مدلسازی پویایی توسعه منابع انسانی در پروژه های ساخت

نوع مقاله : علمی - پژوهشی

نویسندگان

1 کارشناس ارشد مهندسی و مدیریت ساخت، دانشکده فنی و مهندسی، دانشگاه آزاد اسلامی واحد اصفهان (خوارسگان)، اصفهان، ایران

2 دکتری مهندسی و مدیریت ساخت، استادیار دانشکده معماری و شهرسازی، دانشگاه هنر اصفهان، اصفهان، ایران

چکیده

توسعه نیروی انسانی یکی از بخش های اساسی مدیریت منابع انسانی در پروژه های ساخت محسوب می شود. به طور کلی، برنامه ریزی در این حوزه شامل برنامه ها جهت استخدام، ارتقاء مهارت های مورد نیاز و توسعه نیروی انسانی می باشد. در عین حال، آموزش و انگیزش بعنوان دو رکن اصلی در توسعه نیروی انسانی به شمار می روند. در تحقیق پیش رو، ابتدا نقش آموزش و انگیزش در توسعه منابع انسانی پروژه های ساخت مورد بررسی قرار گرفته اند. سپس با استفاده از روش پویایی سیستم، مدل علی- معلولی توسعه منابع انسانی ضمن درنظرگرفتن روابط پیچیده مابین عوامل و حلقه های بازخوردی حاصل شده است. هم چنین، ضمن توسعه ساختار حالت–جریان توسعه منابع انسانی پروژه های ساخت، اطلاعات لازم جهت کمی سازی مدل شبیه ساز برای یک پروژه ی انبوه سازی مسکن جمع آوری شده است. با بررسی نتایج حاصل شده مشخص گردید که پیاده سازی سیاست پرداخت مشوق های مالی 12% رشد بهره وری را در پی داشته است حال آنکه تاخیر در پرداخت دستمزد نیروی کار بهره وری را با افت 18% روبرو نموده است. از طرف دیگر، ارتقاء مهارت نیروی کار به وسیله آموزش در حدود 20% در رشد بهره وری موثر بوده است. مدل ارائه شده در این تحقیق، امکان ارزیابی آموزش و انگیزش نیروی انسانی بعنوان دو استراتژی اصلی توسعه منابع انسانی با درنظرگرفتن پویایی های موجود در پروژه را دارد. درنهایت، با استفاده از این مدل می توان اثرات به کارگیری سیاست های توسعه نیروی انسانی را بر عملکرد پروژه از لحاظ زمان بررسی نمود و برنامه ریزی لازم را جهت توسعه منابع انسانی پروژه های ساخت، ارتقاء بهره وری نیروی انسانی و عملکرد پروژه انجام داد.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Dynamic Modeling of Human Resource Development in Construction Projects

نویسندگان [English]

  • soroush abbaspour 1
  • Shahin Dabirian 2
1 MSc in Construction Engineering and Management, Faculty of Engineering, Islamic Azad University of Isfahan (Khorasgan) Branch
2 Assistant Professor in Construction Engineering and Management, Faculty of Architecture, Urban Design and Industrial Design, Dept. of Architecture, Art University of Isfahan, Isfahan, Iran
چکیده [English]

Human resource development is an essential part of human resource management in construction projects. Generally, planning in this area consist of employment, skills improvement and development of workforces. Meanwhile, human resource development is based on training and motivation. In this paper, the role of training and motivation in human resource management of construction projects is investigated. Next, the Causal Loop Diagram (CLD) of human resource development along with complex relationships between factors is obtained using system dynamics approach. Thereafter, the Stock-Flow Diagram (SFD) of human resources development of construction projects has been developed. The information needed to quantify the simulated model has been gathered for a mass housing project. The archived simulation results demonstrate that implementation of financial incentives results in 12% productivity improvement. Besides, delays in labor payment decreased 18% of productivity. The productivity has been also improved about 20% by applying training policy. The presented model has the potential to evaluate the training and motivation of human resources as two main strategies of human resource development, taking into account the dynamics of the project. Finally, the effect of applying human resources development policies on project performance in terms of time can be evaluated using this model. It is also possible to plan the human resource development of the project and to improve the labor productivity and project performance.

کلیدواژه‌ها [English]

