The document provides information about Zerholdings Sdn. Bhd., a property development company in Malaysia. It details the company's board of directors, vision, missions, goals, organizational structure, and training programs. The company aims to be a widely recognized property developer through delivering high quality projects on schedule. It has short term goals of minimizing employee turnover and long term goals of increasing capital to RM500 million within 15 years. The company uses a functional organizational structure with departments for projects, finance, sales and marketing. It also provides training such as an apprenticeship program to help employees learn and develop skills.
This document describes SILQ Sdn Bhd, a property development company in Malaysia. It provides information on the company's vision, mission, goals, leadership, organizational structure, departments, and training courses. The company aims to be an internationally admired property developer. It has short term goals of providing affordable housing and long term goals of achieving high revenue and expanding overseas. The document outlines the roles and responsibilities of different management levels and departments within the company's hierarchical structure. It also describes an occupational health and safety training course provided to employees.
This document provides an overview of a construction company. It includes:
1) The company was founded in 2016 and has 10 years of construction experience. It aims to be a world-class builder through high quality work and integrated services.
2) The company's missions are to meet client needs with high standard services, develop as a leading Malaysian construction firm, and provide a rewarding work environment for staff.
3) Short term goals are training staff, on-time projects, and gaining more business. Long term goals include expanding internationally and achieving a good reputation in Malaysia.
This document provides information about Sunshine Sdn. Bhd., a company formed by 6 individuals with experience in the construction industry. It focuses on property development and construction, with its headquarters in Malacca City. The company aims to develop hotels and renovate existing buildings. Sections include the company's vision, mission, goals, organizational culture and structure. Job roles and responsibilities are outlined for various positions from top managers to first line managers in the hotel and property departments. Training and development programs like courses and seminars are also mentioned.
The document provides information about Platform Company, a start-up property development company in Johor Bahru, Malaysia. It summarizes the company's executive summary, background, vision, mission, short and long term goals, organization structure, and key job roles. Platform Company was founded in 2016 by 5 professionals with 10 years of experience in construction. The company aims to provide quality housing and plans to expand regionally and internationally over the long term.
This document provides a strategic proposal for ZENVIRON Construction Sdn. Bhd. It includes details about the company profile such as background, vision, mission, goals and organizational chart. It also discusses talent development with sections on selection criteria, training plans and management trainee selection process. Finally, it covers technology leverage including information management systems like balanced scorecards and databases as well as information technology applications such as Building Information Modelling software. The proposal outlines ZENVIRON's strategic focus on people, processes and technology.
Management Science - Forming a Company SlidesPang Shuen
This document outlines the details of a proposed property development company, including its mission, goals, organizational structure, and human resources plans. The company aims to become a widely recognized property developer in Central Malaysia within 15 years. It will focus on building strong industry networks and delivering high-quality, cost-effective projects on schedule. The organizational structure includes departments for human resources, finance, projects, and marketing/sales. The human resources section covers talent identification, training programs, and continuing education opportunities to support employees and the company's growth.
This presentation outlines a business plan for Platform Property, a property development company founded by five individuals. The company provides fully integrated property services including brokerage, sales, development consulting, management, and building inspection. The organizational structure consists of departments for projects, engineering, finance, marketing, administration, and human resources. The company aims to become a top quality developer in Southeast Asia through goals such as undertaking international projects and developing new regions. Training programs are also outlined to develop employees.
The document provides information about Zerholdings Sdn. Bhd., a property development company in Malaysia. It details the company's board of directors, vision, missions, goals, organizational structure, and training programs. The company aims to be a widely recognized property developer through delivering high quality projects on schedule. It has long term goals of achieving RM500 million in capital within 15 years and collaborating with other companies on construction projects. The organizational structure uses functional departments led by a general manager. Training programs include apprenticeships, team building, and professional talks to develop employees' skills.
This document describes SILQ Sdn Bhd, a property development company in Malaysia. It provides information on the company's vision, mission, goals, leadership, organizational structure, departments, and training courses. The company aims to be an internationally admired property developer. It has short term goals of providing affordable housing and long term goals of achieving high revenue and expanding overseas. The document outlines the roles and responsibilities of different management levels and departments within the company's hierarchical structure. It also describes an occupational health and safety training course provided to employees.
This document provides an overview of a construction company. It includes:
1) The company was founded in 2016 and has 10 years of construction experience. It aims to be a world-class builder through high quality work and integrated services.
2) The company's missions are to meet client needs with high standard services, develop as a leading Malaysian construction firm, and provide a rewarding work environment for staff.
3) Short term goals are training staff, on-time projects, and gaining more business. Long term goals include expanding internationally and achieving a good reputation in Malaysia.
This document provides information about Sunshine Sdn. Bhd., a company formed by 6 individuals with experience in the construction industry. It focuses on property development and construction, with its headquarters in Malacca City. The company aims to develop hotels and renovate existing buildings. Sections include the company's vision, mission, goals, organizational culture and structure. Job roles and responsibilities are outlined for various positions from top managers to first line managers in the hotel and property departments. Training and development programs like courses and seminars are also mentioned.
The document provides information about Platform Company, a start-up property development company in Johor Bahru, Malaysia. It summarizes the company's executive summary, background, vision, mission, short and long term goals, organization structure, and key job roles. Platform Company was founded in 2016 by 5 professionals with 10 years of experience in construction. The company aims to provide quality housing and plans to expand regionally and internationally over the long term.
This document provides a strategic proposal for ZENVIRON Construction Sdn. Bhd. It includes details about the company profile such as background, vision, mission, goals and organizational chart. It also discusses talent development with sections on selection criteria, training plans and management trainee selection process. Finally, it covers technology leverage including information management systems like balanced scorecards and databases as well as information technology applications such as Building Information Modelling software. The proposal outlines ZENVIRON's strategic focus on people, processes and technology.
Management Science - Forming a Company SlidesPang Shuen
This document outlines the details of a proposed property development company, including its mission, goals, organizational structure, and human resources plans. The company aims to become a widely recognized property developer in Central Malaysia within 15 years. It will focus on building strong industry networks and delivering high-quality, cost-effective projects on schedule. The organizational structure includes departments for human resources, finance, projects, and marketing/sales. The human resources section covers talent identification, training programs, and continuing education opportunities to support employees and the company's growth.
