CONSTRUCTION PRE PLANNING

THE PRE PLANNING STAGE ESTABLISHES AND DETERMINE THE DIRECTION AND SUCCESS OF ANY
CONSTRUCTION PROJECT

BASIC RULES FOR CONSTRUCTION:

1. START BEFORE AND START EARLY

2. MAKE A JOB BREAKDOWN INTO COMPONENTS
3. CONSTRUCTION DOCUMENTS ARE THERE FOR YOUR PERUSAL
4. TAKE ADVANTAGE OF NEW TOOLS WHICH HAVE DEMONSTRATED IN SAVING RESOURCES

LEAD TIME-GIVES YOU AN ALLOWANCE FOR PRE PLANNING

PLANNING FUNCTIONS

BASIC DIMENSIONS OF PLANNING

1. PLANNING IS A PHILOSOPHY

-LOOKING AHEAD IS A WAY OF THINKING, A CONCERN ABOUT THE FUTURE EFFECTS OF TODAY’S
ACTION.

-PLANNING INVOLVES A STATE OF MIND THAT RECOGNIZES THE NEED FOR ORDERLINESS AND
VALUE OF DIRECTION

2. PLANNING IS INTEGRATION

-BOTH LONG AND SHORT RANGE PLANS PROVIDES A UNIFIED STRUCTURE TO GIVE PURPOSE TO THE
ORGANIZATIONAL UNITS INVOLVED.

3. PLANNING IS A PROCESS

--GOALS AND OBECTIVES ARE THE MOST OBVIOUS CONSEQUENCES OF THE PLANNING PROCESS

-STRATEGY THAT DEFINES

PROJECT CONSTRUCTION MANAGEMENT

-PROJECT CPMSTRUCTION MANAGEMENT DIFFERS FROM MANAGEMENT OF MORE TRADITIONAL

ACTIVITIES. IS A UNIQUE ONE TIME OPERATION WITH ONE MAJOR OBJECTIVE TO ACCOMPLISH A
SPECIFIED TASK IN A LIMITED TME FRAMEWORK

THE MAIN FEATURE IN PROJECT CONSTRUCTION IS THE PROJECT MANAGER WHO OVERSEES A
VARIETY OF OPERATIONS THAT INVOLVES REPETITIVE ACTIVITIES.

LD- LIQUIDATED DAMAGES

 -PENALTIES FOR DELAYED WORK

PROJECT CONSTRUCTION ANAGER

-BEARS THE ULTIMATE RESPONSIBILITY FOR THE SUCCESS OF THE PROJECT

-THE CENTRAL FIGURE IN A PROJECT

GENERALLY, CONSTRUCTION PROJECTS HAVE SOME ELEMENTS IN COMMON. THERE ARE

PROBLEMS OF PLANNING AND COORDINATING PROJECT ACTIVITIES WHICH CAN BE QUITE
FORMIDABLE FOR LARGE PROJECTS, WHICH TYPICALLY HAVE HUNDREDS OR EVEN THOUSANDS OF
ACTIVITIES.

THE PROJECT MANAGER’S MISSION IS TO PLAN, COORDINATE, CONTROL AND ACCOMPLISH

ES EF ES-EARLY START EF-EARLY FINISH LS-LATE START- LF-LATE FINISH SL-SLACK

LS SL LF SL=LS-ES OR LF-EF

Finals

LABOR MANAGEMENT RELATIONS

Labor relations

The policies of the state on labor relations as amended to the new constitution are reiterated in the
labor code

“The state shall afford protection of labor, promote full employment, ensure equal work opportunities
regardless of gender, race or creed, and regulate the relations between workers and employers. The
state shall assure the rights of workers to self-organization, collective bargaining, security of tenure, and
just humane conditions of work.”

Collective bargaining agreement (CBA)- give and take agreement of employee and employer, rectified
every five years (5 years).

Union- group of workers that protect the workers’ rights

Labor relations occupies an increasingly large part of the line supervisor’s time. Before, under individual
bargaining, each employee made his own arrangement regarding wages, hours and working conditions.
The bargaining is fat often simply accepting the employer’s term.

Today, collective bargaining takes much more time, especially with giant employers and unions clashing

Labor Unions
They have become a vital factor in the commercial and industrial life. One of the policies of our nation is
to encourage the formation of labor unions.

Definition of terms:

 Administrator
 Association
 Bargaining representative
 Company union
 Contracting partner
 Contract worker
 Employer
 Labor organization
 Legitimate labor organization
 NLRC

(Research on the definition of terms, dwell on definitions in terms of construction)

4 strategies for good labor management relations

1. Establishment of policy and philosophy of labor management cooperation

 Acceptance
 Emphasis
 Awareness of basic obligations
 It should represent (unions, employees)
 Guaranteed productivity
2. Establishment of a realistic personnel program
 Communication
 Organization
 Career development and training
 Job satisfaction
 Equipment/facilities
 Methods and procedures of work flow
 Work measurement, scheduling, staffing
 Compensation and benefits
3. Good supervisor-subordinate relationship
4. Abide by the CBA – collective bargaining agreement is a process whereby representatives of
both the labor union and employer or management meet for the purpose of arriving at an
agreement regarding the terms and conditions of employment.

Grievances and complaints

Grievances- any real or imagined feeling of personal injustice that an employee has about the
employment relationship.

Grievance is also referred to as any complaint regarding the terms and conditions of employment of a
formal dispute that is brought to the attention of either the management or the labor union for
settlement in a unionized organization.

Complaint- is referred to any dissatisfaction on the part of an employee that is work related in an
organization unionized.

Grievance arises when employees’ morale is low and when frustration and discontentment is prevalent
among personnel due to poor supervision or to unfair management practices.

1. Violation of agreement
2. Vague provisions of the CBA
3. Unfair treatment
4. Violation of laws or codes on health, labor and or safety
5. Faulty supervision

Strike- defined as compromising not only of concerted work stoppages, but also of slowdowns, mass
leaves, sit-downs, attempts to damage, destroy or sabotage, plant equipment and facilities and similar
activities. It is the temporary refusal of employees to work pending settlement of a labor dispute.
(employees)

Lockout- comprises shutdown or the suspension or the cessation of business operations (management)

Why unions do a strike:

1. Recognition of the organization

2. Pressure to the management
3. Protests actions taken by the employer
4. Pressure on union demands
5. Challenge the right of another union vying for recognition