Managementscienceassignment

SCHOOL OF ARCHITECTURE, BUILDING AND DESIGN
BACHELOR OF QUANTITY SURVEYING (HONOURS)
MANAGEMENT SCIENCE (MGT 60203)
GROUP ASSIGNMENT
Group member:
Name Student ID
1. Liew Poh Ka 0320424
2. Lee Shze Hwa 0320053
3. Ng Huoy Miin 0319097
4. Hoi Wei Han 0323335
5. Lee Kailyn 0320273
LECTURER: MS. TAY SHIR MEN
SUBMISSION DATE: 1st DECEMBER 2016

Nature of Business
Property Development Company.
Capital
1 million Ringgit Malaysia.
Location
Cyberjaya, Malaysia.
Vision
Becoming the most influential property development company which provides the best
quality of works worldwide.
Mission
- Providing a superior quality service to satisfy and fulfill all the needs of our clients.
-Creating and harmonizing a good network with other companies to increase the efficiency
of the works.
-Recruiting all the experts who are well-skilled of every field of profession.
Short-term goal
-Increasing the quality of the construction works.
-Recruiting all the experts from all field of job position.
-Developing a good image with the competitive advantage of providing superior quality of
works to the clients.
Mid-term goal
-Expanding the company to work with the projects and cooperate with the companies
overseas.
-Becoming an influential property development worldwide.
-Building a good reputation within nation in the field of construction industry.
-Get recognized as a trustworthy property development in good quality of works worldwide.
Long-term goal
-Maintaining a good reputation of the company by retaining a good quality for the
construction works of the company.
-Maintaining a good relationship with the companies oversea.
-Monopolizing the construction industry by providing the best service for the clients.
1

TABLE OF CONTENT
ITEM CONTENT PG.
Task 1
1.0
1.1
1.2
1.3
1.4
1.5
1.5.1
1.5.2
1.5.3
1.5.4
Company Background
Value of the Company Name
Vision & Mission Statement
Short & Long Term Goals
Organizational Structure of TRANScend
Job Responsibilities of Each Role in TRANScend
Construction Department
Engineering Department
Finance Department
Human Resource Department
3 - 4
5 - 8
Task 2
2.0
2.1
2.2
2.2.1
2.2.2
2.2.3
2.2.4
2.2.5
2.2.6
2.2.7
2.3
2.4
Selection Criteria
Job Description
Interview Activities
Knowledge
Leadership
Time Management Skill
Creativity
Personality Test
Problem Solving Skill
Attitude Test
Interview Question
Job Advertisement
9
10 - 11
12
12 - 24
25 - 27
28
Task 3
3.0
3.1
3.2
What is IT & IM ?
Building Information Modeling (BIM)
Cloud Computing
29
30
31
4.0 Appendix 32 - 33
5.0 References 34 - 35
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TASK 1
1.0 Company Background
TRANScend is a property development company located at Cyberjaya, Malaysia
which produced with a capital of 1 million Ringgit Malaysia. This property development
company is created in November 2016. It aims to provide a good quality of
construction works for the clients and the people who purchased the property. Our
goal is to become a property development which everyone will comes to their mind in
the first place. We are providing a high standard quality of construction is the main
objective of our company, the satisfaction of the clients is the only things we
concerned. We promised to provide a world-class quality of works to our clients with a
reasonable price.
1.1 Value of the Company Name
TRANScend
T: Teamwork
R: Reliable
A: Ambitious
N: Networking
S: Standards
The creation of this name for our company is to define the beliefs and culture of our
company. We focus the teamwork among all the employees in our company, so that
the goals will be accomplished more efficient and effective. Moreover, our company is
reliable and promised to provide a supreme service for our clients. We also have the
ambitious to receive the most famous and complex construction projects and intend
to expand our company to become the most influential property development around
the world. In the other hand, we sustain a good network with other companies within
and outside the country. Last but not least, we focus mostly on the quality of works we
produced and will maintain our standards and quality in long term. The entire name of
our company is TRANScend which also represent that we are going to transcend
other companies within the industry all around the world. This name will remind
everyone in the company everyday to have a common set of values and the company
will appear united when dealing with all kinds of issues.
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1.2 Vision & Mission Statement
To accomplish our vision, which is to transform our company into the most
powerful and influential property development organization that gives the best nature
of works to the clients around the world. While giving the best quality construction
works that fulfill and satisfy the requirements of our customers, we also creates and
blends with different organizations to increase the efficiency and effectiveness of the
works produced by us. We will also use every method we can to recruit everyone of
the specialists who are master in their field of work. We make an incredible work
environment where individuals are enlivened each day. In addition, using the
competitive advantage of our company, which is providing the best quality of works,
to monopolize the construction industry. This will also help our company to network
with others companies within and outside the nation to create a good relationship,
cooperate with them and works together.
1.3 Short & Long Term Goals
The short term goal of our company is to minimizing turnover rate. It can be
accomplished by guaranteeing an appropriate and enjoyable workplace where can
encourage the self-improvement of our employees. We will try our best to recruit all
the experts from all fields of position by providing better benefits and pension to our
employees to attract them to work in our company in long term. We are also providing
an adequate and sufficient training to our employees through various techniques and
software engineers that can help them to enhance from various angles, on their
expert information, as well as delicate abilities and basic considering. This will
increase the standards and quality of works produced by our company. We need to
develop a good image in the construction industry and prove we are better than
others through our competitive advantages.