This presentation outlines a business plan for Platform Property, a property development company founded by five individuals. The company provides fully integrated property services including brokerage, sales, development consulting, management, and building inspection. The organizational structure consists of departments for projects, engineering, finance, marketing, administration, and human resources. The company aims to become a top quality developer in Southeast Asia through goals such as undertaking international projects and developing new regions. Training programs are also outlined to develop employees.
The document provides information about Zerholdings Sdn. Bhd., a property development company in Malaysia. It details the company's board of directors, vision, missions, goals, organizational structure, and training programs. The company aims to be a widely recognized property developer through delivering high quality projects on schedule. It has long term goals of achieving RM500 million in capital within 15 years and collaborating with other companies on construction projects. The organizational structure uses functional departments led by a general manager. Training programs include apprenticeships, team building, and professional talks to develop employees' skills.
The Assignment requires us to think of a company, create and justify vision & mission, make interview activities & techniques for project managers & lastly use information management to compete with competitors
The document provides information about Asas Niaga Consultancy & Engineering Sdn Bhd, including its management team, vision, mission, services offered, and training courses. The management team is committed to high standards and effective communication. The company's core business includes land consultancy, education, entrepreneurship, engineering, and business management. Its vision is to be a leading consulting firm in Malaysia known for quality training and services.
The document is a summer training project report submitted by Anupam Raj Patwa to partial fulfillment of an MBA degree. The report focuses on human resources recruitment at Honeywell Automation India Ltd in Ambala, where Patwa completed their summer training. The report includes an introduction, organization introduction, organization profile, research methodology, data analysis, findings, and conclusions. It analyzes Honeywell's recruitment process and aims to identify areas for improvement.
Human Resource Management (HRM) focuses on recruiting employees, managing personnel, and providing organizational direction. HRM deals with issues relating to human resources like compensation, hiring, training, performance management, and workplace culture and environment. Effective HRM allows employees to productively contribute to the company's goals. The document then describes MBA project report preparation services on HRM topics that APS Global Solutions provides, such as unique and customized reports, data analysis using SPSS, and instant delivery within hours of payment.
The document summarizes a report submitted for a management science assignment. It includes an executive summary of Dreamcast, a property development company. It then outlines Dreamcast's vision, mission, values, and goals. It provides Dreamcast's organization chart and job descriptions. It discusses Dreamcast's recruitment and training plans, including criteria for project management trainees and planned training activities. It also discusses how Dreamcast aims to utilize information technology to gain a competitive advantage in the property development industry.
Royal Properties Sdn. Bhd. is a property development company located in Petaling Jaya, Malaysia with a capital of RM 10 million. The document outlines the company's organizational structure, which includes a board of directors and departments for project management, sales and marketing, human resources, and finance. It also discusses the company's vision, mission, and short-term and long-term goals. Additionally, it provides information on recruiting strategies for young talents and developing a positive company culture.
This document provides an overview of Accenture's recruitment strategies and initiatives focused on promoting gender diversity in the workplace. Some key points:
1) Accenture launched its "Great Place to Work for Women" global initiative in 2000 to create an inclusive culture where all employees can achieve their career goals, regardless of gender or location.
2) The initiative focuses on attracting and retaining women through flexible work arrangements, mentorship programs, leadership training, and efforts to help women advance into management roles.
3) While led globally, the initiative is customized locally, such as by developing action plans based on employee surveys, organizing networking events, and creating discussion groups around work-life balance issues.
This document is a curriculum vitae for Karuna Joshi, who has an MBA in HR and Marketing. She is currently a Sales Executive at Atul Ltd in Delhi, Noida, and surrounding areas, where she is responsible for meeting with architects and consultants, targeting industries and converting leads to orders, and handling various projects. Previously, she worked as a Business Development Executive at Alstrong Enterprises India Pvt Ltd. She is looking to obtain a position that will allow her to utilize her initiative, capabilities, and contribute to an organization.
project report on hr operations and talent managementpriyamvada14
The document discusses the company profile of KidZania Delhi NCR, an indoor theme park that allows children to role play adult jobs. It outlines KidZania's locations, mission, values and the concept of allowing kids to work in simulated jobs. It also provides details about KidZania's economy, HR team structure and functions, and recruitment and talent management processes.
This document is a resume for Osbon Prusty seeking a position in marketing, market research, business analysis, or sales support. It summarizes his experience in business development, account management, and market research for over 2 years. It also lists his educational background, including a PGDM in marketing and BTech in biotechnology. Key skills mentioned are communication, presentations, and relationship management.
Sukriti Suman is a Joint Manager - Human Resources at Fenesta Building Systems in Gurgaon. She has over 10 years of experience in human resources. She holds an MBA in HR from IITTM Gwalior where she received a gold medal. Currently she is responsible for strategic human resources functions at Fenesta including manpower planning, talent acquisition, performance management, and employee engagement. Prior to this, she worked as an HR Executive at Radico Khaitan Ltd. and did an internship at Godrej Consumer Products where she conducted a competency mapping project.
A sample of an academic project on Human Resource management basically focusing on the vertical of Recruitment and Selection followed by Offer Letter samples.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
MBA project report -Techniques of sourcing candidate at augusta hi tech soft...Praveen Kumar Prabakaran
This document is a project report submitted by Praveen Kumar J.P. to Anna University, Chennai in partial fulfillment of the requirements for a Master of Business Administration degree. The project report explores the current techniques used for sourcing candidates at Augusta Hi-Tech Soft Solutions in Coimbatore, India. It uses qualitative research methods like open-ended questionnaires and grounded theory methodology to collect and analyze data on the company's recruitment and selection strategies. The conclusions from the study may help to improve recruitment processes and educational understanding of sourcing concepts.
This document summarizes BYCO's HR system and processes. BYCO has 800 total employees, including 9 HR personnel headed by Iqbal Haris. The company follows standard recruitment, appraisal, training, compensation, and succession planning procedures. BYCO conducts performance appraisals twice yearly and uses an online system and bell curve approach. Most training budget is spent on public programs and international training. BYCO also has a succession planning process to identify and train successors for executive roles.
The document provides details about a project report submitted by LLLL MMMMM for the partial fulfillment of a Master of Management Studies degree from the University of Mumbai. The project focuses on human resources recruitment and was conducted under the guidance of Prof. SSSSS at the College of Management, KKKKKK (East) during the 2012-2013 academic year. The document includes declarations, certificates, acknowledgements, and an index of the contents of the full project report.
