The Labor Management Role
Manage Manpower Efficiently to
Get the Best Results
Labor management role in Saudi Arabia takes a special importance due to labor law structure and high percentage of foreign forces. It's role is to control and manage workforces in the right way that implements each company goals. Therefore, it is considered one of the important aspects of a successful labor management because whether the sewer contractor was performing as a main contractor or a subcontractor, he requires to do more work, but in less time.
Under these conditions, we can see that any business wishes to succeed, must take care of the labor force, especially in the construction fields, because the contractor cannot carry out any work without a trained and experienced labors.
The main contractor as well as the independent contractor practices the labor management when they seek to retain trained workers to perform any work quickly and efficiently. Therefore, every entrepreneur seeks to manage his labors the best way to get the ultimate results from them.
The contractor needs to employ different professions to accomplish the tasks laid on his shoulders. For example, he needs to hire the following staff and workers in various administrative and executive positions, such as:
A) Managing Director
C) Chief Financial Officer
E) Construction Manager
F) Civil Engineers
J) Auto cad Operator
K) Quantity Surveyor
Construction Cost Estimator
N) Workshop Supervisor
The labor management and planning process in any company starts with the following steps:
1) Collecting information about the existing labor force.
2) Job's analysis: It means, doing of a comprehensive study for each job in the company, in terms of duties, responsibilities, skills, abilities, education, training and physical requirements needed by the job.
Labor management in Job's analysis:
A) Job description: It means gathering all the information about the available jobs, such as: nature of work, needed characteristics, duties, responsibilities and qualifications and the circumstances surrounding each position.
B) Description of qualifications: It looks for the academic, scientific, skills, abilities, knowledge, qualities, health and the practical qualifications required for the incumbent employee.
3) Required manpower: This step is concerned to find out the needed workforce number during the next period of the plan. To do that, you should consider the internal factors as well as the external ones which affect its demand.
A) Internal factors are:
1) Programs and Projects: The results of adding a new project/ program to the work chain, will lead to a change in the demand for workforce.
2) Technological changes: These changes lead to cancel some jobs and create an emergency need for fresh jobs.
3) Organizational changes: Changes in Regulation affect the demand for labor force, for example, when the company creates a new department, it may need new jobs or abolition of old posts and sometimes to transfer or to Rehabilitation of staff.
B) External factors are:
1) Inflation and unemployment rates.
2) Social, political and legal.
3) Competitive factors in the labor market.
4) Assessment: Estimating the need from the workforce. This result from comparing what is required to perform the mission of the company, and what is available.
The company planner:
He collects the information about the workers' professions, and do the needed analysis to find out number and quality of workforce, needed to achieve the company objectives. After that he compares the previous result with the available number. Therefore, the result of the comparison will be one of the following three cases:
1) The numbers show similarity or a close result to the current numbers, so the plan will assume the current workforce is enough and can achieve the company goals and plans.
2) The result shows a shortage in the current numbers (means we need more). In this case, we can compensate the shortage by doing the following steps:
A) Recruit new employees.
B) Train the current employees to increase their productivity.
C) Use of modern techniques to compensate for the shortage.
D) Allow to work outside the official working hours (overtime).
E) Review some of the goals and adjust them.
F) Reviewing policies and procedures of employment.
3) The result of the comparison shows a surplus in the current numbers, the company can do the following steps to get rid of the surplus workforce.
A) Militancy in the recruitment.
B) Ease (resignations, transfers, terminations) procedures.
C) Rehabilitation some of the workers to do other jobs and tasks.
D) Encourage early retirement.
E) Transfer some workers to other jobs.
F) Make procedures easy for employees to grant long vacation.
G) Stopping the overtime work.
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