zerholdings S/B

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 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

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.

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

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.

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.

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.

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

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.

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.

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.

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.

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.

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.

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

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

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

 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

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

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.

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/

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

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