Management Science Report

Taylor’s University
Lakeside Campus
1Sunshine Sdn.Bhd.
ManagementScience | MGT60203
Bachelor of Quantity
Surveying (Honours)
SCHOOL OF ARCHITECTURE, BUILDING AND DESIGN
BACHELOR OF QUANTITY SURVEYING (HONOURS)
MANAGEMENT SCIENCE
MGT60203
Sunshine Sdn. Bhd.
Group Members Student ID
Andrew Mah Koon Yan 0318798
Hor Weng Lim 0319441
Lu Siau Vay 0318567
Pan Lek Vun 0323164
Tan Zhao Ming 0318724
Yeo Dor Een 0316224

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Table of Contents
Contents Page
Table of Contents 2
Sunshine Sdn. Bhd. 3
Vision 4
Mission 4
Company Goals 5
Organisational Culture 6
Organisational Chart 7
Job Scopes & Responsibilities 9
Training & Development 13
Appendixes 17
References 24

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Sunshine Sdn. Bhd.
This company was formed when 6 people , namely Andrew Mah Koon Yan, Hor
Weng Lim, Lu Siau Vay, Pan Lek Vun, Tan Zhao Ming, and Yeo Dor Een, with
decades of experience in the field of construction industry, decided to come together
to work hand-in-hand in creating and operating a business. The name of the
company is called Sunshine Sdn. Bhd..
Why Sunshine Sdn. Bhd.? When the sun arises, it shines brightly like how the first
sunlight hits the part of the earth where dawn turns to sunrise. Just like how our
development of the company will first appear to change the way things work in the
industry.
When our company, Sunshine Sdn. Bhd., was formed, all the Board of Directors
decided to primarily focus on property development and construction. The
headquarters is located at Malacca City, Malacca. Besides that, as a property
developer, Sunshine also includes operating hotels of their own when the
construction of the hotel is completed as the tourism industry in Malaysia is still in the
blooming stage where more opportunities are available. Renovation of a building is
part of our expertise when it comes to existing buildings that is abandoned or used.

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Vision
To develop first class accommodation for everyone and become the people’s
leading choice in hotels.
For our vision, we envision that in the future after our company has developed
overtime, we will be able to construct different types of high quality accommodation
to suit everyone’s needs all over Malaysia. With efficient management over the
hotels and top-tier employees, we will provide the best services to customers
ensuring the comfort and satisfaction of them come first. Leading the
accommodation industry, we will become the people’s first preferred destination in
their mind for lodging.
Mission
To maintain sustainable relationship with our customers and exceeding
expectations through our exceptional services wherever possible.
The mission of our company is to maintain sustainable relationship with our
customers and exceeding expectations through our services wherever possible. Our
guests will be completely delighted and satisfied with our services. The most
important thing is that our customers feel that the price they paid for is worth it in
return. This ensures hotel’s long term profitability and sustainability. Dissatisfied
customers tell others about their experiences, so do satisfied customers. For now,
our business aimed for low income people or students who want for a staycation. A
good experience of staying for the customers is critical for the hotel to succeed in the
future.

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CompanyGoals
Short Term Goals
 To fulfil all customer needs.
 To have a successful running hotel business in 1 year.
 To have good reviews in 2 years.
 To acquire an efficient management team and hotel employees
Long Term Goals
 Increase the numbers of repeating customers by 30% in 5 years.
 To provide more accommodation services to different parts of the
Malaysia in 10 years.
 To construct a 5 star hotel in 10 years.
From vision and mission, we have to have goals not just as a person, but as a
company together. We came up with some short term goals and long term goals for
our company as a whole which includes the hotel business.
Our short term goals are to fulfil all customers’ needs. Providing a good and
nice service to them in order to let them have a good impression to us. Besides that,
we need to achieve a successfully running hotel business in one year. In order to
achieve this goal, we must run the business in a proper and professional way that
pleases both our stakeholders and guests. The other short term goal is to have good
reviews in two years, this can be achieve from the services from us towards to the
customers to let them have a good feedback to our hotel. Leaders must be leading
the team systematically in order to acquire an efficient team along with hotel
employees.
For a hotel business, not only short term goals, we must also have long term
goals. In five year time, we have to increase the numbers of repeating customers by
30%. For the next ten years, we have to provide accommodation services to different
parts of the Malaysia. In next ten years, we plan to construct a 5 star hotel with a
nice and elegant facilities for the customers.

