This is the age of competition. For higher and better production employees play a vital role. Better quality work basically depends upon the competence or proficiency of the people employed. To have a steady supply of qualified and efficient workers for construction industry, an organised system of recruitment is a must. Due to complex organisational set-ups and large scale construction works, separate department known as ‘Personnel Department’ is created in big organisations. Once the manpower planning is completed the recruitment process follows. Workers of the various categories are required to be employed in the construction organisation to carry out project work. Recruitment depends upon the job requirements. The method of recruitment in private undertaking differs from that in the public sector. It is also necessary to provide training facilities for the selected candidates so that they can attain a particular level of efficiency in performing the allotted job. The functions of Personnel Departments are as follows :

  • To determine manpower requirements.
  • To select and recruit new employees as per the need of the organisation.
  • To place selected persons in suitable jobs.
  • To keep the record of employees sources.
  • To transfer them according to need.
  • To promote efficient and deserving employees to higher positions with better salaries, whenever possible.
  • To discharge them in case of crisis.

Sources

Employment Exchanges

Employment Exchanges in India keep records of the various types of prospective candidates seeking job. When an organisation needs a particular type of worker, they may approach an employment exchange to help. These Employment Exchanges provide lists of suitably qualified candidates. The lists give the Personnel Department a wide choice in selecting a suitable candidate.

Advertisement

Organisations also obtain candidates by inviting applications through advertisements in newspapers, radio, T.V. etc.

Technical Institutions

Sometimes, young promising persons are chosen for recruitment directly from Technical Institutions. For this purpose Personnel Officers visit Industrial Training Institutes, Polytechnics, Engineering Colleges and other Technical Institutions and obtain information about the students who can be considered suitable for jobs in different trades.

Labour Unions

Sometimes, labour unions also keep a record of well-qualified candidates and supply lists for employment in the various organisations.

Application received at the Construction Site

Sometimes candidates come with their applications directly on the site to seek employment. They may be tested by an expert. This also plays an important part as a source of employment.

Former Employees

Sometimes, workers leave job due to various reasons. If again they are called, some of them might be eager to take up employment, if proper opportunities are provided.

Application on File

Some candidates apply without advertisement. If such applications are properly preserved this can work as source of getting suitable candidates for recruitment when the need arises.

Friends of Present Employees

Sometimes employed persons recommend names of their friends and/or relatives for employment. If the recommended candidates are found suitable they can be considered for employment.

Method of Selection

Whenever recruitment takes place, the main object of the organisation should be to select persons best suited to the job requirements.
The requirement operations should consider the following items.

  • The number of posts to be filled in.
  • The academic qualifications of the candidates required.
  • Age
  • Grade of the post.
  • Total emoluments which a person would receive.
  • Future prospects.

The requirement should give all the relevant details so that the prospective job seeker would consider whether the employment offered is suitable to him before he accepts it.
Apprenticeship
In order to overcome to difficulties of recruitment, the idea of apprenticeship training in industry was mooted. The Apprenticeship Act, 1961 was implemented in 1963 to fulfil these objectives. Under the Apprenticeship Act 1961, it is obligatory on the part of each employer carrying out business in 217 specified industries to engage apprentices in one or more of 138 designated trades. On the completion of the apprenticeship training, the candidate appears at the All India Trade Test. National Apprenticeship Certificates are awarded to successful candidates.