SECTION-B Managing

Organizations
Report

Alviya Fatima
18-061
Table of Contents

INTRODUCTION:..........................................................................................................................2
Objectives of the report:..............................................................................................................4
Vision statement..............................................................................................................................4
Mission statement........................................................................................................................4
Core values......................................................................................................................................4
Goals............................................................................................................................................5
Objectives....................................................................................................................................5
SWOT analysis:...........................................................................................................................5
Daraz Organizational Structure.......................................................................................................6
Human Resources:...........................................................................................................................7
HR Planning:...................................................................................................................................7
Recruitment:................................................................................................................................8
PROCESS OF RECRUITING NEW EMPLOYEES..................................................................8
PERFORMANCE EVALUATION PROCESS..........................................................................9
Interviews with individual employees:......................................................................................10
Training:....................................................................................................................................10
Benefitting the employees:........................................................................................................11
Employees’ Reviews:................................................................................................................13
Team Daraz Pakistan visited KSBL for their Recruitment Drive.............................................14
Organization Advertisement for recruiting employees..............................................................16

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 INTRODUCTION:

Daraz is a Chinese-owned online marketplace and logistics company which operates

in South Asian markets. A German venture capital company, Rocket Internet, founded it in 2012.
Daraz Group operates e-commerce platforms and logistics services in Pakistan, Bangladesh,
Nepal, Sri Lanka, and Myanmar.

In May 2018, the Chinese e-commerce company Alibaba Group acquired Daraz Group.

Daraz was founded as a fashion retailer in Pakistan in 2012, but changed to a general
marketplace strategy and business model in 2015 when it also launched operations in Bangladesh
and Myanmar.

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In September 2015, Daraz secured EUR50 million in its Series B funding in order to expand
operations in Pakistan, Bangladesh and Myanmar. CDC Group, a state-owned Development
Finance Institution (DFI) in the UK, invested €20 million alongside a €30 million investment
from Daraz existing majority shareholder, Asia Internet Holdings.

In July 2016, Daraz Group acquired Kaymu, a consumer-to-consumer online marketplace in

South Asia, and with the acquisition began operations in Sri Lanka and Nepal.

In May 2018, Daraz Group announced that Alibaba Group had acquired it for an undisclosed
amount. This move comes about two years after Alibaba's acquisition of Lazada Group, which
was also a startup by Rocket Internet Group in South East Asian market.

Alibaba Group also runs Singapore's Redmart and owns stakes in India's Paytm and Indonesia's
Tokopedia. Daraz Group's five markets (Pakistan, Bangladesh, Nepal, Myanmar, & Sri Lanka)
cover more than 460 million people of which 60% are under the age of 35. In order to digitalize
the logistics ecosystem and to improve the delivery standards, Daraz has built its own logistics
company, DEX, in all of its five markets.

To support the development of a vibrant online culture, Pakistan’s leading ecommerce portal
Daraz.pk, which hosts over 200,000 visitors on its website daily, offers a portfolio of over 50,000
products, cash on delivery, free nationwide shipping and a 7-day return policy.

To enhance user experience, Daraz.pk has launched an online shopping app for Android and iOS
phones. This is designed to provide a user-friendly and easily accessible platform for customers’
on the go and simplify shopping by bringing online shopping to the fingertips of Daraz.pk’s
users.

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 Objectives of the report:

There are two objectives of this report:

Broad objective: Experience and to gather an overall idea on HR functions of the E-commerce
site DARAZ.PK

Specific Objectives: Specific objectives are as follows -

 Finding and identify the HR core practices of Daraz.pk

 To acquire the depth knowledge on all the key areas of HR at Daraz.pk
 To acquire the details about Organization culture & chart.

Vision statement
“Our vision for the company is to become the biggest, most professional and most customer-
centric firm”.

Mission statement
Our mission is to be the only online shopping destination you will need. We need to "wow" the
customer at every touch point. We are going to surprise every one of our consumers and
suppliers by delivering an incomparable experience.