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OrganisationalCulture
In a harsh working environment, employees will not be happy working for the
company. With unhappy employees comes low productivity. In order to avoid this is
through our difference in culture when compared to other companies.
Sunshine consist of not just monetary benefits, but multiple benefits in terms of
emotional support, mentality enhancement, and a great working environment offered
for everyone. Before entering into our company, our Human Resource manager will
conduct a thorough interview along with a personality test to avoid clashes with our
culture.
Our culture is very different from a typical company. The culture within us can be
known as the Horizontal Culture, where everyone is able to pitch-in ideas based on
what they feel best considering the situation because we have a small company that
works based on a small hierarchical system. We’re able to understand and adapt to
the market differences and changes, which says a lot about our flexibility.
Communication among the bosses and employees typically happens through face-
to-to-face talks and not emails or memos due to the high collaboration of everyone.
Goals will be set and defined to avoid downfall with the extreme flexibility given.
Teamwork is equally important as well because helping each other ensures that
there will be a small margin error with a perfect outcome. Sunshine believes in
teamwork very much because with a good working culture comes the best company.
Things like freedom of speech, wide range of dress code, astounding office layout
with an open concept, etc., contributes to how our culture enforces the ‘lifestyle’ in
Sunshine. When it comes to bosses and board of directors, there exist an
organisational hierarchy, but we completely discourage personal hierarchy among
employers and employees, which helps to maintain good relationship.
We have a monthly performance appraisals for every employees. Performance appraisal
is one of the things our company will do to achieve a better management performance
among the employees. Immediate managers will be the best person to conduct an
employee’s appraisal for a better understanding and evaluation. Employers will praise
on things that are done very well and comment on things that needs to be improved. It
does not only help the employees to develop their personal performance towards to
company, but it helps to strengthen the career planning pathway too.

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OrganisationalChart
Our chart is shaped as a divisional structure due to our two different business
management that we have. One is property, the other hotel. It provides a much more
centralized that helps in the consistency of policies, performances, and procedures.
There is limited amount of authority given to other employees. The communication
gap among the vertical members in the chart may look big, but it wouldn’t be a
problem due to the recent startup of Sunshine.
Diagram 1 shows our organisational chart.

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OrganisationalChart
Diagram1

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Job Scopes & Responsibilities
Listed below are the roles and responsibility of each respective employers &
employees.
Top Managers
President - The one that plans and directs the company’s goals, policies, operations,
and activities to achieve the highest profitability. The person that makes the decision
and manage the structure of the company. Highest in the organisational chart and
manages both property development & hotel management.
Property Director - The head of property development that manages the property
from acquisition to construction completion. Has a strong partnership with Hotel
Director to develop hotels for the company. One of the top liners that heads the
construction, finance, and development of property. Reports directly to the President.
Hotel Director - The head of the hotel business that manages all the hotels under the
company. Has a strong partnership with Property Director to provide the designs and
ideas for the hotel development. One of the top liners that oversees the sales &
marketing, finance, and operations of the hotel. Reports directly to the President.
Human Resource Director - The head that manages human resources that works
closely with the president for staff functions such as hiring and training of employees.
Also handles the intraorganisational relationships of the employees. The one that
conducts outing and activities like relationship developments and appraisals for the
employees.
Public Relations Director - A public representative of the company. Planning,
developing and implementing PR strategies, sales & marketing activities, organizing
events to establish reputation and relationship of the company such as exhibitions.
Handles the interorganisational relationships of companies in the economy and tells
the world about our company through media.
Finance Director - Oversees and handles the overall company’s accounting and
financial matter as well as the advisor for the finance element of the company. Works
closely with the President to establish an overall budget for the hotel and property
business. Works to establish a positive cash flow for the company.