The long term goal of our company is to maintain a good reputation of the
company by retaining a good quality for the construction works of the company. We
will wind up a high reputation of top services and quality organization. In the other
hand, we plan to collaborate with other companies within or outside our country by
expanding our company and widening the networking. We will get the chance to work
with the major construction projects that are satisfactory by being collaborated with
steady companies. Moreover, we also guarantee our representatives encounter
inspirational dispositions, adaptability, straightforwardness, convenience and quality
workmanship. Furthermore, we direct our operation in well-arranged and organized
manner with a specific end goal to satisfy all requirements. We will focus about our
“people” in our company by ensuring them to experience flexibility, positive attitudes,
timeliness, transparency and quality workmanship. We will also provide them the
sustainable rewards and benefits they deserve. We treat our employees as a family
and become their second home. In a nutshell, we have the ambition of monopolizing
the construction industry worldwide not only in the South East Asia. Lastly, we will
contribute and make a return to the society.
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ORGANIZATIONAL STRUCTURE OF TRANScend
1. Construction Department
-Responsible to manage and schedule each project
❖ Project Manager
- Planning
● Develop construction strategy
● Set up the budgets and construction timetable for the client
● Make sure the construction work can be well completed according to the
contract
- Staff management
● Assign duties to employees to complete the job
● Understanding process of each trade will need to be recruited
- Resource Allocation
● Ensure the equipment needed is available
❖ Architect
- Draw a plan of the buildings before constructing the building
- Design building and prepare drawing,report presenting ideas for clients
- Develop final construction plans and passed to Structural Engineer
- Visit site to make sure contractors follow the design
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❖ Quantity surveyor
- Project Control
● Keep the project within the budget
● Woking to keep the project on time
- Interim payment
● Manage construction costs and production efficiently
● On-going cost analysis of maintenance and repair work
● Analyzing completed work and arranging payment to contractors
- Contract Documents
● Preparation of contracts, including details regarding quantities of required
materials
● Resolve disputes between contracting parties
- Evaluation of Variations
2. Engineering Department
-Responsible for the planning of construction project and supporting all technical
issues during the project
❖ Engineer Manager
- Confer with management about the project specification and procedures
- Making detailed plans to accomplish goals
- Plan and direct the installation and operation of the equipment
- Supervising engineers and provide advice
❖ Planning Engineer
- Maintain and record update of site work progress obtained from PM
- Report to PM about the current work progress and make comparison between
plan and actual progress
- Monitor critical activities based on the project schedule and give advice to project
management
- Implement proper procedure
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❖ Structural Engineer
- Ensure project able to withstand all types of stress
- Selecting construction materials
- Making calculations about loads and stress
- Obtaining planning and building regulations approval
- Providing technical advice
3. Finance Department
-Responsible for management of the company’s cash flow and ensure sufficient funds
available to meet the day to day payments.
❖ Finance Directors
- Maintain a documented system of accounting procedures
- Manage outsourced functions
- Oversee the operations and achieving the department’s goals
❖ Accountants
- Responsible for the accounting operations of the company
- Prepare monthly financial reports
- Communicate with PM including insurance and contract agreements
- Formation company financial plans
- Manage company and project cash flow
4. Human Resources Department
- Responsible for hiring and developing employees
- Maximize employees’ performance in service of an employer’s strategic objectives
❖ Human Resources Director
- Administer compensation and benefits
- Identify staff vacancies and recruit
- Oversee the rating of occupations and job positions
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❖ Personnel
- Managing employees and their jobs
- Hiring
● Ensures the employee brings in all paperwork necessary to complete the
employment process
● Begins building an employee file at this point
- Employee guidelines and initiation
● Explain to the new employee of the rules of the company in detail
- Company Training and Health Requirements
● Set up and manage additional training employees
● Send out reminders to employees
- Human Resources Costing
● Exit procedures for resigning employees
❖ Insurance
- Health Insurance
● Filling up health insurance claims for the employee to the insurance company
- In charge of Employees’ Provident Fund(EPF) and Social Security
Organization(SOCSO) of employees
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2.0 Selection Criteria:
1. Honest
2. Hardworking
3. Responsible
4. Self-discipline
5. Excellence in overall work performance
6. Interacts with others in positive and cheerful manner
7. Commands the respect of co-worker, supervisor and clients alike
8. Able to work in a team
9. Willing to learn
10. Initiative and creative
11. Socialize
12. Leadership
13. Have knowledge and experience in green building projects
14. Expert in certain skills in designing green building
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2.1 Job description
Management trainee positions require trainees to work closely with managers and
perform delegated managerial responsibilities with an objective of earning a
promotion to manager. During this process, trainees gain the experience and
knowledge required to perform managerial duties alone. The primary responsibility is
to work with managers to direct operations. The job description also requires trainees
to monitor employee output and manage functions.
Why we want to hire 3 management trainees?