A project report on benchmarking of hr practicesProjects Kart
This document discusses benchmarking of HR practices. It begins with defining benchmarking as a process of identifying and adopting best practices to improve performance. It then outlines the purpose of benchmarking HR practices, which includes establishing solid HR systems and ensuring compliance. The document discusses the benchmarking process and its 5 key stages. It also differentiates between benchmarking and identifying best practices. Some factors that can enhance the success of benchmarking are discussed. The document then analyzes how to benchmark the 5 main HR functions. It concludes by outlining some of the benefits of benchmarking HR practices.
The document discusses key concepts in management science including:
1. Definitions of management from various scholars such as Henri Fayol, Peter Drucker, and E.F.L. Brech. Management involves planning, organizing, leading, and controlling resources to achieve goals.
2. Theories of management including Henri Fayol's administrative theory, Elton Mayo's human relations movement, systems theory, and contingency theory.
3. Management as both an art and a science, requiring skills, creativity, and the ability to apply theoretical principles practically.
4. Other topics covered include the universality of management principles, management as a profession, and the functions of management such as planning, organizing, staff
Prof. Dr. Aung Tun Thet: The Art and Science of ManagementThu Nandi Nwe
"Sharing is Caring"
Greatly appreciated to our professor for giving opportunitys to our young milleniels to learn all these insightful knowledge and experiences.
Credit to: Prof. Dr. Aung Tun Thet.
The Assignment requires us to think of a company, create and justify vision & mission, make interview activities & techniques for project managers & lastly use information management to compete with competitors
The document provides information about Asas Niaga Consultancy & Engineering Sdn Bhd, including its management team, vision, mission, services offered, and training courses. The management team is committed to high standards and effective communication. The company's core business includes land consultancy, education, entrepreneurship, engineering, and business management. Its vision is to be a leading consulting firm in Malaysia known for quality training and services.
The document is a summer training project report submitted by Anupam Raj Patwa to partial fulfillment of an MBA degree. The report focuses on human resources recruitment at Honeywell Automation India Ltd in Ambala, where Patwa completed their summer training. The report includes an introduction, organization introduction, organization profile, research methodology, data analysis, findings, and conclusions. It analyzes Honeywell's recruitment process and aims to identify areas for improvement.
Human Resource Management (HRM) focuses on recruiting employees, managing personnel, and providing organizational direction. HRM deals with issues relating to human resources like compensation, hiring, training, performance management, and workplace culture and environment. Effective HRM allows employees to productively contribute to the company's goals. The document then describes MBA project report preparation services on HRM topics that APS Global Solutions provides, such as unique and customized reports, data analysis using SPSS, and instant delivery within hours of payment.
The document summarizes a report submitted for a management science assignment. It includes an executive summary of Dreamcast, a property development company. It then outlines Dreamcast's vision, mission, values, and goals. It provides Dreamcast's organization chart and job descriptions. It discusses Dreamcast's recruitment and training plans, including criteria for project management trainees and planned training activities. It also discusses how Dreamcast aims to utilize information technology to gain a competitive advantage in the property development industry.
Royal Properties Sdn. Bhd. is a property development company located in Petaling Jaya, Malaysia with a capital of RM 10 million. The document outlines the company's organizational structure, which includes a board of directors and departments for project management, sales and marketing, human resources, and finance. It also discusses the company's vision, mission, and short-term and long-term goals. Additionally, it provides information on recruiting strategies for young talents and developing a positive company culture.
This document provides an overview of Accenture's recruitment strategies and initiatives focused on promoting gender diversity in the workplace. Some key points:
1) Accenture launched its "Great Place to Work for Women" global initiative in 2000 to create an inclusive culture where all employees can achieve their career goals, regardless of gender or location.
2) The initiative focuses on attracting and retaining women through flexible work arrangements, mentorship programs, leadership training, and efforts to help women advance into management roles.
3) While led globally, the initiative is customized locally, such as by developing action plans based on employee surveys, organizing networking events, and creating discussion groups around work-life balance issues.
This document is a curriculum vitae for Karuna Joshi, who has an MBA in HR and Marketing. She is currently a Sales Executive at Atul Ltd in Delhi, Noida, and surrounding areas, where she is responsible for meeting with architects and consultants, targeting industries and converting leads to orders, and handling various projects. Previously, she worked as a Business Development Executive at Alstrong Enterprises India Pvt Ltd. She is looking to obtain a position that will allow her to utilize her initiative, capabilities, and contribute to an organization.
project report on hr operations and talent managementpriyamvada14
The document discusses the company profile of KidZania Delhi NCR, an indoor theme park that allows children to role play adult jobs. It outlines KidZania's locations, mission, values and the concept of allowing kids to work in simulated jobs. It also provides details about KidZania's economy, HR team structure and functions, and recruitment and talent management processes.
This document is a resume for Osbon Prusty seeking a position in marketing, market research, business analysis, or sales support. It summarizes his experience in business development, account management, and market research for over 2 years. It also lists his educational background, including a PGDM in marketing and BTech in biotechnology. Key skills mentioned are communication, presentations, and relationship management.
Sukriti Suman is a Joint Manager - Human Resources at Fenesta Building Systems in Gurgaon. She has over 10 years of experience in human resources. She holds an MBA in HR from IITTM Gwalior where she received a gold medal. Currently she is responsible for strategic human resources functions at Fenesta including manpower planning, talent acquisition, performance management, and employee engagement. Prior to this, she worked as an HR Executive at Radico Khaitan Ltd. and did an internship at Godrej Consumer Products where she conducted a competency mapping project.
A sample of an academic project on Human Resource management basically focusing on the vertical of Recruitment and Selection followed by Offer Letter samples.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
Performance appraisal (MBA summer training project) (Report File)JASTINDER PAL SINGH
This document is a project report submitted for a Master of Business Administration degree. It discusses a study conducted on the performance appraisal system at Solitaire Infosys, an IT services company based in India. The report includes an introduction to the company, covering its history, structure, products, and future projections. It also provides an industry profile of the Indian IT sector. The objectives, research methodology, literature review, data collection, and data analysis aspects of the study are described. Conclusions and suggestions based on the findings are presented at the end.
MBA project report -Techniques of sourcing candidate at augusta hi tech soft...Praveen Kumar Prabakaran
This document is a project report submitted by Praveen Kumar J.P. to Anna University, Chennai in partial fulfillment of the requirements for a Master of Business Administration degree. The project report explores the current techniques used for sourcing candidates at Augusta Hi-Tech Soft Solutions in Coimbatore, India. It uses qualitative research methods like open-ended questionnaires and grounded theory methodology to collect and analyze data on the company's recruitment and selection strategies. The conclusions from the study may help to improve recruitment processes and educational understanding of sourcing concepts.
