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The Construction Industy
We can Solve This!
Problem 1
Fuzzy Goals and Low Motivation
Many employees work without a clear set of goals in mind. Some employees may think they are working towards corporate goals, but they are in fact not aligned, leading to waste. These employees lose sight of their work and motivation.
Solutions 1
Regular Assessment Meetings
In one to one interviews, supervisors and subordinates can speak freely, set goals together, increase their motivation to achieve their goals and promote growth. You can hold regular meetings with your employees and review them regularly. beepHR can keep a record of these meetings so you can notice any changes. You can also use them to establish and follow up on future goals.
Problem 2
Personnel Evaluations are Influenced by Personal Preference
CEOs and supervisors evaluate employees based on their likes and dislikes, leading to unfair employee evaluations. The goal of an evaluation is to access employees who achieve results and work hard, but this is limited by a perception-based evaluation system.

Solution 2
Qualitative/Quantitative and 360-Degree Assessments Eliminate Inequities
Qualitative and quantitative evaluations are performed by multiple supervisors, while 360-degree evaluation uses various employees, including subordinates and colleagues. This allows companies to break away from an old fashioned corporate organizational system. By having multiple employees evaluate their performance, the person being evaluated can gain a sense of acceptance and eliminate inequities.
Examples of Construction Industry Usage
Using Interview Records
One-to-One Assessments
STEP 1
Create a rating sheet
Once the HR manager creates an evaluation sheet for recording the interview, they will set the implementation period, determine the evaluators and evaluees and then distribute the sheets. The content of the interview can be recorded.
STEP 2
Record comments
The evaluator can also comment on the meeting record.
STEP 3
Examine past records
The content from past meetings can be reviewed.
Using a 360-Degree Assessment
360-Degree Assessments
STEP 1
Create a grading sheet
The HR manager can start the evaluation by creating a 360-degree assessment sheet, specifying the period of time, and selecting assessors and assessees. They can be set up freely, so colleagues and subordinates can evaluate each other and their supervisors.
STEP 2
Check the rating
The results of the assessment are divided into multiple categories (knowledge, interpersonal skills, judgment, etc.) and displayed on a radar chart.
STEP 3
Assessor confirms
By looking at the results of your self-evaluation and the results of your peers' evaluations, you can see the gaps you need to fill.
STEP 4
Understanding Employee Characteristics
The radar chart allows you to identify employee characteristics and task them with the appropriate jobs.
Using a Grading Sheet
Qualitative and Quantitative Evaluations
STEP 1
Create a grading sheet
HR can create qualitative and quantitative evaluation sheets for each position. For example, sales staff can use evaluation sheets for "sales performance" and "customer satisfaction", while construction workers can prepare evaluation sheets for "safety management", "quality control", "process control", etc.
STEP 2
Set goals and indicators
HR personnelcan think of the evaluation criteria in advance, add them to the sheet, set up the evaluators and the persons to be evaluated, and the sheet will be distributed automatically. Staff in the field can also enter indicators.
STEP 3
Assessment
Receive ratings (1-10 ) and comments from multiple raters during the evaluation period. After the evaluation, there is no need to tally the scores manually; the ratings received from each rater are automatically calculated.
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