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HR in a construction company

Nisha

Hello All,

I work for a construction company since 2 years, although it is a 30 yrs old company, I struggle to be recogonised as the only HR  here. I have completed my CIPD level 5 in June. 

Now, with the help of my course and from the available wealth of information at CIPD,  I would like to make some difference at my work.

Can someone help me by giving the right guidance on how and where to start please?

I would like to write few lines on what I do....

Issuing offer letter, contracts, reviewing Handbooks,  doing appraisals etc but these are set standards which are used since years . I have nothing to do in these, as they are set formats where i just change personal info. I would like to do real HR stuff,getting involved in employee relations, strategic management , knowing the business needs and helping to retain and recruit suitable talent etc. But, the management does not involve me in any of these, I just do the admin work if you know what I mean..

Is there something that i can do here and make some changes? bring in new ideas?

Please advise.

Thank you.

  • Hi Nisha
    I'm not sure there much, anyone from outside your company can tell how to make a difference. That is really up to you - to find out what your company is doing and how you can introduce or recommend some better way of doing it.

    But do not bring in ideas just because they are new - People need to be convinced they are going to be better than their existing ideas.

    So just keep looking and listening whilst you learn how your company works and does things - then start looking at improvements you can make or recommend.

  • Start small and find a problem they have that they want solving. You may need to solve lots of small things first slowly building your reputation and influence . .
  • in reply to Keith
    Hi Keith,

    Thank you for your reply.
    I have started that, but becuase they think they need an HR. I am not listened at all. The board does not have time for HR. Whenever i say i need to have a meeting for HR related issues. They either delay or cancel the meetings ( saying they are very busy and would talk some other time)
  • in reply to Nisha
    Sorry its because "they think they dont need an Hr"
  • in reply to Nisha
    Then dont say you need a meeting on HR issues!

    Find out what their problems are. Have a meeting to fix something they need not something you need. Couch it in their language. Its as much about how you approach things as about what you do.

    Pick one or two key influences, what is keeping them awake at night? What challenges are they facing? How can you use your skills and Hr knowledge to help solve or lessen some of these?
  • in reply to Keith
    I agree with Keith's excellent suggestion of approach, Nisha.

    I do understand where you are coming from though and others have asked similar questions in the past, including from the construction industry. I'll try to fish out some previous discussions if they haven't been archived.

    Incidentally, how long has there been an HR post at your company? Are the employees unionised?

    Welcome to the Community.
  • in reply to David Perry
    Hi David,

    Thank you so much for your advise. I totally agree with you. Trying my best to be a part of the team as much as I can.

    It just becomes hard when you feel you are ignored.

    But, I will not give up and take this as a challenge.

    Thank you once again.
  • in reply to Steve Bridger
    Hi Steve,

    Thank you for a warm welcome!
    I am feeling great being a part of this community.

    I attended a CIPD conference few months ago and heard that most of the construction company think the same way. So one thing I am sure is that "Its not going to be easy" but I am ready for it.
    I will do everything it takes to be recognised and valued for what I do.

    There was no HR post in the company until Oct 2017. I am the one employed since 2017 before the office manager used to so all the mandatory HR work (Offer letter, contracts etc). One more thing that I need to bring it to attention is that the company has grown rapidly in the past 5 yrs seeing more people and hunting talent.
    There are two main stream of work, one is the construction (M&E ) side and the other is maintenance side( Housing maintenance). There is a slight gap here which needs help. (communication and bonding)

    I have lack of confidence and also think that my writing skills are not that great. Do you think I should probably start from there? if yes, then how?

    Thank you.
  • in reply to Nisha
    Nisha

    You have been there two years now. Write down what you think are the 3-5 biggest challenges the business faces (not necessarily people or HR).

    What are the people dimensions of these challenges?

    Can you think of one simple straight forward thing (not a policy/procedure/plan or grand thing) that you can do to help move each of these issues forward?

    The difficulty with the gap between M&E and Maintenance is that possibly no one sees it as a problem other than you. No one is that bothered.

    Many people in that environment are very practical grounded people who aren't swayed by "best practice" or the CIPD says..... but want to solve problems and fix challenges. Put yourself in their mindset.
  • I can tell you that it's not just in the construction industry that HR encounters such attitudes. I work in insurance and it's apparent there too!
    I agree wholeheartedly with Keith's approach... because that's what I had to do to get recognised and respected as a valuable member of our management team. Often HR has to show (rather than tell) how it can make a difference and unfortunately this will take time. But you'll definitely get there Nisha!