This document summarizes BYCO's HR system and processes. BYCO has 800 total employees, including 9 HR personnel headed by Iqbal Haris. The company follows standard recruitment, appraisal, training, compensation, and succession planning procedures. BYCO conducts performance appraisals twice yearly and uses an online system and bell curve approach. Most training budget is spent on public programs and international training. BYCO also has a succession planning process to identify and train successors for executive roles.
The document provides details about a project report submitted by LLLL MMMMM for the partial fulfillment of a Master of Management Studies degree from the University of Mumbai. The project focuses on human resources recruitment and was conducted under the guidance of Prof. SSSSS at the College of Management, KKKKKK (East) during the 2012-2013 academic year. The document includes declarations, certificates, acknowledgements, and an index of the contents of the full project report.
A project report on benchmarking of hr practicesProjects Kart
This document discusses benchmarking of HR practices. It begins with defining benchmarking as a process of identifying and adopting best practices to improve performance. It then outlines the purpose of benchmarking HR practices, which includes establishing solid HR systems and ensuring compliance. The document discusses the benchmarking process and its 5 key stages. It also differentiates between benchmarking and identifying best practices. Some factors that can enhance the success of benchmarking are discussed. The document then analyzes how to benchmark the 5 main HR functions. It concludes by outlining some of the benefits of benchmarking HR practices.
The document discusses key concepts in management science including:
1. Definitions of management from various scholars such as Henri Fayol, Peter Drucker, and E.F.L. Brech. Management involves planning, organizing, leading, and controlling resources to achieve goals.
2. Theories of management including Henri Fayol's administrative theory, Elton Mayo's human relations movement, systems theory, and contingency theory.
3. Management as both an art and a science, requiring skills, creativity, and the ability to apply theoretical principles practically.
4. Other topics covered include the universality of management principles, management as a profession, and the functions of management such as planning, organizing, staff
Prof. Dr. Aung Tun Thet: The Art and Science of ManagementThu Nandi Nwe
"Sharing is Caring"
Greatly appreciated to our professor for giving opportunitys to our young milleniels to learn all these insightful knowledge and experiences.
Credit to: Prof. Dr. Aung Tun Thet.
Operations research (OR) began during World War II when scientists applied analytical methods to solve complex military problems. Since then, OR has expanded to help organizations with strategic decision-making. OR uses interdisciplinary teams and quantitative techniques like linear programming to build mathematical models of systems. These models help optimize resource allocation and identify optimal solutions. OR aims to improve systems through objective, data-driven analysis and continues providing value as new problems emerge over time.
Operations research is a scientific approach to decision making that was developed during World War II and is now used widely in business and industry. It involves defining problems quantitatively and building mathematical models to represent real-world situations. These models are used to evaluate alternative solutions systematically and predict outcomes in order to optimize decisions. The process involves identifying problems, developing models, obtaining optimal solutions using techniques like linear programming, testing the model solutions, and implementing the best solution. Operations research helps organizations make more informed decisions using data, consider all options, and manage resources effectively.
This document contains information about Hello Skyscrapers Sdn. Bhd., a Malaysian construction company. It outlines the company's background, mission, vision, goals, working culture, and challenges recruiting construction professionals. Specifically, it was established in 2016 by 4 surveyors to focus on high-rise buildings. The company's mission is to provide high quality and cost effective projects while ensuring employee safety and development. Its vision is to construct modern buildings while preserving heritage. Recruiting challenges include competing with larger companies for top professionals and many moving abroad for higher pay and safety standards.
Management Science (Group Assignment) - Semester 3Yee Len Wan
The document provides information about Precision Construction Sdn Bhd, including its vision, mission, organizational structure, and departments. It details the company's background, goals, culture and values. The organizational structure outlines the roles and responsibilities of key positions within project, engineering, purchasing, marketing, financial and HR departments. Job duties are described for positions like site engineer, quantity surveyor, project manager, and safety supervisor.
Thank you for the detailed response. Let's move to the next scenario question.
● Scenario 2
Candidate's answer:
2.2.2 Leadership
Leadership is one of the important skills required for the management trainee
position. As a leader, the candidate should be able to lead and manage a team to
achieve the company's goals. Hence, we have designed a group activity to test the
candidate's leadership skills. In this activity, the candidate will be assigned to lead a
group of 5 people to complete a task within a given time frame. The task given is to
build a structure using limited materials provided within 30 minutes. During the activity,
we will observe how the candidate
The document provides information about a group assignment for a construction management course. It includes a company profile for a newly founded construction company called DEVELECO COMPANY. It outlines the company's vision, mission, goals, strategic planning, SWOT analysis, organizational structure, and how it will utilize information technology and management skills. The company aims to become a premier green technology construction firm through quality work, skilled employees, and sustainable practices.
Modest Homes will hold a series of interview activities to select 10 trainees from applicants, who will undergo a 3-month training program and be evaluated for employment. The selection criteria focuses on qualifications in construction fields, skills in BIM software, and experience in the industry. The goal is to recruit two junior Quantity Surveyors to support the company's emphasis on BIM competencies.
This document contains information about Modest Homes Sdn. Bhd., including its company profile, vision, mission, goals, organizational culture, SWOT analysis, strategic plan, organizational chart, and job descriptions. The company was established in 2017 and specializes in building affordable, high-quality homes. It aims to satisfy customers, be a leading property developer, and provide a great place to work through its core values of integrity, customer satisfaction, respect, quality, and innovation.
A Project On Human Resources RecruitmentJackie Taylor
This document is a project report submitted by LLLL MMMMM to the University of Mumbai in partial fulfillment of a Master's degree in management studies. The report focuses on human resources recruitment and was conducted under the guidance of Prof. SSSSS. It includes sections on the introduction and objectives of the study, research methodology, data analysis, a theoretical framework on recruitment, findings, limitations, conclusions, and suggestions.
Human Resources Recruitment project balckbook.pdfVikas Gupta
The document is a project report submitted by Mr. Saifi Talha Mohammed Rizwan for their Bachelor of Management Studies program. The report discusses human resources recruitment at Executive Management Consultant, a recruitment firm located in Mumbai, India. The report provides an overview of the company, including its establishment in 2006, team of 25 recruiters with industry experience, large database of candidates, and facilities like a computer network and library. It describes the company's aim to match candidates with ideal jobs through understanding individual needs, as well as its quality processes like pre-qualifying consultants and conducting reference and background checks.
