The document outlines the details of a proposed property development company including its mission, goals, organizational structure, and employee training programs. The company aims to become a widely recognized developer in Central Malaysia within 15 years by building a strong industry network, delivering high-quality projects on schedule, and collaborating with established firms. It will have departments for human resources, finance, projects, and marketing/sales headed by general managers and overseen by a board of directors. The company is committed to minimizing turnover and providing training to help employees grow their skills.

2.  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. To be a widely recognised property
developer in Central Malaysia.

4.  1) To build a strong network within the industry.
 2) To deliver high quality, cost effective projects on
schedule

5.  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.

6.  1) To minimise turnover rate.
 2) To deliver 4 different properties within 10 years.
 3) To provide adequate training to employees.

7. Functional Structure
Human Resources Department

8. BOARD
OF
DIRECTORS
HEAD OF
HUMAN RESOURCES
GENERAL
MANAGER
HEAD OF
FINANCIAL
DEPARTMENT
HEAD OF
PROJECT
DEPARTMENT
HEAD OF
MARKETING &
SALES
DEPARTMENT
MARKETING
TEAM
SALES
TEAM

9. Strong relationship between employees.
Comfortable environment, yet productive.
Open office space.

10. Top, Middle, and Front-Line Management

11. Leading
Strategic Planning
Decision Making
Conceptual Skills Human Skills

12. Develop and
Implementing activities
Coordinating with First-
line
Allocate Resources
Conceptual Skills Human Skills

13. Set Short-term Goals
Distribute Tasks
Supervise Process of
Works
Human Skills Technical Skills

14. Our ways of spotting and nurturing talents.

15.  Identify training and development needed.
 Relevant and effective induction programmes.
 Share experiences with the apprentices.
 Win-win programme.

16.  Held twice a year.
 Employees from different department assigned to a team.
 Indoor and outdoor training sessions.

17.  Sending 2 senior QS representatives to attend the talk
conducted by various speakers to share their experiences.
 Prepare a reflective report.
 Improve their knowledge and catch up on new technology
or method introduced to the industry.