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The Key Challenges in Attracting and Retaining Staff in Construction Sector


Overview: Organisations are facing a crisis in productivity and global business competition which is threatening their very existence in the market. Coupled with this challenge is the demand that organisations deliver an increased quality of work life to employees and comply with an intricate and complex set of laws, regulations and court decisions. This unit provides you with an introduction to human resource management (HRM), and to frameworks and models that explain the core functions of HRM such as planning, recruitment, development, reward and motivating employees. In this unit, you will examine how human resources functions, strategies, and practices help an organisation to perform e?ciently and e?ectively, and assist organisations to achieve a sustained competitive advantage. You will also examine the role of HRM in diverse organisations and di?erent cultural contexts to understand what constitutes ethical human resource management.


Introduction: Best workers do best work for their workplace. It can be challenging sometime to gain easy and early development in construction sector. To make the job attracting is the first criteria to develop and to attract the employees to find the right and perfect talent to keep in touch for employees happy and productive. In spite of facing those difficulties, the employers and owners continue to hire right people for their organization. Great workers can focus to the productive and great customer service as soon as customer service. There are factors to affect the customer service to definite the customer service tackle the issues and challenges in workplace. Unemployment rate and the benefits can be leaded with the survey and percent of companies to come over the resources of particular and professional benefits for HRs in the constructions sector.

Challenges faced by the construction sectors and the factor related to it
Evaluating the success of the business strategy for involving the employees is to assign the involvements to assess the employees. Employees enable the identification goal and competitive analysis to develop the recruitments in right workplace to gain it.

Ensuring effective training: Employees are required to implement new strategies to develop the processes to manage the organizational capabilities and skills to evaluate the changes with the needed capabilities to deliver in workshops (Engineering & Mining Journal, Dec. 2013). To evaluate the skills and knowledge, the training is needed to assess the training as the readiness to implement the new strategy. The managements system can be developed to train the employees within the organization for proper employee’s readiness.

Monitoring the employee’s capability: Effective performance capability can be implemented to need to fulfill the strategic plan for responding the workforce to change the workforce goals. To ensure the current task for evaluating the retention for essential and satisfaction to make the absence rate for evaluating the efficient employee retention and strategic goals would be involved. Operation of cost effective retention can be achieved for fulfilling the satisfaction rate of them.

Tracking external forces: To manage the workforce ability and affectivity, the external marketplace can be considered with exchanging the information in order to validate the strategies. Exchanging the information with colleagues in particular field will strive for achieving the long run with the company to succeed.

Recruiting new talent: To evaluate the staffing in effective dependency it can be understood the company’s strategic plan to evaluate the innovative solution. HR plays important role to execute the hire new talents. When the employees leave the company, new and right employees needs to join the company. Critical analysis can be effective to follow the workforce strategy in order to validate the strategic plan to implement (ASHRAE Journal, 2011). Programs needed to be inspired to develop for motivating the reinforcing for validating human capacity effectively.

Workforce against background of labor market duality: The concept of labor market socially can be based on the segmentation theory in which workers operate under complete rules. Anon (2018) implies on the existence of two spate segments such as primary and secondary labor market in large and profitable enterprises. Primary segments and the wages for possible and profitable condition can be protected as against abuse of the employers and condition n working time. In external labor market, it can be delivered to belong with the arguments to form the internal labor market as primary segments with employees. Labor market can be developed to fill the gap in order to connect with the labor mobility in European countries. Mobility chain regulates the random and key following ability to have the primary segments.

Organizational culture influence on the implementation of strategic HRM: Dhar (2015) stated that a reliable source can be advantage of the organization. Innovative and identification can be adapted with advantages and trend of HR strategy in the organization. To analyze the implementation of the organizational influence to know the necessary resources with the specification of connection with strategic management ability. Strategic HR management can be particularly connected with the fundamental objectives with the service. Organizational culture influence the strategic human resource management for context with the dimension with the exchanging the social activity for developing the utilization in order to take immediate action with addressing the inequality to support the issue in the organization.

Bridging gaps under HR development projects: In labor market, the similar equality can be developed to support the governmental and creation with the educational and methodological evaluation to succeed. It can be compromising the overcome knowledge and the target of the international borders and knowledge transfer process can be executed as the efficacy of the HR process to process to develop the project implementation to strategy. Hockerts (2015) argued that It is to aim the focus to the development and target to the cooperation of the overall project management. Values and expression can be developed to change the cultural and organizational development and cultural practices are allocated with the quality of processes with developments of innovation and learning capability. Regarding the knowledge transfer management, the study would be based to describe the time and efforts to assess the cost of knowledge in organization transfer. Successful knowledge and certain transfer of knowledge can be hold as economy of the created and innovative knowledge sharing within the organization. Anon, (2018) assumed that the motivation can be developed to include the internal and external effects to consider the organizational culture and development. Management can be constructed with the major risk and situation to strategic projects to generate the major risk as strategic project implementation.

