INDIVIDUAL ASSIGNMENT

CT105-3-2-PDT
PROFESSIONAL AND ENTERPRISE DEVELOPMENT
INTAKE CODE: NP2F1701IT
HAND OUT DATE: 30 AUGUST 2017
HAND IN DATE: 14 November 2017
WEIGHTAGE: 100%

INSTRUCTIONS TO CANDIDATES
1. Submit your assignment to the administration counter.
2. Students are advised to underpin their answers with the use of references (sites using
the Harvard Name System of Referencing)
3. Late submission will be awarded zero (0) unless Extenuating Circumstances (EC) are
upheld
4. Cases of plagiarism will be penalized
5. The assignment should be bound in an appropriate style (Comb Bound or Stapled)
6. Where the assignment should be submitted in both hardcopy and softcopy, the
softcopy of the written assignment and source code (where appropriate) should be on
a CD in an envelope/ CD cover and attached to the hardcopy.
7. You must obtain 50% overall to pass this module.

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 INDIVIDUAL ASSIGNMENT
TECHNOLOGY PARK MALAYASIA
CT105-3-2-PDT
INTAKE CODE: NP2F1701IT
PROFESSIONAL AND ENTERPRISE DEVELOPMENT
SUBMITTED BY:
Bijay Kumar Shrestha (NP000025)
Rabina Bhattarai (NP000050)
Prakriti Neupane ( NP000048)

Approved by:

Dipendra Jaiswal (Faculty Members)

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 Acknowledgement
The project report is Prepared for the fulfillment of the requirement for the degree of Bsc.IT given
by (APU) for the good and successful career of its student. So, we the Student of Lord Buddha
Education Foundation (LBEF) like to thank to APU for providing us an opportunity to apply Our
theoretical knowledge into the practical world.

Our special thanks goes to the whole team of LBEF Campus for providing us such an opportunity
and excellent learning environment with full facility of fully equipped lab room without which the
completion of the project was not possible. We are very grateful to our faculty members who help
us in our every step, who contribute their precious time for the success of the project.

A very special thanks to Mr. Dipendra Jaiswal, Faculty Member of PROFESSIONAL AND
ENTERPRISE DEVELOPMENT for his special attention on the project and for his guidance in
every step of the project.

Last but not the least; I would like to acknowledge the support, direct/indirect, of all the members
of LBEF family.

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Table of Contents
1 Introduction ............................................................................................................................. 1
1.1 Job Advertisement ............................................................................................................ 1
1.2 Cover Letter...................................................................................................................... 2
1.3 Curriculum Vitae .............................................................................................................. 3
1.4 Web Developer ................................................................................................................. 4
1.4.1 Web Developer Job Responsibilities: ....................................................................... 4
1.4.2 Web Developer Skills and Qualification .................................................................. 4
1.5 Interviewer’s Code of Conducts ....................................................................................... 5
2 Introduction ............................................................................................................................. 6
2.1 Need Assessment.............................................................................................................. 6
2.2 Job Advertisement ............................................................................................................ 7
2.3 Cover Letter...................................................................................................................... 9
2.4 Role of Professional Bodies ........................................................................................... 14
2.4.1 Role and Responsibilities:....................................................................................... 14
2.4.2 Code of conduct ...................................................................................................... 14
3 Identification of unmet needs................................................................................................ 16
4 Job advertisement.................................................................................................................. 16
5 Cover Letter .......................................................................................................................... 18
6 Curriculum Vitae .................................................................................................................. 20
7 Professional Body in the Computing field ............................................................................ 22
7.1 Roles ............................................................................................................................... 22
7.2 Code of conduct in interview ......................................................................................... 22
8 Introduction ........................................................................................................................... 24
8.1 Company Background .................................................................................................... 24
8.2 Our Mission .................................................................................................................... 25
8.3 Our Core Activities ........................................................................................................ 25
8.3.1 Software Development............................................................................................ 25
8.3.2 Web Application Development............................................................................... 25
8.3.3 Mobile Application Development........................................................................... 25
8.3.4 GIS Solution............................................................................................................ 26
9 Project management .............................................................................................................. 27
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 9.1 High Level Planning....................................................................................................... 27
9.1.1 Deliverables ............................................................................................................ 27
9.1.2 Timing ..................................................................................................................... 27
9.1.3 Cost ......................................................................................................................... 27
9.1.4 Milestones and Gates .............................................................................................. 28
9.2 Resource Allocation (Work Break-down Structure) ...................................................... 28
9.2.1 Why use a Work Breakdown Structure? ................................................................. 28
9.2.2 Work Breakdown Structure Guidelines .................................................................. 29
10 Main Body ............................................................................................................................ 30
10.1 Organizational Structure & culture............................................................................. 30
10.2 Recruitment process ................................................................................................... 32
10.3 Training ...................................................................................................................... 34
10.4 Onboarding & Mentorship.......................................................................................... 34
10.5 Communication Process ............................................................................................. 35
11 Conclusion ............................................................................................................................ 37
12 References ............................................................................................................................. 38

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1 Introduction

1.1 Job Advertisement

This is the job advertisement posted by the Seven Tech Pvt. Ltd, which has the job vacancies for
the web developer or the front-end developer. They also gave the technical skills and qualification
that are required to be able to apply for the job vacancy of that company.

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1.2 Cover Letter

8th Nov 2017

Dear Sir/ Ma’am

Sub: Application for Web Developer

I would like to apply for a web developer role with in your company that you have posted in the
article of 2017/11/01.

