KONCRETE

Passion for Excellence

HRM
Presentation
July 2024
 Submitted to DR. Nada Basset

 Prepared By
• Mohamed Gamal
• Ahmed Mohamed Awad
• Haitham Darwish
• Moataz Ashraf
 CONTENT

01 02 03 04
About Us HR Planning Job Analysis Recruitment
Process

05 06 07 08
Selection PMS Compensation Training and
Methods Plans Development
Plan
 ABOUT US

KONCRETE was founded by the end of 2022 with a vision to redefine the construction
industry by focusing on quality craftsmanship, innovative solutions, and exceptional
customer service. The company specializes in residential and commercial
construction projects, ranging from new builds to renovations and remodeling.

KONCRETE provides complete finishing contracting services including premium fit-out

works, electro-mechanical and special systems. From concept to completion, we
apply the highest engineering standards to ensure our clients’ expectations are met
and beyond. Throughout the construction phase confined project control processes
are implemented with time, quality & cost closely monitored. Building sustainable
projects that do not wither with time is our area of expertise for the following
sectors: Corporate, Hospitality, Commercial and Residential.
 Our Mission and Vision

Our target is to grow by continually providing useful and significant products,

services and solutions to the market, constantly looking to expand in new areas
that build on our competencies and customer interests. Our goal is to be the
preferred contractor of choice. A company that our customers want to work with
and our employees are proud to work for.
Mission

To be recognized as the leading construction firm, renowned for excellence in project

delivery, ethical practices, and customer satisfaction, driving sustainable growth and
making a positive impact on the built environment.

Vision
 Our VALUES

The manner by which we conduct our business is guided by our belief and commitment to
the following core values:

HSE QUALITY PEOPLE

We believe all accidents are We take pride in providing quality We value our teams’ contributions
preventable by following safety products and services that we and encourage them to advance by
protocols and guidelines. stand behind. taking lead.

GROWTH INTEGRITY TRUST

We are all about advancing and Our moral values are carried out in Transparent in all work matters.
taking risks to learn from as we our work. We conduct ourselves Genuine and honest in all the
grow and become better together. with pride in being honest, ethical projects we participate in.
and transparent.
 HR Planning
Step 2 Step 4 Step 6
Supply analysis Identify the Gaps. Monitoring
changes

Step 1 Step 3 Step 5

Demand Analysis Develop an Action
Analyzing organizational
plan
Objectives, Goals and
workforce profi ling
Organization
chart Managing
Director

Technical
Projects HR
Office
Manager Manager
Manager

Tendering ,
Construction MEP Senior PC
Accountant Procurement
Manager Manager Engineer
Engineers

Technical
Document
Office
Controller
Engineers

Civil. Arch. Mech. Elec. Purchasing

Supervisors
Engineer Engineer Engineer Engineer Specialist
 HR Planning
Jobs needed and number of job incumbents

01  Accounti ng Department 04  Project Controls Department

• Accountant: 1 • Senior Project Controls Engineer: 1
• Document Control: 3
02  Projects Department
05  Technical Offi ce Department
• Projects Manager: 1
• Construction Manager: 2
• Technical Office Manager: 1
• MEP Manager: 2
• Technical Office Engineer: 1
• Civil Engineer: 4
• Tendering and Procurement Engineer: 1
• Architectural Engineer: 2
• Purchasing Specialist: 1
• Mechanical Engineer: 1
• Electrical Engineer: 1
• Supervisors: 4
• Storekeeper: 2

03  HR Department
• HR Manager: 1
 Job Analysis
Accurate job analysis is crucial for effective recruitment.

Conducting thorough job analysis Creating comprehensive job descriptions that Ensuring job descriptions are updated
to define roles and responsibilities. include qualifications and requirements. regularly to reflect evolving business needs.

We will prepare JA for two jobs:

• Constructi on Manager
• Senior Project Controls Engineer
 Job Analysis
01  Constructi on Manager
• Job Summary
The Construction Manager is responsible for overseeing and managing construction projects from inception to completion. They coordinate and supervise
all on-site activities, ensuring projects are completed safely, on time, within budget, and in accordance with quality standards and regulations.

