BAU Management Services is an independent Consultancy providing
construction & project management services to clients on a personal
& individual basis.
We were formed by like minded individuals with experience from many sectors
of the construction industry to manage the development, design and construction
process from project inception to post completion.
The companies name heralds from our desire to build, & enable our clients,
bau management, project management services, project support office,
planning supervision, custom programming, e-procurement solution, pfi project
management, equipment procurement, financial control, value engineering, design
management, cdm regulations BAU Management Services is an independent Consultancy providing construction
and project management services. Services include: Project Management, Project
Support, Planning Supervision, Programming, e-procurement and PFI/PPP Management.
Human Resource Management, management strategy emphasizing the individual employee
as against collective relations between management and labour. Human resource
management (HRM) involves management relying less on hierarchy, instruction,
and command; and, instead, becoming more participative and open. The aim is
to promote cooperative relations between management and employees and to avoid
the often adversarial behaviour associated with traditional industrial relations.
Where HRM is successful, the employees will be committed to the long-term e-procurement
solution future of their organization and this, in turn, will help
the organization adapt to competitive pressures. HRM requires a package of measures
including: employee involvement; relating pay to performance; care with selection
and training and fair treatment of employees; and the dovetailing of personnel
matters with other company policies such as production, marketing, and sales.
Many organizations have one or a few of these elements but very few operate
the whole package so fully fledged custom programming
HRM remains an unusual management style. HRM is not confined to any equipment
procurement one sector. Companies operating HRM policies include not
just IBM and Marks Spencer but also McDonalds. Some public sector organizations,
such as British Gas, are inching their way towards this style. There are three
basic styles of employee-management relations. Traditionally, collective bargaining,
where pay and design management conditions of employment are
negotiated jointly between management and unions, has been the norm, but the
coverage of such collectivism has been crumbling across the world. Secondly,
in place of collective bargaining some organizations operate b or weak
forms of HRM. financial control However, even more workplaces
are authoritarian the third pfi project management basic
style characterized by managerial prerogative, with no trade union and
no HRM. Employee involvement requires providing employees with much more information
than previously and consulting them more about the operation of the workplace.
The key is two-way communication. Mere team briefings or cascading information
down the management chain are not enough. Proper employee involvement means
problem-solving groups such as quality circles, and regular meetings between
top management and employees. planning supervision Such communications
emphasize the importance of quality control for the goods and services provided
by the organization. Employee involvement permits the company to draw fully
on the untapped knowledge, skills, and initiative of its employees. In this
way, a high-trust relationship is fostered between management and labour. Making
pay contingent on performance is the second element of HRM. Instead of a common
rate for the job, as happens with collective bargaining, pay varies project
support office according to the performance of the individual and of
the firm. Employees are appraised and awarded individual performance-related
pay. Profit-sharing and employee share schemes ensure that pay is also linked
to the fortunes of the company. cdm regulations Under profit
sharing a pay bonus is awarded according to the financial performance of the
company. Employee share schemes provide some compensation in the form of shares
which must be held for some years in the future. These help bind the project
management services employee to the company. Both profit sharing and
employee share schemes mean that the company's workers are sharing both some
of the risks and the benefits of the operation of the company with its owners.
Organizations operating HRM policies devote resources to staff recruitment,
selection, appraisal, training, and development. They are particularly keen
to employ individuals value engineering who can operate flexibly
and adapt to different tasks as opposed to keeping to bau management
rigidly defined job demarcations. They must also be able to adapt to rapidly
changing work arrangements such as annualized hours. These organizations would
expect to eliminate old-fashioned hierarchies between white collar and blue
collar workers. Employees would be treated similarly regarding method of payment,
recording starting and finishing times, and subsidized meals.
