THC Construction Company was founded in 2016 by four quantity surveyors to become a world-class construction company. Its vision is to achieve high professional standards in work quality and integrated services. The company culture focuses on customer first, teamwork, diversity, and integrity. The organizational chart shows departments like finance, marketing, HR, contracts, and project management. Training methods include mentoring/coaching, lectures, and role-playing/simulation to develop staff skills and change attitudes. Mentors guide new employees one-on-one while lectures provide general information and classroom learning. Role-playing helps staff understand different viewpoints and problem-solve through realistic scenarios.

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SCHOOL OF ARCHITECTURE, BUILDING AND DESIGN
THE DESIGN SCHOOL
BACHELOR OF QUANTITY SURVEYING (HONOURS)
MANAGEMENT SCIENCE
(MGT 60203)
GROUP COURSEWORK
NAME STUDENT ID
JACKSON TING SHII HANG 0324326
CHONG KAI XIANG 0322935
WELSON LUM WEI JIUNN 0319514
LOH PEY MUN 0318572

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CONTENTS
1. Cover Page 1
2. Table of Contents 2
3. Task One
-Introduction of THC Construction Company
-Vision and Missions
-Short and Long term goals
3 - 4
4. Task Two
-Working cultures
-Organization Chart and their Job scopes
5 - 9
5. Task Three
-Methods of Training and development
10 - 14
6. Conclusion 16
6. Appendices 17

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TASK 1
THC Construction Company
THC Construction Company was founded on 29 June 2016 by four quantity surveyors, Chong
Kai Xiang, Jackson Ting Shii Hang, Welson Lum Wei Jiunn and Loh Pey Mun. We strive to be
the world class builder in the construction industry by achieving the high professional standards
of work quality and integrated service. Although our company just started up in this year, but we
will provides the high standard services that is as good as other experienced construction
company. Our founders have almost 10 years working experience in construction industry; we
have taken many projects that vary in sizes and types in these 10 years. THC Company possesses
in good relationship with business associates, talented and experienced staffs as well as advanced
technology to achieve our main goal and also makes people dreams come true. We have good
reputation, knowledge, equipment and manpower. Our Company is ready to take up any
challenges and overcome all the obstacles to achieve as a World class builder.
We “Construct for Everyone…Your Home; Your Love; Your Life.”

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Vision
Our vision is to be the world class builder in the construction industry by achieving the high
professional standards of work quality and integrated service.
Missions
 We strive to meet the changing needs of clients with our high standard services delivered
by the most professional qualified people
 We struggle to expend business significantly and to diversity into advance of project
 We strive to develop and succeed as a leading construction company in Malaysia first
 To provide construction solutions and services that satisfies the needs and expectations of
customers
 We strive to provide a secured, rewarding, happy and comfortable working environment
for stuffs
 To enhance the quality for customer through our innovative integrated construction
activities and services
 To provide a secured, rewarding, and comfortable working environment for staffs.
Short term goals
1. Provide high standard quality service and construction solutions
2. Provide a project or plan to train our staffs to upgrade their knowledge to work more
professionally
3. Guarantees the project start on time and also end on time
4. Guarantees fully insured and licensed construction professionals
5. To gain business continually for construction projects and make company profits grow up
Long term goals
1. Able to extend our business to overseas as an international company and create more
branches at different countries
2. Leave a high impression for clients to impact them recommend our company to others
3. To be a construction company with an open mind that ready to embrace new
opportunities and can take up any challenge in the industry.
4. To achieve the good reputation in Malaysia construction industry by contributing a better
quality of life for social and making clients dreams become a reality.