• Key Responsibiliti es and Tasks

 Supervising construction workers and hiring subcontractors
 Execute the construction management plans
 Monitoring build costs and project progress
 Setting and agreeing budgets
 Track inventory
 Always ensure quality construction standards
 Conducting ongoing quality inspections
 Develop and implement quality control programs
 Draft contracts
 Hire and train the new staff
 Interpreting architectural drawings and specifications
 Maintaining regular contact with clients
 Manage risks
 Obtains all necessary regulations and permits
 Prepare reports on the project
 Reviewing work progress daily
 Supervise the construction work on site
 Meeting with engineers, architects, and contractors on an ongoing basis regarding project objectives and progress.
 Managing and motivating site foremen and teams.
 Job Analysis
01  Constructi on Manager
• Cont. Key Responsibiliti es and Tasks
 Ensuring all equipment needed is available on site.
 Ensuring budget costs relating to wages, contractors, materials, and equipment aren’t exceeded.
 Approving purchase requests.
 Ensuring compliance with health, safety, and all other regulations.
 Conducting ongoing quality inspections.

• Skills and Qualifi cati ons

 Educational Background: Bachelor’s degree in Civil Engineering, Construction Management, or related field. Relevant certifications
(PMP, MBA) are advantageous.

 Experience: Minimum of 5 years of experience in construction management, with a proven track record of successfully managing
projects of varying size and complexity.

 Technical Skills:
Proficiency in project management software (REVIT, Microsoft Project, AutoCAD and SAP, e.g.).
Strong knowledge of construction methods, materials, and techniques.
Understanding of building codes, regulations, and safety standards.

 Soft Skills:
Excellent leadership and communication skills.
Effective problem-solving and decision-making abilities.
Ability to work under pressure and meet deadlines.
Strong organizational and time management skills.
 Job Analysis
01  Constructi on Manager
• Competencies
 Leadership: Demonstrated ability to lead, motivate, and inspire teams to achieve project goals and deliver exceptional results.

 Analytical Thinking: Strong analytical skills to evaluate project data, assess risks, and make data-driven decisions to optimize project outcomes.

 Ethical Practice: Commitment to ethical conduct, integrity, and transparency in all aspects of project management and business operations.

 Continuous Learning: Willingness to stay updated on industry advancements, regulations, and best practices through ongoing professional development
and learning opportunities.

 Strategic Thinking: Ability to think strategically and align project objectives with broader organizational goals and priorities.

• Working Conditi ons

 Work Environment: Primarily on construction sites, exposed to outdoor weather conditions and noise.

 Travel: Regular travel to project sites and occasional overnight stays may be required.
 Job Analysis
02  Senior Project Controls Engineer
• Job Summary
The Senior Planning and Control Engineer is responsible for overseeing project planning, scheduling, and cost control activities to ensure efficient project
execution and delivery. This role plays a critical part in coordinating resources, managing timelines, and monitoring project progress to meet client
expectations and organizational goals.
• Key Responsibiliti es and Tasks
 Responsible to control and monitor project total expenditure including verifying and checking invoices and claims from suppliers, vendors, and
subcontractors to ensure that all project expenditures are captured and properly recorded.
 Provide planning and cost-controlling support for all projects, including variation reporting, monitoring of milestone progress preparation of
customer billing processes, etc.
 Perform and manage project activity scheduling and monitoring
 Ensure effective project implementation and utilize productive reports from the creation of WBS with the use of a project management system
to monitor the status of all purchases, invoicing, and delivery up to the closure of the project.
 Prepare monthly reports for monitoring activities on a daily basis.
 Coordinate and work with the project management team to resolve project issues to ensure the delivery/completion of the project work.
 Attend project meetings and discussions with the PMT and external clients
 Perform project costing-related reporting to the team and management’s review monthly to ensure that expenditures are kept within the
project budget.
 Provide cost control and planning advice to the internal PMT team as and when required.
 Review Interim payment certificates.
 Review contractor’s time schedules and integrate them.
 Establish project master schedules and cash flows.
 Review EOT claims and cost claims.
 Make periodic cost and time performance reports
 Job Analysis
02  Senior Project Controls Engineer
• Skills and Qualifi cati ons
 Education: Bachelor’s degree in Civil Engineering, Construction Management, or related field. Advanced degree or relevant
certifications (MBA, PMP) preferred.

 Experience: Minimum of 5-8 years of experience in project planning, scheduling, and control within the construction industry, with
demonstrated proficiency in managing complex projects.