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Middle Managers
Hotel Department
Head of Finance - Organizes and manages the budget, cost controlling, and other
financial matters of all the hotels under the company. Works closely with the Head of
Sales & Marketing and Head of Operations to run and develop the hotel the
business. Reports to the Hotel Director as well as the Finance Director of the
financial state for the hotels.
Head of Sales & Marketing - The one that promote the hotel’s business and boosts
the sales of hotels. Develops marketing opportunities, strategies and plans. Works
closely with the Head of Finance and Head of Operations to run and develop the
hotel the business. Reports to the Hotel Director as well as the Public Relations
Director.
Head of Operations - Oversee the operations of all hotels and manages the hotel
managers. Coordinate with Head of finance and Head of Sales & Marketing in the
Hotel Department to share hotel information and develop the hotel business of the
company. Report to the Hotel Director to update about hotel operations.
Property Department
Head of Finance - Oversees and manages the budget, cash flow and other financial
matters of property development of the company. Conduct cost planning and cost
controlling for development of property. Works closely with the Head of Property
Development & Management and Head of Construction to propose and advice on
the cost and budget of development. Reports to the Property Director as well as the
Finance Director about the financial state of the property department.
Head of Property Development & Management - The one that establish and plan
development strategies for the company. Conceptualize, search and obtain the land
for construction. Strategize the development of property to achieve maximum
profitability. Coordinates with Head of Construction to develop and construct facilities
that follows the design and standard required.
Head of Construction - Oversees the construction of facilities on sites obtained by
the company. Ensure the construction work done meet the quality standard, time

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frame and budget established by the company. Works alongside with Head of
Property Development & Management, and Head of Finance to construct buildings
that meets the quality standard, design requirement and budget.
First Line Managers
Hotel Department
Executive Cost Planner – Leads a team to do financial analyst of the economy and
conduct market research to forecast business conditions. The team also does cost
planning, cost controlling and set up a suitable development budget. Report to the
Head of Finance of Hotel Department and coordinate with the rest of the team to
analyze project’s financial feasibility.
Executive Accountant – Leads a team of accountants to manages, control and
record the financial matters of the hotel department including taxes and cash flow.
Analyzes business plan to develop ways to improve business efficiency and increase
profit.
Marketing Manager – Leads a team of advertisers and public relations specialist that
comes up with analysis and tactics of customer’s needs, product development,
product awareness and pricing. Reports to the Head of Sales & Marketing and works
closely with his team.
Hotel Managers – The head of hotel operations in a specific hotel that plans and
organizes the hotel to ensure that it is to running smoothly. The first person
employees in the hotel will go to if problem arises. Reports to Head of Operations
and works closely with Head of Sales & Marketing and Head of Finance.
Property Department
Executive Cost Planner - Leads a team to do financial analyst of the economy and
conduct market research to forecast business conditions. The team also does cost
planning, cost controlling and set up a suitable development budget. Report to the
Head of Finance of property development and coordinate with the development team
to analyze project’s financial feasibility.

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Executive Accountant - Leads a team of accountants to manages, control and record
the financial matters of the property department including taxes and cash flow.
Analyzes business plan to develop ways to improve business efficiency and increase
profit.
Project Manager - Provide overall direction and manages the company construction
project and the people involved in it including architects, engineers, quantity
surveyors and the workers. Makes recommendations on planning and design of
projects. Monitors daily progress and activities on site.
Site Manager - Manages the site facilities at the construction site and conducts
safety inspection at site to ensure construction and site safety. Also makes sure the
different regulations at site are followed and the quality is controlled and surveys the
site and plans to prevent problems on site before they occur, for example, planning
the delivery and storage of equipment and materials needed.
Development Manager - Identifies development opportunities that is suitable and
plans the development of acquired sites. Work together with the Procurement
Manager and Contract Manager to ensure a smooth and efficient process in
acquiring and planning of development at sites.
Procurement Manager - Negotiate to acquire sites at the best price. Develop
procurement strategies and search for suppliers to provide for development and
construction needs at a good price, quality and value. Monitor the supply
procurement process to ensure the continuous flow of supplies, the performance of
suppliers are up to standard and the price are reasonable in current market.
Contract Manager - Manages all the contracts under development and construction.
Negotiate and provide guidance on contractual matters. Work closely with other
professionals like site manager and suppliers to ensure everyone understands the
contract. Helps to prepare and present documents for tenders. Monitoring the whole
duration of contract to ensure the provisions in contract are followed. Hold meetings
to discuss problems, consider necessary changes and resolve disputes.

