Management science

Hello Skyscrapers Sdn. Bhd.
School of Architecture, Building and Design
Bachelor of Quantity Surveying (Hons)
Semester 3
Management Science (MGT 60203)
Group Assignment
Group Members
Lee Ren Jet 0319058
Ngah Yea Zhe 0323204
Koh Wen Qi 0323355
Gan Xiao Ying 0322998

Table of Content
I. Task 1
1.1 Company Background
1.2 Mission
1.3 Vision
1.4 Long term &
short term goals
II. Task 2
2.1 Working Culture
of our company
2.2 Organisation Chart
2.3 Job Scope/Responsibilities
III. Task 3
3.1 Training
3.2 Training Programs

3.3 Development course
Company Background
Hello Skyscrapers Sdn. Bhd. is a construction company that is established in
2016, mainly focusing on high-rise buildings. It is founded by 4 surveyors who
are Lee Ren Jet, Ngah Yea Zhe, Koh Wen Qi and Gan Xiao Ying. They are
recognized in construction industry since 2010 and also had connections with
a number of developers.
This company was named Hello Skyscrapers. It is also defined where Hello

Skyscrapers is expertise in high rise buildings construction works and bringing
high class quality with reasonable price.

Mission
What is mission statement?
It defines the present state or purpose of an organization and also a formal
summary of the aims and values of a company, organization, or individual. It
also provides guidance for the company to achieve goal.
Our Mission
1. To provideand deliver high quality design as well as cost
effective construction projects for our clients.
We provide full services with high quality designs/ finishes and ensure
every client we encounter is satisfied with it. We will release a quality
control method which is applied to ensure the product and services
comply with the requirement. When the clients are searching for
contractor, they will focus on how their work is actually done. Therefore,
a good quality of workmanship may make us notable in the industry.
On the other hand, we are working out a plan to help us to achieve the
purpose of cost effective building. A well planned cost saving will not
only save our cost but also impress the clients that we are able to
allocate our resources in a nice manner.

Our Mission (Cont’d)
2. Our companymission is to ensurea safe, healthy work
environmentas well as a 'zero injury' culture.
Building safety is tremendously important for a construction industry.
Therefore, how to provide a good policy on how to secure their safety on
site is essential. We are responsible to protect the health and safety of our
employees working at the site. All cares should be taken out wisely in
compliance with legislation and best practice. Lastly, we want our
employees to have a clear understanding about the site safety and be
responsible along with the company. A safe working environment will
reassure the employees to work in our company.
3. Develop, train and reward to all loyal employees, and
also enhance opportunities for our staff to reach their
potential.
Human capital is the biggest asset in our company. We recognize our
primary asset is our subordinates. To become a successful firm, we must
focus on feedback to our employees. To retain our employees, we provide
both visible and invisible rewards to our employees to satisfy their needs.
Meanwhile, we will also provide opportunity and encouragement to help
our staff to reveal their potential. We work with our clients as a team.
Mutual respect provides the foundation for our success. A good
coordination between each other will lead us to achieve our organizational

goals.
Vision
What is vision statement?
A vision statement is generally a company's road map. It is also an
organization's declaration of its mid-term and long-term goals.
Our Vision
- Shaping the future by constructing modern buildings
along with preservation of our heritage.
We are required to provide a high quality building as well as deliver aesthetic
value since building quality is no doubt a basic deserve for mankind. However,
heritage preservation acts as an inevitable issue. Heritage building is the
symbol of the particular city’s culture as well as their complexity. Losing its
significance will result a missing historical value and knowledge to inspire our
next-of-kin in the city. As a result, we will be recognized as a well-known firm
which not only cares about modern building technology while also concerns
about the heritage value.

Our Goals
Long term goals:
1. Maximize future growth with innovative technology, quality and resources.
2. Recognition of “Hello Skyscrapers” throughout the state.
3. Target ourselves to earn at least 500 million.
Short term goals:
1. To promote active participation in safe and harmony workplace for our
employees.
2. Bringing a family-like atmosphere beyond company.
3. To provide trustworthy services with positive attitude to our clients.