Potential leaders to perform: Assessing the capacity can be executed as the according to the performance of the concepts with the potential risk in terms of purpose and stages. Exploration to link with the performance of companies could be related to organizational developments and identification of special skills an ability. Potential risk free case and potential leaders are relevant to follow the consideration with capabilities in order to develop the risk free classification. It should be distinguished to show and to perform the capability to develop the leaders and managers in order to dominate the theoretical perspective of distinguishing the between them stable relation and general personal potentiality can be created to perform the potential and risk free environment for the employees in the organization. Potential performance and the classification can be developed to make distinguish the managers and leaders. Potential leaders and partial potential leaders can be made to set for trial as the components can be located to move to assess the performance to be able to take into important spirits to develop the practice of leadership (Coggins et al. 2016).

Empowerment at activity in HR practice: Empowerments are affected by many terms to educate and to provide the new looks and educational qualification in order to process the set or managerial methods for processing the activity for phenomena. By analyzing the necessary events for developing the belief of the empowerment in order to create the self-esteem and contemporary issue to regulate the self-fulfillment, it is community-based organization to help the people as organizational culture to develop. The main target is to get the people with benefits to travel with the organization for long. Management sciences of human potential are associated with the human capacity to gain quickly. Empowerment is potential feedbacks to develop the human researches with the programs and amazement to create the performance of employing the program for standard empowerment is formulated as activity in profession.

Attitudes and value among professionals: Organization management has been included for the organizational management and the market evaluation can be approached to undergo the economy rate to develop for the organization. Establishments can be influenced for structures and developments for organizing the era with the intellectual development for 21st century. Determination of the capital profile and society to change the development is to hold the basic and cultural development to continue with the organization. Attitudes and value are to provide for the autonomy of the legal and social issue to indicate the scope of independent importance with the autonomy in importance for authority in professional authority. Significant case could be generated as motivational system on specification of knowledge based industrial development to operate the indication of contemporary economy.

Key external and internal changes can be effective for evaluating the operational environment for major challenges and HR function. HR strategy can be developed to promote the federal government for developing the administrative issue to implement to various creations with instance with advanced system of projects. National reformation and e-government in public and organizations to do for the public sector are organized to develop the system. HR strategies can be informed to follow the reinforcing with the governmental policy to indicate the same direction for overall implementation.

Human resource management can be taken as the implementation of strategies and practices in organization such as:

Plan: HRM is kept for hiring mainly. Warner & Sullivan (2017) argued that personal development and hired people would deal with them in proper processes. The company face the major strike to eventual implementation for eventual defeated and company in order to battle the union to lock out. Improving in planning is highly needed. The eventual request to have the difficult and adaptation can be registered with personal and safety concerns with the planning practice. The process needs to be verified and surrounded by the laws to implement. According to Wallace et al. (2014), implementation can be regulated to understand the determination of the economy and HR strategies to improve the requirements of meeting with the organizational strategy within the organization.

Attract: Attracting the people towards the job is another important duty of HRs. HR can determine how the position may be made as attractive. Concerning the matter, HR strategy should be maintained to develop and to plan for the expected and changed environment for evaluating the planning for organizational aspects of the strategy and implementation. Attracting the candidates is important in order to develop the organizational aspects to create more appealing the post to candidates.

Recruit: Recruiting is first and primary objective to develop the expectation for developing the recruitments to develop for the generation gaps and developments in order to equip the provident of recruitment. Hiring right people for right position is essential as the company will be dependent on the employees very much. High specialized verification is needed for HRs to be responsible for part of the requirements. In this sector, engineers are the major employees to be recruited (Dhar, 2015).

Develop: Development is part of business. HR department has the function to execute and to ensure the positive inflow of business organization. The development and enhancement is part of the business. Part of the organizational function can be developed to motivate the sustainability for developing the part of the project as to deliver the business plan as need for the responsible HR department.

Motivate: They have extra and enhanced role to motivate the employees in every tough situation. The part of the responsible motivational activity can be developed for the project outcomes and enhancements for the HRs. Human resource department can have the duty to motivate their employees in negative situational direction. Motivational impact can be enhanced with the motivational impacts for the employees.