I believe this position would provide a great opportunity to further my chosen career. My
willingness to hard work and build my skill base will make me a good candidate for the job. I am
currently studying at Lord Buddha Education Foundation in B.Sc.(hons).IT.

My course has introduced me to the HTML5, CSS3, JavaScript and many more which helps to
develop the website. Along with this I also have the skills or knowledge about Database, Java, but
my specialty is in developing the website that’s why I have applied for this post.

The high level of practicality in my course will decrease your required training time and mean I
am well prepared to assist with fieldwork.

I am looking forward to hearing from you at your convenience.

Regards,

Bijay Kumar Shrestha

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1.3 Curriculum Vitae

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1.4 Web Developer

A web developer is responsible for the programming the code that tells a website how to function.
A developer builds the website which will help the end user to navigate without any difficulties.
The job of the web developer is to make the website easy but not that much easy such that the user
won’t get attracted to that website so the developer should see look after all the aspect so the
website would look attractive as well as easy to navigate.

1.4.1 Web Developer Job Responsibilities:

The role is responsible for designing, coding and modifying websites, from layout to function and
according to a client's specifications. They are also responsible for the easiness and the
attractiveness of the website design.

 Experience in planning and delivering software platforms used across multiple products
and organizational units.
 Deep expertise and hands on experience with Web Applications and programming
languages such as HTML, CSS, JavaScript, JQuery and API's.
 Deep functional knowledge or hands on design experience with Web Services (REST,
SOAP etc.) is needed to be successful in this position.
 Strong grasp of security principles and how they apply to E-Commerce applications

1.4.2 Web Developer Skills and Qualification

JavaScript, JQuery, HTML, HTML5, CSS, CSS3, Web Programming Skills, E-Commerce,
Teamwork, Verbal Communication, cross-browser compatibility, Web User Interface Design
(UI), Security Principles, Object-Oriented Design, Web Services (REST/SOAP), Multimedia
Content Development, API's

(Anon., n.d.)

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1.5 Interviewer’s Code of Conducts

Web developers have to bring a range of talent to the table, from a knack for technical detail to a
broad understanding of user experience and design. Simply glancing at a portfolio isn't going to
cut it for a key front-end developer hire — you have to evaluate both their technical skill and their
ability to communicate well with different stakeholders, from designers to your executive team.

 Ask questions in accordance with instructions to obtain various specified information, such
as person's name, address, age, religious preference, and state of residency.
 Identify and resolve inconsistencies in interviewees' responses by means of appropriate
questioning and/or explanation.
 Compile, record and code results and data from interview or survey, using computer or
specified form.
 Review data obtained from interview for completeness and accuracy.
 Contact individuals to be interviewed at home, place of business, or field location, by
telephone, mail, or in person.

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2 Introduction

2.1 Need Assessment

Sunway IT Company is a famous IT company which has been working as a leading software
development company since 15 years. We have successful background in developing people along
with our company.

As we are software Development Company, we have lots of projects with already with us and our
employees are working on it. Sunway IT Company is now planning to work with an international
companies. Here, we are offered numbers of project from international Company. We want the
project to be done in a better way. Hence, Responsibilities has been increased and the human
resources are to be increased. In order to make our projects more effective we would like to hire
“Junior Project Manager”. This will result our project to meet the better standard.

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2.2 Job Advertisement

The Advertisement given below is for Junior Project Manager.

Vacancy Announcement

Junior Project Management

Sunway IT Company

Contact Details:

Phone: 02356786

E-mail: Sunway@TechWorld.com

Address: Maitidevi, Kathmandu

Company Type: Software Development Company

Company Size: 150-200 Employees

Job Description

Job Type: Junior Project Manager

Number of vacancies : 3

Working Hours: 10:00 AM – 5:00 PM

Sunday to Friday

Dress Code: Business Formal

Spoken language: English, Nepali

Salary: Negotiable

Responsibilities
 To coordinate internal resources and third parties/vendors resulting the flawless
execution of projects.
 Ensure that all projects are delivered on-time, within scope and within budget.
 Developing project scopes and objectives ensuring technical feasibility.

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  Report and escalate to management as needed.
 Manage the relationship with the client and all stakeholders.
 Perform risk management to minimize project risks.
 Establish and maintain relationships with third parties/vendors
 Create and maintain comprehensive project documentation.

Requirements
 At least bachelor degree (running will work) in technical field.
 Requires a good analytical skills, Technical skills, time management skill, financial
management skill, Leader ship skill.
 Minimum two years of experience in related field.
 Should be good in team work.
 Excellent command of English language.
 Should have done minimum two projects.
 Should have a good technical knowledge. Should have good documentation and
presentation skills.

Benefits

We provide Medical, miscellaneous, allowance, insurance coverage and the chances to attend
different kind of informational training.

Why join us?

We provide fair and equal opportunities for career enhancement. We have a strong track record
of developing people along with our company.

Candidates are required to send their cv in the email address of our company.

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2.3 Cover Letter

8th Nov 2017

The Project Head

Sunway IT Company.

Maitidevi, Kathmandu

Sub: Application for Project manager

Respected Sir,

In response to your advertisement in Kantipur daily for the post of “Junior Project Manager”, I am
writing for the post as the requirements you are seeking for meets my skill, knowledge and
experience.