Our company is expanding to become a bigger company and there are green
building projects to handle in coming period. Hence, we need to have more
manpower in this company to operate and manage the works. As the employer of the
company, we are planned to recruit 3 management trainees. One of the management
trainees is from the existing employees and the other two management trainees are
new employees. We have decided to hire 3 management trainees who are Project
Manager, Structural Engineer and Architect. For Project Manager’s position, we would
like to hire the management trainee from one of the existing employees. This is
because we found out that the selected candidate has potential to become project
manager in future. Throughout the projects, we get to know that the selected
candidate has performed well in leading when managing their projects. The candidate
is able to handle stuffs and stress. When project manager is distributing the works, the
candidate is always clear about the projects and able to guide other teammates. This
candidate always has positive attitude towards the other colleagues by motivating
teammates to do well in their task or works. There are some advantages for internal
recruitment which is to recruit from existing employees such as can minimize the
advertisement cost and time. Also, the existing employee will be familiar with the
process or operation of the company.
The second management trainee is to hire structural engineer who is new employee.
Structural engineer plays a very important role in constructing a building. Structural
engineer must know about the construction technology to build a building. In the
coming projects, our company is going to construct green building. There are several
requirements to construct a green building. Hence, we need a structural engineer
who has knowledge or experience in constructing green building so that it can
provides ideas or opinion when our company receives the projects to construct a
green building.
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The third and also last management trainee is to hire an architect who is also a new
employee. As our company is going to have many projects which is to construct a
green building, we probably need some architect who expert in certain skills such as
“Rhino” and “3Ds Max”. Architect will have priority to be management trainee if they
are expert in certain skills or some knowledge about some software. This is the
reason we want to hire an architect with skills to complete the projects and also
lighten the works. There are some advantages for external recruitment which is to hire
new employees such as there will be wider choices to choose the satisfied
employees and there will be more ideas or talents from the new employees.
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2.2 Interview Activities
Interview is necessary for a company to choose the most suitable candidate before
hiring them as their employees. It plays a very important role for the company as well
as the candidate to ask question, exchange information, know more about each other
and evaluate the potential to establish a professional working relationship. Interview
can act as an opportunity for the company to highlight the positive aspects for the
candidates if they work for the company and it also create an opportunity for the
candidates to show themselves that they are the suitable person for the particular
position. Besides, interview act as a valuable tool to help the company to narrow
down the heavy volume of the applicants for the job opening by weeding out the
unsuitable candidate. Hence, our company has designed several interview activities
to test the candidate’s knowledge, personality, attitude, leadership, time management
skills, creativity and also problem solving skills in order to hire the right person for the
right position.
2.2.1 Knowledge
Since our company goal is to become the most influential property development that
provide the best quality for our customer, we required the three management trainee
have the knowledge of the construction. This is because if our construction team have
the construction knowledge, we able identify the problem earlier and have sufficient
time to solve the problem and also able to take immediately action when problem
occur. Hence, we have designed an interview activity to test the candidate’s
construction knowledge. In this interview activity, we have prepared several scenario
question and the candidates required to provide a solution based on the scenario
question given.
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Examples of the scenario question:
● Scenario 1
Candidate’s answer
In this case, I will use deep well dewatering system to control and lower down the
ground water level. Well points are used to install around the perimeter of the
excavation and it is connected to the header pipe. Electric submersible pumps which
placed near the base of each well are used to pump the groundwater to the inner
caisson of the well point and transfer the water up to the header pipe. Another pump
from the ground will then pump the groundwater from header pipe the river and allow
the groundwater flow towards the sea. Besides, deep well dewatering system is easy
to install, minimal noise produce and it capable to pump tens to thousands of gallons
per minute per deep well.
Conclusion
Through the answer above, the candidate able to answer and explain the how the
deep well dewatering system work in detail. The candidate also provided the several
advantage of using the deep well dewatering system. As the interviewer, we are
willing to hire this candidate as he/she have the basic construction knowledge and
the way the candidate answer also shows the confidence of his/her answer.
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● Scenario 2
In my opinion, contiguous bored pile wall is suitable for the large and deep
excavation. This is because it can act as temporary or permanent retaining wall and
this type of retaining wall also commonly used for the large and deep excavation.
While for the additional support, tie back is suitable to use to support the contiguous
bored pile wall because it is a strongest additional support compared to struts and
rakers and it does not create any obstacles to the excavation work.
Conclusion
Although this candidate able to give a correct answer, however this candidate did not
provide enough explanation to support his/her answer. The candidate should provide
more point about the advantages of contiguous bored pile wall and explain why it is
suitable for large and deep excavation. Besides, the candidate should also further
explain why he/she selected tie back as additional support and how tie back support
the retaining wall without creating obstacles to the excavation work. As interviewer,
we are not willing to hire this candidate because the answer provided show the
candidate have insufficient construction knowledge.
Other than letting the candidates answer the scenario question in the paper,
sometime we will bring the candidates to the construction site and ask some question
to test their construction knowledge. In this way, we able to see the way the
candidates answer the questions and also test their fluency by using English to
answer.
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Examples of the scenario question ask on the site:
Candidate answer
The causes of honeycomb are due to the use of low quality plywood formwork and
insufficient compaction of the concrete. The quality of the concrete also will cause
honeycomb too. For example, if the concrete is very stiff or the percentage of bigger
size of aggregate in the concrete is higher, it will effect quality of the concrete and
cause honeycomb. In order to avoid honeycomb, we must always ensure the quality
of the plywood formwork, make sure the concrete is well compacted and we also can
use computer to control ratio of water, cement, sand and aggregate to produce a high
quality concrete.
