HR Strategy and Workforce Planning for Construction and Real Estate
How many people, in which roles, by when — and what they will cost.
What this looks like in construction and real estate
The parts of hr strategy and workforce planning that are specific to this sector, rather than general.
Project Manpower Planning
People planned against the schedule, not the budget line.
What this coversHide
Project Manpower Planning
People planned against the schedule, not the budget line.
What this coversHide- Manpower against project schedule
- Role requirements by project phase
- Mobilisation plan
- Demobilisation plan
- Redeployment between projects
- Peak-requirement planning
- Skill requirements by trade
- Contractor vs own staff mix
- How many people does this phase need?
- When do they mobilise and demobilise?
- Where do they go when this project ends?
Project HR Dashboard
Headcount and cost, by project.
What this coversHide
Project HR Dashboard
Headcount and cost, by project.
What this coversHide- Headcount by project and site
- Own staff vs contractor
- Staffing against schedule
- Attendance and absenteeism
- Overtime cost
- Employee cost by project
- Open vacancies
- Attrition by project
- Safety incidents
- Contractor compliance status
- Sales-team productivity
The general method — what hr strategy and workforce planning covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr strategy and workforce planning page. What is above is the part that differs for construction and real estate.
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for construction and real estate, or another industry.