Working Culture of our company
We are trying to build up a new working culture so that we can attract
more young talent to join our company. At first, we will be bringing a family-
like atmosphere beyond company; young talent is more prefer a collaborative
work culture rather than a competitive one. We can refurbish our company
into a creating a fun and celebratory working place. Nowadays, young people
like to work in a colourful and natural sunlight. In this kind of working
environment, they will be motivated and proud to work with us. Let our
employees align their values and interests to the work they do and who they
are working for. Young talent is more prefer to work with the company that
can change the world in this generation. We will let them believe our
company's vision and mission and work with us to achieve our goals.
Besides that, we will also provide some orientation conferences to our
employees. For those new hires, successful entrepreneur conference will give
them a basic introduction to the professional world. It serves as an educational
program to help recent graduates understand and adapt to their roles at our
company. Give the employees the opportunity of the continued growth of
knowledge base and skill when working in our company. For example, offers
online courses regularly. Besides, we can invite young entrepreneur for
conference to stimulate critical thinking skills of our young talent.
The most important thing is our company will evaluate employee
performance and listen to feedback regularly. Establish career goals and
milestones hand in hand with employees. This type of evaluation will serve like
a conversation; we have the ability to come out with a better individual
learning plan besides assist our employees to realize their maximum potential.
Moreover, we will be more focusing on investment in BIM technology because
people with knowledge of BIM are in high demand now. If we are using the
old way of construction method will increase the construction period and

human resources. Young talent is more used to modern technology so if our
company is systemized then it will attract more young people to work with us.
Lastly, we will engage on social media because social media is
becoming more crucial for construction companies to compete in the industry,
especially as the industry slowly recovers. Firms that do not embrace in social
media can miss ample of opportunities and potential revenue. Social media is
the perfect way to brand our company, it provides the opportunity of building
trust with clients and showing our audience what our brand is all about by
posting high quality as well as engaging content regularly. Our company will
able to see comments and other feedback from clients. This enables us to
provide better customer services in the future. We can connect with
universities while undergraduate students are still considering where to intern
or they might be facing any career problem. If they have a good intern
working period with us, they might come to our company after he graduated.
In conclusion, these few changes of working culture will let our
company become a visionary and attractive company. We will attract more
young talent to work with us and more clients to work with. Our employees
will always found out our weakness and rehabilitation to achieve our goals.

Challenging market situation for
recruiting good construction
professionals:
Challenging market situations for recruiting good construction
professionals in 2016 are top professions in demand, such as architects and
architectural technicians, BIM skills, structural and civil engineers, quantity
surveyors, project manager and contract managers. In the construction
professionals market, the demand of top professions is higher than the supply.
We are newly introduced company to construction market, we don't have
experiences background and rich assets to attract top professions to work with
us. They are more willing to work with big company in Malaysia because they
can get higher position or higher salary in big company.
Many professionals are moving abroad for work especially to
Singapore because of the high exchange rate. They can earn more in
Singapore compare to Malaysia. Compared to Malaysia, science and
technology are more developed in Singapore. Top profession can learn new
construction method in Singapore. Besides, the Occupational Health and
Safety rules are more specific and most of the company in Singapore will
follow the rules. Therefore, the rate of accidents in Singapore construction site
is lesser than Malaysia construction site.
Even though we are comparing to big company in Malaysia, other
companies will provide a higher salaries and benefits plans. Here are the
examples of benefit plans: medical, accidental death and dismemberment, life
insurance, dental, short term disability and long term disability. They might
have greater environment and might be closer to public transportation
compare to our company.

At last, there are too much recruitment advertising online and fresh
graduate might easily get cheated from faked company. After several times,
they might think construction industry is untrustworthy. Women will be more
careful to come for our interview; we will be facing more challenges to recruit
young people to work in our company.
Organisation chart:

Board of
Directors
General
Manager
Project
Department
Project engineer
Architect
Quantity
Surveyor
Site supervisor
Financial
Department
Accountants
Head of
Purchases
Sales and
Marketing
Department
Advertising
Human
Resources
Quality Control
Quality Control
Inspector

Organisation chart has the purpose which provides clear line of
communication and reporting. Our company applies the functional
organizational structure which the employees are grouping by similar work
specialties. As our company is still new and small, functional organizational
structure is most suitable for us to focus on specific product or service. Not
designed to change quickly, functional structure works well in a stable
environment. The basic levels of management are in hierarchy form, which
consists of top management, middle management and first line management
(operation level). Top managers basically develop goals and provide overall
direction of an organization. They focus more on conceptual skill. In our
company, they are Board of Directors and General Manager. The middle line
management responsible in setting objectives that are consistent with top
management’s goals and translating them into specific goals and plans for
operation level to implement. Basically, they are functional head, for example
project department head and human resources manager. In first line operation,
technical expertise is important. They directly responsible for production of
goods or services. In our organisation chart, the first line operation is those
under the functional head, for example site supervisor which under project
department.

