Construction is the process that involves different tasks all aimed at the development of a building. For a house to be developed to the required standards, there must be a detailed plan that stipulates all the structural details and how they should be attained using proper construction methodologies. It is essential to mention that generally, construction involves the collaboration of multiple professions (David, 2016). The head of the project is normally the project manager while a design engineer, construction manager, construction engineer, and the architect supervises the project, as it reaches different levels of completion. The professionals involved with the design of the building and its execution must consider other factors and requirements that are very important in construction. These factors and conditions include the impact the project will have on the environmental, scheduling, zoning, budgeting, availability materials, construction-site safety, transportation of building materials, and any inconvenience caused to the public by construction, logistics, and bidding.
In this case study, the project involves the construction of a building, where the owners and the project manager have to construct a silo matrix that will be able to determine the competency of the six core employees (David, 2016). A silo matrix is an essential tool, as it enables a project manager to know the competencies of each of their employees and the roles or tasks they can accomplish successfully and efficiently. In addition, this tool plays a vital role in skill transfer from one employee to another. Using a silo matrix tool, project managers can understand their employees well and know the ones that can mentor other employees to help them perfect their skills at the workplace.
For a team to perform well and attain the set goals and objective, project managers have to ensure they have recruited individuals with the required skills and experience to accomplish their duties effectively. This project will involve five core players who will have the capacity to perform different tasks to ensure that the project is completed effectively.
Employee one (John Smith)
Employee number one in the silo matrix is known as John Smith and he has been with this team for eight months now. He is actively learning to work on three areas that include plumbing, windows, and doors. Mr. Smith is working independently on electrical, flooring, insulation, and roofing. He can work on these areas without being supervised by his superiors and he would not be expected to make any errors.
Employee two (Johnston Mike)
Johnston Mike is employee two in the silo matrix and he is one of the oldest members of the team. Mr. Mike has been with this team for the last six years and he has been involved in the successful completion of 25 construction projects in his time with the team. He is an expert in all silo areas he works in. The only area he does not work in is the insulation area. He has also been chosen to mentor the new team members who have not mastered their skills.
Employee Three (Stephen Simon)
Mr. Simon has been in this team for the last five years and he is considered one of the best team members in terms of hard work, dedication, and ability to accomplish his tasks effectively and with the minimal number of errors (Harmelink, 2018). He is a good team member who values teamwork. He has been chosen by the project manager to mentor other team players in silos such as electrical, flooring, insulation, roofing, and doors. He is an expert in these areas, and he has completed about 23 construction projects since he joined this team. He works actively in plumbing and does not work in windows.
Employee four (Jacinta Ruth)
Miss. Ruth has been with this team for six months now and she is still learning her trade in the construction industry. She is working independently on silos such as electrical, flooring, insulation, roofing, and windows (Harmelink, 2018). She is actively learning under the leadership of Mike and Simon on plumbing and doors. She is a valuable member of the team, and it is projected that she will be an expert team member in the next six months.
Employee Five (Francis Adolf)
Mr. Adolf has been with this construction team for about four months now. He is still a novice and he is learning on the job. Most of the employees, especially Johnston Mike and Stephen Simon have been tasked with the duty of guiding Mr. Adolf in his work and ensure that he learns all the necessary skills that he requires in all the silo segments. Other employees are required to supervise him constantly when he is working. However, the project manager considers Mr. Adolf, a very risky employee when it comes to working in the electrical area, so he is not allowed to work on anything that involves electrical and electricity.
From the silo matrix colors, it is clear that this is a very competent team and it can accomplish its duties efficiently and with fewer errors. The most competent team member is employee number six, who has been in the team for the last six years. In these years, he has been able to gain the required experience and skills in the construction industry. He can work with other team members to accomplish the objectives of each project (Furman, 2016).
For this reason, it is important for the project manager to choose employee number two to become the mentor of employee number one, four, and five. The employee is not conversant with insulation and for this reason; it is not right for him to be tasked with the responsibility of mentoring the others in an area he is not confident in. This area should be taken over by employee three who is useful at working on insulating systems in any construction building (Harmelink, 2018). Employee number three should be charged with the responsibility of training and mentoring all the other employees in this segment of the project to ensure that they learn how to work on any insulating system.
Horizontal analysis of the silo matrix shows that the different employees have different capabilities in different segments or departments of the project. For example, Employee five is a risky employee if he is left to work on the electrical segment of the project. For this reason, it would be very prudent for the project manager and team leader to ensure the employee does not work on this segment of the project. This will play a major role in reducing the risks involved (Blazejowski, 2016). Employee two and employee three should not be allowed to work on the insulating and windows segments of the project because they are not competent enough to accomplish the objectives required in these two parts of the project. Employee five is not competent in all the areas of the project, and for this reason, it is essential for them to work under constant supervision from the senior members of the team. This will play a major role in ensuring that the risk is minimized.
Application of the silo matrix
From the above discussion, it is evident that a silo matrix is a tool that can help project managers manage their projects more efficiently by knowing the ability of their team members. This is important in that it enables them to know the responsibilities and the tasks they can assign each team member to reduce risks involved and ensure that the objectives of the projects are attained (David, 2016). Additionally, there are some drawbacks in using the silo matrix tool as a way of transferring skills from one employee to another. For instance, even though the tool can identify the skills possessed by each employee, it does not measure or determine the ability employees have to teach or transfer their knowledge to their colleagues (Blazejowski, 2016). An employee may be skilled and able to perform different functions within a project but the employee may lack teaching ability (Blazejowski, 2016). This may render this tool inefficient in on job training practices.
One can state that the silo matrix will play a major role in this construction project. The tool has many benefits that can be used by project managers to manage their employees and assign tasks according to each team member’s capability. This would ensure that the project is completed efficiently.
Blazejowski, K. (2016). Stone Matrix Asphalt: Theory and Practice. New York, NY: Berrett
David, N. (2016). Performance and agency and silo Matrix in project management: London,
Furman, J. (2016). The Project Management Answer Book. New York, NY: Berrett-Koehler
Harmelink, D. (2018). Demonstration of the Placement of Stone Matrix Asphalt in Colorado.
London, UK: Archaeopress.
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