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Research report on E-Commerce Business Case Development (Daraz)

Name : Md.Mehedi Hassan

Student Id : 1931462

Course Name: Human Resource Management

Course Id: MBA509

Section: 03

Submitted To : Dr. Nazmul Amin Majumdar

Submission Date: 28 August, 2021.

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Letter of Transmittal
28 August, 2021.
Dr. Nazmul Amin Majumdar, Ph.D.

Subject: Submitting the research report on, E-Commerce Business Case Development.”

Dear Sir,
I am the potential students from your section of MBA-509am delighted to produce this
Research report . I am thoroughly honored and more than satisfied with the
Learning’s I am taking my selves.
Completing this report has been really exciting & learning experience for me. I have come to
know many unknown things.
This report has enabled us to gain insight into the core learning of how an organization
HR department works their challenges and become more efficient. Therefore, it becomes an
extremely
Challenging and interesting experience. Thank you for your supportive consideration for
Formulating an idea. Without your inspiration this report would have been an incomplete one.
I have poured my hard work, time, and most importantly great deal of sincerity in shaping this
Human Resource Management report.
Lastly, I would be thankful once again if you please give your judicious advice on effort.

Sincerely Yours,
Md.Mehedi Hasan
ID: 1931462
Independent University of Bangladesh.
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Contents

Acknowledgements .......................................................................................................................... 7
Executive Summery ......................................................................................................................... 8
1.Introduction...................................................................................Error! Bookmark not defined.
1.1 E-Commerce: ........................................................................................................................ 9
1.2History of E- commerce industry ........................................................................................... 9
1.3E-HRM Goals ....................................................................................................................... 10
1.4E- Commerce in Bangladesh ................................................................................................ 10
1.5Daraz:................................................................................................................................... 11
1.6.Brief profile of Daraz –Bangladesh .................................................................................... 11
1.7.Domestic E-Commerce (B2C) ............................................................................................. 11
1.8.Cross-Border E-Commerce ................................................................................................. 12
1.9.B2B E-Commerce ................................................................................................................ 12
2.Objective of the report: .............................................................................................................. 13
3.Definition of HRM...................................................................................................................... 14
3.1HRM Problems Faced By E-commerce Industry: ................................................................ 14
Effects of E-Commerce on Human Resource Management................................................... 14
3.2Human resources planning .................................................................................................. 15
3.3Job Analysis and Job Design ............................................................................................... 15
Problems ................................................................................................................................ 15
3.4.Recruitment and Selection ................................................................................................... 16
3.5 E-recruitment ...................................................................................................................... 16
3.6 Training ............................................................................................................................... 17
3.7Human resources planning in Daraz ................................................................................... 17
3.8 Job analysis and job design in Daraz ................................................................................. 18
3.9 Recruitment and Selection in daraz .................................................................................... 18
Training in Daraz ......................................................................................................................... 18
4.My Suggested HRM Approach to Ensure Ongoing Strategic Competitive Advantage. ............ 19
Performance Appraisal System: ................................................................................................... 19
In this system there may be two type of persons involved: ........................................................... 19
4.1Characteristic of Performance Appraisal System: .............................................................. 19
4.2Performance Appraisal System Necessity for E-commerce industry ................................... 20
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4.3Performance Appraisal System’s Benefits for E- commerce industry ................................. 20