Conclusion
Through the way the candidate answers this question and his/her body language, it
shows the confidence and the steadiness of the candidate. The candidate able to
provide the main causes of honeycomb and state the solutions to avoid honeycomb
correctly. The candidate also able to answer the question fluently in English. As the
interviewer, we are willing to hire this candidate because the candidate has the basic
construction knowledge and the way the candidate answer was impressed us.
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2.2.2 Leadership
Leadership is very important for a manager to lead all the employees to achieve the
organization’s vision and mission together. A leader with a strong leadership will
establish a clear vision, share the vision to the employees, ensure all the employees
understand the vision and change the vision into reality. A leader will also inspire,
motivate, empower and develop the employees to perform better. Besides, a good
leader will be able make a tough decision, able to handle pressure, able to think and
be creatively in difficult situation. With the reason of we are recruiting management
trainees, we will not test the leadership level of the candidate, instead we will test the
leadership potential of the candidates. Therefore, we have designed an interview
activity to identify the leadership potential of the candidates.
At first, we require all the candidate to separate themselves into group of 5 to 8
people. Then, we will distribute a set of construction model Lego and require each
group to build the Lego up within 20 minutes. We will be at the side and observe
each candidate.
Conclusion
The aim of this activity is not for the candidate to successfully build the construction
model Lego on time. However, we will focus on the process they work in a team.
While observing each candidate, we able to assess the following:
● Leadership potential
● Creativity
● Capability
● Concentration on the task
● Communication skills
● Ability to clarify though and expression
● Ability to influence and persuade others
● Willingness to listen to others ideas
We will give marks on each strength or skills of the candidate from 1 to 5 marks which
indicate from very poor to very strong. The chances to be recruit will be higher for the
candidate who actively participate in the task given. The more the candidate
participate themselves into the task, the more the candidate show their strength to us.
The candidate which get the highest marks will help themselves to increase the
probability to get recruited for the job.
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2.2.3 Time Management Skill
Time management refers to managing the time effectively and efficiency in order to
increase our productivity and complete the task on time or even earlier. It included
the process of organizing and dividing our time to do specific task or activities. A
good time management allows us to do more things by using a lesser time without
stress and panic.
Time, quality and cost are the three main aspect which are close interconnected and
they were very important for every construction. Although, our company vision and
mission are focus on the quality aspect, yet we also will have included the time and
cost into our consideration while planning the construction process to make sure we
are able to complete the construction on the time which set by the client. In the
construction world, time is essential as it include a large amount of money.
Everything in the construction include money, if we delay the construction process, it
means that the client needed to pay more money. Hence, time management skill is
one of the basic requirement as a construction team member.
In order to ensure our construction team are capable to complete every construction
on time, we decided to test the time management skill of the candidate. We have
designed two interview activities to determine the candidate’s time management skill
level.
First interview activity
For the first interview activity, we require all the candidate to answer a questionnaire
which we purposely set and designed. After the candidates have filled in all their
answer, we can analyse and calculate their time management skill level by using
computer. Through the answer the candidates filled in, the computer will automatically
separate the candidates into 5 range which is very weak, weak, fairly, strong and
outstanding of the time management skill level.
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Example of time management questionnaire:
Results
0 to 5 = Very weak in time management skill
5 to 10 = Weak in time management skill
10 to 15 = Fairly in time management skill
15 to 18 = Strong in time management skill
19 to 20 = Outstanding in time management skill
Second activity
With the reason to ensure the accuracy of the result, we designed another activity to
test again the candidate’s time management skill level. After the first activity, we will
then straightforward to the second activity. In the second activity, we have prepared 5
situational questions for the candidates and required them to answer all the question
in detail within 15 minutes.
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Examples of the situational question:
I will start to plan and organize the job required more work first by listing down the
work have to be done in a timing stages. In this way, it can make sure I able to
complete the job on time. While for another 2 jobs which the due date is around the
corner, I will schedule the work that have to be done in stages and also set a pre
deadline basis for myself. The strict time control can allow me to complete all the jobs
on time.
Conclusion
We are willing to hire this candidate because he/she shows a very clear working plan
to make sure he/she able to complete all 3 jobs on time. This candidate has uses the
due date as a guideline to organize his/her time. Through this question, we able know
the candidate’s time management skill level when there were a lot of job needed to
handle at a same time.
I will let my manager know that I am handling another job which I already done half
way and the deadline for both job is at the same time. To make sure I have enough
time to do both job, I will request extension from manager for the current job.
Therefore, I will have sufficient time to do the rush job.
Conclusion
We probably will not recruit this candidate. The candidate does not show his/her
initiative to complete both job on time, instead the candidate was requesting for
extension. The candidate should reorganize his/her time to do both job at the same
time by bring forward the work needed to be done for the current job and doing it in a
smaller but scheduled components. Besides, the candidate also can show us his/her
responsibility in complete both job given by work overtime or do extra work at home.
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Unfortunately, the candidate does not show the way his/her solving the problem of
priorities with limitations and the time management skill.