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Training & Development
1. Courses and Seminar (C&S)
The courses and seminars are part of the yearly training programs that not only train
our employees into having a better understanding of their job, but to develop their
skillsets that will help them in the future. Employees will learn to enhance their time
management skill, problem solving skill, communication skills, etc. But that’s not all,
the courses & seminars have a point system where employees have to collect points
by going to multiple talks. This is also a chance for employees and employers to
bond together.
Process – At the beginning of the year, a survey form will be released to the
company to understand and know what employees want to learn in the courses &
seminars. In terms of budget, a total of RM30 will be collected from each employees
regardless of whether they attend the C&S. If they chose to attend, it will be FOC as
the RM30 collected is considered a fund for it. Venue and speakers will be arranged
by the Human Resource Director. Since it’ll be held twice a year, the points system
will go on annually. Prizes and rewards will be given for employees with the highest
points. At the end of C&S, HR will request for feedbacks and suggestions for
improvement from everyone who attended this event.
Contents –
 Courses – Soft skills Training : Time Management, Problem Solving,
Communication Skills, Leadership training, Technology & Skill Training,
Managerial Training
 Seminars – Construction Basics, Hotel Basics
Learning Outcome –
 Develop skills necessary to be competent in respective job positions.
 Demonstrate self-improvement for each individual.
 Evaluate the extent of skills possessed and determine improvement required.
Estimated no of Participants : 50 +-
Venue : Hard Rock Hotel, Malacca

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When : After CNY & Raya (date varies every year)
Duration : 2 days 1 night.
Trainers :
 Courses : Refer to Appendix II and III
 Seminar : Refer to Appendix IV and V
2. Management Game
Anyone from the organisational chart is recommended to attend this simulation.
Employees are required to learn and practice by making realistic decisions in
simulated environment. Employees will learn best when they are involved in
situations that requires them to give their inputs and not just a side-liners. This
activity also helps to promote organizational culture.
Process – A one day activity, HR will create an environment, not visually but more of
situations where employees will discuss among themselves to plan, make decisions,
and solve problems. Depending on the number of people participating, it is
recommended to have a maximum of 5 people in a team to have shorter information
flow and more efficient outcome. They will be competing with other teams for the
best decisions made. Rewards will be given to the best team chosen by the
president himself. After the activity, feedback will be given to the teams to help
members to improve. Team members will also give feedback to each other for each
member to understand their respective strength and weaknesses.
 Develop problem solving and decision making skills.
 Able to demonstrate effective communication and critical thinking
competency.
 Learn to conduct efficient team building and time management to accomplish
tasks through teamwork within a time limit.
Number of Participants : Minimum 5 participants

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Who : Anyone from the organisational chart
Venue : Office of Sunshine Sdn. Bhd.
When : Annually around October
Duration : 1 working day
Trainers : Human Resource Department (Refer to Appendix I) and Top Managers
3. Orientation Training
When employees are hired, they will undergo orientation to better understand the
company such as the company’s mission, vision, goals, etc. Matters like our
company’s culture, respective department managers, personnel benefits, and e-mail
access are also transmitted through this program. This allows new employees to
work in this company comfortably in our new environment with new colleagues.
Contents –
 Interactive Learning (IL) - Go their respective department and understand the
jobs, then make a video and present.
 Job Interaction (JI) - Go to other departments and understand their job)
Process – Employees newly hired are required to go through Web orientation one
week before the actual start of the work. Web orientation will consist of the
organization’s mission, vision, goals and procedures either in the form of media or
PDF. The first day of work, employees will head straight to a short briefing of the job
scopes they will be understanding soon. As a team, new employees that hasn’t been
through orientation will undergo interactive learning and job interaction. Interactive
Learning is a mixture of new employees and employees that hasn’t been through
orientation to understand more about their departments and then make a video
together that shows their department’s policies and job scopes. Job Interaction is
when each individual goes to other departments and understand the procedure,
process and responsibilities for further learning and understanding the company as a
whole & how they work together as a team for the company to function. After both
activities ended, feedback are given to and by the participants.

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 Be aware of the organization mission, vision, goals, and cultures.
 Understand how the company works, ways of doing things and strategies.
 Get to understand own and other department’s job scope, and their
colleagues.
Who : Freshly hired employees
Venue : Office of Sunshine Sdn. Bhd.
When : When new workers are hired (IL & JI to be conducted 3 times a year)
Duration : 2 working days
Trainer : Human Resource Department (Refer to Appendix I) & Respective
Managers of Departments.