Core values
1. Customer Commitment- We believe in giving the best to our customers, sellers and
society.

2. Teamwork- We think as a team, work as a team and grow as a team. The power of our
team allows ordinary people to achieve extra-ordinary things.

3. Embrace Change- We embrace change and anticipate fast. Change is growth, and
growth is what drives us every day.

4. Integrity- We treat our partners and each other with mutual respect and work for mutual
benefit. We expect the highest standards of honesty and deliver our commitments.

5. Ownership- We know our priorities, and when we do something, we do it with focus and
perseverance.
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 Goals
 The company is on its way to have number of brands on its platform. For this, vendor
management team and marketing team have its crucial role in building relations with the
vendors and to fascinate and convince them for e-trade at companies platform.

 Daraz.pk is renowned for its reliability and trustworthy association with its valuable
customers so there goal is providing customers' satisfaction.

Objectives
 Daraz Pakistan have very strong managerial group and creating a friendly atmosphere
among each other to achieve the company objectives.

 Daraz Pakistan supports the national earning & solving unemployment problem, the
objective of Daraz Pakistan is human resource development for efficient management of
E-commerce sector giving priority requirement of quality & in time shipment.

 Political instability & illiterate work force creates a major barriers which is a challenge
for the company. 

SWOT analysis:

SRENGTH of this organization is, they keep up an exacting enrollment and choice procedure
and they attempt to fulfill representative’s request with the goal that they are persuaded to their
work.

WEAKNESS in the organization is that Daraz needs more HR staff.

OPPORTUNITY is that they can build their efficiency by giving workers more advantages and
representative turnover rate is excessively low.

THREAT is that their feeble HR divisions can make issues among laborers that will be a
demotivation factor for them.

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 ALIBABA CEO
JACK MA

MD/CO-FOUNDER DARAZ
CEO-Bjarke Mikkelsen's
MD Pakistan/Ehsan Saya

HOD HOD HOD HOD

HOD HOD HOD HOD CUSTOMER
NIDA- VENDOR BUSINESS
LOGISTICS MARKETING PRODUCTION MANAGMENT INTELLIGENCE
FINANCE
YOUSAF MANAGEMENT
HUMAN LINE
LINE
LINE MANAGER
MANAGER LINE
LINE LINE
RESOURCE LINE LINE MANAGER MANAGER
MANAGER
LINE
LINE LINE MANAGER MANAGER
MANAGER
MANAGER MANAGER MANAGER
MANAGER
MANAGER

PERSONNEL
PERSONNEL
LINE
LINE PERSONNEL PERSONNEL
PERSONNEL
MANAGER
MANAGER PERSONNEL
PERSONNEL
PERSONNEL PERSONNEL

PERSONNEL
PERSONNEL

Daraz Organizational Structure

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 Human Resources:

The essential activities of human resource board is to structure wisely, make, and coordinated
terms or game plans and ventures expected to make expedient usage of an affiliation's HR. It is
an area of the board, which stresses over the overall public at work and with their relationship
inside an endeavor. Feasible utilization of HR acquiring goals at least time, attractive working
connections among all individuals from the association and most extreme individual
advancement are the center goal of Human Resource the executives. The center practical
territories in human asset the board are, arranging, enrolling, workers advancement and
representative pay with welfare, etc.

If the work cannot be regulated fittingly, by then it can incite out horrendous outcomes that will
agitate our E-business site. The work that is done necessities extraordinarily capable hands
however the execution of real getting ready is required. At whatever point, there is a turmoil
considering pay issues. The HR office gets down to business of dealing with the situation. HR
division needs to remain in contact with the talented masters so that at whatever point the need
develops for work they can be adequately selected without going up against the issues of
planning delegates from the start. By then normal delegate are leaving their calling for various
explanation and new people are being chosen in emergency premise, so the issue of enlistment is
constantly in unique. All the HR techniques are particularly dynamic.

