Measures to strengthen the management of construction workers?

What is the specific content of the Measures for Strengthening the Management of Construction Workers? Zhong Da Consulting will answer your questions below.

1 Current situation and existing problems of construction workers management in China 1. 1 Current situation The construction industry is the pillar industry of the national economy and shoulders the heavy responsibility of national capital construction. Construction workers are the main employees in the construction industry and undertake heavy construction tasks in the construction front line. Construction workers have provided human resources for the rapid development of the construction industry and made indelible contributions to the national economic construction. However, due to the lack of effective management mechanism for front-line construction workers in construction enterprises, labor disputes often occur, and many labor disputes cannot be resolved in time. The disputes gradually escalate into vicious incidents such as petitioning and blocking roads, which not only affects the development of construction enterprises themselves, but also hinders the rapid development of the construction industry and the construction of a harmonious society. How to establish an effective management system for construction workers, improve the quality of workers and reduce the occurrence of labor disputes is an urgent problem facing the government, industry and enterprises. As the direct manager of front-line construction workers, construction enterprises shoulder this heavy responsibility. The implementation of the new "Labor Contract Law" puts forward higher requirements for construction enterprises, prompting them to standardize and strengthen internal labor-related rules and regulations, and speeding up the construction of attendance, wage payment and rapid labor dispute resolution mechanisms for construction enterprises. 1.2 problems In the construction labor management market, which is dominated by construction workers, there are objectively some problems that need to be solved urgently. There are six main reasons: first, some project managers employ workers at will, and their management is chaotic, illegally transferring business risks, which seriously infringes on the legitimate rights and interests of construction workers and hinders the development of construction enterprises; Second, there is a serious shortage of vocational skills training for construction workers, and there are problems of inadequate organization and difficulty in organization. The low quality of employees directly brings hidden dangers to the safety and quality of engineering construction; Third, the construction personnel are huge, loose and disorderly, which brings difficulties to the management of construction enterprises and increases the risk of labor disputes; Fourth, some enterprises take the package as escrow, and lose control of subcontracting, which leads to out-of-control on site and frequent safety and quality accidents; Fifth, some subcontractors do not consider the construction of the team and the improvement of the quality of operators, but use a large number of low-priced and inexperienced construction personnel to make the best use of the difference in labor costs, and invest little or no in safety and quality, resulting in some project construction treading on thin ice. Sixth, frequent labor disputes have seriously hindered the development of enterprises and social harmony. 2. Overview of China's labor management achievements. In view of how to establish an effective management system for construction workers, improve the quality of workers and reduce the occurrence of labor disputes, all localities have tried their best to solve this problem. In particular, the competent department of construction industry has issued many effective management methods in the form of documents. For example, Tianjin Construction Committee, based on the principle of harmonious development, standardizes the management of labor and employment, and promotes and deepens the real-name management system of construction workers in the construction industry. They asked each project site to establish an electronic account of construction workers' attendance and an online uploading system of construction workers' registration and filing information in real-name registration system. Except for temporary employment, all construction units are required to sign labor contracts according to law. This system of Tianjin Construction Committee has further strengthened the wage payment guarantee mechanism of construction workers, improved the wage payment monitoring system of construction workers, and cracked down on malicious wage arrears of construction workers according to law. Zhuhai City and Shenzhen City in the south have implemented the Measures for the Administration of Safety Cards for Construction Workers, which requires all personnel who perform front-line operations and on-site management at the construction site, including construction workers, construction site managers and supervisors, to pass the examination, obtain a "safety card" and punch in the construction site with the safety card. Personnel who have not obtained the safety card are not allowed to enter the construction site. Construction enterprises and supervision enterprises shall not employ persons who have not obtained safety cards to enter the construction site; In addition, in recent years, the Building Management Bureau of Qingdao Construction Committee, which is responsible for the management of 200,000 construction workers, has also actively explored the management of construction workers according to the characteristics of construction workers under the new situation, established a system of rules and regulations, and embarked on a road from extensive to intensive, and from loose to standardized. The introduction of these policies by the administrative department shows that the competent department recognizes the importance of managing front-line construction personnel and has formulated measures for the problems existing in the management of front-line construction personnel at present. However, in practice, the direct executors of these policies are construction enterprises. Only when construction enterprises truly realize the importance of front-line construction workers management will they make great efforts to solve this problem. Otherwise, it will only be supervised by policies and will not be implemented. Construction enterprises will only deal with superiors, and these policies will only be a dead letter. It can be seen that it is far from enough to rely only on the documents of the administrative department for the management of frontline construction personnel. The key is that construction enterprises should formulate a set of effective management methods for construction personnel according to their own characteristics. 