The opportunity given is very interesting, and I believe that my strong experience and education
will make me a very competitive candidate for this position. In addition, I will be able to get more
experience from this job. Moreover, it is my honor to work with this leading company. I am
completely aware of my job responsibilities and the demand of job. The key strengths that I possess
for success in this position include:

 I have successfully completed numbers of project during my college life and have already
worked as a ‘junior Project management’ in reputed organization ‘Softech Foundation’
for 2 years.
 I am very good at communication and Leadership skill.
 I have various knowledge of programming language which will be helpful in
understanding software development projects.
 I have excellent command in English.
 I am good at Time management, Budgeting and analyzing the environmental process,
minimizing risk and project guiding.
 I possess very good experience in documentation.

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Hence, my skills and experiences make me quite eligible for the given post. I would appreciate the
opportunity to be the part of your company. It would be my honor to grow with your company.
Please review my curriculum vitae for additional information on my experience.

Thank you for your time and consideration. I look forward to be part of your company.

Sincerely,

Rabina Bhattarai

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CURRICULUM VITAE

RABINA BHATTARAI
E-mail: bhattarairabina211@gmail.com, Phone: 9814089649

Maitidevi, Kathmandu

Career Objectives
I am interested to work as a project manager on IT Company to gain more experience and enhance
my skills on technological knowledge and management knowledge. Beside, “Project Manager”
job offers me a responsibilities of handling a project from every aspects which will be give me
more knowledge in this filed. I am highly motivated and confident enough to work in a team and
to work as a leader. I enjoy working as a leader, it gives us chance to work in a team with
coordination and will give us experience in managing and handling every situations.

EDUCATION
January 2012-January 2015 Lord Buddha Education Foundation

Bachelor in information Technology

May 2009- September 2011 Suryodaya English Higher Secondary School

+2 HSEB

March 2008 Siddhartha English Boarding School

SLC

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TRAINING
2017

Mass communication Training

2016 Amnesty International Organization

National Human Right Training

2016

Soft skill Training

2015

Internship Training Lord Buddha Education Foundation

SKILLS

 Programming Skill
 Documentation Skill
 Presentation Skill
 Public Speaking Skill
 Leadership Skill

VOLUNTEERING
2015-2015 Youth for Blood

Volunteer

2016-2017

Coordinator Amnesty International Organization

2017 Lions Club of Nepal

Chartered Family Member

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ACEDEMIC PROJECTS

 Library Management System, .Net

 Airline Reservation System, C
 Retail Order Management System, C++
 Car Parking Reservation System, Java
 Library Management System, Java

EXPERIENCES

 Done 6 month Internship at UltraByte Company as a Team manager.

 Worked at Junior Project manager at Softech Foundation for 2 years.

COMPUTER LANGUAGES

 C
 C++
 Java
 .Net

OTHER INTEREST
I enjoy participating in training, events, Seminar and any other informational sessions. Also, I
enjoy participating in public Speaking, Motivational speech and in Debate competition. I like to
meet people from different countries and share about each other’s culture and traditions. I love
working in group, Beside, I love writing poems, reading novels, and Travelling.

REFERENCES
R.N Thakur

Project Head at Lord Buddha Education Foundation

Contact number: 9851065609

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2.4 Role of Professional Bodies

Interview of project manager is taken by:

Hemant Ban

Working as a Project Head in Sunway IT Company

Project Head is one of the important post in a company. Project Head is one who guides and
monitories projects. Every project should be approved by project head. After project manager
manages the while projects, Project head evaluates the projects and finalize to implement it. In
Sunway IT company, as it is software Development Company there are numbers of project are
carried out to develop software. All these projects are done under supervision of project head.

Education: Msc.IT

Experience: Working as a project Head since 9 years

2.4.1 Role and Responsibilities:

 Set standards for how projects are run

 Ensure project management standards are followed
 Gathering of project data and production of information for management review
 Source of guidance and advice for project managers
 Test the project and allow them to be implemented
 Set all the rules and regulation to run whole project process.

2.4.2 Code of conduct

Be careful while asking Question

These are the basic thing to be aware and careful while asking question.

Personal question during interview should be avoid cause, questions that pry too far into a
candidate's personal life as they can cause some discomfort or awkwardness. We should avoid
asking unnecessary question. Questions should always flow with situation, we should avoid
sticking at standard question.

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Make it a conversation

Always try to make an interview like it is a conversation. Asking set of yes/no question would
limit the candidate to express themselves, hence Interview should always be like conversation.
When interview becomes like conversation then candidates becomes less nervous. So, we should
always try to make interview flows like two-way conversation in order to make it effective.

(Anon., 2017)

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3 Identification of unmet needs
Lack of Employees to work on a big project.

4 Job advertisement
SoftBit Technology

Job Title: Web developer

Job Overview

 Salary: NRs 30,000 per month

 Position Type: Full Time
 Experience: 1 year
 Openings: 5
 Education: Bachelors in IT
 City: Kathmandu

Detailed Job Description / Requirements

 The candidate must be highly skilled in designing, testing, and developing software
 Must have thorough understanding of data structures and algorithms
 Must have knowledge of back-end development best practices
 Must have Hands-on software troubleshooting experience
 Proven track record of proper documentation for future maintenance and upgrades
 Web Developer will be responsible for designing/developing/maintaining large and small
scaled .NET applications.
 The ideal candidate should possess excellent organizational skills, strong analytical and
strong programming skills.
 The candidate must have the ability to handle multiple projects and rapidly changing
priorities.
 The candidate must be proficiency in n-tier architecture, class structures and stored
procedures.