HR Planning:

To make HR frameworks, they need to achieve the affiliation's objective, and a sensible crucial
vision clarification. All together for the association to accomplish its target of building up the
affiliation, it is fundamental that a HR indispensable game plan is driven. In direct words, HR the
administrators develops an expansion between best measurement, the board mid measurement
the board and, lower levels the leading body of an affiliation. Some HR specialists use particular
frameworks, for instance, 'Work Planning and Forecasting. To finish work and to finish the
movement perfectly are two one of a kind things. All of the associations constantly search for the
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subsequent one considering the way that just amazingly done assignments can give the perfect
outcome.

Recruitment:

The Recruitment Unit bunch constantly revolve around association's assurance frames and
improving its capacity the board gadget to respond to the prerequisite for quick and amazing
enlistment, while keeping up association's models of comparable possibility, straightforwardness
and sensibility. Over the earlier decade, experts have shown the way that the scouts should be
dynamically keen towards the essential time of the enlistment methodology as it can end up
being to be uncommonly fundamental to the extent picking the perfect people to the right
position. Enrollment methods may be moved up to the extent that we can explain how and when
clear publicizing will impact up-and-comer plans to apply to affiliations.

PROCESS OF RECRUITING NEW EMPLOYEES

The recruitment process was divided into following stages.

 - Online application

 - Online Tests, and 1 minute video (online assesment for aptitude & personality test)

 - 2 Days Case Study Competition

 - Interview call from HR staff

 - 1st Panel Interview with the HR Board

 - Final Interviews with the C-Team

Daraz selection and decision system has been limited with the point of view on enlisting and
picking people who need to achieve association's vision and goal, and who will help with
achieving the business vision. There are various principles that need to be considered, as there is
the issue of strikes because of various reasons. There is furthermore an issue of people giving up
their calling ensuing to getting the portion. The female specialist are given more noteworthy
requirement for selection process as they are less physical than the male delegate is.

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 PERFORMANCE EVALUATION PROCESS

The process starts with a clear self-appraisal, which requires all employees to score themselves
and motivate their performance score.

Secondly the managers are required to evaluate the self-appraisal, assign new goals and submit
overall comments in the appraisal form.

 Step 1: Evaluate employee self-appraisal

 Step 2: Fill the appraisal form

 Step 3: Assign new goals

 Step 4: Overall comments

The scores will guide managers for the appraisal outcome. However, the final outcome
will not be dependent on absolute scores.

80% - 100%--------------------PROMOTION TO NEXT LEVEL

60% - 79%----------------------SALARY INCREASE W/O PROMOTION

40% - 59%----------------------AVERAGE PERFORMANCE. NO PROMOTION & SALARY

INCREASE

20% - 39%----------------------PERFORMING WARNINGS

Below 20%----------------------TERMINATION/DISMISSAL ( PREVIOUS PERFORMANCE WILL

BE REVIEWED.

Once all appraisals forms have been finalized, all department heads & department managers will
meet to analyze the appraisal data.

The CEOs and country MDs will review the Performance outcome per department to ensure
there is a balance between them.

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 Interviews with individual employees:

The Marketing Manager said he applied through an employee referral. The procedure took a
month. He interviewed at Daraz and the meeting procedure was conducted in three folds. One
test pursued by three Interviews. The test had four sections: one was aptitude-testing maths,
logic, reasoning skills. There was a writing section also.

The Tax associate said he applied through other source. He interviewed at Daraz. He received
an interview call from a HR staff. He was asked regarding his interest and salary expectations.
He was asked to take an online assessment for aptitude and personality test followed by an
interview with CFO.

The Sales Assistant said he applied online. The process took 1 day. He applied for the job via e-
mail and they contacted him by phone and invited him to participate in the interview. First, the
HR checked his documents on the day of the interview and after the interview; he was
immediately informed of his selection.

