The document provides information about Zerholdings Sdn. Bhd., a property development company in Malaysia. It outlines the company's board of directors, nature of business, vision, missions, goals, organizational structure, culture, and manager roles. Zerholdings has a capital of 10 million MYR, is located in Subang Jaya, and aims to be a widely recognized developer in central Malaysia. It adopts a functional organizational structure and seeks to promote a collaborative culture through open workspaces and group incentives. Top managers focus on strategic planning while middle managers develop and implement activities to achieve objectives.
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 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 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.
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.
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.
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 an overview of the insurance industry in India. It discusses the liberalization of the insurance sector that allowed private and foreign companies to enter. There are rules governing Indian and foreign companies, including minimum capital requirements and limits on foreign ownership. Many international insurance companies have formed joint ventures with major Indian companies. The challenges for the insurance sector include developing suitable products, training agents, expanding insurance to lower income groups, and adapting business models for the Indian market.
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 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 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.
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.
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.
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 an overview of the insurance industry in India. It discusses the liberalization of the insurance sector that allowed private and foreign companies to enter. There are rules governing Indian and foreign companies, including minimum capital requirements and limits on foreign ownership. Many international insurance companies have formed joint ventures with major Indian companies. The challenges for the insurance sector include developing suitable products, training agents, expanding insurance to lower income groups, and adapting business models for the Indian market.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
The document discusses performance management in organizations. It defines performance management as the process of continuous feedback between managers and employees to ensure strategic objectives are achieved. It then outlines the typical 5-step performance management cycle of planning, monitoring, developing, rating, and rewarding employee performance. Adhering to this cycle helps organizations maximize employee output, increase competitiveness, develop employee skills, and improve employee retention through job satisfaction.
The document summarizes human resource management practices at Metro, a leading wholesale retailer in Pakistan. It discusses Metro's recruitment, training, compensation, and leave policies. Key points include:
- Metro recruits both permanently and temporarily and uses various sources including job sites and references. New recruits undergo orientation.
- Training includes both internal and external programs to develop skills. Internal training is led by senior managers.
- Compensation includes salaries, bonuses, and benefits like healthcare and leave. Executives receive additional perks.
- Leave policies cover privilege, casual, and sick time off for permanent employees.
Ashraful Karim Chowdhury is a Head of HR & Admin with over 24 years of experience. He is currently in that role at EATL in Dhaka, Bangladesh. Previously he has held HR and administrative roles in various countries including Ireland, Russia, and the UK. He has a Post Graduate Diploma in HR management and a Bachelor's in Commerce. His experience includes strategic HR planning, recruitment, training, policy development, and maintaining legal compliance.
The document provides information on various programs, courses, and areas of study offered at Pune Institute of Business Management (PIBM). These include postgraduate programs in management, certifications in areas like Enterprise Resource Planning, Six Sigma, and Microsoft Project. The document also outlines PIBM's vision, mission, training process, and programs to enhance student employability. PIBM aims to provide holistic management education and ensure students are equipped to succeed in the global corporate world.
This document discusses the recruitment and selection process at Tesco, the largest private sector employer in the UK. It defines recruitment as developing a pool of qualified job applicants, and selection as choosing candidates with the right qualifications to fill open roles. The document describes Tesco's recruitment methods, which primarily focus on internal candidates first through promotions, transfers, or training programs before considering external hiring. If external recruitment is needed, Tesco advertises on their website and stores. The selection process at Tesco involves application reviews, interviews, and assessment centers to identify the best candidates based on job descriptions and person specifications, which outline the required skills, characteristics, and responsibilities for each role.
Rohini Deokar seeks an opportunity in an environment that encourages growth. She has over 8 years of experience in human resources and recruitment. She holds an MBA in Human Resources and is SAP HCM certified. Her experience includes roles as an HR consultant, manager, and senior manager at various companies, where she performed duties such as recruitment, training, performance management, and policy implementation.
A study on recruitment and selection process ofKanagaraj Vvr
This document appears to be a project report submitted for a Master's degree in Business Administration. It discusses a study of the recruitment and selection process of Lucas TVS Ltd in Chennai, India. The report includes an introduction outlining the study's objectives and methodology. It will also cover topics such as the automotive industry profile, company profile of Lucas TVS, literature review on recruitment and selection, human resource management practices at Lucas TVS, their recruitment process, findings from the study, suggestions, and conclusions.
