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Problem or challenge is something that a business faces. To face it, we all need people who are wise in taking action on how we solve the problems. Besides that, problem solving teams are teams that improve work activities. Without a team who has a big effort, Sunway University would not become as Asia’s first Superbrand in Education. Each of Sunway’s employee should play an active role at his/her part towards the organization to improve productivity in work. For example, Sunway’s lecturer has a good skill to give lesson for its student. When people are committed to teamwork, the workplace operates more smoothly, problems are resolved more quickly. While solving the problem in a team, an open-minded people is the key. All group members should not judge each other opinion to avoid conflicts that may happen instead of respecting every individual opinion no matter what.

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5. Suggestion of two new ways of recruitment and selection for the organization 

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5. Suggestion of two new ways of recruitment and selection for the organization 

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After the organization done the screening procedure and proceed to the interview stage, video interviewing becomes more useful. Video interview allow candidates to focus on their strengths and weaknesses, hence, organizations can get to know more details into things that concern to them. Futurestep’s executive survey found 71 percent of respondents use real-time video to interview candidates and 50 percent use recorded video interviews to narrow the candidate pool. In another word, combining both live and pre-loaded video interviews into the recruiting process has become usual place for successful organizations. This software helps organizations broaden their reach by avoiding the costs involved with interviewing overseas candidates. Organizations can also eliminate both costs and time investment necessary to interview various candidates at different times. By lowering the costs, organizations can productively segregate geographical and financial obstruction to top talent.

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a. Using Snapchat As a Tool for Recruitment

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a. Using Snapchat As a Tool for Recruitment

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The world has evolved to an advanced era, from recruiting through local papers to using social media as a platform to recruit employees. Companies usually have recruitment fairs annually and that will be the time that companies are busy finding potential and fresh graduates for their company. Since social media is widely known, companies should start using it like Snapchat. It gives an inside story of your future employees since Snapchat has been upgrading their function for a more accessible purpose. Functions like geofilters, you will find at least one or two specific area filters you may administer to your snap. The filters are either paid by brands for events or submitted by Snapchat users for particular communities and cities. Sunway Berhad should try using Snapchat to enmesh the Millennial abilities and by using this application it adds colours to employee’s work life by making their work life more interesting and fun rather than a usual work routine, where employees come to work in the morning and go back when it’s time. Sunway Berhad should also try to held few campaigns, it can be anything like sports, charity, holiday and many more but this time include customized geofilters from Sunway itself. Of course, Sunway will need to pay Snapchat to show it for a much more specific location and time. This geofilters should be only available to those participants in the events so that they can lure more young graduates. Sunway can also expand their market to a bigger group when they target the high school and university students because these are the places that usually have events going on every month. This proves to younger generations that Sunway isn’t always following the traditional way of recruiting them.

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For some roles, the person specification criteria required can be hard to assess through application or from face to face interview. For example, Sunway Berhad is going to hire a person who is responsible for the function of all the business’ technology tools. Candidate can say they have the IT skills required for a role and even describe how to use a system, but it is hard to be sure. It may therefore be worth using a practical test as part of the shortlisting process. By way of practical test, the applicant’s realistic skills can be observed and checked.

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As Malaysian’s conglomerate company, Sunway Group has to be very selective in the recruiting and selecting process. Through interview, suitable candidates can be selected because the interview can know a lot about the candidate by this process. For the company, job interview is one way to find a match between the characteristics of the applicant with the job requirements that must be possessed by the applicant to hold the job since Sunway Berhad has 12 diverse industries. The purpose is to make a new hire perform well. Moreover, though this face to face communication the interviewer can assess the applicant’s job knowledge and determine if the applicant has requisite communicative or social skills which is necessary for this large company. Any interview increases the knowledge of both the interviewer and the interviewee by interchanging their views and ideas. This is a good thing to improve Sunway Berhad quality of human resources.

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Looking through this formal document is essential because everything is stated there from work experience, education and skills. The hospitality of Sunway Group is one of Malaysia’s leading property developer. The human resources have a big role in maintaining and establishing a successful brand identity. Therefore, choosing people with strong work background is a good thing as it exemplifies a good work ethic. The examiner might also need to see the education background of the potential employee. Screening is an effective method for narrowing the selection to candidates who meet the basic requirements for each job in different industries.

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3. Three ways of recruitment and selection in Sunway Berhad

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3. Three ways of recruitment and selection in Sunway Berhad

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4. Two types of work group and team in Sunway Berhad

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4. Two types of work group and team in Sunway Berhad

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Due to the efficient development of information technology, nowadays organization prefer to build virtual teams. Web advancements enabled us to connect with remote colleagues who are in various areas. Sunway Group makes a decision to take advantage of IT Shared Services to promote a maintainable business growth. It is formed in order to make full use of IT resources by its subsidiaries. Each of Sunway’s employees can have an instant communication and exchange information easily. This is one of the most effective ways for Sunway IT SSC to convey those correct innovations to help those benefits of the business necessities and at the right price. As businesses continue to transform themselves, there will be more challenges along the way and therefore choosing the right IT partner to walk through IT transformation path is crucial to success. With the proven expertise, virtual teams are the way to standardize and automate everything to achieve operational excellence.