 Technical Skills:
Proficiency in project management software (Primavera, Microsoft Project, e.g.) and scheduling tools.
Proficiency in Microsoft Office (Excel, Outlook, Word, and Power Point).
Strong analytical skills and ability to interpret data to make informed decisions.
Knowledge of construction methods, materials, and building regulations.
ERP knowledge preferably SAP functional skills are a requirement to be successful in this role.

 Soft Skills:
Excellent communication and interpersonal skills to collaborate effectively with diverse stakeholders.
Strong leadership and decision-making abilities to guide teams and resolve conflicts.
Attention to detail and organizational skills to manage multiple projects simultaneously.
 Job Analysis
02  Senior Project Controls Engineer
• Competencies

•Collaboration and Leadership: Excellent at leading project teams, fostering teamwork, and effectively communicating with stakeholders.

•Accountability and Quality: Ensures high standards and takes responsibility for project deliverables and outcomes.

•Resilience and Adaptability: Capable of maintaining performance under pressure and adapting to changing project requirements.

•Analytical Skills and Revenue Forecasting: Proficient in analyzing complex data, identifying risks, and accurately forecasting project revenues.
 Recruitment Process
To reach a wide pool of qualified candidates, we employ a variety of recruitment methods. Our approach combines both internal and external
sourcing strategies to ensure a robust talent pipeline.

Employee referrals: Encouraging current employees to refer

candidates
Internal
Sourcing
Internal job postings: Advertising job openings within the company

Job boards: Posting vacancies on popular job search platforms

External Professional networks: Utilizing industry-specific platforms

Sourcing
Partnerships: Collaborating with educational institutions or
industry associations

Recruitment Engaging external agencies to assist with talent acquisition

Agencies
 Recruitment Process
 All Managers: we will use external recruitment method by Headhunting a well-known name from a successful medium-sized
contracting company in the market.

• Advantages of using External recruitment method for managers :

 Access to Top Talent: Attracts highly skilled and experienced candidates who might not be accessible through traditional job postings.

 Quality Over Quantity: Focuses on finding the best match for the role rather than a large volume of applicants.

 Immediate Impact: External hires can quickly contribute to project success and organizational growth, bringing new insights and efficiencies.

 Reduced Time and Effort: Compared to traditional recruitment methods, headhunting can potentially reduce the time and effort spent on sourcing and
screening candidate.

 All other positi ons: we will a combination of internal and external recruitment methods by choosing Employee referrals and Job
postings on popular job search platforms can be highly effective, especially for hiring positions in construction companies that have the
same role as our company.

• By combining employee referrals and job postings on popular job search platforms, startups can create a robust and dynamic recruitment strategy that
maximizes the strengths of both internal and external recruitment methods.
 Recruitment Process

• Advantages of using Employee referrals :

 Quality Candidates: Employees are likely to refer candidates who they believe will be a good fit for the company, resulting in higher-quality hires.

 Cultural Fit: Referred candidates often have a better understanding of the company culture through their connection with the referring employee,
increasing the likelihood of a good cultural fit.

 Reduced Time to Hire: The recruitment process can be faster with referrals as the initial screening is essentially done by the employee who refers the
candidate.

 Cost-Effective: Employee referral programs are generally less expensive than other recruitment methods, reducing overall hiring costs.

 Increased Retention: Referred employees tend to stay longer with the company, leading to higher retention rates.

• Advantages of using Job posti ngs :

 Wide Reach: Social media platforms like LinkedIn, Facebook, Twitter, and Instagram have extensive user bases, allowing you to reach a large and diverse
audience of potential candidates.

 Brand Visibility: Promote KONCRETE as an employer of choice by showcasing company culture, values, projects, and career opportunities to attract top
talent.

 Cost-Effectiveness: Compared to traditional recruitment methods, social media can offer a cost-effective way to advertise job openings and engage with
potential candidates.
 Selection Methods
• Pre-Screening: Review resumes and conduct initial phone interviews.

• Structured Interviews: Use behavioral and situational questions to assess

candidates.

• Technical Assessments: Evaluate HR knowledge and understanding of construction

laws.

• Personality and Cultural Fit Assessments: Ensure alignment with company values.

• Reference Checks: Verify past performance and experience.

• Practical Exercises: Assess problem-solving skills through role-playing scenarios.

• Final Interview: Address any remaining questions and confirm mutual fit.

• Job Offer Preparation: Prepare and present a comprehensive offer.

• Onboarding: Develop an onboarding plan for the selected candidate.