2.2.4 Creativity
Creativity included the process of thinking, brainstorming and producing new and
innovative ideas. It is the main key to turn our ideas into reality. An architect probably
need creativity in designing the buildings. However, we also encourage a project
manager to be creative in creating a new way to do things or to overcome conflicts.
Therefore, we have designed an interview activity which focus on the candidates who
applied for the position of architect and project manager.
In this interview activity, the candidates required to answer 2 questions. For the first
question, we will use The Candle Problem which developed by psychologist Karl
Duncker in the year 1945. The Candle Problem is a classic test of creative problem
solving.
First, I will take out all the thumbtacks from the box and use thumbtacks to nail the
box to the wall. Then, I only put the candle into the box and light it up with the match.
Conclusion
This candidate shows his/her creativity in solving this question. The candidate used a
normal object in an abnormal way. By the answer the candidate provided, we actually
able to know whether the candidate can solve his/her problem in a creative way in
real life. We are willing to hire this candidate because he/she has showed his/her
creativity successfully.
For the second question, we require the candidates to list out 10 possible item that
can be made by using paper clips. For example, we can use paper clip to become a
hair barrette by adding decoration such as ribbon to the paper clip using super glue.
There is no specific answer in this question too as we require the candidates to be
creative, think out of the box and brainstorming. Through the answer provided by the
candidates, we can determine and find out the candidates with a creative thinker.
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2.2.5 Personality Test
A personality test is a questionnaire or other standardized instrument designed to
reveal aspects of an individual's character or psychological makeup. Personality test
in the interview is given to the candidates to test their personality. It is prepared by
the company, candidates are given a website and they are required to log in and
answer the questions to finish the personality test. By recruiting the employees, there
are some requirements for the professions. Throughout the personality test, we want
to have a Dominance project manager, Inspiring Architect and Cautious Structural
Engineer.
Assuming there are 3 candidates who are candidate A, candidate B and candidate C
who are attended to the interview. After the personality test, they get their personality
test results. Candidate A has stronger dominance traits in the personality test. It
describes that candidate A is directive, quick-witted, driven, determined,
self-confident, results-oriented and fast-paced person. Person with Dominance style
also prioritizes accepting challenge, taking action and achieving immediate results.
Candidate A has both task-oriented and people-oriented traits. From the test result, it
mentions that while candidate A tends towards an outgoing and fast-paced approach,
he can either be reserved or outgoing depending on the situation. He may enjoy
solving problems and making things happen. He is also comfortable interacting with
people, likes to do things quickly and working with many people in varied
environments.
Next, candidate B has stronger cautious traits in the personality test. From the
personality test, candidate B is described as cautious, diplomatic, accurate, careful,
systematic and tactful. Person with cautious style prioritizes ensuring accuracy,
maintaining stability, and challenging assumptions. It describes that candidate B is
reserved and prefers individual or small group interaction to large social settings.
Candidate B probably likes to work alone or with one or two other people on projects
and tasks using proven practices and focused on quality.
Lastly, the third candidate is candidate C. Candidate C has stronger inspiring traits in
the personality test. “I” type person can be known as inspiring, influencing, interesting
and interactive. From the personality test, strong inspiring traits person is outgoing
and people-oriented. An outgoing, people-oriented individual loves to interact,
socialize and have fun. This person is focused on what others may think of him or her.
The key insight in developing a relationship with this type of person is admiration and
recognition. People with the “I” style place an emphasis on shaping the environment
by influencing or persuading others. They are described as convincing, trusting,
optimistic, enthusiastic, warm and magnetic.
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In conclusion, these 3 candidates have their own strength. They meet the
requirements of the recruitment. We need candidate A to be our Project Manager.
This is because we need a dominance project manager who is task-oriented person,
independent, getting things done, accomplishing tasks, getting to the bottom line as
quickly as possible and making things happen. Next, we need candidate B to be our
Structural Engineer as we need a cautious engineer. We want an engineer who seeks
value, consistency and quality information. We want a person who is able to do things
right and accurate. Therefore, candidate B meets the requirements. Last but not least,
we need candidate C to be our Architect. Candidate C is a person who is socialize,
persuasive, friendly and optimistic. This person will leads and motivates his followers
to perform better and achieve the company’s goals together by generating trust
among each other. Hence, this will increase the productivity.
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2.2.6 Problem Solving Skills Test
Problem solving skills are very important to every profession. Candidates who are
going for the interview are required to pass the problem solving skills test. Problem
solving required two distinct types of mental skill, analytical and creative. Analytical or
logical thinking includes skills such as ordering, comparing, contrasting, evaluation
and selecting. For this test, candidates will be asked to solve the problem under two
situations. Candidates are given two situations which are Situation A and Situation B
and they need to solve it.
Question
Based on the situations above, situation A and situation B are happening at the same
time. Both situations will make things get worse if do not settle in proper ways. What
will you do to settle both situations at the same time? What is the solution to solve
these problems?
Answer
When things happen at the same time, I will make up my mind and settle it in proper
way. I will ask help from safety officer to send the injured worker to hospital as soon
as possible. As the contractor, I have my responsible to settle the problems happened
in the construction site. I will stay in the construction site and give instruction to the
other workers to redo the construction works. Make sure the workers understand the
instruction and do the construction works correctly. After the things in the
construction site are settled, I will then go hospital and visit the injured worker as I
have the responsibility to take good care of every worker.
