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Name : Amal Karunasena

Batch : 07
TOPIC: HIGH ENGINEERING STAFF TURNOVER AT CECB
Introduction to CECB
The Central Engineering Consultancy Bureau is a corporate body established in 1973 to
provide engineering consultancy services with a commitment to sustainable development.
The Bureau is a highly respected and well established institution with a solid long term
record in the planning and execution of projects. The Bureau has been at the forefront of
some of the largest development projects in Sri Lanka and is the premier consultancy
organization in Sri Lanka with a wide range of expertise in different engineering
disciplines. The Bureau was responsible for the design and supervision of all project
related infrastructure (access roads, bridges, buildings and water supply) associated with
the major hydropower and Irrigation projects.
Problem or opportunity
Engineering staff turnover has been a prolong issue for CECB. This has posed serious
issues for the bureau over the years. As a company that mainly focused on the projects,
suitable replacement for an experienced staff has been a huge problem.
Nature of Projects
Constructions projects are unique from one another. Each project progress in different
ways, from the design to constructions continuous involvement from the start to end is
always necessary for the success of the project.
Current Issue & Consequences
In a situation where the experienced staff leaves, new replacement would not have the in
depth knowledge of the project. Poor decision making by the novice Engineers can result
a clear profitable in to a loss. A novice engineers can pose problems such as poor designs,
extended lead times, etc. These would ultimately result in profit loses.

Theoretical Focus
Author will be focusing on the following areas in the effort of analysing the situation.
1

Management by objective

Since the designing, consultancy and construction in larger projects have wider area to be
covered. Ideally each area and their subdivisions should be assigned for separated
individual engineers. Yet in many project engineers being rotated proper goal or objective
where not clearly emphasized.
2

Change management
Management changes take places in most of the projects. Eg. ; Retirement of a
project director
Motivational Theories
Lack of motivation among the employees has been personnel experience of the
author during his stay at the bureau.

Stress management
Overwhelming workload has been widely discussed issue among the engineers.

Organizational Developments
Culture of the CECB have been widely debated among the engineers who were
joined with foreign experience and from multinational institutions. Development
of the organization is and identified issue from author personnel experience.

Research Methodology
1. Who is your target group?
Engineering with more than two years of experience in the bureau, who are still at
the company and who have left the company.
2. Population of this research?
CECB has 22 AGM unit, author will be selecting five random AGM units. From
unit 10 employees will be considered and another past 10 employees will be
considered.
3. What secondary data you are planning to use?
Secondary data collection involved literature review on the topic of employee
turnover and studying various employee turnover and retention models and
strategies. Various sources likebooks, online journals, review of existing research
papers on the subject and internet.
4. What primary data you need?

Questionnaire, company HR policy, etc


Recommendations

More focused HR policy towards engineers


Restructure organizational higherichy
Company Politics improvement
Improved leadership among managers