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TASK 2
WORKING CULTURE
 Customer First
The culture hold by our company is customer first. Customer first mean we will
always meet the demand of customer because Customer needs + Services performance =
Customer satisfaction. We will provide training to all of our employees to make sure that
they understand what to present and deliver to our customers to meet the customer
satisfaction.
These culture in our company will make our customers feel that we appreciate them
as our consumers so that they will come back to our company when they finding some
good construction services and performance. This will increase the job scopes for our
company followed by profits so that our employees will not worry about that they will be
layoff from the company. Customer first culture hold by our company can make sure that
youngster or new employees who join our company will have a long-term job.
 More to group work
Next, teamwork is a culture that holds by us because teamwork enable ordinary
individual to achieve extraordinary thing. Work group members can help each other to
improve their performance and work together toward their professional development. We
also believe that group work always provide a better and efficient results than individual
work. Teamwork enable to identify all the member’s weaknesses and strength therefore it
will be more proficient when dividing the task. Teamwork allows a task to complete tasks
efficiently and quickly which allow us as a contractor firm to tender more projects to gain
more profits. Teamwork also enables employees to provide a better idea for solving
problems for our company through the decision making process which are forming,
storming, norming, performing and adjourning.
 Multicultural
In our company, we will hire employees without seeing their religion or cultures. Our
company is located in Malaysia so we will hire Malay, Chinese, Indian and other religion
employees to show that our company is a multicultural company. We will have a mini
celebration among the employer and employees during Chinese New Year, Hari Raya
and Deepavali. This is a good method to increase and bring all of the employee’s
relationship closer and prevent conflicts and racism between them. We will also organize

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an annual dinner every end of the year to show our sincerity and how much we appreciate
the efforts contributes by all of the employees.
 Integrity
Integrity also one of the important culture hold by our company because we want to
make sure that all of our employees uphold highest standard of honesty to deliver on their
commitments. All the employees must be trustful so that the customer will choose you as
their consultant. Next, must be responsible to the customer that you are following
because customer don’t like any delayed of job to cause loses.
Lastly, employees must be respectful to the customers although the ideas given by
the customers is bad or non-logical but not directly reject to the customer. The employee
can give some example or advises to the customer to let them find out that their given
ideas was non-suitable. Before THC Construction Company is found, the founders had
10years experience in another company and their integrity conquer their regular
customers became long-term customers and finally choose THC Construction Company
after the founders decided to open their own company. We will directly fire the
employees who broke the rules in our company because we will lost most of the trust
from our value customers.
 Embrace Change
Charles Darwin said that “It’s not the strongest of the species that survive, nor the
most intelligent, but the ones most responsive to change.” This is the fast changing world.
As an employee of THC Construction Company, we must be flexible, innovative,
creative, open minder and ready to adapt to new business condition and also new
technology in order to survice.

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ORGANIZATIONAL CHART
Director / CEO
CEO is the top manager of a company. They are required to controls the direction of the
company. When any departments need financial support, they should decide the budgets for
them. They must able to oversee employment and ensures there are enough staff and all the staff
are the right people to the relevant job position. They are also required to manage all senior
managers. Besides that, they should responsible for day-to-day decisions. They should identifies
risks and ensure appropriate strategies are in place to overcome it. One of the most important is
to drives profitability of the business.
General Manager
General Manager is required to maintain quality service by establishing and enforcing
organization standards. They should build company image with cooperation with customers,
government, community organizations, and employees. Leading and supervising all the
departments to accomplish their goals and also set goals for each department.

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Financial Department
Financial department is to provide and interpret information of the overall company. They should
manage the company's cash flow. They should able to produce an accurate financial report every
certain period. They should able to study the differences every each reports to find out their
advantages or disadvantages and able to improve it.
Marketing Department
As an employee in marketing department, interpersonal skills is one of the most important skills.
They should able to communicate fluently to target audiences or customer in order to bring out
the ideas they want to say. They should also need to understand the demands of the market, and
see what should improve. They also need to find sources to increase opportunities of finding new
customers. They should also learn how to manage the relationships with the customer and ensure
customer databases or profiles are up-to-date.
HR & Administration
Admin are the first point of contact for all HR-related queries. They should manage all the
resources within the company and arrange them accordingly. They need to ensure the relevant
HR databases and information is always up-to-date, accurate and compiles with legislation.
Besides that, they should assist and set requirements for the recruitment process according to the
request of relevant department. They should also collaborate with recruitment agencies in order
to find someone with reach their requirement. They also need to set up interviews and issue
relevant correspondences to make sure the future employees is able to handle their work tasks.