Daraz Organizational culture is Growth and innovation and that is what Focused at Daraz

Training:
There is no vulnerability that executives at all components of the affiliation offer load to the
agent to make the favored results sooner rather over later. In this flood high ground to be gotten
by really getting ready and showing, their workforces that they need to battle in an overall
economy. Moreover, considering downsizing is extending every day. The associations want to
have less yet gainful delegates. The impact of advancement in the workplace, reinforcing, work
gatherings, tight work markets and when in doubt, the non-appearance of choice alumni are set
up to fill entry-level positions. Thusly, showing the manner in which that arrangement can come
to use in a particularly basic manner.

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 Benefitting the employees:

This particular piece of an occupation likely holds more interest than everything else, and has the
best impact on whether delegates remain or leave in that particular organization. A lot of the
agents work to help themselves fiscally and their family financially. In this manner, this is
unmistakably the most basic factor that affected the action satisfaction. Points of interest are
constantly a fantastic strategy to energize the agents. To the extent HR, it truly means to pay the
movement holders for completing their obligation. Pay similarly covers the pieces of
unimportant points of interest, for instance, event benefits, portion assessments, rewards, and so
on.

Daraz constantly endeavor to be confirmation about compensation and preferred position groups
for their delegate. Investigating current compensation structure and recognizing evidence of
compensation plan norms concerning best practices. Daraz reliably endeavor to perceive
illustrative of the month so agents are convinced to work only to battle with each other. Review
internal worth issue. Examination feature going rate and examples to address external power.

More workplaces should be given to the agents to extend the satisfaction in the association. In
the event that the agents are playful, at that point, they will feel progressively stirred towards
work and thusly increase the productivity as time goes on. Various workplaces can be given to
the delegates, for instance, therapeutic focal points, rare game plans in the midst of festivities,
cooling, restorative administrations and even more imperatively day care places for the female
laborers who have children. The Reporting Officers must be logically useful, warm and
agreeable to HR office.

From the start, the laborers' necessities and prerequisites should be fulfilled and that
subsequently make them aware of their customer's needs. We gain from this that it will diminish
turnover and can add to extended purchaser devotion. This part examines the reinforcing of the
agents. Considering the way that it manufactures agents’ motivation in playing out their regular
endeavors including dealing with customer issues and dealing with organization frustrations, and
it is related to extended front line organization specialist execution.

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Anyway rather than the procuring there is regularly the trouble of sack or terminating staff.
When the requests are not that plentiful in their framework, the most elevated administration
takes the decision of what rate staff to fireside from their position. On the off chance, that any
staff part believes that the individual in question is separated underneath any conditions then that
individual can complain to welfare government.

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 Employees’ Reviews:

Representatives state that Daraz deals with the push until it breaks philosophy. You will have a
push from each side until and except if you figure out how to state no. That too in a way, which
does not place you in the terrible books of the supervisor. Directors are a definitive power; it is
your luck which manager you go under. There is no respect for individuals' time or improvement
of long haul vocation objectives inside or outside daraz.

Most of them said the work culture is good and salaries are good too but growth of an individual
hinders due to the increased number of employees. In addition, Daraz is rapidly growing which
causes the lack of structure.

There is no clear direction from the manager himself hence; there is no guidance, mentorship or
any level of support. An apparent hatred for employees. Politics and outright corruption amongst
middle management. Ambiguity is widespread. Ones efforts do not mean anything if they fail to
achieve results. One would not know where they would be after a year, growth wise.

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 Team Daraz Pakistan visited KSBL for their Recruitment Drive
Team Daraz Pakistan visited KSBL for their Recruitment Drive on February 10, 2017. The
session was conducted by Mr. Shahzad Anwar, Chief Commercial Officer and the Talent &
Development team at Daraz Pakistan. The program began with a presentation covering the
introduction, structure and the recruitment process of Daraz.pk. Mr. Anwar spoke about how the
Daraz Graduate Recruitment Program gives young professionals the opportunity to put their
learning into practice through immediate hand-on exposure to various business areas.

The session concluded with an online test and first interview round of shortlisted candidates.

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Organization Advertisement for recruiting employees

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