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Qualification
 Bachelor's degree in Computer Science or equivalent or running.
 Experience with C#, ASP.NET and Entity Framework (plus).
 Knowledge of developing Web based Application with C#, ASP.NET, JQuery, JavaScript,
CSS, HTML, JSON, etc.
 Excellent debugging, problem solving and troubleshooting skills
 Must have strong MS SQL Server 2005/2008 T-SQL programming.

Benefits

 Provident Fund or Retention Bonus

 Paid Holidays
 Holiday Bonus (1 month salary)
 Performance review
 Free Lunch/Snacks

For immediate consideration, please send a CV and cover letter to softbit@gmail.com. Kindly
include number of years of experience in .NET and SQL Server and include the position you are
applying for in the subject line.

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5 Cover Letter
The Human Resource Manager

SoftBit Technology

Baneshwor, Kathmandu

Date: 11-14-2017

Subject: Application for web developer PositionRespected sir/ma'am

I was very excited to see your vacancy for a web Developer which was advertised on
jobs@gmail.com . I am a well qualified web developer who would be an excellent choice for this
position.

I recently obtained my Bachelor's degree from Asia Pacific University of Malaysia with GPA -
3.60 .As a graduate in IT, I have acquainted myself with a range of skills that would allow me to
blend with your firm. I have an ability to grow with this job, handle responsibility and build
positive relationships with work colleagues at all levels. As needed for this job, I am

 Highly skilled in designing, testing, and developing software

 Thorough understanding of data structures and algorithms
 Knowledgeable of back-end development best practices
 Hands-on software troubleshooting experience
 Proven track record of proper documentation for future maintenance and upgrades
 Knowledge in designing/developing/maintaining large and small scaled .NET applications.
 Ability to handle multiple projects and rapidly changing priorities.
 Proficient in n-tier architecture, class structures and stored procedures.

And also I am updated with the latest technology & applications and I can work smoothly on it. I
am someone who knows how to set goals and achieve them, I feel certain that my strong skills

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coupled with my ability to work effectively and efficiently will be of immediate value to your
company

I am aware that you will receive a large number of applications for this job, but I would
very much appreciate the opportunity to demonstrate my capabilities to you in person. I believe
that I have a lot to offer your organization. I am eager to develop my professional skills and look
forward to discussing my application with you at an interview.

Thanking you in advance for your time.

Very truly yours

Prakriti Neupane.

Prakrity.neupane@gmail.com

9862676319

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6 Curriculum Vitae
PRAKRITI NEUPANE
Maitidevi, Kathmandu

Prakrity.neupane@gmail.com

9862676319

Personal Profile

Seeking a position in life to utilize my skills and abilities to achieve professional growth while
being resourceful, innovative and flexible by adding valuable assets to your esteemed organization
as an active member,

Skills

 Exceptional communication and networking skills

 Ability to work in a team environment, as well as independently
 The ability to work under pressure.
 The ability to follow instructions and deliver quality results
 Time Management
 Meeting Deadline

Experience

Worked 2 years in Swift Technology

 Made software in platform like ASP.Net.

 Highly skilled in designing, testing, and developing software
 Thorough understanding of data structures and algorithms
 Knowledgeable of back-end development best practices
 Hands-on software troubleshooting experience
 Proven track record of proper documentation for future maintenance and upgrades
 Knowledge in designing/developing/maintaining large and small scaled .NET applications.
 Ability to handle multiple projects and rapidly changing priorities.

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  Proficient in n-tier architecture, class structures and stored procedures.
 Documentation
 Research on different topics by taking appointment in different companies.
 Presentation

Education

Bachelor in Information technology from Lord Buddha Education Foundation.

Intermediate (10+2): Suryodaya English Higher Secondary school. Higher Secondary Education
Board

School Leaving certificate (SLC): Suryodaya English Higher Secondary school.

Personal Details

DOB: 12-06-1997

Permanent Address: Damak, Jhapa

Nationality: Nepali

Gender: Female

Language: Nepali, Hindi, English

Reference

Durga Prasad Chaulagain

Post: Co-ordinator at LBEF

Number: 9841816383

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7 Professional Body in the Computing field
Post: Human Resource Manager

Qualification: Master's degree in Human Resources Management

7.1 Roles

 Screening resumes
 Performing in-person and phone interviews with candidates
 Administering appropriate company assessments
 Performing reference and background checks
 Coordinating interviews with the candidate
 Following up on the interview process status
 Maintaining relationships with both internal and external clients to ensure staffing goals
are achieved
 Communicating employer information and benefits during screening process
 Staying current on the company’s organization structure, personnel policy, and federal and
state laws regarding employment practices
 Serving as a liaison with area employment agencies, colleges, and industry associations
 Completing timely reports on employment activity
 Conducting exit interviews on terminating employees

https://www.humanresourcesedu.org/hr-recruiter/

7.2 Code of conduct in interview

 Follow a logical sequence

Keep the same format for each candidate and allow an equal amount of time for each candidate to
answer questions. Introduce the candidate to the rest of the committee and invite him or her to be
seated. Provide information regarding the expected timeframe for filling the position and what the
interview is meant to accomplish. You can briefly define the job responsibilities.