3 How to establish an effective labor management method Xiamen Jian 'an Group Co., Ltd., where the author works, is a first-class national housing construction general contracting enterprise and a first-class municipal public works general contracting enterprise. In the process of construction, it is often plagued by labor disputes such as wage payment and work-related injury claims. In vivid dispute cases, the company's labor department realized that the key to solving labor disputes is to prevent disputes and strengthen basic management. According to the actual situation and labor management regulations, the company deeply analyzed the characteristics of front-line construction workers, and formulated a set of effective management measures for the attendance, salary payment, labor protection, labor contract and safety skill training of front-line construction workers. In practice, it has played a good management role in standardizing employment and avoiding labor disputes. 3. 1 standardize the employment behavior of enterprises and adhere to real-name system management 3. 1 1 adopting real-name system management in construction site is an important basic work of employment management in construction industry. The labor department of the company started with the system and formulated the attendance system. First of all, it is necessary to control the employment well, and require any professional team leader to carefully examine his documents when recruiting construction services, and not to use construction personnel with incomplete documents. All new workers should provide copies and photos of valid legal ID cards to the Project Department. According to the information provided by the workers, the labor administrator of the project department will manage the attendance magnetic card within 3 working days. After the attendance magnetic card is completed, the team leader is responsible for informing them to get the card from the labor administrator of the project department and sign it, and start using the magnetic card for attendance. Punch time is determined by the project department according to the engineering situation. If the workers leave or change halfway, the team leader should report to the project department one day in advance and go through the formalities of cancellation or registration of labor services. Temporary workers and workers who didn't get the magnetic card signed attendance at the sign-in desk. A temporary worker took a photo stub in front of the camera. In addition, the team leader should check the attendance of the workers in his team and submit the attendance sheet to the project department on June 1 day every month. The labor administrator of the project department is responsible for checking the attendance sheet. If the check is consistent, the team leader should sign the attendance sheet for confirmation. In case of inconsistency, the reasons shall be searched again, and the team leader shall sign for confirmation after verification. Punching records and attendance certificates will be used as the basis for monthly salary payment. Punching in attendance accurately grasps the entry and exit of construction workers, and then combines computer management means to improve the management level of real-name system and realize data and dynamic management. 3. 12 Secondly, in order to ensure that workers can receive wages in full and on time, the company has specially formulated a wage distribution management system. After the workers enter the site, the team leader shall provide the daily wages of the workers to the project department, and the piece-rate wages shall be calculated according to the actual quantities verified by the project builder. The team leader shall calculate the wages of the workers according to the checked attendance sheet (if the wages are calculated by piece rate, they shall be charged separately), and submit them to the project department before the 8th of each month after signing for confirmation, and the labor administrator of the project department shall post a notice after checking them. Workers who have objections to wages must raise them within three days after publicity. If they don't raise the salary, it will be deemed that they agree to the salary amount. The project department posted the time and place of each team's salary. When paying wages, the laborer holds an ID card to receive wages, and signs and prints the salary slip. Individual workers must leave before the stipulated pay day, and the team leader must inform the project department one day in advance, and pay wages three days later. The wage payment management system can accurately grasp the labor settlement and wage payment of construction workers. 3. 13 The employee must sign a wage settlement commitment letter when he leaves his job. At the same time, when the employee signs the attendance card, it means signing a labor contract. After the expiration of the labor contract, the settlement of labor wages and the completion of engineering tasks, the labor relationship will automatically terminate. 