 Selection Methods
• When hiring employees for a construction company, it's important to use testing and interview tools that effectively evaluate both
technical skills and interpersonal qualities, Combining different interview types and techniques will provide a comprehensive
assessment of each candidate's technical capabilities, experience, interpersonal skills, Knowledge and cultural fit, leading to better
hiring decisions for our construction company.

• Selection test: there are many types of selection tests that involve assessing skills, knowledge, and fit of employees with the
company culture and management assessment plan. from these test, the most important and most appropriate to use:
• Cognitive abilities to evaluate problem-solving and learning abilities and IQ test can be used as a test.
• Physical abilities Conduct a basic physical fitness assessment including strength, endurance, flexibility, and
balance tasks.
• Achievement test Review and verify certifications, training, and past project portfolios including job knowledge
and work sample test.

• Employment interview: We will use a multi-faceted selection process to ensure the best fit for the job. This includes structured and
behavioral interviews to assess skills and past experiences, as well as technical skills assessments and situational interviews to
evaluate construction-specific knowledge. Conduct panel interviews with senior management and technical experts for a
comprehensive evaluation. Utilize field-based assessments to observe practical skills in real or simulated environments. ensure
cultural fit by assessing attitudes and values through targeted questions. Finally, Reference and Background Checks to ensure they
meet regulatory requirements and possess the necessary qualifications.
 Selection Methods
 HR MANAGER: Hiring an HR Manager for a construction company is a critical decision, as this person will play a foundational
role in establishing HR policies, processes, and culture, the interview process should be designed to evaluate a mix of HR-specific
skills, industry knowledge, leadership abilities, and cultural fit. Here are the types of interviews and techniques that can be
particularly effective:

1. Initial Screening Interview

 Purpose: To assess the candidate's basic qualifications, experience, and interest in the position.

 Key areas: Background in HR, familiarity with the construction industry, and basic HR competencies.

 Example Questions:

• Can you briefly describe your experience in HR management? Focus on their background in HR, especially in the
construction or similar industries.

• Have you ever set up an HR department from scratch? If so, can you describe the process and the challenges you faced?

• How do you align HR strategies with the overall business goals?

 Selection Methods

2. Structured Interview
 Purpose: To assess the candidate's HR knowledge, experience, and suitability for the role.

 Approach: Prepare a set of standardized questions covering key HR areas such as recruitment, employee relations,
compliance, and performance management.
Include behavioral , Situational ,Culture fit and technical skills questions to understand how the candidate handles HR challenges
, interacts with employees and Knowledge of labor laws, safety regulations, compensation planning, and employee development
programs.

 Example Questions:

• What methods do you use to recruit skilled labor for construction projects?
• What strategies have you implemented in the past to improve employee retention in a construction company?
• How do you design training programs for construction workers?

3. Behavioral Interview
 Purpose: To understand how the candidate has handled past situations and predict future behavior based on those experiences.

 Approach: Conflict resolution, leadership, recruitment strategies, performance management, and safety compliance.

 Example Questions:
• Can you give an example of how you managed conflict between two employees?
 Selection Methods

4. Reference Checks
 Purpose: To verify the candidate’s past performance, reliability, and effectiveness in handling HR responsibilities.

 Approach: Contact previous employers or colleagues to gather insights into the candidate’s HR experience and approach to
managing HR functions.
Ask specific questions about their performance, ability to handle sensitive HR issues, and contributions to the workplace.

 Example Questions:

• How would you describe the candidate’s overall performance during their time with your organization?
• Can you provide an example of a successful HR initiative or project that the candidate led?

 PROJECTS MANAGER: To hire a Projects Manager for a construction company, use a combination of structured and behavioral
interviews to assess project management skills and past experiences. Include technical skills assessments and situational interviews to
evaluate construction-specific knowledge and problem-solving abilities. Conduct panel interviews with senior management and
technical experts for a comprehensive evaluation. Use field-based assessments to observe practical skills in a real or simulated
environment. Finally, ensure cultural fit by assessing attitudes and values through targeted questions.

