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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.

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  • HI Nisha
    My first job in HR was a bit like that, Management wanted HR but didn't really know what it was. My first few months I didn't really know what I was to do so I held meetings with each manager to find out what issues they were having. On the back of that I realised there was issues with absence management and recruitment, so these were the areas I focused on. I introduced RTW interviews, kept a spread sheet of each departments absences and each month forwarded that to the line manager so they could see who the repeat offenders of Mondayitis were. I also started detailing a monthly report and sending this to my line manager as well as the MD. I would detail what I was working on, what I thought I should focus on as well as staff turnover, absence rates.
    I also worked away updating policies and informing staff of the policies as they were not communicated to staff.
    I also took it upon myself to look after training records and working with managers to see who needed training etc and I would source the training and do follow up meetings after the training to see how it had benefited the employee and how it was helping them in their day to day role. Again all this I detailed on my report. I would also add in local employment law cases esp ones where the local company had lost and had to pay out a fine or compensation, this was done to show them what would happen if they didn't follow procedure or adhere to legislation

    Eventually it worked and they came to see me as valuable to the management team and involved me in the more important meetings.
    You need to show the managers what you are capable of and how you can benefit their departments.
    Good luck
    T
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  • HI Nisha
    My first job in HR was a bit like that, Management wanted HR but didn't really know what it was. My first few months I didn't really know what I was to do so I held meetings with each manager to find out what issues they were having. On the back of that I realised there was issues with absence management and recruitment, so these were the areas I focused on. I introduced RTW interviews, kept a spread sheet of each departments absences and each month forwarded that to the line manager so they could see who the repeat offenders of Mondayitis were. I also started detailing a monthly report and sending this to my line manager as well as the MD. I would detail what I was working on, what I thought I should focus on as well as staff turnover, absence rates.
    I also worked away updating policies and informing staff of the policies as they were not communicated to staff.
    I also took it upon myself to look after training records and working with managers to see who needed training etc and I would source the training and do follow up meetings after the training to see how it had benefited the employee and how it was helping them in their day to day role. Again all this I detailed on my report. I would also add in local employment law cases esp ones where the local company had lost and had to pay out a fine or compensation, this was done to show them what would happen if they didn't follow procedure or adhere to legislation

    Eventually it worked and they came to see me as valuable to the management team and involved me in the more important meetings.
    You need to show the managers what you are capable of and how you can benefit their departments.
    Good luck
    T
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