 Be mindful of your questions

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Formulate questions that indicate whether or not a candidate meets the requirements you have
established for the position. Keep three rules in mind:

Ask questions that focus on past employment performance. Avoid questions that address the
candidate's personal lifestyles or habits

Ask questions that relate to your listed skill, ability, knowledge or experience requirements

Ask the same questions of all candidates.

Avoid:

 Closed questions that require merely a yes or no response

 Multiple questions that require several answers
 "Loaded" questions that force a choice between two alternatives
 Questions that are illegal and dealing with areas that are not factors for job performance,
such as gender (if you would not ask a question of a man, do not ask it of a woman, and
vice versa), age, race, religion, veteran status, marital status, medical conditions (do not
make medical judgments or disqualify a candidate on factors that are purely medical in
nature), and disability (it is illegal to ask about the nature and/or severity of the disability,
the condition causing the disability, if the applicant will need treatment or special leave
because of the disability, or about any prognosis or expectation regarding the condition or
disability). Contact your Employment Consultant/Recruiter if you have questions.

Taking notes will help to remember details of the interview; however, writing notes during the
interview could be distracting and upsetting to a candidate. If you plan to take notes, explain before
the interview starts that you will be taking notes. This should help reduce suspicion and
nervousness. Make sure you maintain some eye contact while you are writing.

http://hr.ucdavis.edu/recruitment/selection/interview-guidelines.html

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Group
8 Introduction

8.1 Company Background

SOFTECH Foundation Pvt. Ltd. is a company which was established on 2007. It has a successful
10 years of history in the field of technology. It was established with concrete aims to catapult the
growing prospect of IT in Nepal to the un-scalable height by providing qualitative training,
developing web based applications, desktop based application, GIS solution and consultancy
services, Data Entry and electronic document management solution, webpage design and
development, IT consultancy & other computer related job independently. Softech Foundation is
committed to provide us with top-end consulting services and solutions to meet unique business
challenges.

Softech Foundation has been a leading custom and common software, web & database
development company delivering world-class services for both government and non-government
organization around the Nepal. It is to the satisfactory level that we have produced the efficient
manpower, software and web products and provided excellent services, which have made excellent
impression in the relevant field. Softech Foundation has its own characteristics, beyond the
competition with any other kinds of Institutions. It is having its own vision to act for valued
education, reliable and secure software and web products has catered customer satisfaction under
superior professionalism. Softech Foundation has achieved the honor to be Microsoft Certified
Gold Partner, Parametric Test Center and member of Computer Association of Nepal. As a
Microsoft Certified Gold Partner, Softech Foundation has attained and achieved the honor of
Security Solution Competency, Information Worker Solution Competency, Desktop Platform
Competency, System Management Competency and Business Intelligence Competency of
Microsoft Corporation which has proved the technical expertise and work efficiency on those
arenas.

(Anon., 2017)

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8.2 Our Mission

Our mission is to deliver world-class services for both government and non-government
organization around the Nepal and to produce the efficient manpower, software and web products
and provided excellent services. Our further mission is to provide you with top-end consulting
services and solutions to meet unique business challenges.

8.3 Our Core Activities

We do deliver the services over both government and non-government organization around the
Nepal. We do develop different kinds of software. Also we digitalize your product that shifts your
business at top. We provide services of Software Development, web Application Development,
GIS solution, Mobile Application Development etc.

8.3.1 Software Development

Softech Foundation has carved out a successful niche for itself in custom software design and
development. We provide complete software implementation process, starting with software
design and development, software quality assurance testing, software deployment, up to further
software upgrades and enhancements.

8.3.2 Web Application Development

By combining marketing expertise and design skills, Softech Foundation offers a full spectrum of
professional, quality-driven services on custom website design and re-design, Flash web site
design and programming, multimedia presentation design and development, corporate identity,
custom print graphics, and original art work

8.3.3 Mobile Application Development

We provide affordable mobile application for commercial purpose, social use, businesses
transaction and individuals. We are able to provide you and your company or business, large or
small with a range of options to ensure we can create the mobile application you require. We offer
value for money packages for new business, established companies and individuals.

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8.3.4 GIS Solution

Softech Foundation provides GIS Services, GIS Remote Sensing services, GIS Mapping services,
and GIS Data conversions Services. Our GIS services allow for the visualization of geographic
data, analysis of spatial relationships, and efficient data management.
GIS data conversions allow data from different sources to be merged in one common format, which
allows for easy access, analysis and utilization.

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9 Project management
Project management is a technique of organizing the task and activities of the project and their
parts. The completion of all project objectives is project management's primary challenge. Unlike
a standard business process, a project is a unique and temporary creation that consumes resources,
has a beginning and end and operates according to specified funding and budgetary constraints.

9.1 High Level Planning

A project plan helps a project manager (PM) track project tasks to a budget over time and it allows
the PM to keep management informed of progress. A high-level version of a plan is management-
oriented and serves the latter purpose more than the former.

Project plans vary in detail and scope depending on their audience and purpose, but when speaking
of a high-level plan, managers generally are concerned with approving a project before its initiation
and then tracking it at the executive or program management level.

9.1.1 Deliverables

A vital topic in high-level project plan is the expected outcome. A project manager will explain in
writing the purpose of a project and highlight the expected benefits. Ultimately, the project will
create something of value that should be measurable in terms of revenue, cost savings, customer
satisfaction, quality metrics, or other relevant parameter.