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.
1. The document discusses HUL's recruitment and selection process, which includes advertising vacancies, screening applications, conducting tests and interviews to assess skills, and emphasizing fit between candidates and jobs.
2. HUL has special recruitment programs for MBAs that tailor roles to candidates' backgrounds and provide development opportunities.
3. Employee training focuses on leadership and includes mentoring, rural assignments, and case discussions, while performance reviews utilize 360 degree feedback and transparent career planning.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
Tesco uses both internal and external recruitment methods to fill vacancies. Internally, they use job postings and promotions to transfer current employees, while externally they advertise on their website and in publications. For selection, candidates first attend an interview and then an assessment center run by managers to further evaluate suitability. Job descriptions and specifications help guide the recruitment and selection process to identify qualified candidates for roles.
This document is a resume for Mishari Felemban. It summarizes his contact information, education, work experience, areas of expertise, achievements and qualifications. The resume shows that Mishari has over 10 years of experience in human resources management, including positions at KAB Holding Company, MYN Group and Fairmont Raffles Hotels International. It highlights his achievements in areas such as reducing costs, improving Saudization rates and reducing employee turnover. The resume demonstrates Mishari's expertise in strategic human resources areas and his qualifications for leading an HR department.
Project report on recruitment and selection at cmpdiKumari Pswn
This document provides information about a project report on recruitment and selection at Central Mine Planning and Design Institute (CMPDI) in India. It includes a declaration, certificate of completion, acknowledgements, executive summary, and table of contents. The project report evaluates CMPDI's manpower planning process and recruitment and selection procedures. It contains the student's research findings, conclusions, and recommendations after studying CMPDI's practices from May to June 2014.
This document discusses a project report submitted by Mandeep Singh on the recruitment and selection process at Infowiz Company in Chandigarh, India. It begins by acknowledging those who helped with the project and training. It then provides background on Infowiz, which is an 8-year-old IT company that offers courses in areas like web development, Java, Android, robotics, and more. The report details Infowiz's management team and technical staff. It also outlines the recruitment and selection chapter that analyzes Infowiz's practices in these areas.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.
This document summarizes Dinesh Jogdand's summer internship project on studying client requirements and proposal sending at RI Infotech under the guidance of Prof. Sandeep Ponde and Mr. Siddhesh Dongare. The project involved analyzing RI Infotech's organizational structure and systems, studying their client requirement gathering and proposal processes, and making recommendations. The document includes sections on the IT industry overview, RI Infotech company overview, objectives, analysis of RI Infotech's systems, practices, the project undertaken, findings, future scope, and conclusions.
Jamal Hajeer is a Jordanian human resources trainer and consultant based in Amman, Jordan and Abu Dhabi, UAE. He has a master's degree in business administration and has implemented over 140 training seminars on topics like communications, project management, and strategic planning. Hajeer aims to create engaged employees and support career development through customized training and consulting services tailored to organizational needs. He emphasizes soft skills, leadership, and performance improvement to help businesses achieve their strategic goals.
HR planning at McDonald's ensures the right number and type of employees are available as needed. It involves forecasting future personnel needs, developing HR programs, and evaluating outcomes. McDonald's decentralized approach allows each franchise to independently hire employees. Job analysis helps management understand roles. Recruitment sources include internal transfers and external applicants. Selection uses written tests, interviews, and reference checks. Training begins with orientation and focuses on developing skills through on-the-job learning and opportunities for advancement.
This document appears to be an assignment cover sheet for a course called Measurement 3, which is part of a Bachelor of Quantity Surveying (Hons) degree. It includes the course code QSB 2115/QSB 6030 and is Assignment 1. The student's name and submission date are blank, and the lecturer is listed as Mr Soon Lam Tatt from the School of Architecture, Building & Design.
The document discusses the recruitment and selection process at 2 COMS Consultancy where the author completed their internship. It provides an overview of the company and outlines the objectives of the study which were to understand and analyze the recruitment procedures and identify areas for improvement. The key functions of human resources including recruitment, training, and development are also summarized.
