Civil Construction

Training Plan

GEGP01/321/V 2019/O Renca T71

NOMBRE: Gerald Pineda

CAREER: Civil Construction
SUBJECT: People Management
PROFESOR: Ricardo Cortes
FECHA: 12-07-19
 A diagnosis is made for each worker with the aim of reinforcing their weaknesses and delivering the
tools provided by the company to achieve better performance in their tasks, focused on
a better productivity of the construction company.

Training program

A training program will be conducted focused on the positions and functions of the construction company, where
quedará definido los tipos capacitaciones y el tiempo duración de estos cursos, a su vez se realizará un
tracking of training delivered for each worker which must comply with the
attendance and the course approval.

Profession / trade Performance evaluation Training Course Duration

Construction Chief high Leadership 100 hours
Effective communication 60 hours
Construction Technician high Site Manager UC 260 hours
Foreman/ Supervisor Average Leadership 60 hours
Effective communication 60 hours
Masters Medium Little carpenter 80 hours
Residential Electricity 80 hours
Plumbing 80 hours
Use of fire extinguishers 30 hours
Master Assistants Medium Use of fire extinguishers 30 hours
Newspaper Low Use of fire extinguishers 30 hours

TRAINING METHODS

Training for new hires.

perfection or Promotion
on-the-job training
postgraduate courses
diplomas
master's degree
 ANALYSIS OF THE TRANSFORMATIONS THAT ORIGINATE IN THE PROCESSES OF
TRAININGS.

The increase in productivity

The elevation of quality
The decrease in costs
Strengthening technological discipline
The reduction of accidents
The reduction of operational errors
The increase in the levels of satisfaction of internal and external customers
Improvements in the organization of the process.

Taking into account the principle that training and development of resources

humans are an investment and not a cost, each entity has to evaluate

systematically its impact.

ASPECTS TO EVALUATE THE TRAINING AND DEVELOPMENT PLAN QUARTERLY

HUMAN RESOURCES.

The compliance with the start and completion of the planned actions.
The actual participation of workers.
Material, human, and financial assurance.
The evaluation of the achieved impact.
The main difficulties and measures to resolve them.

Development of Human Resources

The human resources improvement program will be executed in three stages, where in the first
Training courses will be implemented at the level of management and supervisors where an agreement was made.
with CAI University of Santiago to print them in their facilities.
In the second stage, courses will be implemented for the technicians and teachers on site, where the casino was adapted.
of the personnel for its execution, these will be carried out by the CAI department of the University of Santiago
from Chile.
And finally, the risk prevention department will conduct a fire extinguisher application course for everyone.
the workers of the construction site.
The company will set up a carpentry workshop with special machinery to improve the
development of the works.
Plumbing and electrical tools were purchased to improve the quality and execution times.
of the jobs
 Organizational Development
To improve the work environment, the construction company will carry out:

birthday celebration breakfasts for employees every two months

Areas were adapted for the installation of two table tennis tables for recreation.
A foosball tournament was organized where all the employees can participate.
In order to involve the workers along with their families, a Christmas party will be held.
The employee of the month will be awarded with a day off.

All these points are aimed at improving the work environment for employees.
reducing accidents and absenteeism at work.
Workers adopt a more positive attitude and become more committed to the institution.

Monitoring, evaluation, and control of human resources

Database.
In Excel spreadsheets, the following information will be managed to keep the necessary records of
the workers involved in our project, some of the data we will handle:

Personal data of each employee, which makes up theregistryofpersonal.

Data of the occupants of each position, which form a record of positions.

Employee data from each section, department, or division, which constitutes
a log of sections.
orData of thesalariesandincentivessalary records, which constitutes a record of
remuneration.
Benefits data andservicessocial, which makes up a record of
benefits.
Candidate data (candidate registration), of courses and activities
oftraining(training log), etc.
 Information system

The HR information system must be planned and implemented to achieve

determinedobjectives. The achievement of these objectives is what will allow for the evaluation of theeffectivenessdel
system: enable line organisms to make appropriate decisions regarding
people. This is why our information will be shared via emails
electronics, use of applications like WhatsApp, posters stuck on bulletin boards,
in the comprehensive briefing, etc., so that our employees are aware of the activities
that will be carried out during the day.

Human Resources Database

Recruits andselectionof personal

Training anddevelopmentof personal
Performance evaluation
Salary Administration
oRecordsand personnel control regarding failures, delays, disciplinary matters, etc.
Personnel statistics.
oHygieneand security
the respective head offices, etc.
 Human Resources Audit

With the audits that will be applied to the workers in the field of management itself.
These. The objectives of it have a knowledge of the human structure of the
company, the number of its components and their characteristics, performance evaluation and
of potential and the consequent actions related to it, and it is worth mentioning the analysis and description
of the existing job positions or roles in the company.

The audit will be applied in the following way in the company:

1. Audit of the administrative functions of human resources staff: The

the person in charge of the human resources department of the work must carry out a review
monthly regarding the paperwork of the workers if they meet the requirements
from our company.

2. Audits of the personnel functions of line managers:

A monthly review will be conducted by the department managers.
human resources (head office) to verify that the employees' papers or
workers are in complete order and if they meet the company's requirements.

3. The audit at the employee satisfaction level: we will focus on the requests
from the workers in the comprehensive talk where they express their viewpoints
through the needs that the work lacks, this will help us improve these shortcomings and
maintain a good coexistence during the workday regarding the part
administrative as well as the workforce.

Conclusion.

We can conclude that with the processes described, observed, and developed earlier, and
by keeping our workers trained, suitable for the specific functions that
Each one develops, we will maintain the company and the work will progress better.
regarding the human resources processes necessary for a company.