 Example Questions:
• Tell me about a time when you had to manage a project that was falling behind schedule. How did you address the issue?
• How do you ensure effective communication and collaboration among various stakeholders in a project?
• Describe a situation where you had to lead a team through a challenging phase of a project. How did you motivate and manage
your team?
 Selection Methods
 SENIOR PROJECT CONTROLS ENGINEER: When hiring a Project Controls Engineer for a construction company, use a
combination of technical and behavioral interviews. Assess technical proficiency in scheduling, cost control, and project management
software. Conduct behavioral interviews to evaluate problem-solving skills in managing project delays, cost overruns, and resource
allocation issues. Include situational interviews to gauge decision-making abilities in handling real-time project control challenges
within the construction industry.

 Example Questions:
• How do you approach cost estimation and budget management for construction projects? Can you give an example of a
successful cost-saving initiative you implemented?
• Describe your method for creating and maintaining project schedules in the construction industry. How do you ensure
adherence to timelines?
• What software tools and systems do you typically use for project controls?

 TECHNICAL OFFICE MANAGER: When hiring a Technical Office Manager for a construction company, utilize structured
interviews to evaluate technical proficiency in construction methodologies and office management skills. Incorporate behavioral
interviews to assess problem-solving abilities and past experiences in managing technical documentation and project coordination.
Conduct technical assessments to gauge proficiency with construction software and documentation systems. Use panel interviews
with senior management and technical experts to ensure alignment with company goals and standards. Finally, include situational
interviews to assess decision-making skills in handling complex technical challenges in construction projects.

 Example Questions:
• Describe your approach to coordinating technical aspects across multiple construction projects simultaneously. How do you
prioritize tasks and ensure deadlines are met?
• Can you share a challenging technical issue you encountered in a construction project? How did you analyze and resolve it?
• Would you work +40 hours a week?
 Selection Methods
 CONSTRUCTION MANAGER: When hiring a Construction Manager for a construction company, utilize structured interviews
to assess technical knowledge, project management skills, and leadership abilities. Incorporate behavioral questions to evaluate past
performance and problem-solving capabilities in construction projects. Conduct situational interviews to gauge decision-making skills
in handling on-site challenges and project complexities and may go on a Site Visits and Observations to assess the candidate's practical
knowledge, attention to detail, and ability to manage construction sites.

 Example Questions:
• Would you work holidays/weekends?
• What measures do you take to ensure compliance with safety regulations on construction sites?
• How do you manage project budgets to ensure projects stay within financial constraints?

 MEP MANAGER: When hiring an MEP Manager for a construction company, use structured interviews to assess technical
expertise in MEP systems and project management skills. Incorporate technical assessments to evaluate proficiency in MEP design,
installation, and coordination. Conduct behavioral interviews to gauge problem-solving abilities in handling MEP-related challenges and
ensuring project efficiency.

 Example Questions:

• Can you provide an example of a complex MEP issue you resolved on a construction site?
• How did you hear about this job?
• Why should we hire you?
 Selection Methods
 ACCOUNTANT: When hiring an Accountant for a construction company, utilize structured interviews to assess accounting
knowledge and experience relevant to the construction industry. Incorporate situational questions to evaluate problem-solving skills in
handling financial issues specific to construction projects.

 Example Questions:

• Can you provide an example of a financial challenge you've successfully resolved in a construction company?
• Discuss your resume?
• What are your strengths?

 CIVIL ENGINEER: When hiring a Civil Engineer for a construction company, use technical and behavioral interviews. Assess
technical expertise in civil engineering principles and construction methods, and use behavioral questions to evaluate problem-solving
skills and project management experience.

 Example Questions:

• Can you describe a major civil engineering project you've worked on?
• Can you give an example of a technical challenge you've overcome in a construction project?
• Where do you see yourself after 5 years?
 Selection Methods
 ARCHITECTURAL ENGINEER: When hiring an Architectural Engineer for a construction company, utilize structured
interviews to assess technical knowledge in building systems and construction methods. Include behavioral questions to evaluate
problem-solving skills and project coordination experience. Finally, conduct a portfolio review or technical assessment to gauge
design proficiency and software proficiency.

 Example Questions:

• What software tools do you use for architectural design and analysis?
• How do you coordinate with other engineering disciplines and construction teams?
• What are your weaknesses?

 ELECTRICAL ENGINEER: When hiring an Electrical Engineer for a construction company, conduct technical interviews to
assess knowledge of electrical systems, codes, and design principles. Include behavioral interviews to evaluate problem-solving skills
and experience in managing electrical projects. Utilize situational questions to gauge decision-making abilities in handling electrical
challenges on construction sites.

 Example Questions:

• Are you willing to travel?