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Contract & Tender Department
They should understand the rules and master of tendering. Next, they should mange time of
tendering activities. They must have quality control for construction procedures to achieve
client's requirement. They should obtain feedback when tenders are unsuccessful or fail and
obtain experience from it and make changes for the next tenders.
Project Management
Project management teams are to monitor all works on site. They required monitoring sub-
contractors to ensure guidelines are maintained. They should make sure all the aims of the
project are met and able to finish on the estimated completion date. They should able to provide
profession advice on the management of the projects and able to link all of them together.

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TASK 3
Mentoring and Coaching
In our company, we will provide mentor and coaching method to train our new employees or
trainee. Mentor and coaching method allowed employees to receive training one-on-one from an
experienced professional. The new employees who enter our company will guide by their senior
which is their mentor. We create this mentor-mentee method is to allow the new employees
chance to ask questions and receive the answer from experiences but not inside books to gain
their external knowledge and practical knowledge. Our mentor will have a one-on-one session
with their mentee at least one day per week to ensure that their mentee always proceed their task
in a good situation. This session is the most important session for the mentee to ask every
questions that they faced because some of the employees might shy to speak out their problem
during the meeting and discussion within a groups.
Our mentor can act as role model by providing vision and inspiration to the new employees for
helping them setting their expectations of performance and demonstrating professional behavior.
Mentor also help passing on the knowledge, insights, wisdom or perspective to their mentee and
providing challenging tasks or ideas to the mentee. The mentor will not directly provide the
answer to the mentee if they faced difficulties or challenging tasks but they will use coaching
method and give learning scopes to the mentees to think and make suggestion for them to have
improvement. This is to offer encouragement, building self-awareness and self-confidence of an
employee. When there are things go wrong, our mentors will show positive regards to help the
mentee learn to take better control of his or her career in the future.
Next, mentoring is to improve the employee interpersonal skills whose are new in our company.
Our mentor will guide the mentee through communication. A better communication lead an
employee able to communicate with other employees in the company, customers as our company
culture is focus on meeting the need of customer and clients. After complete the task, the
mentors will provide feedback on mentee’s performance which could be positive and negative to
help the them to reflect themselves to improve in the next tasks and prevent repeating of same
errors.

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In conclusion, if our company does not provide this training to our employees, some of them
might be easily lost and social loafing from others members when presenting a task in a group.
These will affect our company reputation and trust from customers and clients. This mentoring
and coaching method at least help the mentor understand what their mentee wanted to share and
apply in the field work because they might be shy and unconfident to share their ideas in new
environment and members.. After this mentor and coaching training, some employee will think
that they can made their own decision and sometime it might not be a very good and effective
decision compare to their senior. This is because they want to be outstanding not always guide
by their mentor but somehow some of the decision still need to be pass through some decision
making process in company.

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Lecture / Classroom-Based Training
The lecture is best used for creating a general understanding of a topic. Several variations in the
lecture format allow it to be more or less formal and/or interactive. In the pure lecture,
communication is one way—from trainer to trainees. It is an extensive oral presentation of
material. A good lecture begins with an introduction that lays out the purpose, the order in which
topics will be covered, and ground rules about interruptions (e.g., questions and clarification).
This is followed by the main body of the lecture in which information is given. The topic areas
should be logically sequenced so that the content of preceding topics prepares trainees for the
following topics. The lecture should conclude with a summary of the main learning points and/or
conclusions.
During the pure lecture trainees listen, observe, and perhaps take notes. It can be useful in
situations in which a large number of people must be given a limited amount of information in a
relatively short period; however, it is not effective for learning large amounts of material in a
short time period. Thus, an effective lecture should not contain too many learning points.
Trainees will forget information in direct proportion to the amount of information provided.
Because the pure lecture provides only information, its usefulness is limited; when the only
training objective is to have trainees acquire specific factual information, better learning can be
achieved at less cost by putting the information into text. This allows trainees to read the material
at their leisure and as often as necessary to retain the material. The only added value provided by
the lecture is credibility that may be attached to the lecturer or the focus and emphasis provided
by trainer presentation skills. Another major benefit of the lecture is that it is interactive and that
trainees can ask questions or have the presenter change the pace of the lecture if necessary.
The lecturer must have related experiences in order to lecture the trainees and give some
experiences talk. The classroom must not more than 20 people, so the lecturer can able to interact
with the trainees. If the capacity is too big, lecture will not able to control the class and cover
every trainee. With this training method, trainee will receive knowledge for certain fields. But
the outcome of this method cannot be seen so soon as everything at the lecture room is just about
theory. Trainee must be able to perform them out as theory is just a theory, practical is more
important. Some people may score well in examination but totally cannot do anything after

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graduate is one of the examples shown that trainee must learn how to apply the things that have
learned in lecture class.

