Calendar
Details
Demographics
Training Descriptions
Induction – Helpers (Kenyan, New) || New Employee Induction
Staff Induction
GCC History , current projects and divisions
Presentation and video on the Training Centre
Tour of Training Centre
Personal introduction includes previous construction experience and any trade skills or interests.
The purpose is also to identify men, who would benefit from skill training. It is also purported to bridge shortage of skilled manpower to a minimum level of semi-skilled level.
Employee Grading
An Employee Grading system which could be put centrally accessible. The need is to cover the complete organization.
All employees would be covered over a period of 18 – 24 months. Training is being extended in batches of 15 – 20 workmen so that there is no sudden shortfall of workmen at the sites.
All the employees would be graded on the following dimensions:
Skills – Maximum of 3 practical activities in own trade including mandatory use of Power tools
Planning the activity /Methodology of setting up work place and begin activity
Productivity and Housekeeping
Quality Check
Minimizing material wastage and adherence to Best Practices
Tools and trade knowledge questions
During the course of the employee is also interviewed to gather other relevant information like relevant experience in own and other trades.
The end objective is to create a skill inventory. This would be centrally accessible. It would help in matching each individual employee skill sets to suitable work – right workman in the right place, Always! This would lead to increased workplace satisfaction levels.
Helpers Trade Test
This is a test conducted on Helpers – only those who have requested to be upgraded to a Tradesperson.
The test is conducted in three different states – the physical, mental and the psychological state of the employee. The Helpers would be evaluated on the basis of the Trade they are recommended for. They would be marked against established internal benchmarks.
The battery of tests include all of the following:
Recruits Skills Test & Induction
These tests are applied on newly recruited Tradespersons to overcome the limitation of the ability to rate a Tradesperson fully during the talent acquisition process. The newly recruited Tradespersons are not only introduced to GCC but also are administered a half day skill test – similar to Employee Grading.
The contents of this program are:
1. Induction -An introduction to GCC along with code of conduct on the site.
2. Skills Test –Skill grading of the recruits over half a day..
3. Training – Half day of exposure to GCC Standards and expectations..
4. Interview – A personal interview is towards gathering trade experience, previous work experience and other useful information.
Points are awarded for each test and finally they are graded as:
Bad
Beginner
Average
Good
Very good.
During the course of this engagement, further training needs can also be identified.
Staff Productivity Training
On the instructions of the General Manager and Operations Manager a course targeting mid-level site staff is designed. It includes:
Foremen –all
Junior Engineer
Site Engineer
This is in-line with the practices in other organizations globally providing for employees to hone and improve their skills and knowledge. The course would be further detailed in the next few weeks. The courses will include the following areas of work:
Productivity: Ability to produce higher work per workman deployed while adhering to all other specifications and safety norms
Attitude: A positive attitude towards work and fellow workers
Planning : Higher planning ability to deliver quality
Documentation on site processes (recording delay etc.): Maintaining all relevant documentation on site to meet and exceed the quality norms
Time management : Ability to plan various aspects of work and workforce
Delegation: Ability to effectively delegate tasks to ensure higher productivity at an individual and personal level
Motivation: Maintaining high levels of personal and team motivation
Workshops – for sharing knowledge and experience
These programs are designed for audience from different projects. This will help further cultural uniformity and integration. This approach would help sharing experiences across the organization and also allow for building strong interpersonal networks and relationships across teams.
The first session included a break down on the inputs and outputs of productivity, what influences productivity. This was done to lead into a session on planning, which was done to lead into the main topic of the day – an introduction and outline of the CCS software.
Scaffolding Training
The program comprised of:
1. A three day Basic Scaffolding Training (conducted internally.)
2. Third Party Training and Testing Certification by VELOSI – authorized assessors and training providers.
Training Centre Development Activities
Carpenter-Shuttering – 1,
Carpenter Gypsum- 1,
Mason-2,
Mason Marble-1,
Helper-1
Assisting in Employee Grading, Training employees in respective trades
Stores Maintenance
Necessary Housekeeping, Material Shifting
Preparation of new area, levelling for Scaffolding Training
Mess hall wallpaper work
IT Cabin exterior Painting
Various Site Visits with Michael, Production Superintendent
Appendix
Training Photos
List of Participants
“Our vision is to install a sense of personal and professional pride into the men so that working for GCC is something they can be proud of “
“PRIDE AT WORK”
Photos
List of Attendees
Recruits Skill Test Attendees
Employee Grading Attendees
PRIDE AT WORK
