NDDS Construction LLC Executive Summary
Conceptual framework for performance management strategies
5/21/2014
Executive Summary for NDDS Construction LLC
In the delivery of high quality, effective and value represented in the core business for NDDS Construction Company, this paper is intended to address its focus on the alignment of continually seeking to improve our performance management.
Conceptual framework for performance management strategies
Executive Summary for NDDS Construction LLC
Introduction
The company NDDS Construction is headquartered out of Detroit, Michigan with a staff of 650 employed. The organization has recently executed the opening of a new location to be in Arizona. The strategic change will add approximately 130 additional positions encompassing 20% increase to human capital overall. Based on historical data, the company holds an average turnover rate of 20% and revenue equaling 10 Million per year with a -3% revenue growth projected to remain the same for the first year in opening its new location. The organization operates primarily in Contractor – Commercial industry and employs workers to complete Drywall Contracting, Painting Contracting and Construction & Remodeling Services in the areas it serves.
In executing the alignment strategies to the organizational business we will identify some of the …show more content…
characteristics of the industry in Arizona. According to Arizona Department of Commerce (2005), advantage of opportunities available in Arizona the basic challenges are:
The Construction Trades grew more rapidly in Arizona than in the US and now employs more than 217,000 workers
The industry is concentrated in the Phoenix and Tucson metropolitan areas where 84 percent of the construction trades workforce is employed
The fastest growth in demand for construction trades workers is among higher paid occupations although growth among laborers and painters offers entry points with shorter training requirements
Arizona has a shortage of workers in several ‘core’ skilled trade occupations,
Especially carpenters, construction laborers, front-line supervisors, painters, and electricians.
Key recommendations to policy recommendations may include the following:
Improve the image and awareness of careers in construction trades and target potential entry-level employment from the millennial generation workers that are not college bound
Enhance training opportunities in outlined employment positions needed, extending this through collaboration with the State agencies to recruit through students enrolling in apprenticeship programs
Effectively enhance company’s pre-qualification assessments to applicants to match the needs of employment by the state of Arizona Employ a range of skill strengthening opportunities to allow under skilled applicants a chance at second opportunities
ORGANIZATIONAL PHILOSOPHY AND VALUES
NDDS Construction LLC, located in Detroit, Michigan, is a rising construction company dedicated to serving the needs of our clients, who are committed to the expansion and economic growth of their organization by:
Providing quality construction services which is intended to be cost effective by the guarantee to our customers the most value for their building or remodeling investment;
Recognizing the support needed in the communities we serve by extending service to worthy charities and through economic development.
Providing the environment and its resources to encourage all NDDS employees/owners to grow to their fullest potential;
Influencing Strategic Alignment through Identity
One thing that is critical is to keep current employees of NDDS engaged in all they do now and maintain high performance going forward by communication. This can be direct or indirect methods which are intended to influence our current staff with the organizational goals and how this may impact the company culture. It can also be helpful to point out opportunity which may extend with the growth of the business. According to kagioglou (2001), “Ensuring alignment between members ‘beliefs and new strategies’ are to be reflecting the aspirations of managers will be central to the successful implementation of the desired changes.”
JOB SKILLS ANALYSIS BY TITLE AND JOB DISCRIPTION
Job Title:
Drywall Installer and finisher
Job Category:
102
Department/Group:
Drywall Contractors/employees
Job Code/ Req#:
51151
Location:
Arizona
Travel Required:
Yes
Level/Salary Range:
$20,000 - $27,969 starting
Position Type:
Full-Time by contract
Job Description
Role and Responsibilities
Measuring and cutting in small spaces above doors or below windows
Saw holes in panels for electrical outlets and plumbing
Fill joints between panels
Spread compound in joints
Smooth surfaces through sanding
Ensure uniformity in finishing
Qualifications and Education Requirements
Most drywall installers and tapers entry-level can learn their trade through on-the- job training, although they may have learned some of the tool skills in wood or metal shop in high school. Apprentices must be at least eighteen years old and have agility for the job. The apprenticeship programs are usually up to three years of on-the-job training plus coursework in a classroom environment. Some vocational colleges and technical schools may offer courses in drywall installation and finishing
Preferred Skills
Some experience or coursework preferred but all employees will be required to be able to do the following: strenuous physical lifting, inclement working conditions by weather and environmental factors, industry overcoming economic factors, installation and finishing work.
