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管理学essay格式范文-建筑行业人力资源的理论与实践问题分析,本文是一篇留学生管理专业的Essay写作格式参考范文。“人力资源对所有行业都至关重要，包括建筑业”(Kleiner & Yankov, 2001)。“该行业在英国雇佣了近200万人，贡献了GDP总量的6%以上”(Dainty et al. 2007)。以下是管理学essay范例写作的全部内容，是一篇符合国外大学Essay写作格式要求的范文，供参考。
“Human Resources are vital to all industries, including the construction industry” (Kleiner & Yankov, 2001). “The sector employs almost two million people in the UK and contributes in excess of 6 percent of total GDP” (Dainty et al. 2007). The Construction Industry’s workforce is extremely diverse and includes different types of individuals working within construction such as; unskilled, skilled workers, craft, managerial roles and administrative workers. According to research, maintaining and attracting the right people within the construction industry is a priority due to the scarcity of both skilled people and experienced managers. “In recent years, the UK has relied heavily on foreign labour as a means of addressing skills shortages in certain industries and filling positions that local people are reluctant to take.” (Personnel Today, August 2009) Moreover, “it is the project-based nature of construction that presents one of the most serious challenges to the management and organisation of the people employed.” (Dainty et al. 2007). 建筑行业的劳动力是非常多样化的，包括不同类型的人在建筑内工作，例如;非技术工人，技术工人，工艺，管理角色和行政工人。根据研究，由于技术人员和经验丰富的管理人员的稀缺，维护和吸引建筑行业内合适的人才是一个优先事项。“近年来，英国严重依赖外国劳动力，以此来解决某些行业的技能短缺问题，填补当地人不愿接受的职位。(《今日人事》，2009年8月)此外，“这是基于项目的建设性质，对管理和雇佣人员的组织提出了最严重的挑战之一。”(Dainty et al. 2007)。 The current immigrant law and amended Guidance for Employers on Preventing Illegal Working in November 2010 highlights certain issues that HR must overcome when trying to attract migrant workers for the job vacancies. Furthermore, with the job searching task becoming increasing difficult and new employment legislation acts that have been enforced by the government, there are many diverse challenges that this will create for recruitment. Moreover, construction HR also needs to “establish whether or not job applicants will be able to carry out a physically demanding job, without breaching provisions in the Equality Act 2010.” (XpertHR, 2010) Furthermore as “an increasing raft of anti-discrimination laws continue their jack-hammer assaults on discrimination in the workplace”, (Personnel Today, May 2004) the construction industry finds itself at a crossroad with long-standing traditions of sexual and racial barriers. Hence, in the coming paragraphs the above laws will be discussed in further depth to give a better understanding of the challenges of HR in the Construction Industry during recruitment. There are no ethical issues in regards to my assignment as is it entirely derived from secondary research; therefore no impairment has been caused when carrying out my research for this assignment. Construction industries need to ensure that they do their research thoroughly and efficiently. The first step is to target their advertising correctly, using the right forms of media towards the right target group for the vacancy. The selection techniques for recruiting are essential, as they need to filter the people that are not right for the job so that they can find the right person, which makes the task less complex. As mentioned above, there are diverse roles within the construction industry from experienced professionals, to unskilled workers. This means that there will be different techniques which need to be understood when searching for new applicants, for example, when searching for mangers there will be a significant difference in searching for unskilled workers in comparison to managers. Recent research suggests that the main difficulty for recruitment was “the lack of necessary specialist skills” (CIPD Report, 2010). This enforces the need of selecting and recruiting the most efficient people right, first time round. Essential and extensive research is key when recruiting. Therefore, in the construction industry when searching for specific people to fulfil roles, managers may read specific construction magazines or look on specific websites, and where as unskilled workers may look in any type of media such as local newspapers. From this, managers and HR need to ensure they advertise using the right method of media to fill the vacancies. There are diverse ways of professional and non-professional recruitment, both of which differ from one another and need to be used in the right way. In order to create success within these industries, there needs to be a fine balance between keeping the industries interests in mind as well as employees’ rights and welfare. “The migrant workforce has been one of the cornerstones of the UK economy for some time now and the engagement of migrant staff has proved to be the only method by which skill shortages are in construction.” (Personnel Today, December 2006) Therefore it is important that HR implement effective policies and procedures in order to successfully deal with the legal issues that are a part of recruiting migrant workers into the industry. On the 30th March, 2006, The Immigration, Asylum and Nationality Act 2006 officially gained Royal Assent. This introduces new civil penalties scheme which talks about the legal actions employers may face if employing illegal workers and knowing of the legislations that have been introduced. Such actions include; fines and the possibility of prison sentences of up to two years depending on the tribunal hearing and the conditions involved. “一段时间以来，移民劳动力一直是英国经济的基石之一，事实证明，雇佣移民员工是解决建筑行业技能短缺的唯一方法。(《今日人事》，2006年12月)因此，重要的是人力资源部门要实施有效的政策和程序，以便成功地处理在招聘农民工时遇到的法律问题。2006年3月30日，《2006年移民、庇护和国籍法》正式获得皇家批准。该法案引入了新的民事处罚方案，讨论了雇主如果雇用非法工人并了解已经引入的法律，可能面临的法律行动。这些行动包括;罚款和最高两年监禁的可能性取决于法庭的听证会和所涉及的条件。 