Here are some possible scenario questions to test the candidates' construction knowledge:
1. During excavation work for a building foundation, the workers encountered groundwater seepage into the excavation pit. How would you address this issue to allow excavation work to continue?
2. You noticed cracks forming in a building's concrete columns. What could be the possible causes and how would you further investigate and address this issue?
3. During construction, heavy rain caused flooding at the site. What immediate actions would you take to prevent further damage and allow work to resume?
4. Upon completion of a building, some defects were found in the tiling work. As the project manager, how would you handle this situation -
Become a Project Management Professional PMP UAEBlue Ocean
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M/s Z & S Enterprise (ZSE) was formed by a team of highly-skilled and well-experienced professionals. The team is composed of simple and yet, dynamic individuals sharing a common objective - delivering positive results with the common goal. Common is optimism, that is ZSE.
M/s Z & S Enterprise (ZSE) was formed by a team of highly-skilled and well-experienced professionals. The team is composed of simple and yet, dynamic individuals sharing a common objective - delivering positive results with the common goal. Common is optimism, that is ZSE.
M/s Z & S Enterprise is a sole proprietorship business providing marketing and advertisement services established in 2009 in Khulna, Bangladesh. It has a vision to be a top leader in its markets and a trusted partner for clients. The company provides services including international marketing, classified posting, USA forwarding numbers, and web design. It has a team of 63 professionals and is managed by an experienced leadership team. The company aims to simplify business processes and create value for clients through high quality outsourced services.
The document provides information about the Bachelor of Business Management (BBM) degree program offered by the Indian Institute of Business Studies (IIBS). It outlines the course content and structure for the first two years, which includes core subjects like language, English, accounting, and finance. It also describes the institution's vision of providing industry-relevant education through a professional faculty and new-generation teaching methods. Students gain skills in critical thinking, decision-making, and case study analysis to enhance their employability.
This document provides advice for advancing one's career in project management. It discusses how professional training and certifications can help improve job performance and employment prospects in the growing field of project management. The document outlines the types of roles and responsibilities involved in project management work, as well as desirable skills and qualifications that employers seek, such as strong communication, leadership, and organization. It also offers tips for starting a career in project management, including gaining relevant experience and skills through work on small projects and initiatives.
Prince Mohammad Bin Salman College (MBSC) of Business & Entrepreneurship is a new private, higher education institution for both men and women. MBSC will feature Babson College’s unique approach to entrepreneurial education which does not rely on passively listening to classroom lectures but will focus on hands-on participant centric experiential learning that is practical and pragmatic.
The document provides information about the Professional People Development Academy (PPDA), a project management company that provides skills development solutions. It discusses PPDA's project management approach, which includes project planning, recruitment, training delivery, workplace experience, and placement. It also describes PPDA's use of succession planning, appointment of training providers, and management of workplace experience and placement aspects of skills development projects. The document is intended to provide an overview of PPDA's services and project management model for skills development initiatives.
This document provides an overview of a construction company called Kelana Mekar Sdn Bhd. It discusses the company's background, vision, mission, objectives, and organizational structure. It also describes the importance of management skills like technical, conceptual, and human skills for the construction industry. The four main management functions - planning, organizing, leading, and controlling - are explained in detail as critical processes for achieving goals effectively and efficiently. Overall, the document outlines the management approach and framework for Kelana Mekar as a construction firm.
To build a strategic PMO, an organization needs to focus on cultural change through several key areas over time, including gaining speed in achieving objectives while also having patience as full deployment may take years. The PMO should start small with individual departmental projects before expanding enterprise-wide. All levels from project teams to executives must be engaged. Continuous learning and improving processes are also important. Ultimately, a strategic PMO helps manage projects and link them to corporate strategy through portfolio management.
Similar to Management Science - Forming a Company (20)
Security offences (special measures) act 2012 - What it is and how it affects...Pang Shuen
This document provides an overview of the Security Offences (Special Measures) Act 2012 (SOSMA) in Malaysia and discusses how it overrides certain protections in the Malaysian Constitution. Some key points:
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🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
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Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
1. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
Taylor’s University Lakeside Campus
School of Architecture, Building, and Design
Bachelor of Quantity Surveying (Hons)
Management Science [MGT 60203]
A guide to
ZERHOLDINGS SDN. BHD.
2. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
ZERHOLDINGS BOARD OF DIRECTORS:
Chong Hui Xin 0319363
Kiing Kiu Chun 0318727
Maybelle Wang Sze Kher 0327553
Pang Khai Shuen 0318423
Wendy Teo Siew Yen 0328242
Yong Sing Yew 0318766
3. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
ZERHOLDINGS SDN. BHD.
Nature of Business:
Property Development
Capital:
10 Mil MYR
Location:
Subang Jaya
Vision:
To be a widely recognised property developer in Central Malaysia.
Mission:
1) To build a strong network within the industry.
2) To deliver high quality, cost effective projects on schedule
Long Term Goals:
1) To achieve a capital of 500 Million MYR within 15 years.
2) To collaborate with established companies to deliver construction projects.
3) To maintain a consistently good reputation.
Short Term Goals:
1) To minimise turnover rate.
2) To deliver 4 different properties within 10 years.
3) To provide adequate training to employees.
4. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
Contents:
1.0 Company Biodata
1.1 Overview
1.2 Vision & Mission
1.3 Long Term & Short Term Goals
2.0 Organisational Design
2.1 Organisational Structure
2.2 Organisational Culture
2.3 Manager Roles:
2.3.1 Top Managers
2.3.2 Middle Manager
2.3.3 Front-Line Managers
3.0 Training and Development Programmes
3.1 Apprenticeship Programme
3.2 Team-Building Boot Camp
3.3 Professional Talks
5. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
1.0 Company Biodata
1.1 Overview
Zerholdings Sdn. Bhd. is a property development company situated at Subang
Jaya, Malaysia with RM 10 million as capital. The vision of the company is to be a
widely recognised property developer in Central Malaysia. We want to ensure projects
to be well delivered with high satisfaction from the buyers by achieving the company’s
goals.