9.1.2 Timing

The plan will include a timing estimate. Assuming that the PM will deliver something of value,
people will be awaiting its delivery. Having a good idea of that delivery date allows the recipients
of the project's deliverable to plan ahead for putting the deliverable to good use. Additionally,
timing estimates are a major input to scoping costs.

9.1.3 Cost

The project will incur the potential costs of capital equipment, facilities usage, utilities, technical
licenses and staffing. Decision makers need to balance the estimated cost of a project against the
expected outcomes to determine if the project is worth the expense. The cost forecast also serves

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as a baseline for tracking the progress of a project and later determining of cost overruns require
terminating it before completion.

9.1.4 Milestones and Gates

A high-level plan will include future reviews by management. Management will expect to see
interim deliverables or accomplishments called milestones. The significance and definition of a
milestone is subject to interpretation of those writing and reading the plan, but it's designed to
serve as a marker toward the desired outcome.

Gate reviews are designed to allow managerial decision making to terminate a project or allow it
to continue, and they will be scheduled into the high-level plan.

(Anon., n.d.)

9.2 Resource Allocation (Work Break-down Structure)

A work breakdown structure (WBS) is a key project deliverable that organizes the team's work
into manageable sections. The Project Management Body of Knowledge (PMBOK) defines the
work breakdown structure as a "deliverable oriented hierarchical decomposition of the work to be
executed by the project team." The work breakdown structure visually defines the scope into
manageable chunks that a project team can understand, as each level of the work breakdown
structure provides further definition and detail.

9.2.1 Why use a Work Breakdown Structure?

The work breakdown structure has a number of benefits in addition to defining and organizing the
project work. A project budget can be allocated to the top levels of the work breakdown structure,
and department budgets can be quickly calculated based on the each project's work breakdown
structure. By allocating time and cost estimates to specific sections of the work breakdown
structure, a project schedule and budget can be quickly developed. As the project executes, specific
sections of the work breakdown structure can be tracked to identify project cost performance and
identify issues and problem areas in the project organization.

Project work breakdown structures can also be used to identify potential risks in a given project.
If a work breakdown structure has a branch that is not well defined then it represents a scope
definition risk. These risks should be tracked in a project log and reviewed as the project executes.
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By integrating the work breakdown structure with an organizational breakdown structure, the
project manager can also identify communication points and formulate a communication plan
across the project organization.

When a project is falling behind, referring the work breakdown structure will quickly identify the
major deliverables impacted by a failing work package or late sub- deliverable. The work
breakdown structure can also be color coded to represent sub- deliverable status. Assigning colors
of red for late, yellow for at risk, green for on-target, and blue for completed deliverables is an
effective way to produce a heat-map of project progress and draw management's attention to key
areas of the work breakdown structure.

9.2.2 Work Breakdown Structure Guidelines

The following guidelines should be considered when creating a work breakdown structure:

 The top level represents the final deliverable or project

 Sub-deliverables contain work packages that are assigned to a organization’s department
or unit
 All elements of the work breakdown structure don’t need to be defined to the same level
 The work package defines the work, duration, and costs for the tasks required to produce
the sub-deliverable
 Work packages should not exceed 10 days of duration
 Work packages should be independent of other work packages in the work breakdown
structure
 Work packages are unique and should not be duplicated across the work breakdown
structure (Anon., n.d.)

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10 Main Body
10.1 Organizational Structure & culture
The typically hierarchical arrangement of lines of authority, communications, rights and duties of
an organization. Organizational structure determines how the roles, power and responsibilities are
assigned, controlled, and coordinated, and how information flows between the different levels of
management. A structure depends on the organization's objectives and strategy. The organizational
structure used in this company is Matrix type organizational structure.

A matrix type of organizational structure combines the traditional departments seen in functional
structures with project teams. In a matrix structure, individuals work across teams and projects as
well as within their own department or function.

For example, a project or task team established to develop a new product might include engineers
and design specialists as well as those with marketing, financial, personnel and production skills.
These teams can be temporary or permanent depending on the tasks they are asked to complete.
Each team member can find himself/herself with two managers - their normal functional manager
as well as the team leader of the project.

An example of a matrix structure is illustrated below:

Advantages

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  It helps to break down traditional department barriers, improving communication across
the entire organization
 It allows individuals to use particular skills within a variety of contexts
 It avoids the need for several departments to meet regularly, so reducing costs and
improving coordination
 It is likely to have result in greater motivation amongst the team members
 It encourages cross fertilization of ideas across departments e.g. helping to share good
practice and ideas
 It is a good way of sharing resources across departments which can make a project more
cost-effective (Anon., n.d.)

Disadvantages

 Members of project teams may have divided loyalties as they report to two line managers.
Equally, this scenario have put project team members under a heavy pressure of work.
 There is not a clear line of accountability for project teams given the complex nature of
matrix structures.
 It is difficult to co-ordinate
 It takes time for matrix team members to get used to working in this kind of structure
 Team members here may neglect their functional responsibilities sometimes. (Anon., n.d.)

Organizational culture is a system of shared assumptions, values, and beliefs, which governs how
people behave in organizations. These shared values have a strong influence on the people in the
organization and dictate how they dress, act, and perform their jobs. Every organization develops
and maintains a unique culture, which provides guidelines and boundaries for the behavior of the
members of the organization. (Anon., n.d.)