With the greater risks of employers being exposed to greater penalties for employers employing people who do not have the right to live or work in the UK, it is therefore a requirement and a must that all employers and recruitment within any specific organisation are made aware of the current legislations and the actions to be taken if not followed. The construction industry, being a project based industry employs a lot of contractors and agency staff in order to meet tight deadlines. This can create further risks for the employer is he/she does not check the documents of the employee to ensure that they are a suitable candidate for the job as well as the fact that they have the right to work in the UK. Even though the manager has a simple intention to recruit for a short period, a group of employees in order to get the job done in the time constraint. Employers will be at future risks if they do not check properly about the details of the employee being recruited. The HR challenge in the construction industry is the risks of “claims from migrant workers who feel that they are being directly or indirectly discriminated against.” (Personnel Today, December 2006) Under the UK employment law, migrant staffs who are employed by an organisation are able to look to the same as the other employees. In addition, Construction HR also faces tension within the existing workforce due to an incursion of migrant employees within the industry. “It is becoming increasingly common for some employers to favour migrant workers” (Personnel Today, December 2006) and run the risk of losing other employees. They tend to favour migrant workers due to the skills which they are able to bring into the industry which are otherwise missing. However, this change in the workforce can lead to future conflict and also lead to a greater risk of harassment, and discrimination against the migrant employees. To overcome these challenges, Construction HR must ensure they have effective disciplinary and grievance policies to deal with these issues as and when they arise. Health and safety should also be a major concern for all employers in any industry but mainly in the construction industry. New provisions in section 60 of the Equality Act 2010 (which came into force on 1 October 2010) “restrict employers from asking specific health-related questions prior to making an offer of employment to a job candidate.” (SPS, 2011) Employers that disregard this act and thus ask candidates questions about health, whether on the application form, or during an interview process could be liable for disability discrimination by a candidate whose job application was made unsuccessful.
Construction work is a physically demanding job, and hence adds pressure to HR when ensuring that the right people are recruited for the job especially when employers have to avoid asking health-related questions prior to making an offer of employment. One of the ways, HR can ensure efficient recruitment is to use exceptions to the general rule against asking health-related questions. One of these exceptions applies in which asking relevant health questions are necessary for the purpose of the job in order to establish whether or not an individual will be able to carry out a function that is critical to the job role. For example, when the HR of a construction company is recruiting scaffolders, HR can ask questions to the prospective employee about their health or disability on the application form or at the interview stage if the questions relate specifically to the applicant’s ability to climb ladders and scaffolding to a specific height, which in this case these specific questions relate to the main duties within the job role. 建筑工作是一项体力劳动密集型的工作，因此，在确保招聘到合适的员工时，给人力资源部门增加了压力，尤其是当雇主在提供工作之前必须避免询问与健康有关的问题时。人力资源部门确保有效招聘的方法之一是，对不询问健康相关问题的一般规则使用例外。其中一项例外适用于为工作目的而必须询问有关健康问题的情况，以确定个人是否能够履行对工作角色至关重要的职能。例如，当一家建筑公司的人力资源部门招聘脚手架工人时，人力资源部门可以在申请表上或面试阶段询问未来员工的健康或残疾问题，如果这些问题与申请人爬梯子和脚手架到特定高度的能力有关，在这种情况下，这些具体问题与工作角色的主要职责有关。 “The UK Construction industry has the highest female unemployment rate out of all the major European Union countries, according to the government’s Women and Equality Unit.” “Of the two million or so workers in construction, only around 190,000 are women”. (Personnel Today, 2006). With fast-changing demographics and the change in the Equality Act 2010, the requirement of meeting a diverse workforce is a must. Recruiting female employees is a challenge that construction HR currently faces. To ensure that the Industry comply with the law, Construction companies’ HR departments are working with the Construction Skills council. The council CITB-Construction Skills argues that “encouraging women into the industry is good business sense. Construction needs 87,000 new recruits each year”. (Personnel Today, October 2006) and the CITB-Construction Skills “need to fill those jobs with people from all backgrounds, rather than the labour pool of white men who traditionally dominate the workforce.” (Personnel Today, October 2006). Construction HR can also offer female recruits and university students with an opportunity to experience the job through a six-week trial or placement to encourage more females to work within the industry. Moreover, HR faces the challenge of recruiting younger people in many industries including the construction industry, as “research by the Chartered Institute of Building has shown construction managers aged over 60 are the fastest growing demographic age group in the sector”. (Personnel Today, May 2009). “The Equality Act 2010 makes it unlawful to discriminate against employees, job seekers and trainees because of their age. This includes direct and indirect discrimination, harassment and victimisation.” (Vizual HR, 2011). There are positive attributes