4.4Training and Development: ................................................................................................. 20
4.5TRAINING AND DEVELOPMENT OBJECTIVES: ............................................................ 21
Individual Objectives...................................................................................................... 21
Organizational Objectives.............................................................................................. 21
Functional Objectives .................................................................................................... 21
Societal Objectives ......................................................................................................... 21
Various types of Training & development:............................................................................ 21
Technical Training ................................................................................................................ 21
Quality Training .................................................................................................................... 21
Skills Training........................................................................................................................ 21
Soft Skills ............................................................................................................................... 21
Professional Training ............................................................................................................ 21
Team Training ....................................................................................................................... 22
4.6Training & Development Necessity for Daraz:.................................................................... 22
4.7Training & Development Benefits for Daraz: ...................................................................... 22
5.HRM challenges will face 21st century by ecommerce business platform: ............................... 22
5.1Recruitment & Selection: ..................................................................................................... 23
5.2Strategies for motivation & retention: ................................................................................. 23
Cyber & Data Security .......................................................................................................... 23
Online Identity Verification ................................................................................................... 24
Attracting the Perfect Customer ............................................................................................ 24
Customer Experience ............................................................................................................. 24
Customer Loyalty: ................................................................................................................. 24
5.3Converting Shoppers into Paying Customers ...................................................................... 24
Competition & Competitor Analysis: .................................................................................... 25
Price & Shipping: ..................................................................................................................... 25
Choosing the Right Technology/Partners to Fix your ecommerce Challenges..................... 25
5.4Digital Marketing Is Getting More Expensive ..................................................................... 25
Cultural Changes: ................................................................................................................. 25
Findings of the analysis ................................................................................................................ 26
Conclusion .................................................................................................................................... 27
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Recommendation ........................................................................................................................... 28
Implementation of my recommendation ........................................................................................ 28
Reference: ..................................................................................................................................... 30
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Acknowledgements

I would like to express my deepest gratitude to my course instructor for providing such a
Professional yet learning platform for exposing our talents and potentials in the field of business.
My eternal respect towards my MBA-509 faculty, Dr. Nazmul Amin Majumdar, Ph.D.
I am eternally grateful to him for sharing his valuable and incalculable knowledge and guiding
Me through all the way in making a successful, neat and clean Human Resource Management
report.
My journey with him in this course has been truly a worthwhile learning experience. I cordially
thank the honorable teacher to provide me the opportunity to apply classroom learning in
practice. There are always some differences between theories and practice. This report bridges
the gap between them.
Firmly believe that my faculty will be pleased with the work that I am presenting.
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Executive Summery
Due to the Industrialization and technology advancement E-commerce industry is most popular
business platform now a days , Under e- commerce platform daraz is one of the most popular
company for Bangladesh,Srilanka and Pakistan.Was initially founded in Pakistan as an online
retailer in fashion, with the support of Rocket Internet in 2012 and then expanded into
Bangladesh

Besides in this study incorporated the history, I had try to incorporate a brief of how HR
Department does their job in E- Commerce Industry (Daraz)
While making the researchreport on Current HR Business case of E-commerce Industry( Daraz)
I have provided detailed information about HR practices, HR outcome & HR challenges, HR
planning, recruitment and selection process toward the organization.
I have coated all the connected factors with it and additionally to it I actually have tried to
include the items that I actually have learned with the practices. This report also provides a brief
overview on HR outcome, practices, HR challenges etc. and my personal observation regarding
the critical issues, the challenges of the HR Department and my recommendations for improving
the total HR practices in E- commerce Industry.

Then I gave the complete information of how I did complete the study. Then I reached in a
conclusion and recommendation which sum up all the analysis.
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1. Introduction

1.1 E-Commerce:
E-commerce is an activity to purchase or sell items online or over the Internet electronically.
The E-commerce is an activity. E-commerce relies on technology, for example on mobile
trading, transferring electronic funding, supply chain management, Internet marketing, online
transaction processing, E-Data Exchanges (EDI). E-commerce, however, is powered by the
semiconductor industry's technical breakthroughs and is the largest electronics sector.

1.2History of E- commerce industry

Early CompuServe technology was constructed using a dial-up connection, created by students
of electrical engineering Dr. John R. Goltz and Jeffrey Wilkins.In the 1980s; CompuServe
presented the public with some of the early types of Internet email and dominated the e-
commerce environment by the mid-1990s.