The document discusses performance management in organizations. It defines performance management as the process of continuous feedback between managers and employees to ensure strategic objectives are achieved. It then outlines the typical 5-step performance management cycle of planning, monitoring, developing, rating, and rewarding employee performance. Adhering to this cycle helps organizations maximize employee output, increase competitiveness, develop employee skills, and improve employee retention through job satisfaction.
The document summarizes human resource management practices at Metro, a leading wholesale retailer in Pakistan. It discusses Metro's recruitment, training, compensation, and leave policies. Key points include:
- Metro recruits both permanently and temporarily and uses various sources including job sites and references. New recruits undergo orientation.
- Training includes both internal and external programs to develop skills. Internal training is led by senior managers.
- Compensation includes salaries, bonuses, and benefits like healthcare and leave. Executives receive additional perks.
- Leave policies cover privilege, casual, and sick time off for permanent employees.
Ashraful Karim Chowdhury is a Head of HR & Admin with over 24 years of experience. He is currently in that role at EATL in Dhaka, Bangladesh. Previously he has held HR and administrative roles in various countries including Ireland, Russia, and the UK. He has a Post Graduate Diploma in HR management and a Bachelor's in Commerce. His experience includes strategic HR planning, recruitment, training, policy development, and maintaining legal compliance.
The document provides information on various programs, courses, and areas of study offered at Pune Institute of Business Management (PIBM). These include postgraduate programs in management, certifications in areas like Enterprise Resource Planning, Six Sigma, and Microsoft Project. The document also outlines PIBM's vision, mission, training process, and programs to enhance student employability. PIBM aims to provide holistic management education and ensure students are equipped to succeed in the global corporate world.
This document discusses the recruitment and selection process at Tesco, the largest private sector employer in the UK. It defines recruitment as developing a pool of qualified job applicants, and selection as choosing candidates with the right qualifications to fill open roles. The document describes Tesco's recruitment methods, which primarily focus on internal candidates first through promotions, transfers, or training programs before considering external hiring. If external recruitment is needed, Tesco advertises on their website and stores. The selection process at Tesco involves application reviews, interviews, and assessment centers to identify the best candidates based on job descriptions and person specifications, which outline the required skills, characteristics, and responsibilities for each role.
Rohini Deokar seeks an opportunity in an environment that encourages growth. She has over 8 years of experience in human resources and recruitment. She holds an MBA in Human Resources and is SAP HCM certified. Her experience includes roles as an HR consultant, manager, and senior manager at various companies, where she performed duties such as recruitment, training, performance management, and policy implementation.
A study on recruitment and selection process ofKanagaraj Vvr
This document appears to be a project report submitted for a Master's degree in Business Administration. It discusses a study of the recruitment and selection process of Lucas TVS Ltd in Chennai, India. The report includes an introduction outlining the study's objectives and methodology. It will also cover topics such as the automotive industry profile, company profile of Lucas TVS, literature review on recruitment and selection, human resource management practices at Lucas TVS, their recruitment process, findings from the study, suggestions, and conclusions.
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.
1. The document discusses HUL's recruitment and selection process, which includes advertising vacancies, screening applications, conducting tests and interviews to assess skills, and emphasizing fit between candidates and jobs.
2. HUL has special recruitment programs for MBAs that tailor roles to candidates' backgrounds and provide development opportunities.
3. Employee training focuses on leadership and includes mentoring, rural assignments, and case discussions, while performance reviews utilize 360 degree feedback and transparent career planning.
Project on recruitment and selection processankit kumar
The document discusses the recruitment and selection process of IT personnel at CNC Web World. It covers the various stages of recruitment, including planning, strategy development, searching, screening and evaluation. Internal sources of recruitment mentioned include promotions, transfers, and referrals from existing employees. External sources include campus recruitment, advertisements, consultancies, and walk-ins. The purpose of recruitment and selection and its importance for hiring the right candidates is also covered.
Tesco uses both internal and external recruitment methods to fill vacancies. Internally, they use job postings and promotions to transfer current employees, while externally they advertise on their website and in publications. For selection, candidates first attend an interview and then an assessment center run by managers to further evaluate suitability. Job descriptions and specifications help guide the recruitment and selection process to identify qualified candidates for roles.
This document is a resume for Mishari Felemban. It summarizes his contact information, education, work experience, areas of expertise, achievements and qualifications. The resume shows that Mishari has over 10 years of experience in human resources management, including positions at KAB Holding Company, MYN Group and Fairmont Raffles Hotels International. It highlights his achievements in areas such as reducing costs, improving Saudization rates and reducing employee turnover. The resume demonstrates Mishari's expertise in strategic human resources areas and his qualifications for leading an HR department.