3.2 adhere to the construction team leader (team leader) credit filing system. Construction team leader is the key personnel of team management, and enterprises should take effective measures to prevent construction team leaders with poor credit evaluation from entering the construction site. Construction enterprises carry out credit assessment and evaluation on their own, establish a list of qualified construction teams, establish a list of qualified enterprises in the group, give full play to the role of the group in using the established teams, and reduce and eliminate irregular employment and illegal employment behaviors through institutionalized management. First of all, it is necessary to strictly implement the approval system for enterprises to use the construction team and the credit rating evaluation system at the end of the year, and use the system to control the employment of enterprises; Secondly, priority should be given to the use of reputable construction teams, and construction general contracting enterprises should establish long-term strategic partnership with reputable labor service enterprises. Thirdly, we must resolutely put an end to the construction team with poor industry credit evaluation or no industry and enterprise credit evaluation. 4. Key Issues to be Solved in Effective Labor Management 4. 1 Take the project as the axis and the system as the starting point, strengthen the integrated management of migrant workers, standardize the employment of enterprises, and enhance the corporate image. In view of the phenomenon that construction workers like to do odd jobs in various construction sites, construction enterprises carry out attendance system at construction sites, allow front-line construction workers to punch in, and adopt attendance system to standardize enterprise employment management, which also protects the rights and interests of construction workers more clearly. At the same time, the basic starting point of strengthening the integrated management of construction personnel with the project as the axis is realized, and subcontracting is brought into the enterprise management system, which really strengthens the control of enterprises on the first line of construction production. On the one hand, the management of construction workers should be strict and semi-militarized. The work and rest system of migrant workers must be compulsory according to relevant laws and regulations. On the other hand, the management of migrant workers should reflect the human touch everywhere. Create a beautiful environment, complete living facilities, clean and civilized, warm and harmonious home for migrant workers in the project department. Enhance corporate image. 4.2 Industrial injury and wage disputes distinguish the responsibilities of enterprises. Construction workers are more flexible in employment. Sometimes when there is no work on this site, they may go to other nearby sites for part-time jobs, but this also causes inconvenience in management, and even it is difficult to determine which construction enterprise is responsible in the event of an accident. In order to standardize management and have evidence to distinguish responsibility when an accident occurs, the company's employees came up with a way to punch in. With the punch card machine, workers will have clear records when they leave the construction site, so that construction enterprises can grasp the situation of workers' entry, exit and flow and avoid losses caused by poor management. 4.3 The construction enterprise can monitor the wage payment of each project. Some of the hard-earned wages of construction workers are often withheld by team leaders or managers, or some team leaders don't pay the workers at all after receiving the money. The establishment of wage distribution management system ensures that wages are really paid to construction workers. And publicize the actual amount of wages paid at the construction site to ensure the fairness and authenticity of wages. Construction enterprises can also set up publicity columns for migrant workers' rights protection in all projects, so that migrant workers can feel at ease, feel at ease and have a sense of belonging. In order to ensure that management is not out of shape, construction enterprises will also implement a monthly salary monitoring system. Collect and analyze the wage information of construction workers every month, and form the wage payment monitoring information of each construction worker and project. Deal with arrears of wages in time. Because the promotion of this system standardizes employment management, it is feasible to organize labor competition between subcontracting management and operation, which can commend outstanding subcontracting teams and individuals. And through the time limit for a project award, quality award, material saving award and civilized construction site award, it reflects its orientation of high quality and good price. At the same time, at the end of each year, 10% subcontractors whose management is not up to standard will be eliminated. In addition, it will also absorb 20% qualified subcontracting teams and teams that have passed the audit management standards. The operation of this incentive and elimination mechanism makes the construction personnel clearly see what to do and what not to do, and the quality and safety of the project will naturally improve. 4.4 Strong operability and low cost. It has strong operability for every link of employee attendance, salary distribution and labor contract signing. Moreover, the cost of hardware facilities such as punching, monitoring, attendance card, card holder and computer used in actual operation is low, and there is not much increase in management cost. However, in practice, it has a good management effect on standardizing employment and avoiding labor disputes, and has strong operability. And front-line workers also recognize the standardized management of the company. Under such management, they are more secure and truly achieve the effect of small expenses and big gains. 4.5 Let the advanced corporate culture of construction enterprises penetrate into the building. On the basis of standardizing employment, construction enterprises can set up amateur schools for migrant workers in various projects. Through the carrier of amateur school for migrant workers, we can achieve the purpose of educating and training construction workers, meet many requirements of project management, and achieve mutual benefit and win-win on the basis of ensuring the realization of enterprise goals.

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