Conclusion
This is to test their ability to identify issues, obstacles and opportunities and then
develop and implement effective solutions. For these situations, employer wants to
know whether the candidates are the people who are responsible as a profession.
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Problem solving is an exceptionally important workplace skill. Employer wants to
know if candidates are competent and confident problem solver. This means that the
candidates are independent and able to settle the problems to avoid the situation
getting worse.
2.2.7 Attitude Test
To test a person’s attitude, we want to know whether the candidates are suitable to
work in our organization. Everyone in our organization is friendly, helpful and willing to
help each other all the time and these are one of our organizational cultures. We want
to hire people who are able to communicate well with the colleagues or workers. It is
important to test a person’s attitude because we do not want to have employees who
are shy, selfish and irresponsible. Communication is very important in our
organization. Hence, this is the reason we create this test.
Candidate’s reaction
By observing the situation, there is only 1 candidate stands up and give a hand to the
worker. The other 2 candidates are remained in their seats and complete their task.
Conclusion
We decided to have this test is to test the candidate's attitude. Based on the situation
above, 3 candidates are given task and they are required to complete it in a short
time. When there is an accident happened, only 1 candidate is willing to give a hand to
the worker and help to pick up the files from the floor. This candidate made his
decision to help the worker instead of completing the task on time but the other 2
candidates ignore the accident happened and do not give a hand to the worker. This
show that candidate who give a hand to the worker is a helpful person. As a result, we
need a helpful employee instead of people who are selfish. We would like to hire this
candidate as our employee.
24

2.3 Interview Question
1. “Can you tell me about yourself?”
This question normally is the first question used to ask in the interview to break the
ice between the candidate and the interviewer. Some candidate may answer this
question by telling their life story and family background. However, the purpose of
asking this question is to provide an opportunity to the candidate to promote and
present themselves that they are the ideal candidate we seeking for the job opening.
The candidate should be able to give us a summary about their strength, qualification
and accomplishment in the pass to indicate that they are accorded with the criteria for
the job position. We will be more impress to the candidate who capable to provide
more example to support their content while answering this question. Moreover, we
also will look out for the candidate’s conversational style, confidence level and the
ability to organize and present the information.
2. “Why do you want this job?”
This is the most basic question that will be asked in most of the job interview. The aim
to ask this question is to know whether the candidates have passionate and
enthusiastic about the work. In the candidate’s answer, it should be highlighted the
specific aspects from the job description such as do candidates have experience with
certain program, how the candidates enjoy working in a team and how candidates will
lead or in charge in certain projects. As the interviewer, they would like to know how
the candidates will interact with colleague and clients and how they perform in the
projects that they are handling. It should be also mentioned about candidates’
knowledge and their interest towards the company. They can simply mentioning
about recent company news or new products so that interviewer knows they have
some knowledge about the company and what motivated them to apply the job.
3. “What is your greatest strength?”
A person may have many strength, but not every strength needed for a specific job.
Through this question, we able to find out the strongest candidate for the job position.
From the answer of candidate, we can determine whether the greatest strength of the
candidate is required for the job position they apply or not. Besides, we also require
further elaboration from the candidate about their skills or experience by providing
several example or certification. For example, our company required to hire an
architect who know how to operate Rhino (computer-aided design application
software) as one of the management trainee. Therefore, we will be focus on the
candidate who have that particular skill we need.
25

4. “Where do you see yourself in 5 years?”
As an interviewer, we also want to know the candidate’s realistic growth strategy and
their goals in the role of the job position they apply. It can determine whether their
strategy and goals are match with the needs and values of our company or not.
Furthermore, we also want to know about how they use their strengths or skills to
achieve their personal goals and what area they want to strengthen to improve
themselves. For example, if the candidate applies for the job of project manager, they
should show how them apply their management skill in order to control the quality of
a construction project. Also, the candidate should highlight what skill they want to
improve to allow themselves become a top project manager. The candidate should
not be over confidence, fearful and confused while answering this question. They
should show their steadiness and answering this question in sequence. We will be
more impress if the candidate provides specific detail.
5. “Why should we hire you?”
By asking this question, we provide another opportunity for the candidate to promote
themselves and show their competitive advantage to the job they applied. There were
a lot of candidate which are fulfilled our job requirement, however we want to find the
most competent and suitable candidate which can help us to solve problems and lead
our employees to achieve our organization’s mission and vision. We want to test their
self-confidence and preparation for the job. The first impression will increase for the
candidate who can provide some significant details about our company and general
practices. This is because they show their initiative to apply that particular job by
doing abundance of research about our company.
6. “What is your greatest accomplishment?”
We want to know at least 2 to 3 example of accomplishment from the candidate. From
the examples they provided, we can know that how the candidate successfully
managed people, themselves and also the project. This indicate how the candidate
will be able to success if we hire them. Moreover, we will ask the candidate to provide
more specific details of the example they provided because we want to determine
how strong is their organizational skill, problem solving skill and the ability to handle
pressure.
7. “What have you learned from mistakes you've made in the past?”