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Appendixes
Appendix I
Agnes Choon
“Passionate about continuous learning & growth,
coaching, culture, change management, people
development, performance management and total
reward.” The quote above is taken from Agnes Choon’s
LinkedIn profile which truly describes her. A HR manager
that has more than 20 years of HR background despite
having a different academic background. Understands 3
languages, namely English, Mandarin, and Bahasa
Malaysia. She possess multiple skills, to describe a few which are human resources,
talent acquisition, performance management, employee engagement, and employee
relations. By having the skills said above, Agnes is able to come up with ideas for
trainings and developments for companies that seeks to grow and learn individually
where she does best.
Academic Background –
- Bachelor of Business Administration (Honours) in Marketing from 1987 to
1990 at Universiti Kebangsaan Malaysia.
Job Experience –
- Human Resource Director for Sunshine Sdn. Bhd. from April 2016 to Present.
- General Manager, Human Resource & Administration for IJM Corporation
Berhad from April 2011 to March 2016 (4 years 11 months).
- Executive Search Associate for Bo Le Associates from January 2011 to April
2011 (4 months).
- Director, Human Capital for Green Packet Berhad from July 2008 to
December 2010 (2 years 6 months).
- HR Ops Leader, Malaysia; HR Business Partner, ED&S Asia Pacific for
Honeywell from 2006 to June 2008 (2 years).
- Senior HR Manager for E&O Property Development Bhd from March 2005 to
May 2006 (1 year 3 months).

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- HR Manager for Unza (Malaysia) Sdn Bhd from January 2000 to February
2005 (5 years 2 months).
- Manager, Human Resources for PricewaterhouseCoopers from 1994 to 1999
(5 years).
Appendix II
Dr. Andrew Ma
Profile-from Chorev Consulting International
Leadership Experience –
Dr. Ma is a seasoned leadership consultant and coach
who has conducted leadership development programs
to thousands of executives, managers and university
students in the world. He has extensive global
management experience in diversified disciplines
including marketing, business development, strategic
& product management, system engineering,
consultancy & training. Since 1994, he has worked in
large multinational corporations as well as startups in Canada, US (Silicon Valley) and
Asia Pacific in the telecom and hi tech industries. In 2006, he transitioned from his
management role into a full time consultant & coach in order to pursue his passion –
to develop & transform global leaders that impact the world.
Corporate Training Experience:
Andrew is passionate about leadership development – helping global leaders to
excel in complex and dynamic environments while maintaining their own authenticity
and value convictions. Since 2006, Andrew has offered hundreds of management
training programs, team-building programs and talent development consultancy
services in Hong Kong, Mainland China, Taiwan, and South East Asian countries.
He specializes in cross-generational leadership, cross-cultural leadership, mindful
leadership development using creative means such as forum theatre, meditation, e-
learning, m-learning, case methods, role plays, etc. Among some of his clients that

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he has designed and conducted programs are GAP, Wyeth Nutrition, Dragages, HK
Cyberport, Kellogg – HKUST MBA program office, Amadeus, Cathay Pacific
Catering Asia-World Expo and Hong Kong Police Force with excellent client
feedback.
Education & Professional Accreditations –
Andrew has well-balanced education credentials. In 2014, he completed his Ph.D in
Global Leadership in Regent University, USA, with a research focus on cross-cultural
and cross generational leadership. Previously, he earned Executive MBA, Masters &
Bachelor Degree in Electrical Engineering, and a Bachelor Degree in Economics. He
is the world first Chinese speaking Master trainer of MRG LEA 360®, accredited
practitioner of Myers-Briggs Type Indicator ® Step I & II, certified trainer for J.
Maxwell 360 Leadership®, and certified trainer for Miller Heiman Strategic Selling®
and Conceptual Selling®. He is also one of the handful certified trainers of The
Potential Project Corporate Based Mindfulness Training (TPP CBMT) in G. China.
Besides working as a consultant and trainer, he also served part time lecturer in City
University & Baptist University in Hong Kong in offering courses such as Global
Business, Business Strategy and Business Ethics in the past years. He also has
been providing leadership development to university students in leading universities
such as Hong Kong University of Science and Technologies, City University, Peking
University, Tsinghua University in China since 2008.