Job scope / responsibilities:
I. Board of directors:
A body of elected or appointed member who jointly oversees the activities of
a company. Typical duties of board of directors include governing the
organization by establishing broad policies and objectives, setting the salaries
as well as compensation of company management and accounting to the
stakeholders for the organization’s performance and approve annual budgets.
II. General Manager:
An executive who has overall responsibility for effective planning, delegating,
coordinating, staffing, organizing, and decision making to attain desirable
profit making results for an organization.
III. Project department:
Lead by project manager who ensures that a project is completed on time and
within budget, besides the project’s objectives are met and everyone else is
doing their job properly.
IV. Project engineers:
Primary technical point of contact for the consumers. Project engineer’s
responsibilities include schedule preparation, pre-planning and resource
forecasting for engineering and other technical activities relating to the
project.
V. Architect:
Person who plans, designs and oversees the construction of buildings
VI. Quantity Surveyor:
Professional working within the construction industry concerned with
construction costs and contracts. Services provided by a quantity surveyor

may include cost planning, estimating, procurement advice, preparing Bill of
Quantities, monitoring budget and more.

Job scope / responsibilities
(Cont’d):
VII. Site supervisor:
Vital role in the construction industry, where safety is a key issue that needs a
lot of attention. A site supervisor needs to both assess and manage safety
hazards in the workplace. Responsibilities may also include managing and
instructing the site workers, setting goals for the team and inspecting projects
through to completion.
VIII. Financial department:
Department that is responsible for management of the company’s cash flow
and ensuring there are sufficient funds available to meet the day to day
payments.
IX. Accountants
In construction industry, accounting department is not only cares about debit
and credit, but also designed to link to the income and expenses to the
varying length and size of contracts.
X. Head Of Purchases
The roles that purchasing department plays are issuing purchase orders,
maintain and implement construction budget for each project, do research to
save cost in design and material. Lastly, it is also in charge of maintaining a
good relationship with the subcontractor and suppliers.
XI. Sales and marketing department:
Department that is in charge of market research, marketing strategy, sales,
advertising, promotion, pricing and product development.

XII. Human Resources department:
Human resources manager is responsible for staff recruitment and training,
facilitate change, record keeping, compensation and benefits, insurance and
employee relations.
XIII. Quality controlInspectors:
Quality control department makes sure that products meet standards of
quality and safety as well as performed services meets the requirements of the
clients.

Training
Training can be defined as the process of skill enhancement, capabilities and
knowledge of employees for doing the particular job, with a continuing nature.
However, most business owners are reluctant to provide the training because
of their assumptions that it is an expense rather than investment. Most of the
time, this seems reasonable because the employer spends send his employees
to a training program, without knowing what to return from them. Some of
the employers even see this program as a waste of time. However, training
and development of employees are inevitable in the steps of achieving
success in the company.
The era is keeping on its pace stably on changing its characteristics.
Technology is improving, together with human enhancement. However, not all
of the individuals are willing to embrace the change. There are still lots of
people who see change as unnecessary. They may think that the ability they
hold currently are sufficient for them to help them to retain in this competitive
world. While some of the others belongs to those who are afraid of changing.
They might think that changes are not a must for them thus refuse to confront
with it. Those who have a mind-set of being self-satisfied with being a stick-in-
the-mud will definitely be eliminated with the advancement of technology and
industry. They will be undeniably inferior to others in many respects without
self-awareness of their own limitation and the desire to break the wall. Same
reason goes well in a company, with a more amount of individuals who need
this in the organization.
Human resources development strategies are playing an essential role in order
to accomplish achievement in an organization. A well-developed team is able
to complete its work in great efficiency as well as result. A good development
strategy in training and development of employees should be initiated for a
variety of reason. Those training may be varied, depending on the situation of
the employees. The elements of training program may include communication,
computer skills, customer services, diversity embracing, ethics, human relation,
quantity initiatives, safety and etcetera.
All in all, training may bring lots of benefits to the company. An employee who
is highly motivated is more capable of performing their tasks, which may