Reviewed By:
Mitchell Jaques
Date:
May 21, 2014
Job Title:
Painters
Job Category:
103
Department/Group:
Painters Contractors/employees
Job Code/ Req#:
511512
Location:
Arizona
Travel Required:
Yes
Level/Salary Range:
$20,000 - $25,383 starting
Position Type:
Full-Time by contract
Job Description
Role and Responsibilities
Paint walls
Operate job specific tolls and equipment
Ability to work with rollers and spray guns
Remove old paint surfaces prior to painting
Mixing colors or oils to desired consistency
Ensure quality finishing
Qualifications and Education Requirements
Most Painters entry-level can learn their trade through on-the- job training, although they may have learned some of the tool skills in high school or personal application. Apprentices must be at least eighteen years old and have agility for the job. Some vocational colleges and technical schools may offer courses in painting construction.
Preferred Skills
Some experience or coursework preferred but all employees will be required to be able to do the following: Getting information from relevant sources, performing general physical activities that are needed, handling and moving objects, careful inspection prior to finishing work, organizing and planning.
Reviewed By:
Mitchell Jaques
Date:
May 21, 2014
Job Title:
Carpenter
Job Category:
104
Department/Group:
Construction and Remodeling/employees
Job Code/ Req#:
511513
Location:
Arizona
Travel Required:
Yes
Level/Salary Range:
$20,000 - $31,641 starting
Position Type:
Full-Time by contract
Job Description
Role and Responsibilities The carpenter is required to work with hand tools, some basic power tools such as; circular saw, sawzall, drill, small compressor, framing nailer, finish nailer, as well as levels, bars, and other tools needed to perform carpentry work. Some demolition, framing, and finish carpentry work is common in this line of work.
Qualifications and Education Requirements
Most Carpenters entry-level have already learned their trade through on-the- job training by previous experience as Carpenter helper or time on job, although they may have learned some of the tool skills in high school or technical college. Some vocational colleges and technical schools may offer courses in Capentry construction.
Preferred Skills
Employees will be required to be able to do the following: Job-site supervision, protection and cleanliness, performing general physical activities that are needed, material handling and moving objects, careful inspection prior to finishing work, customer satisfaction, organizing and planning.
Reviewed By:
Mitchell Jaques
Date:
May 21, 2014
METHODS OF MEASURING JOB PERFORMANCE
In the industry of construction business, standards for performance have been developed and implemented in the company.
Using the data from previous performance will be good for benchmarking success in application of new employees. These standards compare what the actual performance is. It is reporting actual performance and personal observation, statistical reports, oral and written reports. What is measured is determined by job need and management situations. The driving influence behaviors will include everything from attendance, job satisfaction, turnover, job time, rate of productivity which is then compared to the standards developed by
NDDS.
Below is a table of measurement in figure 1
FEEDBACK DELIVERY AND CONTROL
Feedback control is the process which evaluates results by objective. This usually should happen after job has been completed. Communication is a key factor to using this control effectively. This can be used to address performance deviations and implement new approach plans for handling. Feedback is needed to create motivation by keeping accountability of employees so they can be engaged enough to make necessary provisions to their performance. This is the best way to be consistent with company expectations and to achieve organizational goals.
Effective measuring and recording will lead to higher overall efficiency when taking steps to controlling desired behaviors relating to an outcome from a leadership standpoint. Measuring puts duties in quantifiable terms for the employee and tells them what is expected from their performance. When results are not as desired, it gives the superiors or managers the option for correcting such issues with disciplinary action if necessary. As both measuring and feedback is needed hand-in-hand for this process to work (kagioglou, 2001).
CONCLUSION
The standards discussed can be modified whenever a variance is spotted, in the event such as when goals are unrealistic or unreachable and also when they are too easily reached. The methods and framework provided is the way to reach employees with accountability. By motivating employees to have aptitude for their work to be consistent with company expectations and for them to also achieve organizational goals.
CITATIONS
kagioglou, M. (2001). Performance management in construction;a conceptiual framework. Retrieved from http://www.academia.edu/459050/Performance_Management_in_Construction_A_conceptual_Framework
Arizona Department of Commerce. (2005). A Workforce Needs Assessment of the Arizona Construction Trades Industryction;a conceptiual framework. Retrieved from http://www.accra.org
5/21/2014
Executive Summary for NDDS Construction LLC
In the delivery of high quality, effective and value represented in the core business for NDDS Construction Company, this paper is intended to address its focus on the alignment of continually seeking to improve our performance management.