Project report on recruitment and selection at cmpdiKumari Pswn
This document provides information about a project report on recruitment and selection at Central Mine Planning and Design Institute (CMPDI) in India. It includes a declaration, certificate of completion, acknowledgements, executive summary, and table of contents. The project report evaluates CMPDI's manpower planning process and recruitment and selection procedures. It contains the student's research findings, conclusions, and recommendations after studying CMPDI's practices from May to June 2014.
This document discusses a project report submitted by Mandeep Singh on the recruitment and selection process at Infowiz Company in Chandigarh, India. It begins by acknowledging those who helped with the project and training. It then provides background on Infowiz, which is an 8-year-old IT company that offers courses in areas like web development, Java, Android, robotics, and more. The report details Infowiz's management team and technical staff. It also outlines the recruitment and selection chapter that analyzes Infowiz's practices in these areas.
This document is a project report on talent management survey conducted at Company Ltd. It includes an introduction outlining the objectives of studying Company's talent management process. The document also includes chapters on research methodology, Company's profile, introduction to talent management concepts, performance appraisal process, career planning, training and development practices at Company Ltd. It aims to understand Company's talent management procedures and suggest improvements.
This document provides an overview of recruitment and selection processes. It begins with definitions of recruitment and discusses key aspects of the process such as job analysis, descriptions, specifications, and trends like outsourcing. It then covers sources of recruitment, including internal sources like promotions, transfers, and notice boards, as well as external sources like advertisements, agencies, and colleges. The document discusses locating candidates from both internal and external sources and the merits and demerits of each.
This document summarizes Dinesh Jogdand's summer internship project on studying client requirements and proposal sending at RI Infotech under the guidance of Prof. Sandeep Ponde and Mr. Siddhesh Dongare. The project involved analyzing RI Infotech's organizational structure and systems, studying their client requirement gathering and proposal processes, and making recommendations. The document includes sections on the IT industry overview, RI Infotech company overview, objectives, analysis of RI Infotech's systems, practices, the project undertaken, findings, future scope, and conclusions.
Jamal Hajeer is a Jordanian human resources trainer and consultant based in Amman, Jordan and Abu Dhabi, UAE. He has a master's degree in business administration and has implemented over 140 training seminars on topics like communications, project management, and strategic planning. Hajeer aims to create engaged employees and support career development through customized training and consulting services tailored to organizational needs. He emphasizes soft skills, leadership, and performance improvement to help businesses achieve their strategic goals.
HR planning at McDonald's ensures the right number and type of employees are available as needed. It involves forecasting future personnel needs, developing HR programs, and evaluating outcomes. McDonald's decentralized approach allows each franchise to independently hire employees. Job analysis helps management understand roles. Recruitment sources include internal transfers and external applicants. Selection uses written tests, interviews, and reference checks. Training begins with orientation and focuses on developing skills through on-the-job learning and opportunities for advancement.
This document appears to be an assignment cover sheet for a course called Measurement 3, which is part of a Bachelor of Quantity Surveying (Hons) degree. It includes the course code QSB 2115/QSB 6030 and is Assignment 1. The student's name and submission date are blank, and the lecturer is listed as Mr Soon Lam Tatt from the School of Architecture, Building & Design.
This group project aims to familiarize students with current technology trends like Building Information Modeling (BIM) and their impact on construction supply chain management. Students must prepare a report that introduces BIM and its dimensions, explains how each dimension improves supply chain management, identifies disadvantages and costs, and provides a conclusion and recommendations for quantity surveyors. The report is due on November 29th and is worth 50% of the total grade for the Construction Supply Chain Management course.
Measurment 3 (qsb 60304) module outline - 28 march 2016Est
This document outlines a module for a course on measurement for quantity surveying. It details the module's objectives, learning outcomes, assessments, schedule, and references. The module focuses on measuring elements like doors, windows, roofs, and structural works and introduces specification writing. Students will be assessed through tests, projects, and a final exam.
