Labor Welfare Measures Among Construction Workers an Evaluation

When we say a particular country is economically developed, three determinants come to our mind, i. e. , human, physical and financial. Out of these important resource factors, human resource factor appears to be the most strategic and critical. This is true because a country may possess abundant natural and physical resources and the necessary machinery, equipment and capital, but if there is no man power to use these resources, growth is not possible. Similar to ‘Physical capital formation’, ‘human capital formation’ is a necessary prerequisite for economic growth.

At present the focus is on how to build ‘human capital’. There are various reasons for such awareness.

The first and foremost is the economic growth of a country which is attributed to human skills rather than to capital.

Second reason is that investment in human resources, contributes to economic development and growth, by promoting the knowledge and application of science and technology to production processes.

Third reason is that it is one of the major objectives of the country.

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It is an established fact that like a plant, machinery and other physical assets, human beings are also an important factor in production.

Investment in developing people as a resource is productive and income generating as are other physical assets and inventories. In order to make an organization successful, it is necessary to make the people capable. It is a human resource which gets the people in the organization and also enables them to acquire the required capability and motivate them for running the organization successfully.

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What after all is human resource, it is nothing but people having the required skills to make the organization successful. In today’s competitive environment companies treat their employees as a valuable asset, there by generating commitment and involvement. The company’s open door policy encourages employee involvement in the decision-making process. Human beings form the most important resource of an enterprise. Without them, the physical resources of an enterprise cannot be productively employed.

In the absence of human resources, physical resources of an enterprise would become useless. Human Resource Management is concerned with the management of men. An organization needs to recruit, train, develop, motivate and maintain its people for the successful accomplishment of its objectives. Irrespective of the type of organization government, business or educational, working for profit or not it cannot ignore the importance of “getting, preparing, motivating and maintaining” an efficient and effective workforce.

In the modern world, it is not easy for a manager to hire and fire his workers on the basis of will alone. The spread of education has brought consciousness among workers, as they are aware of their rights and privileges. Moreover, because of various labour laws, workers can no longer be treated unfairly. Two issues related to the organization of a Human Resource department are

(i) place of the H R department in the overall set up and

(ii) composition of the HR department itself.

Status of the HR department in the total organizational structure depends on whether a unit is small or large.

In most of the small organizations, there is no separate department to coordinate the activities relating to human resources. The scope of HRM is indeed vast. From the time of the worker’s entry into an organization till the time he leaves the activities included are human resource planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relation etc.

Employment (Recruitment)

The human resources employment staff begins in work by designing and developing policies, procedures and programs to recruit the most able and qualified applicants available for the job openings the company is attempting to fill. It then begins the actual recruiting process by employing a wide variety of sources including internal & external sources. While there are advantages to both forms of recruitment, most firms use both approaches, that is they ‘make or buy’ their human capital. When making hiring decisions, organizations historically have focused on determining which job candidate will likely be the best performer.

Once sufficient applicants are found, employment then begin the task of screening, interviewing and testing candidates and referring the best of these to appropriate line or staff managers for further interviewing prior to the final hiring decision being made. Having found the most capable people available to fill your job openings, you must now be in a position to offer them salary or wage commensurate with the duties and responsibilities of the position and one that is generally competitive with comparable job openings at other companies in the local area.

If the successful applicant accepts the job at the salary offered, he or she now joins the company as a bonafide employee.


Next it becomes the responsibility of the human resources compensation staff to establish the proper wage and salary guidelines, pay scales, and other compensation programs, including well – designed employee benefit packages and strategies to ensure the company’s ability to retain the capable employees that have presumably been hired with great care and effort, not to mention expenses.


The human resource training section now begins its function of providing whatever training and orientation the new employee might need in order to make certain that they are well equipped to perform their new duties and that they have some idea of the history and policies as well as the culture of the company.

Employee Relations

As some of the new system members eventually find their way into management positions the human resources employee relations staff will undoubtedly be of assistance in providing guidance and counsel to them on discrimination matters as well as another human relations opportunities or challenges.

These concerns are ever present in today’s sensitive business environment and they promise to become even more evident in the future.

Benefits staff

The human resources benefit staff is charged with the responsibility of administering, recommending and monitoring all phases of the company’s employee benefits programs, service awards and a host of other benefit features are all within the scope of the HR benefits function. Read about the forms of employee involvement

One of the more challenging areas of this group’s duties is to ensure that existing retirement programs are properly designed, developed, managed and communicated to participants and that they fit in the overall objectives, strategies and philosophy of the company.

From personnel to Human Resources

Most companies, large or small, normally, include in their table of organization a department known as ‘personnel’. In more recent years this department’s name has evolved into ‘human resources’.

Many experienced people in this field resisted the term human resources, because – they felt that human beings should not be categorized as mere resources, especially if they are a company’s most important asset. Eventually, however the term became generally accepted in the industry without really changing the primary objective of all such departments, namely, serving their most important and special clients the employees of the organization.

An Organizations most important Asset. The value of people In newspapers, magazines and business journals, on television, at seminars, in board rooms, and around office water coolers, the word is out.

Employee loyalty to companies is no more and the trade off of loyalty for job security has gone the way of slide rule, and adding machine. Even as layoffs, downsizing, restructuring, re-engineering and job elimination still dominate some areas of the current corporate business scene, in the typical boom/bust cycle. So how important can loyalty to an employer really be with results like that to reinforce the opinions of so many business analysts and experts. The really Sarry companies, large and small recognize that people have never been more important to business success than the y are today.

Every business depends up on its employees for tomorrow assurely as it does for today. Getting and keeping the best will be a priority for every employer who expects to have any chance of competitive survival. When any company structures its employer-employee relations philosophy on the principle of genuine concern for its people, you can be sure that company has the respect of its employees, its customers and the community it serves.

Strategic approach

As corporations continue to globalize and their boundaries are no longer limited to the domestic setting, this raises new challenges for the HR function.

The reach of 2008 financial crisis on the global platform is a case in point, the organization faced a crisis situation with many major world economies in recession. Given this international environment, new roles for corporate HR departments operating in multinational corporations are emerging. Reasons for global expansion vary among MNCs, but predominantly they seek to increase competitive advantage by realizing economies of scale or scope. This means stages in the process of internalization exist and choices are available in the strategies and related structures to be adopted.

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Labor Welfare Measures Among Construction Workers an Evaluation. (2020, Jun 02). Retrieved from

Labor Welfare Measures Among Construction Workers an Evaluation

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