 Prioritize transparency. When we prioritize transparency employees feel included and in

the loop on important decisions are motivated to be more engaged and do their best work.
In Soft Tech, they communicate with their workforce early and often to foster a culture of
trust and inclusion.
 Hire for cultural fits: Soft Tech feels that a strong culture fit can mean greater job
satisfaction, stronger identification with a company, longer tenure, more commitment, and

31 | P a g e
 superior performance. Start by defining the key tenets of your organizational culture. Then
integrate these criteria into the employer brand messaging, job content and interview
processes.
 Make people feel like they belong: Soft Tech feels that a feelings of safety, belonging and
mattering in employees can improve communication, collaboration and alignment, which
ultimately boosts company revenue. Once you’ve defined your culture and hired people
who align with your values, encourage them every day to be themselves, follow their
instincts and get involved with the rest of their tribe, the organization flows smoothly.
(Anon., n.d.)

10.2 Recruitment process

The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization. (Anon., n.d.)

The recruitment process is given below:

Set Up

To have a good recruitment process in place, a strong recruitment team should be formed. The
recruitment team has a very important job because if they make a wrong decision, it will affect the
productivity of the workforce. Next, the recruitment team should be able to clearly identify the job
vacancy and the qualities of an ideal candidate. A clear job description should be written to enable
candidates to understand what is required of them. An outline of an ideal candidate will also be
able to aid the selection process for the recruitment team later on in the recruitment process.

Source

Once the job description and ideal job candidate outline are prepared, the recruitment team will
have a clearer picture of what is demanded. The team can then start to analyse the most appropriate
source for recruitment. This source could be either internal recruitment or external recruitment.
Internal recruitment is when a company hires an employee for the job from within the business
staff. This method helps to save company time and money, and employees take less time to

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socialize. Employees can be recruited from outside the company as well. Some sources of external
recruitment are employment agencies or walk-ins. A qualitative job advertisement give complete
information about the job description and ideal job candidate. At the same time, it is published in
appropriate media to attract the most applicants.

Application

Interested candidates should is able to apply for the job vacancy simply. Make the application form
as user-friendly as possible to provide a good experience and ensure that you gather as many
applications as possible.

Screen

In this process, company will receive a whole pile of applications through which they cannot help
but to scan. Good candidates should be quickly and clearly highlighted how their experience aligns
with the available role. For this, the company should revisit the job description and ideal job
candidate outline for a reminder of what they are looking for. Even though they are just scanning
through the application, the company is sure to inform all applicants about the status of the
application and they do not keep them waiting too long. At this stage, they also provide feedback
for all candidates who did not make it through to the interview.

Schedule Interviews

Interviews are often considered the most crucial part of the recruitment process because this is the
invaluable moment when you get to communicate with the candidate to see if he or she is a fit with
the company. At this, the company take its chance to find out more about the applicant’s
background, skills, and even personality to see if they fit with the company culture. It will be useful
to have a list of information that company would like to find out beforehand as a recruiter, which
will make the interview session much more structured.

Offer

Once the company have shortlisted the top candidates, they check their references to be sure to
inform the candidates and have them agree to these reference checks. Hiring the wrong person can
be extremely costly; therefore, the company always be as precise as possible in the recruitment
process.

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Once all details have been confirmed, they officially offer the job to the chosen candidate and draw
up a contract of employment. They have a template to follow for the contract where details such
as salary, holidays, and working hours are further discussed accordingly. (Anon., n.d.)

10.3 Training

When new employee enters the company, the software or working environment or the working
technique of the company would be new to the candidate so training is given to them on how to
work according to the need of the company. The way they train new employees are:

 List tasks that new employees need to learn.

 Break each task down into a series of steps.
 Have a colleague review the tasks to be sure they are clear.
 List supplies, workspace, and equipment necessary for training on each task.
 After the new employee has trained on a task, have them immediately perform it.
 If there are issues with performance, review.
 Periodically review the employee's competence on each task.
 Review and improve training based on employee feedback and performance. (Anon., n.d.)

Advantage of training new employee

 Helps to re-ignite enthusiasm

 Brings fresh perspectives
 Makes them productive
 Makes them feel better
 Directly impacts performances
 Increases competency
 Saves time and resources (Anon., n.d.)

10.4 Onboarding & Mentorship

New employee onboarding is the process of getting new hires adjusted to the social and
performance aspects of their new jobs quickly and smoothly. It is the process through which new
hires learn the attitudes, knowledge, skills, and behaviors required to function effectively within

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an organization. This is not always done by the HR department, but it here at least be arranged by
the HR department because it will be the first point of contact for the new employee. The
onboarding process includes a welcome session, shadowing for a period of time, and a follow-up.
The advantage of onboarding are:

 It helps employees contribute quickly

 It enhances individual and group productivity
 It fosters relationship building and networking
 It fully transitions employees to the role, organization and culture

Starting a mentoring program will be the closest to make a business decision that has exclusively
positive impact. Mentoring can improve employee satisfaction and retention, enrich new-
employee initiation, make your company more appealing to recruits, and train your leaders. And
the best part is, it's free. Unlike similar learning incentives like training programs or offering to
pay for courses, mentoring utilizes the resources that the company already has. (Anon., n.d.)

10.5 Communication Process

To set the stage for information and message flow through an organization, let's review the basic
elements of the communication process. These elements include: someone to send the message
(the encoder), some means for channeling it, someone to receive it (the decoder), and a feedback
mechanism. A multiplicity of encoders, channels, decoders, and feedback mechanisms can be
used. However, for the information in a message to be processed clearly, quickly, and with a
minimum amount of degradation, management must establish clear, formal communication
channels.