This document provides guidance on specifications for seeding, turfing, and soft landscaping work. It outlines how to measure and describe in estimates: soil preparation and seeding/turfing areas with thickness and material details; tree, shrub, and herbaceous plant selection with botanical names, sizes, and maintenance requirements; excavating and planting holes; mulching; and maintenance activities like watering and weeding. Examples are given for each item type to illustrate the level of detail required in descriptions. The purpose is to standardize measurement and documentation of landscaping elements in construction estimates.
This document provides details on landscaping work including planting trees, shrubs, and ground cover as well as soil preparation and maintenance. Specifically, it will supply and plant 2 Acer freemanii 'Autumn Blaze' trees along with 60 assorted shrubs. The project also includes laying a 50mm soil mixture layer, closed turfing with Zoysia matrella, and 4 months of maintenance including watering, weeding, and pest control.
This document is a bill of quantities for a roof and roof structure listing items, descriptions, unit rates, quantities, and amounts. It includes items for steel framing in various sizes, fabricated bolt assemblies, surface treatment with zinc primers, and a total collection amount. The document provides a breakdown of costs for materials and work related to the steel structure and roofing of a building.
The document outlines the materials and measurements for the roof and roof structure of Block C (Office). It specifies timber plates, roof members, ceiling joists, rafters, ridges and struts made of Grade B sawn pressure timber between 100mm-125mm wide. The roof covering will be 420mm x 330mm cement interlocking tiles at a 30 degree pitch, with ridge tiles added. A double sided aluminium foil insulation paper will be laid over straining wires at the joists. 150mm x 25mm wide wrot pressure treated Grade B timber fascia boards will be fixed to the structure and painted.
This document provides a taking off list and bill of quantities for the fabrication and erection of a metal roof structure. It includes quantities for the trusses, purlins, and framing of the various roof elements. Specifically, it lists the quantities and weights of trusses TR1 through TR5, the purlins, and a total weight of 11.73 tonnes for the framing and erection work. Dimensions of the overall roof system are provided as 29.88m by 17.88m.
This document provides a bill of quantities for door and window items including precast concrete lintels, timber guards, timber door frames, timber panel doors, ironmongery like hinges and locks, and painting of various timber components. The items are listed with descriptions, units, rates, quantities, and amounts. Precast concrete lintels, timber guards and frames, panel doors, and ironmongery will be supplied and installed. Primer, undercoat and finishing coats of paint will be applied to timber guards under 150mm girth, frames over 150mm but under 300mm girth, and panel doors over 300mm girth.
This document provides a bill of quantities for timber roof structure elements. It lists materials needed including rafters, ceiling joists, ridges, struts, fascia boards, roof tiles, insulation paper, paint, gutters, downpipes, and fittings. Key elements are 27 meters of wall plates, 254.8 meters of rafters, 174.2 meters of ceiling joists, 151.9 square meters of roof tiles, 32.4 meters of gutters, and 18 meters of downpipes. The document provides specifications and quantities of materials for a complete timber roof assembly.
This document provides a bill of quantities for door and window items including precast concrete lintels, metal door frames, timber flush doors, hinges, locks, and painting works. The items are priced per unit and include descriptions of materials and specifications. The total amount will be carried over to the collection page.
Provisional sums are amounts included in a construction contract for work that is not fully defined at the time of tendering. There are two types: defined provisional sums where some information is provided, and undefined where minimal information is given. Contractors are expected to account for these sums in their programming and preliminaries. Provisional sums are expended through an architect's instruction and valued like a variation. Risks include the actual cost exceeding the amount allowed if the work changes from tender to completion. Prime cost sums are for nominated subcontractors or suppliers, and exclude any overhead and profit for the main contractor.
This document provides specifications for various types of fencing and gates. It describes 10 types of fencing - post-and-wire, post-and-rail, chain link, cleft pale, palisade, metal bar, close-boarded, built up concrete, and corrugated fencing. For each type, it specifies the dimensions and materials to be used. It also provides details on gates, gate construction, and accessories. Sample specifications are given for mild steel posts, bracings, and chain link mesh and straining wires.
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.
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 -
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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 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.
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.
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 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.
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 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 is a report submitted by a group of students for their Building Services 1 course. It discusses the integration of solar energy in buildings. The report contains 12 sections that cover topics like the history of solar energy, different solar energy technologies like photovoltaics and solar thermal, types of solar panel installations, and a case study of Mont-Cenis Academy which utilizes photovoltaic panels. The document provides detailed information on active and passive solar systems as well as the components, applications, advantages and disadvantages of various solar energy options for building integration.