For this question, the purpose is not to talk about candidates’ own mistakes. The
purpose is to observe whether the candidates able to think about the mistakes they
made in the past. If they cannot think of a mistake they made, this means they will not
look credible or good attitude towards the job. Instead, if candidates are able to think
about their mistakes or they are able to state it, it means that they have learned
26

something from it and also learned to take steps to prevent it from happening again. It
can show the candidate’s attitude towards the job.
8. “What challenges are you looking for in this role?”
This question is to test candidate’s critical thinking and problem solving skills.
Employer does not want to hear candidate shy away or try to escape from the
challenges that they face. When challenges come to the candidate, employer hope to
see how the candidate react towards the challenge and not to escape it. Employer
also wants to test their problem solving skills, whether they are willing to think to
solve the problem that they faced. As a management trainee, there will be many
challenges to face, they should be as the role model for other employees to
recognize.
9. “What is your biggest weakness?”
For this question, most of the people may be advised to answer with such response
like “I’m too hardworking” or “I’m doing my work too fast”, but these are not the
answer that employer hope to get from the candidates. Employer wants to look for the
real answer. Weakness that is relatively small and something you are actively trying to
fix. For example, candidates may have difficulty in public speaking. They may feel
nervous when having a speech or presentation in the public. This is a common
weakness that most of the candidates are faced. Employer wants candidates to know
what are their weaknesses, how are they going to fix their weaknesses. This can show
whether they have initiative and self-discipline. If the answer of the candidate is not
satisfied by the employer, it may reduce the impression of the candidate and also the
overall marks of the interview.
10. “Do you have questions for us?”
When this question comes to the candidates, it is a chance to impress the interviewer.
Candidate may ask about the company and role, such as asking what company mainly
focus on, what kind of challenge that the management trainee will face. This can show
the initiative, passionate being a management trainee in future.
27

TASK 3
3.0 What is Information Technology?
Information technology, or IT, it refers to any technology that powers or enables the
storage, processing and information flow within an organization. Anything involved
with computers, software, networks, web sites, servers, databases and
telecommunications falls under the IT umbrella. It combines computing with high
speed communication links carrying data, sound and video. Information technology is
the technology that uses computing with high speed communication links to spread
information from one place to another. Computer is a very important component of
information technology. The world has become “global village” due to advancement
in IT. There are many different automated software that aid may help to improve
efficiency, accuracy and decision making on the organization.
What is Information Management?
Information management is the collection, storage, distribution, archiving and
destruction of information. It enables teams and stakeholders to use their time,
resource and expertise effectively to make decisions and to fulfil their roles.
Information management is the management of organizational processes and
systems that acquire, create, organize, distribute and use information. The systematic,
imaginative, and responsible management of information so that the creation and use
of information contributes strategically to the organization’s goals. The groups and
individuals have efficient access to and make effective use of the information they
need to do their work and to develop themselves. The idea underlying IM is that just
as an organization purposefully and systematically manages its human resources or
financial assets, it should do likewise for its information resources and processes. All
the classic functions of managing an organizational activity apply to IM such as
defining leadership, developing policies, allocating resources, training staff, evaluation
and feedback. Besides, information management is closely related to the
management of data, systems, technology, processes and where the availability of
information is critical to organizational success which is strategy.
29

Information Technology and information management used in
TRANScend
In this modern generation, information technology plays an important role. Information
technology has become a major driving force in many organizations. It helps our
organization to sell our products or services effectively. For example, by using the
internet, our organizations or businesses are moving information faster and it also
coordinate multiple activities to achieve efficiency. Our business uses information
technology to ensure our departments run smoothly. Besides that, we can use
information technology in a number of different departments including human
resources, finance, manufacturing and security. To gain our company’s competitive
advantages, we have to select and use the right information technology and
information management system to operate our organization.
3.1) Building Information Modeling (BIM)
There are a variety of information and information management systems in the market
and we had chosen Building Information Modeling (BIM) as our primary information
management system. BIM is information modelling and information management in a
team environment, all the team members should be working to the same standards as
one another. BIM is a technology that everyone can understand a building through
the use of a digital model which draws on a range of data assembled collaboratively,
before during and after construction. A BIM model can contain information on design,
budgets, schedules and much more. It creates value from the combined efforts of
people, process and technology.
The reason why our company choose to use BIM on our organization because it helps
to improve the understanding of building operation and to make adaptations,
renovations, additions and alterations to the building faster and less cost than through
traditional processes. By using BIM in our organization, it creates efficiencies and it
helps to reduce the need for regathering and reformatting information. This may help
to increase in the speed and accuracy of transmitted information, reduction of costs
associated with a lack of interoperability, automation of checking and analysis and
unprecedented support of operation and maintenance activities and also making
changes in the field. This result that we get to become more proficient, the
opportunities to improve productivity are more pronounced. Productivity gain is one
of the major advantages of using BIM, it will gain through its ability to minimize
project, foster communication and coordination, identify errors early, reduce cost and
also improve quality of work.
30

3.2) Cloud computing
Cloud computing is the delivery of computing services. It consists of servers, storage,
databases, networking, software, analytics and more. It is a service and solution that
are delivered and consumed in real time over internet. For example, when you store
your photos online, use webmail or a social networking, it means that you are using a
cloud computing service. Besides that, cloud computing is also a delivery model of
computing services over the internet. It enables real time development, deployment
and delivery of broad range of products, services and solutions. Cloud computing
users do not need to invest on a large physical infrastructure, because they are
renting the usage from another company. Many of us have a Hotmail, Yahoo, or Gmail
account, there are the examples of cloud computing because we don’t have the local
software or a server at home delivering the email service. Nowadays services like
Google apps, Salesforce, or Adobe Connect Pro provide document storage, real- time
collaboration, training, project tracking and more.