Conceptual framework for performance management strategies
Executive Summary for NDDS Construction LLC
Introduction
The company NDDS Construction is headquartered out of Detroit, Michigan with a staff of 650 employed. The organization has recently executed the opening of a new location to be in Arizona. The strategic change will add approximately 130 additional positions encompassing 20% increase to human capital overall. Based on historical data, the company holds an average turnover rate of 20% and revenue equaling 10 Million per year with a -3% revenue growth projected to remain the same for the first year in opening its new location. The organization operates primarily in Contractor – Commercial industry and employs workers to complete Drywall Contracting, Painting Contracting and Construction & Remodeling Services in the areas it serves.
In executing the alignment strategies to the organizational business we will identify some of the …show more content…
characteristics of the industry in Arizona. According to Arizona Department of Commerce (2005), advantage of opportunities available in Arizona the basic challenges are:
The Construction Trades grew more rapidly in Arizona than in the US and now employs more than 217,000 workers
The industry is concentrated in the Phoenix and Tucson metropolitan areas where 84 percent of the construction trades workforce is employed
The fastest growth in demand for construction trades workers is among higher paid occupations although growth among laborers and painters offers entry points with shorter training requirements
Arizona has a shortage of workers in several ‘core’ skilled trade occupations,
Especially carpenters, construction laborers, front-line supervisors, painters, and electricians.
Key recommendations to policy recommendations may include the following:
Improve the image and awareness of careers in construction trades and target potential entry-level employment from the millennial generation workers that are not college bound
Enhance training opportunities in outlined employment positions needed, extending this through collaboration with the State agencies to recruit through students enrolling in apprenticeship programs
Effectively enhance company’s pre-qualification assessments to applicants to match the needs of employment by the state of Arizona Employ a range of skill strengthening opportunities to allow under skilled applicants a chance at second opportunities
ORGANIZATIONAL PHILOSOPHY AND VALUES
NDDS Construction LLC, located in Detroit, Michigan, is a rising construction company dedicated to serving the needs of our clients, who are committed to the expansion and economic growth of their organization by:
Providing quality construction services which is intended to be cost effective by the guarantee to our customers the most value for their building or remodeling investment;
Recognizing the support needed in the communities we serve by extending service to worthy charities and through economic development.
Providing the environment and its resources to encourage all NDDS employees/owners to grow to their fullest potential;
Influencing Strategic Alignment through Identity
One thing that is critical is to keep current employees of NDDS engaged in all they do now and maintain high performance going forward by communication. This can be direct or indirect methods which are intended to influence our current staff with the organizational goals and how this may impact the company culture. It can also be helpful to point out opportunity which may extend with the growth of the business. According to kagioglou (2001), “Ensuring alignment between members ‘beliefs and new strategies’ are to be reflecting the aspirations of managers will be central to the successful implementation of the desired changes.”
JOB SKILLS ANALYSIS BY TITLE AND JOB DISCRIPTION
Job Title:
Drywall Installer and finisher
Job Category:
102
Department/Group:
Drywall Contractors/employees
Job Code/ Req#:
51151
Location:
Arizona
Travel Required:
Yes
Level/Salary Range:
$20,000 - $27,969 starting
Position Type:
Full-Time by contract
Job Description
Role and Responsibilities
Measuring and cutting in small spaces above doors or below windows
Saw holes in panels for electrical outlets and plumbing
Fill joints between panels
Spread compound in joints
Smooth surfaces through sanding
Ensure uniformity in finishing
Qualifications and Education Requirements
Most drywall installers and tapers entry-level can learn their trade through on-the- job training, although they may have learned some of the tool skills in wood or metal shop in high school. Apprentices must be at least eighteen years old and have agility for the job. The apprenticeship programs are usually up to three years of on-the-job training plus coursework in a classroom environment. Some vocational colleges and technical schools may offer courses in drywall installation and finishing
Preferred Skills
Some experience or coursework preferred but all employees will be required to be able to do the following: strenuous physical lifting, inclement working conditions by weather and environmental factors, industry overcoming economic factors, installation and finishing work.