This document summarizes information about the Mont-Cenis Academy building project in Herne, Germany. The building uses building integrated solar energy systems, including the world's largest building integrated photovoltaic power plant of 1 megawatt. The photovoltaic cells are integrated into the roof and facade, covering 10,000 square meters. A large glass envelope creates a mild microclimate inside and the solar systems reduce energy consumption for ventilation and heating.
This document provides a bill of quantities for internal floor finishes, listing various flooring materials and their quantities. It includes cement and sand beds and screeds to receive different types of ceramic and homogeneous tiles on floors, drops, and skirtings. The tiles listed are 200mm x 20mm x 8mm ceramic tiles, 200mm x 20mm x 8mm anti-slip ceramic tiles, and 300mm x 300mm x 8mm homogeneous tiles, along with their quantities to be laid on floors, drops at different heights, and skirtings. The totals are collected at the end.
This document is a report on the construction technology of IKEA Damansara, a shopping mall in Klang Valley, Malaysia. It contains sections on the roof, windows, doors, and stairs of the building. The roof is a flat concrete roof with skylights. Windows are only found in the administrative offices and restaurant areas, and consist of both fixed and opening panels. The main entrances use large double-leaf sliding glass doors. Access to the actual roof was prohibited, so observations were made from other buildings. The report provides photos and details on the various building elements investigated.
This document provides an overview of different types of roofs and roofing materials. It discusses the key components and functions of roofs. Some main points covered include:
- Roofs provide protection from weather and help regulate interior temperatures. Their design accommodates stresses and movements.
- Common roof types include pitched roofs, flat roofs, shed roofs, and hip roofs. Historic roofing materials included thatch and clay tiles.
- Roof components include ridges, rafters, purlins, eaves, and other structural supports. Different structures like trusses, cuts, and frames are used.
- Common roof coverings discussed are tiles, shingles, slate
The document describes the design of a public park called PSP Park, which includes features like a central pond, children's playgrounds, exercise equipment, and walking/cycling paths. The goal of the park's design is to provide a relaxing space for community members of all ages and backgrounds to interact, build relationships, and decrease stereotypes and prejudice. A variety of activities and facilities are included to encourage interaction between different groups and teach concepts of acceptance from a young age.
The SEIKO watch advertisement uses messaging around success and criteria for success to persuade readers to purchase their expensive watches. It portrays only men as successful, which could negatively impact women's self-image. Additionally, the ad implies that without a SEIKO watch, one cannot be successful or perfect, and may be looked down upon by those who own the brand's watches. This type of advertising promotes prejudice and discrimination. To reduce these problems, companies should avoid gender stereotypes and messages that disrespect those who do not purchase their products.
Chong Hui Xin discusses a document about schemas and social cognition. The document describes people lining up and ordering food at a stall, then waiting for their food to be prepared. It explains that these social behaviors become automatic through repeated learning and teaching from childhood. The brain forms schemas to understand social situations, like standing in line, without needing to consciously think about them. Schemas that are used often eventually become heuristics that guide automatic actions in social contexts. The document demonstrates how schemas help form social norms like orderly queues that maintain peaceful interactions in public.
The document discusses geometric shapes related to circles such as spheres, hemispheres, and sectors. It provides formulas for calculating the surface area and volume of spheres and hemispheres. Formulas are given for finding the circumference, area, and radii of circles. The document also discusses converting between degrees and radians and formulas for calculating arc length, area of sectors, and area of segments of circles.
KLCC Park was designed by renowned Brazilian landscape architect Roberto Burle Marx to integrate man-made structures with nature. Over 1900 indigenous trees and 66 palm species were planted to promote biodiversity and attract birds. The park features a children's pool and playground, 1.3km jogging track, and Symphony Lake with colorful nightly fountain shows. Materials include cement, water, as well as natural trees, shrubs, stones, and wood features.
Siheyuan are traditional Chinese courtyard houses surrounded by buildings on four sides, forming an enclosed rectangular space. They originated in the Zhou Dynasty and exemplify principles of feng shui and optimizing sunlight exposure. A typical siheyuan contains a main gate, secondary gate, main yard, main rooms, and side/back rooms arranged around a central courtyard. They provide an intimate living space protected from outside noise, dust, and intruders. This particular siheyuan is located near the Great Wall outside Beijing.