• How do you ensure electrical designs comply with relevant codes and standards?
• What questions do you have for me?
 Selection Methods
 MECHANICAL ENGINEER: When hiring a Mechanical Engineer for a construction company, utilize technical interviews to
assess proficiency in HVAC systems, plumbing, and mechanical equipment. Include behavioral interviews to evaluate problem-
solving skills and project management experience in construction settings. Use situational questions to gauge decision-making
abilities in resolving mechanical challenges on construction sites.

 Example Questions:

• How do you collaborate with architects and other engineers on construction projects?
• Can you describe your approach to testing and commissioning mechanical systems on construction sites?
• What are your career goals?

 SUPERVISOR: When hiring a Supervisor for a construction company, utilize structured, behavioral interviews to assess
leadership skills and past experience in managing construction sites. Conduct situational interviews to evaluate problem-solving
abilities in handling on-site challenges and ensuring project progress. Use role-specific scenario-based questions to gauge decision-
making skills in real-time construction scenarios.

 Example Questions:

• How do you coordinate equipment use and maintenance on site?

• Are you willing to relocate?
• Are you willing to travel?
 Selection Methods
 DOCUMENT CONTROLLER: When hiring a Document Controller for a construction company, utilize structured interviews
focusing on organizational skills and attention to detail. Conduct technical interviews to assess familiarity with document
management software and construction industry documentation standards. Include behavioral interviews to evaluate problem-
solving abilities in managing document workflows and ensuring compliance with project requirements. Finally, incorporate role-
playing scenarios to simulate document control tasks relevant to construction projects.

 Example Questions:

• What experience do you have with document control in construction projects?

• How do you manage document retrieval requests from project teams?
• Discuss your educational background?

 PURCHASING SPECIALIST: When hiring a Purchasing Specialist for a construction company, use a mix of technical and
behavioral interviews. Assess technical skills in procurement processes, supply chain management, and familiarity with construction
materials. Conduct behavioral interviews to evaluate negotiation skills, decision-making under pressure, and experience in
managing vendor relationships. Include situational questions to gauge problem-solving abilities and adaptability in handling
procurement challenges specific to the construction industry.

 Example Questions:

• How do you evaluate and manage suppliers and vendors?

• What strategies do you use to negotiate cost reductions?
• Which ERP or procurement systems have you used?
 Selection Methods
 TENDERING & PROCUREMENT ENGINEER: When hiring a Tendering & Procurement Engineer for a construction
company, use a combination of technical, situational, and behavioral interviews. Assess technical expertise in tendering processes,
bid preparation, and procurement strategies specific to construction. Conduct situational interviews to evaluate decision-making
and problem-solving abilities in managing bids and procurement challenges. Include behavioral interviews to understand experience
in vendor management, negotiation skills, and maintaining compliance with industry standards.

 Example Questions:

• What is your experience with managing contracts in construction procurement?

• What strategies do you use to control costs in procurement?
• What criteria do you use to select vendors for construction projects?

 TECHNICAL OFFICE ENGINEER: When hiring a Technical Office Engineer for a construction company, use a combination of
technical, situational, and behavioral interviews. Assess technical proficiency in construction drawings, specifications, and project
documentation. Conduct situational interviews to evaluate problem-solving skills and decision-making abilities in technical
scenarios. Include behavioral interviews to understand experience in coordinating with project teams, handling technical queries,
and ensuring compliance with industry standards.

 Example Questions:

• What experience do you have with preparing and reviewing construction drawings?
• How do you handle technical queries from site engineers?
• Why do you want to leave your current company?
 Performance Management Systems
• Performance appraisal tools are methods and techniques used by organizations
to evaluate employee performance, identify strengths and weaknesses, provide
feedback, and guide development and growth, Here are some common
performance appraisal tools: 360-Degree Feedback, Self-Assessment, Rating
Scales, Behaviorally Anchored Rating Scales (BARS), Management by Objectives
(MBO), Critical Incident Method, Forced Distribution, Graphic Rating Scales,
Paired Comparison Analysis, narrative appraisal form and Each tool has its own
strengths and weaknesses, and organizations often use a combination of
methods to get a more accurate and comprehensive assessment of employee
performance.