The Communication Channels

The communication channel is a vital role in organization. Organization should have better
communication channel. The communication channel selected for transmitting a message plays a
significant role in maintaining the quality of the original message in its passage from the sender to
receiver. There are various means of communication followed in our organization. The basic
communication channels within an organization. There are three channels: formal, informal, and
unofficial

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Communication in our organization

Formal communication can be either written or oral. The communication in “Ultra Byte Company”
flows head departments to the manager and manager to his immediate subordinates. Each recipient
then re-transmits the message in the selected from to his intermediate subordinates. Each recipient
then re-transmits the message to the next lower level of management or to staff members. The
message progresses as per the chain of command along the way, until all who have a need to know
are informed. Formal communication also flows upwards as per the requirement. No any
organization does operate in a completely formal or structured environment nut however
information flows in a hierarchical way. Communication sometime may be informal or unofficial.
Our company follow the trend of god relationship between all employers. Because of this good
communication, sometimes employee communicates directly with another employee regardless of
their hierarchical relation.

(Anon., 2017)

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11 Conclusion
Hence we have successfully completed the recruitment process of the company as per the
requirement of the project doing activities that are paramount to personal development which
helped us to develop and improve our skills in team-building, leadership and communications
while excelling academically and understand the organizational context where professional work
occurs: planning, managing, and decision making.

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12 References
Anon., 2017. Buiseness News daily. [Online]
Available at: http://www.businessnewsdaily.com/5212-job-interviews-techniques.html
[Accessed 01 10 2017].
Anon., 2017. Management Skills. [Online]
Available at: http://www.bizmove.com/skills/m8m.htm
[Accessed 19 10 2017].
Anon., 2017. Softech Foundation. [Online]
Available at: http://softechfoundation.edu.np/company.html
[Accessed 10 10 2017].
Anon., n.d. betterteam. [Online]
Available at: https://www.betterteam.com/training-new-employees
Anon., n.d. bizfluent. [Online]
Available at: https://bizfluent.com/about-6570755-high-level-project-plan-.html
[Accessed 2017].
Anon., n.d. businessdictionary. [Online]
Available at: http://www.businessdictionary.com/definition/recruitment.html
Anon., n.d. businessdictionary.com. [Online]
Available at: http://www.businessdictionary.com/definition/organizational-structure.html
Anon., n.d. Hiring Monster. [Online]
Available at: https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-
descriptions/web-developer-job-description-sample.aspx
[Accessed 11 2017].
Anon., n.d. inc.com. [Online]
Available at: https://www.inc.com/guides/2010/04/start-mentoring-program.html
Anon., n.d. indeed.com. [Online]
Available at: http://blog.indeed.com/2016/09/21/build-great-organizational-culture/
Anon., n.d. study.com. [Online]
Available at: http://study.com/academy/lesson/what-is-organizational-culture-definition-
characteristics.html
Anon., n.d. talentdore.com. [Online]
Available at: http://talentadore.com/en/steps-in-a-recruitment-process/
Anon., n.d. tutor2u.ne. [Online]
Available at: https://www.tutor2u.net/business/reference/matrix-structures

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Anon., n.d. wisestep. [Online]
Available at: https://content.wisestep.com/benefits-of-training-new-employees-worthy-
investment/
Anon., n.d. workbreakdownstructure. [Online]
Available at: http://www.workbreakdownstructure.com/
[Accessed 2017].

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Appendix I: Workload Marking Grid
Module Code : CT0105-3.5-2-PDT Module Title – Professional and Enterprise
Development
Fully Partiall Not Performance Criteria
y
Distinction (75%+)
   All credit criteria fully met
   Produced professional group report with critical evaluation
   Conclusion is well structured, shows in depth thought and reflection
   Excellent quality documentation that adheres to Harvard Referencing

Credit (65 – 74)

   All pass criteria fully met
   Citing and referencing are accurate
   Conforms completely to Report Guidelines

   Group work has Introduction, Project Management, Main Body, Group

Evaluation, Conclusion written in detail
Adequate research with understanding, analysis and critical appraisal
  
Group Evaluation and Conclusion shows some thought
  
Satisfactory documentation with minimal grammatical mistakes and
   spelling errors
Pass (50 – 64)
   Table of Contents
   Group work attempted
   Conclusion is attempted

   Citation and References have been attempted

Name Bijay Prakriti Neupane Rabina Bhattarai

Kumar (NP000048) (NP000050)
Grade
Shrestha
(NP000025)

Attends presentation
Fully Partially Fully Partially Not Fully Partially Not
Not

Job Advertisement
Fully Partially Fully Partially Not Fully Partially Not
Not

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 Cover Letter
Fully Partially Fully Partially Not Fully Partially Not
Not

CV
Fully Partially Fully Partially Not Fully Partially Not
Not

Professional Body Role

Fully Partially Fully Partially Not Fully Partially Not
Not

Codes of Conduct
Fully Partially Fully Partially Not Fully Partially Not
Not

Additional Comments

41 | P a g e
Workload Matrix
Name Percent Signature

Bijay Kumar Shrestha 34%

(NP000025)
Prakriti Neupane 33%
(NP000048)
Raveena Bhattrai 33%
(NP000050)

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