Without regard to race, colour, gender, religion, sexual orientation, gender identity, national origin, age, non-disqualifying status, or disability, these are the core values of our HR policy.

In our company, human resources management includes all of the steps required to hire and manage people within an organisation. While many basic HR roles and responsibilities in construction are similar to those in other industries, the way human resources fulfils those responsibilities can sometimes be different. Here’s a quick rundown: We are pioneers in introducing female staff for marketing, carpentry, and other positions in Chitral and Gilgit Baltistan.

• Forecasting—Since construction is often project-based, the duties and responsibilities of the HR manager include collaborating with construction managers, project managers, contractors, and others to identify and document each project’s roles and responsibilities, as well as detail the end-to-end processes required on a project (or series of projects) to determine labour needs.
• Hiring—For each project, HR professionals seek and recruit qualified, experienced applicants with the necessary skills. Because construction work includes many specialised jobs, the talent pool for such jobs may be quite small. Many large projects or projects subsidised by the government are required to hire union labour or pay non-union workers union wages.

Training—HR departments ensure that employees are properly trained and licenced to perform the required tasks, use the necessary equipment, and meet any unique requirements of their construction projects. We have trained more than 100 people in offices and businesses. Along with this, various workers have been trained in carpentry and other skills.

• Compensation and benefits plans—HR helps their organisation offer competitive pay and benefits. For example, HR can research and recommend healthcare plans, which are especially important to construction workers whose livelihood depends on their health.
• Worker safety—Worker safety is a key concern in construction because accidents and injuries are so common. HR needs to make sure their company has all appropriate safety precautions in place and that workers follow them.
• Employee retention—HR department has developed incentives to keep them working until the project is finished and help them want to stay with the company for future projects.
• Compliance—HR professionals must stay up-to-date on the myriad safety regulations that apply to the construction industry and keep their organisations in compliance.

Types of staff

Amjad Hayat has been working at Ghonsla since 2017. He is a hard worker and the most innovative artisan in the construction industry.

Cadetship Programme 

Ghonsla offers a cadetship programme for those wishing to pursue a career in construction management. 

We look for cadets who have completed an associate degree or degree in a construction-related field, or are studying for a relevant qualification. We also consider applications from staff members who seek to develop their skill-based training programme.

Vacancies in our sought-after cadetship programme are advertised on Ghonsla’s website as they become available.

Internship Programme 

In Ghonsla, there is a dynamic type of internship programme. Ghonsla offers different types of internship training to her trainees. 

If you want to be a part of our company, send your CV to this email ghonslaconstruction@gmail.com