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Appendix III
Jamali Bin Natijol
Centre for Competency-Based Learning and Development (CBLD)
Jamali is an accomplished trainer with a number of training
providers mainly IBMEC and CIE Learning with more than ten
years of training experience in the field of learning,
performance assessment and organizational development. A
firm believer in the principle of Applied Learning, he advocates
that adults learn best when their training is challenging to their
intellect and that they are able to see how what is being trained
can be applied to their day-to-day work. Jamali literally lives
the cliché that learning must be a fun and enjoyable experience. This is especially so
in the area of "soft skills" training.
Jamali specializes in Information and Communication Technology (ICT), train-the-
trainers (such as Methods of Instructions), Teambuilding and personal effectiveness
(such as Communication and Relationship Management, Problem Solving and
Decision Making, and Maintain Professional Image).
Jamali has effectively delivered training programmes to organizations from diverse
industries, employing appropriate training methodologies to ensure the transfer of
knowledge successfully. Partial list of the clients includes Ministry of Defence,
Singapore Civil Defence, Singapore General Hospital, Ministry of Health, Singapore
Police Force, Singapore Armed Forces, Housing and Development Board and Ministry
of Education.
Besides training, Jamali has done courseware development in Workplace Information
and Communication Technology (WICT), Safety and Security for Hospitality Industry
and Conversational Malay.
Jamali has a Masters Degree in Instructional Designand Technology from the National
Institute of Education/Nanyang Technological University of Singapore and a Bachelor
of Science in Computer Science from the Staffordshire University, United Kingdom.
He also possesses an Advanced Certificate in Training and Assessment (ACTA).

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Appendix IV
Jackie Chan
A construction project manager with
more than 10 years’ experience in the
field involving various projects for
private sector and government clients.
Possessing strong communication
skills coupled with his ability to lead
through unfavourable conditions have
enabled him to have a history of
completing projects on time, with high
quality and within budget. He have
thorough knowledge of legal issues
and safety in the construction field
with vast experience of managing
technically complex projects and possesses a forward-thinking approach to the
management of clients & assignments. He is able to manage the project delivery team
excellently through entire project life-cycle, from client enquiry to invoice. With
excellent interpersonal skill, he is able to obtain cooperation from a wide variety of
sources, including senior management, clients and other departments for smooth
project process.
Key competencies –
- Effective time management and logical decision-making ability.
- Excellent communication skills.
- Capacity to motivate, lead and boost morale of team.
- Master of Project Management-(The University of Sydney)
- Post graduate degree in Construction Management-(City University London)
- Bachelor’s degree in Civil Engineering-(University of New England)

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Job Experience –
- Property Director, Sunshine Sdn. Bhd. (2016-Present)
- Senior Project Manager, Strike Construction Sdn. Bhd. (2011-2015)
- Project Manager, Perdana Sdn. Bhd. (2004-2010)
- Construction Engineer, Sunway Construction Sdn. Bhd. (1999-2003)
Appendix V
Chow Yuen Fei
A highly experienced Hospitality Management
professional with more than 15 years of experience
in hotel operations. He is able to provide the strategic
vision and tactical oversight in the development and
implementation of hotel operational practices that
boost profitability, enhance community reputation,
and ensure conformity to brand standards.
Besides having in-depth knowledge of the hotel,
hospitality, leisure and service sector, he has
extensive customer facing experience and is able to
identify, understand & give priority to urgent issues of customers. With this, he can
deal with challenging situations faced by the hotel calmly and professionally.
He also possesses a strong commitment in providing the highest level of loyalty and
service to his employers, colleagues & hotel patrons. Secondly, he has the ability to
develop and maintain a close working relationship with senior managers, which in turn
helps him to gain an in-depth understanding of the employer’s needs, goals and
ambitions. Thirdly, his habit of constantly reviewing processes and identifying ways to
improve efficiency & service helps to reduce overall costs.
He also hold a Certified Hotel Administrator (CHA) certification; one of the most
prestigious certifications in the hospitality industry today. It is prove of his ability to
propel hospitality organizations towards success and industry recognition.

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- Certified Hotel Administrator (CHA)-(American Hotel & Lodging Educational
Institute)
- Masters in Hospitality Management-(Les Roches International School of Hotel
Management)
- Bachelors in International Hotel Management-(Les Roches International
School of Hotel Management)
Job Experience –
- Hotel Director, Sunshine Sdn. Bhd. (2016-Present)
- General Manager, Haia Luxury Resort & Spa (2011-2015)
- General Manager, Comfort Village and Inn (2006-2010)
- Hotel Manager, Royal Palm Hotel (2000-2005)

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