• 360-Degree Feedback, Self-Assessment, Rating Scales, Management by Objectives (MBO), Critical Incident Method could be used but
the suitable tool that we can use is the narrative appraisal form as it is a qualitative tool where managers write detailed evaluations of
an employee's performance, covering job performance, achievements, strengths, areas for improvement, and growth potential. It
provides personalized, comprehensive feedback and qualitative insights, fostering employee development, Using standardized
templates, regular updates, clear criteria, and employee self-assessments can streamline the process. While it offers rich information
and custom feedback, it can be time-consuming, subjective, and lack standardization. Best practices include providing specific
examples, focusing on behavior and results, being balanced, setting clear expectations, and ensuring consistency.
Compensation Plans
 Compensation Plans

 KONCRETE HR Compensation Plan is designed to attract, motivate, and retain top talent, ensuring competitive pay, benefits, and rewards.
The plan includes:

• Base Salary: Competitive salaries based on industry standards and employee experience, with regular adjustments
and annual increment.

• Benefits: Comprehensive health insurance, social insurance, generous PTO, and employee assistance programs.

• Incentives and Bonuses: Performance, project completion, and referral bonuses to reward exceptional work.

• Equity and Profit Sharing: Stock options and profit-sharing plans to foster ownership and align with company success.

• Rewards and Recognition: Employee of the Month/Year awards and milestone awards to celebrate achievements.

• Professional Development: Training programs, tuition reimbursement, and clear career advancement opportunities.

• Regular Reviews: Bi-annual review of compensation plans, incorporating employee feedback and ensuring market alignment.

• Transparency: Open communication about compensation structures and changes.

This plan aims to create a motivated and loyal workforce, driving our construction company’s success.
 Training and Development Plan
 Employee training is the process of improving employees' skills, knowledge, and competency
to enhance their performance and productivity. It includes various methods like :
 on-the-job training : Learning the job while working on it
 Apprenticeship: A structured process of classroom instruction and on the-job training.
 Job Instruction Training (JIT) : Listing each job’s basic tasks with key points in order to
provide step-by-step training for employees.
 Lectures : Quick and simple way to present knowledge
 Behavior Modeling Programmed Learning: A training technique in Which trainees are first
shown good management techniques in a film, asked to play roles in a simulated situation,
and then given feedback.
 Programmed Learning : A systematic method for teaching job skills, involving presenting
questions or facts, allowing the person to respond, and giving the learner immediate
feedback on the accuracy of his or her answers.

Effective training leads to better job performance, increased job satisfaction, and reduced
turnover. It aligns employees with company goals, ensures compliance with industry
standards, and fosters a culture of continuous improvement and innovation.
 Training and Development Plan

 we aim to provide effective yet cost-efficient training for our employees as it is Inexpensive and Uncomplicated Employee Training
Approaches . Therefore, we will implement the following straightforward and budget-friendly training methods:

1. On-the-Job Training (OJT): Employees learn directly on the job by performing tasks under the supervision of experienced staff

• Advantages: Cost-effective, practical, and immediately applicable.

2. Job Instruction Training (JIT): A structured method where employees are taught how to perform their jobs step-by-step.

• Advantages: Ensures consistency and quality in job performance.

3. Behavior Modeling: Employees learn by observing and imitating the behavior of experienced staff.

• Advantages: Effective for both technical and interpersonal skills.

 Training and Development Plan
 Employee Development Plan (EDP) for KONCRETE

• KONCRETE should enhance employee skills, knowledge, and performance to contribute effectively to the company's growth by:

 Assessment of Current Skills and Needs: Conduct skill assessments using self-assessment questionnaires, peer reviews, and
manager evaluations.
 Setting Development Goals:
• Establish SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for each employee
based on assessments.
• Develop personalized training plans that include technical skills (engineering software's, etc.) and soft
skills (e.g., communication, teamwork).
 Monitoring and Feedback:
• Regular check-ins to discuss progress and provide feedback.
 Continuous Learning Opportunities and Certification Resources:
• Encourage participation in workshops, webinars, conferences, and online courses relevant to their field.
• Provide access to resources like technical books, industry publications, and online learning platforms.
• Allocate a budget for certification exam fees and necessary preparatory resources.
 Evaluation and Recognition:
• Periodic performance evaluations against set goals.
• Recognition and rewards for achievements and improvements.
 Continuous Improvement:
• Foster a culture of continuous learning.
• Encourage participation in workshops, webinars, conferences, and online courses relevant to their field.
• Regularly update the plan to reflect new goals and needs.
 KONCRETE
Passion for Excellence

THANK'S