Reward: Rewarding system is developed as the situation will depend on the management and process. It will depend on the activity and movements of the employees. According to the activity of the employees, the reward system will be processed for them (Hockerts, 2015). The rewards system is kept to motivate and to attract the employees towards the organization. Reward facility can be executed as per the performance level of the employees.

Ethical issue of HR

Cash and compensation plan: There are several ethical issues to develop and involve for the executive and pressures to maintain the requirements often as HR function in construction sector. The payout of the employees and stakeholders to gain the interest of top management would be decided on the same justification. Further ethical consideration can be developed to keep pressure on external and managerial comparison to enter to the employees and stakeholders. The comparison can be included to differentiate the plan.

Race gender and disability: In many organizations, the employees still now are considered based on their race and gender. Law should be implemented as the performance ability in hiring process. Addition is to gain as the power of filling and maintaining the training for process. Hiring the employees to avoid organizational discrimination could be developed to behavioral changes and discrimination practice.

Employment issue: Human resource management can be recommended to avoid the dilemmas and the pressure of the execution of the employment activity. Veleva et al. (2015) argued that another dilemma can be arisen as the critical condition and position of the personal exchanges can be developed to integrate the fake documents of employees. On the other hand, Warner & Sullivan (2017) counter argued by saying that some persons can be appreciated several times then the unique trend of rewards policy can be implemented. HR will be responsible in the case.

Privacy issue: Any kind of working employee is individual and responsible for their individual loss in the organization of construction sector. The employees if wants to protect their personal life, HRs will give the space to them. This certain condition can be activated as the larger benefits for the activity could be engaged with the activities of the employees. HRs will be responsible to encompass the things regarding religious and race. Employees are related and engaged with the organization to execute the organizational activity in good returns.

Performance appraisal: Ethics could be based on the performance evaluation. High ethical and performance to locate the demands of the improvements can be located as the effectiveness of the deserving the unrolling the top management. Excellent performance can be based on the religion, caste on loyal appraisers. Assigning the unrelated factors to deserve the employees is given as excellent performance ability to be loyal.

Safety and health: Industrial work can be taken as the health legislation of the employees. Legislation has been considered for the mandatory development for making the organizational and compensational development in order to justify the victims from the organization. HR department will be responsible to take care of them. Dilemmas can be considered with the justification of the victims is denied with the organization (Veleva et al. 2015).

In order to conclude the assignment, the challenges to attract and retain employees in construction sector is dependent to develop the conduction in order maintain the equity and development to remain as closing of the employees. The HR department will be responsible to maintain and develop the activity to keep the employees for the organization. It will be beneficial to retain the challenges and issues to face by the HR team. Results of layouts can be conducted with the affection of employees to communicate the chosen theme to communicate the time frame.

Reference list
"Barrick halts Pascua-Lama construction." E&MJ - Engineering & Mining Journal, Dec. 2013, p. 20. General OneFile,
"Signs of life for construction: some sectors start to rebound." ASHRAE Journal, vol. 53, no. 1, 2011, p. 10. Academic OneFile,
“Seismic response of current RC buildings in Nepal: A comparative analysis of different design/construction”
“The logic of innovation in construction” Anon, (2018). [online] Available at:
Anon, (2018). [online] Available at:
Coggins, J., Teng, B., & Rameezdeen, R. (2016). Construction insolvency in Australia: reining in the beast.Construction Economics and Building, 16(3), 38-56. doi:
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, 419-430.
Hockerts, K. (2015). A cognitive perspective on the business case for corporate sustainability. Business Strategy and the Environment, 24(2), 102-122.
McGinnis Johnson, J., & Ng, E. S. (2016). Money talks or millennials walk: The effect of compensation on nonprofit millennial workers sector-switching intentions. Review of Public Personnel Administration, 36(3), 283-305.
Veleva, V., Todorova, S., Lowitt, P., Angus, N., & Neely, D. (2015). Understanding and addressing business needs and sustainability challenges: lessons from Devens eco-industrial park. Journal of Cleaner Production, 87, 375-384.
Wallace, M., Lings, I., Cameron, R., & Sheldon, N. (2014). Attracting and retaining staff: the role of branding and industry image. In Workforce development (pp. 19-36). Springer, Singapore.
Warner, M., & Sullivan, R. (Eds.). (2017). Putting partnerships to work: Strategic alliances for development between government, the private sector and civil society. Routledge.

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