  • Human Resource Management
  • Human Resource Development
  • Simulation
  • Construction projects
  • system dynamics
[1] Armstrong, M. (2014). A Handbook of Human Resource Management Practice, (13edn.), London, Kogan Page Publishers.
[2] DeCenzo, D. A., and Robbins, S. P. (1988). Personnel/ Human Resource Management. 3rd ed. London: Printice-Hal.
[3] Loosemore, M., Dainty, A.R.J. and Lingard, H. (2003). Human Resource Management in Construction Projects, Strategic and Operational Approaches. Spon Press, London.
[4] Wild, A. (2002). The unmanageability of construction and the theoretical psychosocial dynamics of projects. Engineering Construction and Architectural Management 9, 345–351.
[5] Harmon, K. M., and Cole, B. (2006). Loss of productivity studies-Current uses and misuses. Constr. Briefings, 8(1), 119.
[6] Ng, Skitmore, Lam and Poon. (2004). Demotivating factors influencing the productivity of civil engineering projects. International Journal of Project Management 22, 139–146.
[7] Tabassi, A.A., Ramli, M. and Bakar, A.H.A. (2012). Effects of training and motivation practices on teamwork improvement and task efficiency: the case of construction firms. Int. J. Proj. Manag. 30, 213–224.
[8] Armstrong, M., Baron, A. (2002). Strategic HRM: The Key to Improved Business Performance. CIPD, London.
[9] Sambrook, S. (2004). A “critical” time for HRD? Journal of European Industrial Training 28, 611–624.
[10] Chen, L.-H., Liaw, S.-Y.and Lee, T.-Z. (2003). Using an HRM pattern approach to examine the productivity of manufacturing firms — an empirical study. International Journal of Manpower 24, 299–318.
[11] Lyneis, J. M. and Ford, D. N. (2007).System dynamics applied to project management: a survey, assessment, and directions for future research. System Dynamics Review. 23, 157-189.
[12] Uwakweh, B. O., and Maloney, W. F. (1991). “Conceptual models for manpower planning for the construction industry in developing countries.” Constr. Manage. Economy. 95, 451–465.
[13] Huemann, M. (2010). Considering human resource management when developing a project-oriented company: case study of a telecommunication company. International Journal of Project Management 28, 361–369.
[14] Slotte, V., Tynjala, P. and Hytonen, T. (2004). How do HRD practitioners describe learning at work? Human Resource Development International 7, 541–544.
[15] Simmonds, D., Pedersen, C. (2006). HRD: the shapes and things to come. Journal of Workplace Learning 18, 122–134.
[16] Nadler, L., Nadler, Z. (1989). Developing Human Resources, 3 rd ed. JosseyBass, London.
[17] Garavan, T.N. (1991). Strategic human resource development. Journal of European Industrial Training 15, 17–31.
[18] Hoseinalipour, M. Jouybari, Y. G. and Jouybari, A.G. (2010). The Effects of Human Resource Management on Building Projects Efficeincy. 6th International Conference on Project Management. Tehran.
[19] Zwikael, Ofer, Unger-Aviram and Esther. (2010). HRM in project groups: the effect of project duration on team development effectiveness. Int. J. Proj. Manag. 28 (5):413–421. https://doi.org/10.1016/j.ijproman.2009.09.005.
[20] Fini, A. A. F., Akbarnezhad, A., Rashidi, T. H. and Waller, S. T.  (2016). Job assignment based on brain demands and human resource strategies, Journal of Construction Engineering and Management, 04016123.
[21] Keegan, A. Ringhofer, C. and Huemann, M. (2018). Human resource management and project based organizing: Fertile ground, missed opportunities and prospects for closer connections. International Journal of Project Management. doi.org/10.1016/j.ijproman.2017.06.003.
[22] Mansfield, N R and Odeh, N S. (1989). Motivational factors in construction projects: a review of empirical motivation studies from the US construction industry. Proc. Inst. Civil Eng. - Part I Vo186 pp 461-470
[23] Jarkas, A. and Bitar, C. (2012). Factors Affecting Construction Labor Productivity in Kuwait, Journal of Construction Engineering and Management, ASCE, 138(7), 811-820        
[24] Wang, D. Arditi, D. and Damci, A. (2016). Construction Project Managers’ Motivators and Human Values.    Journal of Construction Engineering and Management 143(4):04016115. DOI10.1061/ (ASCE) CO.1943-7862.0001261.
[25] Rezaifar, O. Yazdanparast, A. and Kheyroddin, A. (2017). Decision Making for Motivation of Construction Site Personnel. Journal of Engineering and Applied Sciences 12(7):1846-1852. DOI: 10.3923/jeasci.2017.1846.1852.
[26] Raoufi, M. and Fayek, A. R. (2018). Framework for Identification of Factors Affecting Construction Crew Motivation and Performance. Journal of Construction Engineering and Management 144(9). DOI: 10.1061/(ASCE)CO.1943-7862.0001543.
[27] Cooke, D. L. (2003). A System Dynamics Analysis of the Westray Mine Disaster. System Dynamics Review 19 (2): 139–166.
[28] Alvanchi, A., Lee, S. and Abourizk, S. M. (2012). Dynamics of workforce skill evolution in construction projects. Canadian Journal of Civil Engineering, 39, 1005–1017.
[29] Sing, M. C. P. Love, P. E. D. Edwards, D. J. and Liu, H. J. (2016).  Dynamic modeling of workforce planning for infrastructure projects. Journal of Management in Engineering. 32(6):04016019. DOI10.1061/ (ASCE) ME.1943-5479.0000463.
[30] Dabirian, S. and Abbaspour, S. (2016). Workforce Motivation Simulation in Construction Projects using System Dynamics Approach. 1st Conference on Human Resource Management. University of Tehran. Tehran.
[31] Forrester, Jay W. (1961) Industrial Dynamics. Productivity Press. Cambridge, MA.
[32] Sterman. J. D. (2000). Business Dynamics: System Thinking and Modeling for a Complex World, McGraw-Hill, New York, NY, pp. 191– 232.
[33] Godlewski, E., Lee, G. and Cooper K. (2012). System dynamics transforms fluor project and change management. Interfaces 42(1): 17–32.
[34] Garcia, J. M. )2006(. Theory and practical exercises of system dynamics. Barcelona, Spain: Universitat Politecnica De Catalunya.
[35] Swanson R. A. (1999). HRD theory, real or imagined?. Human Resour Dev Int; 2(1); 2-5.