that the younger employees can bring with them and above all, employers see that in young people employees, they can train, develop, and grow them in the ways the employer wants. HR can encourage young people to apply for vacancies and need to ensure that job advertising includes the relevant media that the younger audiences are most likely to see or use. Another possible way to ensure that young people are recruited is by focusing on young people who have recently graduated from university, offer an apprenticeship or offering part time work to those at university. The new skills and techniques that young people are learning on a day-to-day basis, by employing them not only gives them a chance to put the theory they have learned so far into practice but to also help the company to get their project complete. As a result, the main challenges facing HR is balancing the age legislation requirements with the need to recruit younger staff as well as retaining the knowledge of older workers, this is where the challenge lays. Therefore, HR “needs to proactively attack biased company attitudes, and train all managers at all levels of the business to be aware of age discrimination.” (Personnel Today, September 2006) Using this technique ensures that the company is kept up-to-date and aware of the legislations and that they do not have a single-minded point of view when it comes to recruiting. Furthermore, another challenge of HR within the Construction Industry is Race discrimination which is part of the Equality Act 2010. “Race is another area in which the construction industry has been slow to embrace societal change.” (Personnel Today, 2004) Race discrimination is aware in many industries and has been for many years, and can affect an employee’s morale and overall performance at work. Race discrimination occurs when a person is treated rather unfairly compared to others because of various reasons, these can be; a person’s race, skin colour, nationality or their ethnic background. HR needs to ensure that they recruit diverse people from diverse backgrounds, and ensure they tackle any situations that arise as a result of Race Discrimination within the company. In the construction industry, research has shown that there is a common strategy to recruit, using diverse methods such as recruiting in teams, by word of mouth, by family and personal contacts and also through poaching.  Poaching is a common method used in the construction industry, which can help to gain competitive advantages over rivals. This involves a technique of being able to attract competitor’s employees to leave rivals and join their company. In many cases this has been a useful technique, which is still relatively common within the industry and helps to complete projects in a given time constraint. “Often, people who are thought to work well together because they have a common background or culture may be asked to recruit family and friends as co-workers.” (Personnel Today, 2004) In addition to this another technique that can be used is to ensure that managers are given the right training in order to promote fair and equal recruitment. 此外，建筑行业人力资源的另一个挑战是种族歧视，这是2010年平等法案的一部分。“种族问题是建筑行业迟迟不能接受社会变革的另一个领域。(《今日人事》，2004)种族歧视在许多行业都是众所周知的，而且已经存在多年了，它会影响员工的士气和整体工作表现。种族歧视发生在当一个人由于各种原因受到相对于其他人的不公平待遇时，这些可能是;一个人的种族、肤色、国籍或民族背景。HR需要确保他们招聘来自不同背景的不同的人，并确保他们处理任何由于公司内部的种族歧视而产生的情况。研究表明，在建筑行业，招聘有一个共同的策略，使用不同的方法，比如团队招聘、口口相传、通过家人和个人联系，以及挖人。Â挖角是建筑行业常用的一种方法，可以帮助获得竞争优势。这涉及到一种能够吸引竞争对手的员工离开竞争对手，加入他们的公司的技巧。在许多情况下，这是一种有用的技术，在行业中仍然相对常见，并有助于在给定的时间限制内完成项目。“通常，那些因为拥有共同的背景或文化而被认为能很好地合作的人可能会被要求招募家人和朋友作为同事。(今日人事，2004)除此之外，另一种可以使用的技巧是确保管理者得到正确的培训，以促进公平和平等的招聘。
As mentioned by Kleiner and Yankov, that there is a shortage of skilled workers. Thus, recruitment need to ensure that the workers that have the key skills remain committed to the company. However with all of the new legislations being introduced last year and during this year, not only is it a necessity for managers and HR to ensure recruitment is done properly, but to ensure that they obtain the right people using the right techniques. By ensuring laws and legislations are followed and the manager keeps up to date by regular news feeds or even training, is a key factor which makes recruitment less of a challenge. This assignment has helped to address the theoretical and practical issues that can occur within the construction industry following these legislations. In addition, it has discussed the diverse methods and implications that the new employment legislation acts can have upon the construction industry and the possible solutions that can be useful for HR in recruitment. These legislations have been created in order to help the government tackle problems and provide solutions that have derived from employment in previous years. Employers need to ensure that they follow through with these legislations in the relevant manner or face the consequences in following unlawful acts. In some industries, there are negative reactions of employment legislation which therefore leads to non-compliance. However, the legislations that are created are there to be followed and thus non-compliance of an industry will therefore have consequences leading to tribunal hearings and penalties. As a result, trying to evade following the regulations is hard to do, hence the only way forward for construction industries and HR is to follow and find new ways of tackling the tasks that lay ahead and making them easier for the industry to follow. Therefore the challenging task for the employer will then be to prove that the reason the particular individual was not recruited was not related to their disability. 留学生Essay相关专业范文素材资料，尽在本网，可以随时查阅参考。本站也提供多国留学生课程作业写作指导服务，如有需要可以咨询本平台。 |
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