Reviewed By:
Mitchell Jaques
Date:
May 21, 2014
Job Title:
Painters
Job Category:
103
Department/Group:
Painters Contractors/employees
Job Code/ Req#:
511512
Location:
Arizona
Travel Required:
Yes
Level/Salary Range:
$20,000 - $25,383 starting
Position Type:
Full-Time by contract
Job Description
Role and Responsibilities
Paint walls
Operate job specific tolls and equipment
Ability to work with rollers and spray guns
Remove old paint surfaces prior to painting
Mixing colors or oils to desired consistency
Ensure quality finishing
Qualifications and Education Requirements
Most Painters entry-level can learn their trade through on-the- job training, although they may have learned some of the tool skills in high school or personal application. Apprentices must be at least eighteen years old and have agility for the job. Some vocational colleges and technical schools may offer courses in painting construction.
Preferred Skills
Some experience or coursework preferred but all employees will be required to be able to do the following: Getting information from relevant sources, performing general physical activities that are needed, handling and moving objects, careful inspection prior to finishing work, organizing and planning.
Reviewed By:
Mitchell Jaques
Date:
May 21, 2014
Job Title:
Carpenter
Job Category:
104
Department/Group:
Construction and Remodeling/employees
Job Code/ Req#:
511513
Location:
Arizona
Travel Required:
Yes
Level/Salary Range:
$20,000 - $31,641 starting
Position Type:
Full-Time by contract
Job Description
Role and Responsibilities The carpenter is required to work with hand tools, some basic power tools such as; circular saw, sawzall, drill, small compressor, framing nailer, finish nailer, as well as levels, bars, and other tools needed to perform carpentry work. Some demolition, framing, and finish carpentry work is common in this line of work.
Qualifications and Education Requirements
Most Carpenters entry-level have already learned their trade through on-the- job training by previous experience as Carpenter helper or time on job, although they may have learned some of the tool skills in high school or technical college. Some vocational colleges and technical schools may offer courses in Capentry construction.
Preferred Skills
Employees will be required to be able to do the following: Job-site supervision, protection and cleanliness, performing general physical activities that are needed, material handling and moving objects, careful inspection prior to finishing work, customer satisfaction, organizing and planning.
Reviewed By:
Mitchell Jaques
Date:
May 21, 2014
METHODS OF MEASURING JOB PERFORMANCE
In the industry of construction business, standards for performance have been developed and implemented in the company.
Using the data from previous performance will be good for benchmarking success in application of new employees. These standards compare what the actual performance is. It is reporting actual performance and personal observation, statistical reports, oral and written reports. What is measured is determined by job need and management situations. The driving influence behaviors will include everything from attendance, job satisfaction, turnover, job time, rate of productivity which is then compared to the standards developed by
NDDS.
Below is a table of measurement in figure 1
FEEDBACK DELIVERY AND CONTROL
Feedback control is the process which evaluates results by objective. This usually should happen after job has been completed. Communication is a key factor to using this control effectively. This can be used to address performance deviations and implement new approach plans for handling. Feedback is needed to create motivation by keeping accountability of employees so they can be engaged enough to make necessary provisions to their performance. This is the best way to be consistent with company expectations and to achieve organizational goals.
Effective measuring and recording will lead to higher overall efficiency when taking steps to controlling desired behaviors relating to an outcome from a leadership standpoint. Measuring puts duties in quantifiable terms for the employee and tells them what is expected from their performance. When results are not as desired, it gives the superiors or managers the option for correcting such issues with disciplinary action if necessary. As both measuring and feedback is needed hand-in-hand for this process to work (kagioglou, 2001).
CONCLUSION
The standards discussed can be modified whenever a variance is spotted, in the event such as when goals are unrealistic or unreachable and also when they are too easily reached. The methods and framework provided is the way to reach employees with accountability. By motivating employees to have aptitude for their work to be consistent with company expectations and for them to also achieve organizational goals.
CITATIONS
kagioglou, M. (2001). Performance management in construction;a conceptiual framework. Retrieved from http://www.academia.edu/459050/Performance_Management_in_Construction_A_conceptual_Framework
Arizona Department of Commerce. (2005). A Workforce Needs Assessment of the Arizona Construction Trades Industryction;a conceptiual framework. Retrieved from http://www.accra.org