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i. Physiological Needs
Physiological needs are the basic requirements for human survival. Air, water and food are the basic needs for all living organisms to survive. While clothing and shelter are necessary protection for the human. In terms organizational factors, physiological needs include wages and working conditions. Sunway offers employees a fair and competitive salary based on the annual pay levels in the market and the remuneration report provided by the third-party; the company also offers high bonus and even grants ownership stakes as an incentive for the outstanding employees. Focus on working conditions, Sunway Construction Group Berhad (SunCon) has established the Environmental, Safety and Health Management System not only to identify, assess, manage, control and mitigate risk associated to our daily operations effectively, it also aims to ensure that all strategic processes in our operations are continually improved in line with the internationally recognized OHSAS 18001 and ISO 14001 Management System. SunCon has been certified with OHSAS 18001 and ISO 14001 standards since year 2001 and year 2009 respectively, and has been successfully maintaining the standard requirements throughout the years.
ii. Safety Needs
Once the physiological needs are satisfied, one will look for safety and security needs in order to free from threat of physical and emotional harm. Safety needs include personal security, financial security, health and well-being, job security and retirement benefits. The Sunway Group is committed to ensure that employees’ general health and well being are paramount in their workplace. In addition to their prescribed healthcare (medical / hospitalization), Group Personal Accident and Term Life benefits under the normal terms of employment, employees can enjoy the Employee Health Screening benefits extended to them and the Preferred Rates at Sunway Medical Centre for specialist treatment and medication.
iii. Love or Belongings
Once a person has met the physiological and safety needs, one will look for higher level of needs; that is social needs which involve love and belonging. Social needs are related to interact with other and a sense of belonging in the society, this include needs for friendship, family and love. Therefore, Sports and social activities had been carried out so that the employees of the company are able to have fun during their free hours and foster better relationship within the employees.
iv. Esteem Needs
When the first three layers of needs are satisfied, the needs for esteem will become important. These involves needs of self-esteem, confidence, achievement, respect of others, recognition and status. The Sunway Group recognizes the role, commitment and dedication of its employees. Sunway Group is committed to creating and maintaining a work environment in which employees are valued and performance contributions are rewarded. The long service and loyal staffs are acknowledged through a service award program. Employees are also encouraged to propose suggestions that can improve the quality and productivity of the Group.
v. Self-Actualization
Needs Self-actualization was located on summit of the Maslow’s Hierarchy of Needs. When all the foregoing needs are satisfied, then one will need the needs for Self-actualization. At The Sunway Group, they provide employees with increased opportunity to develop their career within the Group by providing them with education assistance via either their Tuition Fee Refund for external courses or Tuition Fee Discount Scheme for courses offered in Sunway University College and Monash University Sunway Campus.

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Sunway Berhad is founded in 1974 by Jeffrey Cheah, who is also the current chairman of this organizations and headquartered in Subang Jaya, Malaysia. As the largest conglomerates with 15 thousand of employees, Sunway Berhad has major interests in property, education, healthcare and construction. Furthermore, it developing the quality of life through its property, construction, retail, hospitality, leisure, healthcare, education, commercial, trading and manufacturing, building materials, quarrying and Real Estate Investment Trust. Sunway Berhad, Sunway Construction and Sunway REIT are their three public-listed companies with an income which exceeding RM 4billion.

Mission:
-Empowering our people to deliver enhanced value to all stakeholders.
-Embracing sustainability in our business processes and decisions.
-Attracting and nurturing a talented and progressive workforce for the digital era.

Vision:
To be Asia’s model corporation in sustainable development, innovating to enrich lives for a better tomorrow

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Abraham Maslow proposed the Maslow’s Hierarchy of Needs in his article – A Theory of Human Motivation in 1943. He attempted to formulate a needs-based framework of human motivation and it is often portrayed in the shape of a pyramid as shown in Figure 1.1. Based on Maslow’s theory of motivation, human are usually motivated by unsatisfied needs, which are fundamental needs to be satisfied before higher needs can be addressed. The most basic needs consist of physiological, safety, love or belonging and esteem needs; which located at the bottom four layers of the pyramid. These basic needs also called as “deficiency needs”. As illustrated in the hierarchical diagram, when a person need is satisfied and no longer motivates, they continue to move toward growth, and eventually self-actualization, which is located on peak of the pyramid.

Firgure 1.1