1.2 Vision & Mission
As it is our vision is to establish brand recognition, delivering high quality and
cost effective projects on schedule is also part of our missions. Efficient project
management is required to meet the mission. Works can be organized properly with
planned project schedule. By consistently checking on the project schedule to actual
progress on site, it can ensure the works to be done according to what it is planned.
With accordance to the project schedule, the person in charged can estimate the time
to order the materials. With this, it can ensure the materials to deliver on time and
enable the work to be conducted smoothly. At the same time, quality control can also
be done by the project manager through the monitoring of works on site.
6. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
1.3 Long & Short Term Goals
The long term goal is for our company to achieve a capital of RM500 million
within 15 years. It can be achieved by establishing numerous projects with good
financial management. Through wide networking, we intent to collaborate with other
established companies to deliver construction projects. Being collaborated with stable
companies, we will be able to deliver projects that are satisfactory. It is also our goal
to maintain good reputation in this competitive industry through our well delivered
projects.
The short term goals include minimising turnover rate. It can be achieved by ensuring
a proper and comfortable working environment where they can foster personal growth.
Also, we aim to deliver 4 properties within 10 years to strengthen the foundation of our
business. Lastly, we will provide adequate training to our employees through different
methods and programmes that can help them to improve from different aspects, not
only on their professional knowledge, but also soft skills and critical thinking.
7. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
2.0 Organisational Design
2.1 Organisational Structure
Our company adopted the functional structure with a twist – the human
resources department is directly under the care of the Board of Directors, as well as
indirectly reporting to the General Manager. As our focus is to attract and retain young
talents in the industry, we believe that by doing so, we can effectively tweak our
strategies through the relevant department. Having this setting for the relevant
department also decreases the vertical distance in the hierarchy between the Board of
Directors and the employees, making top-down communication easier, besides putting
the Human Resources department in a position where it is not affected by and will not
affect other departments.
The main reason we utilised the functional department is the size of our company. We
do not have a large enough number of projects going on or such variety in the location
of the projects to prompt the use of the divisional structure, nor the complexity of
delegating company resources to use the matrix structure. Since we are a fresh
company, it is easier and more efficient to have a direct communication route between
employees and employers.
Our organisation is separated into 3 main structure, that is, the Project, Finance, and
Sales & Marketing department. These 3 departments fall under the control of the
General Manager. The departments heads need to coordinate their strategies to be in
lieu with the plans laid out by the General Manager.
8. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
BOARD
OF
DIRECTORS
HEAD OF
HUMAN RESOURCES
GENERAL
MANAGER
HEAD OF
FINANCIAL
DEPARTMENT
HEAD OF
PROJECT
DEPARTMENT
HEAD OF
MARKETING &
SALES
DEPARTMENT
ORGANISATIONAL CHART – ZERHOLDINGS
MARKETING
TEAM
SALES
TEAM
9. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
2.2 Organisational Culture
In Zerholdings, we seek to promote a strong relationship between employees.
We want our employees to feel comfortable in their working environment as we believe
that through this approach, the social barrier between department members can be
lowered, and thus increasing work productivity.
To achieve this, we provide open spaces in the office without restricted cubicles. This
includes open spaces for employees to socialise during non-working hours. This
physical setting encourages our employees to make decisions through discussions,
and it is therefore vital for them to be open to ideas. Also, our company will be having
weekly sports night, where employees can compete with one another. Through these
activities, our employees, especially newcomers, will get to know their colleagues
better, indirectly enhancing their working experience.
While providing a comfortable environment for our employees, at the same time we
want to be keeping a tab on their productivity level as well. To achieve this, we will give
incentives based on group achievements instead of the traditional individual
achievement. This way, every working team will constantly check on one another to
make sure everyone is one the same page. The Heads of Departments can also set
short term goals for employees, and monitor their progress from time to time.
With this open concept, we aim to flatten the organisational structure, and lowering
and even eliminating the communication barrier between department heads and the
team members. It is easier for employees to approach employers, and similarly it is
easier for employers to monitor employees. This facilitates communication between
these two parties and information can be passed on clearly and precisely.
10. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
2.3 Manager Roles
2.3.1 Top Managers’ Roles
As a top management of Zerholdings, 6 of us focus on provide governance
leadership and strategic planning for our company. We set objectives and try to devise
ways of achieving our targets. For example: We plan for our long-term goals and short-
term goals and develop key strategic actions that can help us achieve our goals. We
also the ones who need to identify accurately the resources needed and actions to be
taken to achieve objectives. For example: We need to make decisions on how many
plots of land we need to purchase and how to add value to these by developing it with
our limited capital. We also monitor how the activities that are developed and
implemented by middle management based on our objectives (whether it matches with
our mission or not).
We also design and manage a good organizational structure for our company to
achieve a strong team. As a directors of the company we are also responsible on
building and managing relationships and communication with partners, contractors,
clients and etc. We believe that building a strong network within the industry will prove
helpful to our company in our future project. Sometimes we may also take care of our
employees and give them enough space to share their ideas and opinions directly to
us as our working culture is to be family-friendly. We will also make sure the lower
management treat our employees fairly and equitably. We believe that employees are
the most important assets of our company.
As a summary, we are responsible on deciding the future and direction of the company.
We spending more time on planning, develop strategy and leading the management
team. We also focus more on development of our conceptual skills and human skills.
11. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
2.3.2 Middle Manager’s Roles
Our general manager will focus on developing and implementing activities,
coordinating activities of first-line manager and allocating resources. As a general
manager, he needs to put plans from the top management into action. He needs to
develop and implement activities that matches with the objectives and which can be
used to achieve our goals. Our general manager will assign the tasks that needs to be
done and groups them into different department. For example: As we are a new
company, we will need a lot of advertisement. The general manager will pass this
idea/task to the marketing department and make sure they carry out the activities. They
may also set deadlines on the implemented tasks to make sure everything is on
schedule.
As a general manager, he takes responsible on requesting resources and the
allocation of resources. He will make sure our company’s resources are effectively
used. For example: He will decide how much funds are needed for the marketing
department for them to carry out the advertisement for our company. Our general
manager is also responsible on coordinating activities of first-line manager make sure
they understand everything and assigning the right activities to the employees. The
general manager of our company also gather information of recent performance and
compare it with present performance to the pre-establish standard. With this
information they can determine whether a modification is needed or not to meet our
company goal.
Last but not least, our general manager also responsible in establishing a good
communication network and patterns within the company to make sure every
department coordinating well. As a general manager of our company, conceptual skills
and human skills are equally important in order to be able to see the organization as a
whole and know how to affect and leads other departments as well.
12. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
2.3.3 Front-line Managers’ Roles
First-line managers set short term goals and distributes tasks to employees.
He then supervises the process of carrying out the tasks to make sure the goals set
are attainable. They need to have the right technical skills to do their job properly,
however human skills are also needed by these managers to lead their employees.
Project Team
The Project Team is the group responsible for planning and work out the project.
The member of project team consists of Project Manager, In house Quantity Surveyor,
Architect, Engineer, Landscape Surveyor, etc. Project Teams are in charge for the
communication of relevant and important information relative to the development,
carrying and ongoing activities of a project.
Objectives of project team
1) Specification of project objectives and plans including designing, budgeting,
scheduling, setting project performance requirements.
2) Apply of various operation through proper coordination and design, control of
planning, estimating, contracting and construction in the construction process.
3) Development of efficient communications and mechanisms for resolving conflicts
that happened during the project.
13. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
Head of Project Team/Project Manager
The Head of Project Team’s role is to make sure that team can achieve all the relevant
goals. He acts as the most important person throughout the whole construction
lifecycle as the project team is responsible for the inception, feasibility studies, design,
procurement up to the completion of a project. The head of project team will work
closely with the Superintending Officer during the whole construction process.
The project manager carries a lot of responsibilities. During the pre-tender stage,
planning & scheduling of a project is one of the most important roles of the head of
project team as he need to plan the build process and to ensure the project is
completed on time. The project manager also needs to arrange and lead on regular
team meetings with other members of the project team.
Besides that, the project manager has to coordinate with the General Manager to
ensure company resources are adequately distributed in project activities. He also has
to collaborate with other Department heads, for instance the sales and marketing head
to ensure that what is advertised is the same as what the customers are getting. This
is vital to enhance the company’s reputation among potential property buyers.
During the construction stage, he has to keep an eye on the construction progress,
whether it adheres to the quality requirements set by the project team and whether it
is on schedule.
Financial Department
The financial department is the group responsible for monitoring the company’s
profitability, while ensuring timely and accurate financial reporting and making sure
that the company has established and maintains an effective set of internal accounting
controls. The member of accounting team will be certified accountants. The accounting
team is also responsible for monitoring and accurately report company profitability.
They are also responsible in distributing the salary to employees and controlling the
inflow and outflow of cash in every department. The head of financial department
monitors the members in the team to ensure the smoothness of operations.
14. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
Sales & Marketing Department
The marketing team is the group responsible to create customers and generate income
for the company. The marketing team works to promote and establish the properties
our company offers. The aim of the marketing team is to generate revenue and to
attract customers, all marketing team activities are aimed at broadening the customer
base and finding opportunities that would create more revenue to our company. The
sales team provides feedback to the marketing team based on customers’ opinions.
They are the first line of contact between the customers and the company. They have
to synergise with the marketing team to effectively gain buyers for the company.
Human Resources Department
The human resources department is the most critical department to ensure our
company hires the right people and how we increase their values in the company. We
are looking for employees that can adapt to our company’s culture and are willing to
be part of the team. This department has to set certain criteria to be used while hiring
new employees, besides being clear on exactly what kind of employees the company
needs. This is exactly the reason why this department reports directly to the Board of
Directors, and indirectly to the General Manager.’
The human resources department is also responsible in conducting training and
development programs for our employees. The training has to be suitable and
beneficial to our employee’s future performance in the company. They are also in
charge of the welfare of employees. All information about the employees and be
reported to the Board of Directors, thus giving us first-hand information on the
wellbeing of our employees.
15. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
3.0 Training and Development
3.1 Apprenticeship Programme
Majority of the young people graduate from their alma mater accoutered with
book-learned knowledge and eagerness. Zerholdings Sdn. Bhd., have targeted to
support the employees to comprehend and thrive on the job. Through the in-house
apprenticeship programme, personnel will be able to acquire and polish their
knowledge and skills to steer and flourish in the company.
As Zerholdings Bhd. is a development company, it is vital for the personnel to be armed
with the right key skill such as communication, problem solving and teamwork. For
instance, apprenticeship programme can be utilized by the Human Resource (HR)
department in the company. The head of HR department shall identify the specific and
satisfactory training and development needed by the personnel in the company
through job analysis and deliberations with the other heads of department. From the
job analysis, HR department will be able to develop relevant and effective induction
programmes that will be well-rounded for all the subordinates to shape them to be
more of a people person and enhance their key skill. Personnel will be under the
guidance of their seniors alongside professional advice fused with organization
experience to meet daily responsibilities and also assist them to establish a strategy
to achieve their career and company’s goals.
It is normally skill-based learning programme which involves learning processes that
depend upon knowledge. Employees will be designated to learn through various
activities as well as attending classes of related technical instruction which give them
an overall understanding of the theoretical aspects of their work. Through one of the
various activities provided, the apprentices will be branched into different groups to
work together with employees from different departments and paired with senior
personnel to assist them to polish on their key skill. During the early stages of an
apprenticeship, the senior personnel may guide their subordinates by showing them
some simple tasks. These activities will also help the apprentices to solve specific
training problems as groups. For example, in-house project team members such as
16. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
the architect, engineer and quantity surveying will be able to work together and be able
to conduct meetings with contractors where the team members will be able to deliver
good explanation on any disputes that arose.
Senior employees can share their own experiences with the apprentices which will
help them to learn from mistakes of others. Apprentices can get some critical insights
to the company and understanding the events going on around which allows them to
recognize opportunities and fend off career limiting mistakes. Apprentices will also be
able to leverage some of their academic knowledge in the real world setting. With the
guidance of senior employees, they will seize exposure to areas of the company they
normally may not experience and gaining the capabilities desired to perform duties to
the required standards.
Apprenticeship is a win-win training programme for both the personnel and employers
where the personnel acquire helpful experience that will make them more ambitious in
their job while employers gain a skilled workforce that is trained to the company’s
standards.
3.2 Team-Building Boot Camp
The team building boot camp is one of the benefits that Zerholdings provide for
our employees. Participating employees will have an opportunity to go through the
intense and arduous indoor and outdoor training sessions to improve their soft-skills
while completing challenges in a fun and competitive way. Through this programme,
our employees will be developed both physically and mentally, thus achieving the
positive results desired by our company. Zerholdings is working with Fish Camp
learning and Warrior leadership & team building to make this boot camp a reality.