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Staff development
The terms staff development and human resources development (HRD) are now used
your personnel specialists to describe a range of activities wider than those traditionally linked
with education or training of individual or group. They recognize that learning takes place all the
time , as people experience new situations and cope with fresh problem. Learning is not confined
to the classroom and, indeed, the most important learning often takes palace elsewhere. In staff
development, the focus in on changing people rather than just teaching them.
Most construction firms recognize the need of staff development but they have no idea
how it should be done. Some firms spend a lot of money and even set up their own development
programmers. Other firms simply carry on their business that believes employees will develop
themselves, learning by their experiences as well as from mistakes they made. There is some
validity in this approach too.
Role-playing and simulation
This technique is valuable for changing people's attitudes, helping them to see other people's
viewpoints, and developing their problem-solving and social skills. The activities usually happen
off-the-job but are designed to reproduce the work setting as closely as possible. A useful feature
of role-playing is that learners can be asked to be themselves or to understand another role thus
gaining insights into other people's point of view. Again, feedback is a must from the tutor ,
other role-players which is useful for teamwork in a group of projects. This kind of training will
build up a friendly working environment for the team as well as will boost up the progress and
individual execution capabilities while them understanding each other.
For role-playing and simulation to be effective and efficient, the following precaution MUST be
carried out:
 The activity must provide a realistic and logistic scenario which able to apply what have
learnt in the future

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 The trainer must know how to evaluate participants or employees based on performance
and should give them feedback in order to improve the weaknesses of individual
 The trainer should use video facilities, where appropriate, to provide additional feedback
and should help participants interpret that feedback
 A clear brief through the procedures must be given. Any regulations and rules of the
game should be explained properly by the trainer on the spot
A balance needs to be struck between a structured and open learning experience. Some structure
may be essential but excellent learning can also occur when there are no objectives and no rules.
A lot depends on the group and their perceptions of the activity, the task they are involved in and
the whole training set up. It is because different set of training fit to different kind of person.
Role playing allows employees to act out issues that could occur in the construction industry.
A role play could take place between two people simulating an issue that could arise in the real
life. This could occur with a group of people split into pairs. Role playing can be effective in
connecting theory and practice, but may not be popular with people who don´t feel comfortable
performing in front of a group of people.
Many methods exist to train employees. The key is to match the training method to the situation.
Assess each training method implemented in the organization and get feedback from trainees to
see if they learned anything. Then take the results from the most popular and most effective
methods to design a specific training program.

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Conclusion
After finished this assignment, we found that before creating a company, planning is very
important. First, we need to set our company goals. Without vision and missions, company will
lost their direction, just like people without soul. Contents and structure of a company will lead
employee and customer more understand well our company. Everything needs a clear target as
well to succeed. No only a company, human also. A good structure will help company move
toward the goals. Structure is a way to communicate in a company.
Besides that, employees also play an important role in a company. They are the asset of the
company. Without them, company can’t function. So, the company has the responsibility to train
and develop them, to increase their knowledge and skills. Then, they only can help company to
move forward to goals faster.

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References
1. Fryer, B. G., Fryer, M., Egbu, C. O., Ellis, R., & Gorse, C. A. (2004). The practice of
construction management: People and business performance. Oxford, U.K.: Blackwell
Pub.
2. http://www.referenceforbusiness.com/management/Tr-Z/Training-Delivery-
Methods.html#ixzz4CjDHHrgC
3. http://strategichrinc.com/services/training-development/
4. http://www.brefigroup.co.uk/directors/directors_roles_and_responsibilities.html
5. http://www.bam.co.uk/careers/training-development
6. http://www.sbci.com/culture-values/
7. http://www.intrans.iastate.edu/reports/hispanic_workforce2.pdf

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8. http://management.about.com/od/leadership/fl/How-to-Build-a-Culture-of-
Accountability.htm