Cloud computing is one of the information technology used in our organization. One
of the reason why we choose cloud computing to operates our organization is
collaboration efficiency. It provides our business the ability to communicate and share
more easily outside of the traditional methods. For example, if we are working on a
project across different locations, we could use cloud computing to provide our
employees, contractors and third parties access to the same files. Our teams can
access, edit and share documents anytime, from anywhere. Besides that, cloud
computing may help to reduce the cost of managing and maintaining our IT systems.
The operating costs may be reduced due to the cost of system upgrades, new
hardware and software may be included in our contract. Moreover, cloud computing
may allow our employees to be more flexible in their work practices. For example, our
employees have the ability to access data from home, on holiday or other places that
providing us internet connection. We can connect to our virtual office quickly and
easily while we are off-site. Besides, cloud computing can provide us greater security
when lost laptops happens because our data is stored in the cloud, we can access it
no matter what happens to our machine. We can remotely remove data from lost
laptops so it doesn’t get into the wrong hands. By using all these IT systems, it
provides the benefits may help us to operate our organization more easily and
smoothly.
31

APPENDIX
QUESTION
Look for at least 2 jobs related to construction industry from newspaper hiring
advertisements. Example, QS, Site supervisor.
Cut down the newspaper hiring advertisements and comment on each (what do you
think about the advertisement – any improvement needed? Information provided
clear?Attractive?)
JOB DESCRIPTION
✔ The position of job are stated clearly.
✔ The recruit requirements are stated.
✔ The contact informations are stated.
✔ The venue of work is stated.
✖ Job descriptions are not stated.
✖ The name of the company is not stated.
✔ The job scopes are stated clearly.
✔ Specific offer of the company is stated to
attract the interviewers looking for the job.
✔ Venue of work is stated.
✖ Contact information is given but not
sufficient.
✖ Name of company is unknown.
32

✔ The company informations are stated
clearly.
✔ The contact informations and the venue of
the company are stated.
✔ The position of jobs to be recruited are
stated.
✖ The requirements for the jobs stated are
insufficient.
✖ The job descriptions are not stated.
✔ The position of the jobs to be recruited
are
stated.
✔ The job descriptions for every position of
the jobs are clearly stated.
✔ The contact informations of the company
are stated.
✔ The information required to prepare for
interview are stated.
✖ The company name are not stated.
✖ The location of the company are not
stated, only stated the working venue.
✖ Too many words.
✖ No offers and benefits for employees
stated to attract interviewers.
33

References list
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2016].
2. Construction Tuts. (2016). Quantity Surveyor Duties and Responsibilities. [online]
Available at:
http://constructiontuts.com/quantity-surveyor-duties-and-responsibilities/
[Accessed 1 Dec. 2016].
3. Nziqs.co.nz. (2016). The role of a quantity surveyor. [online] Available at:
http://www.nziqs.co.nz/What-is-a-QS [Accessed 1 Dec. 2016].
4. Strukts.com. (2016). Planning Engineer Roles and Responsibilities. [online]
Available at:
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1 Dec. 2016].
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Responsibilities. [online] Available at:
http://manpower.com.ng/job-descriptions/Structural-engineer-429.html
6. Anon, (2016). [online] Available at:
http://comptonllc.com/wp-content/uploads/2013/10/CONSTRUCTION
-ACCOUNTAN_Job-Description.pdf [Accessed 1 Dec. 2016].
7. Hose, C. and Hose, C. (2016). Duties & Responsibilities of a Personnel Manager |
eHow. [online] eHow. Available at:
http://www.ehow.com/info_7737041_duties-responsibilities-personnel-
manager.html [Accessed 1 Dec. 2016].
8. Job-descriptions.careerplanner.com. (2016). Engineering Manager Job Description,
Duties and Jobs - Part 1. [online] Available at:
http://job-descriptions.careerplanner.com/Engineering-Managers.cfm [Accessed 1
Dec. 2016].
34

9. Accountingtools.com. (2016). Finance Manager Job Description -
AccountingTools. [online] Available at:
http://www.accountingtools.com/finance-manager-job-descriptio [Accessed 1
Dec. 2016].
https://www.business.qld.gov.au/business/running/technology-for-
business/cloud-computing-business/cloud-computing-benefits [Accessed 1 Dec.
2016].
11. Azure.microsoft.com. (2016). What is cloud computing? A beginner’s guide |
Microsoft Azure. [online] Available at:
https://azure.microsoft.com/en-us/overview/what-is-cloud-computing/ [Accessed
1 Dec. 2016].
12. HowStuffWorks. (2016). How Information Technology Works. [online] Available
at: http://money.howstuffworks.com/how-information-technology-works.htm
https://www.trane.com/content/dam/Trane/Commercial/global/markets/
Architect/building-information-modeling/SMR%20BIM%2009%20FINAL%
20rev.pdf [Accessed 1 Dec. 2016].
35

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