The Swatch Group is a multinational luxury watch company formed in 1983 through the merging of Swiss watchmakers. It owns several famous watch brands such as Omega, Tissot, and Swatch. Recently, Omega introduced an anti-magnetic watch movement resistant to over 15,000 gauss. Harry Winston, also owned by Swatch Group, purchased the largest blue diamond for $23.8 million. An analysis of Swatch Group's financial ratios from 2012-2013 found increasing profitability but worsening financial stability, with higher debt levels and slower inventory turnover. Based on this, the document recommends not investing in the company due to instability risks.
This document provides an analysis and comparison of two hardware businesses located in different geographical areas of Malaysia. The first business, Perniagaan Gluck, is located in Subang Jaya, Selangor and was founded in 2000. The second business, Cemerlang Indah Hardware, is located in Port Dickson, Negeri Sembilan and was founded in 1984. The analysis compares the businesses' histories, products, customers, competitors, strategies, and development. It concludes that Perniagaan Gluck has a higher potential for success due to its innovative strategies and future plans, such as developing an online presence, while Cemerlang Indah Hardware takes a more traditional approach. Recommendations
This document provides a research report comparing two hardware businesses in Malaysia: Perniagaan Gluck located in Subang Jaya, and Cemerlang Indah Hardware located in Port Dickson. The report includes descriptions of the businesses, a comparative analysis of their operations, products, customers, and strategies for combating competition. It concludes that Perniagaan Gluck has greater commercial success potential due to its owner's forward-thinking approach and online business development, while Cemerlang Indah Hardware relies more on traditional methods. Recommendations are made for Perniagaan Gluck to determine online business strategies and improve weaknesses.
This document provides a research report comparing two hardware businesses in Malaysia: Perniagaan Gluck located in Subang Jaya, and Cemerlang Indah Hardware located in Port Dickson. The report includes descriptions of the businesses, a comparative analysis of their operations, products, customers, and strategies for combating competition. It concludes that Perniagaan Gluck has greater potential for success due to its innovative online expansion plans and focus on adapting to customer needs, while Cemerlang Indah Hardware relies more on traditional methods. Recommendations are made to help Perniagaan Gluck determine the feasibility of its online business strategy and address any weaknesses.
The document summarizes and compares two hardware businesses in Malaysia: Perniagaan Gluck and Cemerlang Indah Hardware. Perniagaan Gluck has more customers, offers a wider variety of products including household items, and is more commercially successful due to keeping up with trends, improving services, and having a long-term vision. In contrast, Cemerlang Indah Hardware has fewer customers, focuses only on construction materials, and could improve by adopting new technologies and motivating employees. Appendices provide maps of the business locations and photos comparing their products and store conditions.
The document provides a summary and comparison of the horror films The Crazies and Cabin Fever: Patient Zero. It outlines the plots, compares the viruses in each film, and describes how the geography led to different death tolls. It also contrasts the endings, with one having a romantic escape and the other having a more tragic conclusion where the virus spreads.
The document provides a summary and comparison of the horror films The Crazies and Cabin Fever: Patient Zero. It discusses the plots, the different viruses featured in each film, the locations, victim death counts, and endings. While the viruses and locations varied between the films, both dealt with outbreaks that transformed and killed victims. The document prefers the ending of The Crazies over Cabin Fever: Patient Zero and concludes it would enjoy a horror virus film that combined elements of both.
The document provides a compare and contrast essay analyzing the horror movies The Crazies and Cabin Fever: Patient Zero. Both movies involve deadly viruses outbreaks, but they differ in key ways. In The Crazies, a virus contaminates a town's water supply, turning residents violent. In Cabin Fever, a flesh-eating virus escapes from a lab on a private island. The movies also have different endings, with the main characters in The Crazies escaping an army bombing, while in Cabin Fever the "patient zero" leaves the island with two survivors.
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Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
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popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
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Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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
among other problems that might hinder their future performance in the company. The
17. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
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.
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
18. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
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.
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
20. ZERHOLDINGS SDN. BHD.
TAYLOR’S UNIVERSITY | SABD | BQS | MANAGEMENT SCIENCE | MGT 60203
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