This training camp will be held twice a year, and all employees especially new-comers
are encouraged to join as we are offering this programme to increase the effectiveness
of every individual while working in a team. The programme will arrange different
department employees into a team to train their leadership, communication skills,
problem solving and etc. While the camp is ongoing, managers can detect apathy in
employees and the lack of involvement, permanent conflicts between team members
17. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
among other problems that might hinder their future performance in the company. The
workshop is separated into indoors and outdoors. Indoor activities include
brainstorming while outdoors features hiking and camps. For an example of indoor
activity, we will prepare an inspiration deck to participate to look beyond industry
borders. Each team will get 2-3 different cases, they need to communicate and write
down all different elements that they think is inspiring or innovative. Next, they will look
for opportunities on how to translate these insights to a new product or service idea. In
the end, participate will receive feedback on each member.
For the outdoor activity, we aim to give our employees an opportunity to experience
the nature. Through this camp, our final motive is to bring our employees through the
Forming, Storming, Norming, Performing process as soon as possible. Once this is
achieved, our employees will be able to realise their full potential.
Learning Outcomes
Ability to lead and manage oneself in becoming a highly effective person.
Able to develop fundamental leadership skills to lead and manage individuals in a
team.
Able to be the leader of leaders.
Able to lead business functions as well as people to achieve overall business goals.
18. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
Trainer Profiles
Theophilus Wong
12 years experience
B.Eng, 1st Class (UK), M.Sc. (UK) and Ph.D in Management (pursuing) PBS, UPM
Formerly Senior Manager of Mind Resource Asia Pte Ltd (AUS) & General Manager of Local Consulting Firm
Master Trainer for DISC Insights, Institute of Motivational Living Inc. USA
Master Trainer for Workplace Big Five, Centre of Applied Cognitive Studies, USA
Accredited Belbin Team Roles, Belbin UK
Accredited Competency Professional, ILM UK
Accredited Team Management System, TMS AUS
Certified Habitudes Trainer, Growing Leaders, USA
Certified Strong Interest Inventory, MBTI Trust USA
Certified Coaching & Mentoring Professional, ITD M’sia
Certified Behavioural & Career Consultant, IML Inc USA
Certified Saville Wave Consultant, Saville International UK
Certified Facilitator – The Five Behavior of A Cohesive Team, USA
Certified Facilitator – Discovery Learning Inc. USA
Certificate in HR Transformation & O.D. Penn State U (USA)
Member of Chartered Institute of Personnel Development, UK
Member of American Talent Development, USA
Member of International Coaching Federation, ICF USA
PSMB Certified Trainer
Charis Yong
15 years experience
Bachelor of Business Administration (Hons)
Certified in the Myers-Briggs Type Indicator (MBTI)
PPA Profiling for DISC, Thomas International
Certified Saville Wave Consultant, Saville International UK
Harrison Assessments Practitioner, and Certified Neuro-Linguistic Programming (NLP) Practitioner
Certified Associate Coach by ICF-ACSTH Associate Certified Coach Program
Certified Professional Trainer (CPT) by Malaysian Institute of Management and Certified PSMB Trainer
19. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
3.3 Professional Talks
Zerholdings Sdn. Bhd. aims to attract young talents into the company who can
continuously sharpen their skills as providing adequate training to the employees to
equip themselves is one of the short term goals listed. The company wants the
employees to get involved in as many professional talks as possible to expose them
to different knowledge related to the construction. The talk could be held outside the
company where various speakers who have experiences in the construction industry
are invited over to share their knowledge and know-how to the younger generation.
For example, a talk series on Construction Industry Payment and Adjudication Act will
be beneficiary to the Quantity Surveyors (QS) in our company. Payment issue shall
always be resolved and keep to a minimum to maintain good reputation of the company.
It is insufficient for in house QS to be familiar with the payment process only. They
should also be acquainted with the methods to handle disputes related to payment
issue, where it can lead to arbitration if not solved properly. Thus, thorough
understanding of the adjudication rules is crucial.
The talk is conducted by Professor Datuk Sundra Rajoo, Director of Kuala Lumpur
Regional Centre for Arbitration (KLRCA) and also the Past President of the Asia-Pacific
Regional Arbitration Grouping (APRAG). He is experienced in contractual payment
and arbitration matter as he serves on the panel of many international arbitral
institutions and organizations. Our company will be sending 2 senior QS
representatives to attend the talk. The talk covers the Construction Industry Payment
and Adjudication Act (CIPAA) regulations and the KLRCA Adjudication Rules. At the
end of the talk, there will be Q&A session for participants to clarify their uncertainties
on payment related issues. By attending the mentioned talk, participated employees
are expected to be equipped with better ability to solve the matters related to payment
and arbitration.
20. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
After attending the talk, the 2 participants are to write a reflective journal that reflects
what they have learned. A reflective report not only encourages participants to recall
what knowledge they have gained, but also encourages them to apply their
understanding into the real practice when they face payment issues. Also, the
participants are to share what they have gained through the talk to their colleagues.
By doing so, it benefits the other employees who could not join the talk.
In today’s industry, more firms are arising where capable and competent employees
are ever-increasing at the same time. Therefore, by participating the professional talks,
employees are expected to improve their knowledge or catch up with all kind of new
technology or method that are introduced into the industry to keep up to pace. This will
lower the risk of company being substituted by the emerging firms. Also, the employees
should be able to relate pros and cons of any related matter and evaluate what impact
it brings to the company.
21. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
References:
Fish camp learning. Our Team. (Hitting the headlines article) [online]. Retrieved June 23th,
2016 http://www.fishcamp.com.my/about_team.html
Fish camp learning. What sets us apart. (Hitting the headlines article) [online]. Retrieved
June 23th, 2016 http://www.fishcamp.com.my/index.html
Hridayinee, H. (2013) .5 Life Lessons We Can Learn From Nature. (Hitting the headlines
article) [online] (Updated on 29 May 2013). Retrieved June 20th, 2016
http://www.jewelsofhappiness.com/5-life-lessons-we-can-learn-from-nature/
22. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
Bibliography:
Apprenticeship programs information guide. (n.d.). Retrieved June 15th, 2016, from CA gov:
http://www.dir.ca.gov/databases/das/descOfAppr.html
Horwath, J. (n.d.). Management Laboratory. Retrieved June 15th, 2016, from SANS
Technology Institute: http://www.sans.edu/research/management-laboratory/article/horwath-
421-leader