increase their productivity. Moreover, well-trained employees can help in
enhancing the image of a company. With their professional skill, it will leave a
positive impression in the mind of clients that this company is able to execute
their job splendidly.
Training Programs:
1. On-the-Job Training
On-the-job training is defined where employee training at the place of work
while they are doing the actual job. Employees are usually guided by the
trainer. This training program happens a lot in many industries not just
construction. Many new fresh graduates had no experience at all working at
site, this requires on the job training where the fresh graduates are able to get
used to the work in time. On the job training allows the new employees to
learn through observing peers with senior performing the job and tries to
imitate their way of working. Besides that, there are few methods of on the job
training can be applied which are coaching, mentoring, apprenticeship, job
rotations etc.
i. Coaching
Coaching is a short-term win-win training which is done through
one-to-one. It is more task-oriented. Experienced staff will be in
charge of teaching the trainees in learning new skill. It will help to
expose the weaknesses of the trainees and make effort to
concentrate on them. At this point, the staff will act as a supervisor
who provides teaching and feedback to their trainees.
ii. Mentoring
It shares a mutual with coaching that it is a one-to-one training
program too. However, it has a distinct difference comparing to
coaching, which it mainly focuses on the long-term development of
attitude. It is a win-win training program too as the mentors can
acquire own job satisfaction and high confidence level while the
mentees can gain knowledge from an experienced mentors and at
the same time able to interact more frequently with others.
iii. Job Rotation

Job rotation defines a process of training employees where all of
them will take roles in all ranges of job. Through this method, they
will be able to gain experience about other types of job. Meanwhile,
they will be able to notice the problems confronted by other
employees and be more considerate against each other.
2. OSHA Outreach Training Program.
Safety is one of the biggest major issues in construction industry. We can
introduce and hire the trainer from OSHA Outreach Training Program for our
workers. This program provides a basic safety and health information and
education for workers. It also provides training for the workers and employers
about the prevention of safety and health hazards in construction industries.
Throughout this program, workers are trained and also learnt a lot of
knowledge about the risk and hazards which may reduce the rate of injuries.
3. Holiday Trip
Hello Skyscrapers Sdn. Bhd. also has development courses. We had recently
started development courses for our employees so that they are able to self-
enhance themselves. This development course actually happens at the end of
the year. Our company will organize a trip to Pulau Redang, Terengganu for all
our employees to relieve stress while learning! For this trip, there are around
30 employees interested and plan to participating for it. During the trip, we
also have fun team building sessions with one another so that we may bond
and do things as a team. Besides trips, we also hired one of the famous
speakers who is named Kevin Abdulrahman. He will be providing us a speech
about motivating, leadership and also effective leading course. Our employees
can learn more about teamwork and enjoy holiday at the same time. Isn’t it
worth it? Lastly, They are also able to have beach games with one another to
improve in bonding. Learning and adapting new kinds of technology for our
company to innovate through night talks. All in all, this development course is
an opportunity for our employees to experience new knowledge, enjoy
beautiful sceneries, get to know each other and last but not least, to enhance
themselves!

Appendix
Speakers Profile
Team building games (BUILDING SAND
CASTLE)

Indoor games (hulahoops crossing)
LeadershipTalks during the night

OSHA Outreach Training Program
References:
-Business expansion throughtraining and developmentAn Aldi
case study. (n.d.). Retrieved June 29, 2016, from
http://businesscasestudies.co.uk/aldi/business-expansion-
through-training-and-development/on-the-job-
training.html#axzz4CnN07hsO
-Training Methods: On Job Training and off the Job Training
Methods. (2013). Retrieved June 29, 2016, from
http://www.yourarticlelibrary.com/employees/training-
methods-on-job-training-and-off-the-job-training-
methods/5421/
-Training Methods: On Job Training and off the Job Training
Methods. (2013). Retrieved June 29, 2016, from
http://www.yourarticlelibrary.com/employees/training-
methods-on-job-training-and-off-the-job-training-
methods/5421/
-Employee Training and Development: Reasons and Benefits.

(n.d.). Retrieved June 29, 2016, from
http://managementhelp.org/training/basics/reasons-for-
training.htm
-UNITED STATES DEPARTMENT OF LABOR. (n.d.). Retrieved
June 29, 2016, from
https://www.osha.gov/dte/outreach/construction/index.html
23 Ways to Create a Better Work Environment.(n.d.).Retrieved
June 29, 2016, from http://www.businessnewsdaily.com/7932-
create-better-work-environment.html
MSG Management Study Guide. (n.d.). Retrieved June 29,
2016, from http://www.managementstudyguide.com/work-
culture.htm

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