharing of the lessons learned. The end result of innovation will be projects that successfully meet and exceed cost, quality, schedule and safety goals.     

谈如何有效进行施工项目中的劳务队管理工作

针对施工项目中如何有效地进行劳务队的管理工作进行了探讨,分别阐述了劳务队的前期选择,劳务合同的签订,施工过程中的劳务管理等方面的工作要点及具体措施,以抓好劳务队管理工作,确保工程质量。     

论施工企业人力资源的管理

论述了施工企业人力资源的特点,对施工企业人力资源管理现状进行了分析,提出了加强施工企业人力资源管理的措施,指出施工企业应大力加强人力资源管理,从而在市场竞争中取得成功。     

新能源开发建设企业的战略性人力资源管理

根据新能源行业发展形势,结合中国大唐集团人力资源管理理念,进行了人力资源管理分析研究,从更新管理观念,重视人才培养,创建激励机制几个方面阐释了其对推动新能源开发建设行业发展的重要性,以期为业内借鉴并交流。     

国有建筑施工企业人力资源管理发展趋势探析

结合国有建筑施工企业人力资源管理的现状,从观念、市场、管理三个角度分析了造成人力资源管理工作不科学、制度不健全、人才流失严重等现象的原因,并对做好人力资源管理工作的方法进行了思考,提出了一些管理建议。     

建设工程项目施工管理中的团队建设和管理

分析了团队建设的重要性,详细地介绍了团队建设的过程与操作方法,提出了五种常见冲突的处理方法,以建设一支团结上进、富有激情的团队,从而提高建设工程的效益。     

浅谈工程建设项目管理与实施

对新形势下如何进行科学有效的工程建设项目的管理实施做了较为全面细致的探讨,指出应充分利用法律文件,切实抓好工程建设项目管理,以达到投资的最佳效益。     

浅谈建筑施工企业项目成本管理

结合建筑施工项目管理的实践经验,从提高全员经济意识、材料使用和管理、人力资源管理、机械使用和管理四个方面探讨了如何在建筑施工单位内部实行项目部工程承包制,达到了很好的预期成本控制目标。