Abstract
The aim of the text is to present various approaches towards personnel management in the building industry. The difference in the analysed approaches is partially caused by the fact that sectors within building industry also differ substantially. The paper is divided into five sections dealing among others with personnel management and its efficiency, tools used to measure and improve personnel management efficiency and characteristics of specific problems of personnel management. The principle methods of inquiry used in the text include literature study and case study. The author stresses the fact that construction industry is demanding in terms of personnel management, as it has to deal with special requirements stemming from employment area, including: the seasonal nature of the building works, spasmodic nature of works on individual projects, required qualification of workers in the building industry, building technology and system operations. The author concludes that due to constantly changing environment the building industry uses flexible personnel work systems and that the challenge is to adapt the personnel management system efficiency to the variable environment and make the building industry personnel management flexible.
Highlights
Introduction e construction industry is a very speci c area of activity that – due to the di erences within construction and construction-related activities in its various sub elds, such as ground construction or transport construction – requires a speci c approach in order to ensure proper operation of the personnel management department in every construction organisation or company. us, to a certain extent, personnel managers need to apply the human resources know-how, but at the same time they have to use their analytic thinking as well as master the skill of predicting future developments, i.e. of foreseeing with a high amount of probability the future needs in the eld of personnel management and the ways of meeting such needs
Personnel management consists of two key components: practical implementation of human resources management measures and specialised scienti c research that deals with the question of how people who search for ways of achieving their own objectives, that are not necessarily identical with the objectives of the organisation or its managers, can be useful to organisations
Personnel management may be de ned as a discipline that continuously engenders innovative ideas using scienti c ndings and knowledge taken from other disciplines, such as the enterprise management theory, organisation psychology and management, law etc
Summary
In addition to the monitoring of phenomena associated with corporate personnel management processes, personnel managers have to follow the general developments in the construction industry, searching for any possible future deviations so as to be able to react quickly (including the recruitment or dismissal of employees). It means personnel managers of construction companies have to collaborate with the in-house sales and production departments, where future construction contracts are negotiated. Personnel management consists of two key components: practical implementation of human resources management measures and specialised scienti c research that deals with the question of how people who search for ways of achieving their own objectives, that are not necessarily identical with the objectives of the organisation or its managers, can be useful to organisations
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