When Boston Computer Exchange launched, it was the world’s first ecommerce company. Its
primary function was to serve as an online market for people interested in selling their used
computers. Jeff Bezos Alibaba Online is launching a more than $25 million funded online
marketplace. The enterprise was profitable by 2001. It turned into a big, extensively utilized
B2B, C2C, and B2C platform. Bezos has primarily established Amazon as an ecommerce book
platform.
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1.3E-HRM Goals

E-HRM offers the possibility for improved services to HR department clients (both staff and
administration) and enables HR to be a strategic partner to achieve organizational goals, and to
increase effectiveness as well as cost-effectiveness.

1.4.E- Commerce in Bangladesh

In addition it is estimated that there are 700 E-Commerce sites on Facebook and about 8 000 E-
Commerce pages on Bangladesh's E-Commerce Association (E-Cab), which is the E-Commerce
business unit for Bangladesh. Facebook continues to be a popular ad and product selling strategy
to the extent that many companies have forgotten to create websites. Popular eCommerce Sites
Popular E-Commerce websites in Bangladesh include:

✓ Bd jobs
✓ Clickbd
✓ Bikroy
✓ BoiMELA
➢ Rokomari
➢ foodpanda
➢ Daraz
➢ Chaldal
➢ Bagdoom

Impact of COVID- 19 on E-commerce Industry of Bangladesh

Bangladesh, but nearly all nations around the world are locked because of the pendemic.
Coronavirus. Economies are faltering, people are losing their jobs and many of the individuals
with lesser incomes are in deep poverty-commerce enterprises also face problems since transit
restrictions and fear of infection by delivery men among some consumers are restricted.E-
commerce sites have also been unable to originally obtain items because all stores have been
unexpectedly closed down. In particular, fashion, IT, cosmetics, dairy goods, home stationery,
cleaning, sanitizing materials, health items, and so on.
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However, all the items will ultimately be available in tiny cases on e-commerce locations,
although they still have difficulty since most suppliers have returned to their hometowns. These
were all initial difficulties, but the traffic on e-commerce sites began to rise over the course of
time.

1.5.Daraz:
Daraz concentration is on e-commerce, logistics, payment infrastructure and financial services. It
was initially founded in Pakistan as an online retailer in fashion, with the support of Rocket
Internet in 2012 and then expanded into Bangladesh, Sri Lanka, Nepal, and Myanmar as Daraz
Group following a shift in its business approach. The Daraz was bought by Alibaba Group in
May 2018. Bjarke Mikkelsen is the founder and current founder of Daraz Group.Daraz has
developed a solid payment infrastructure located on every market. In order to guarantee
consumers have many digital payment alternatives, we have connected with major banks and the
local open loop wallets in the five countries. The Daraz Wallet closed-loop was released in
Pakistan as the intelligent payment alternative.

1.6. Brief profile of Daraz –Bangladesh

Currently, the following four types of E-Commerce are popular in Bangladesh:

1) Business-to-Business (B2B)
2) Business-to-Consumer (B2C)
3) Consumer-to-Consumer (C2C)
4) Business-to-Employees (B2E)

1.7. Domestic E-Commerce (B2C)

B2C websites have become popular in large urban areas, as evidenced by the growth of online
food delivery sites like HungryNaki and Food Panda. Highly congested roads and poor driving
conditions have also helped drive demand for home delivery services. Other examples of B2C
initiatives include Facebook-based commerce platforms such as Shopr.bd and ShopnoBd which
allow Bangladeshi customers to purchase products from leading online shopping sites in the
United States, UK, India and China, e.g., Amazon.com, ebay.co.uk, Amazon.in, and Alibaba.
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1.8. Cross-Border E-Commerce

Cross-border E-Commerce remains restricted by a sustainable online transaction infrastructure
and capital regulations that preclude most external consumer cash movements. Furthermore,
poor logistics and improper customs procedure impede the expansion of e-commerce across
borders.

1.9. B2B E-Commerce

Several B2B websites have developed production and supply chain solutions in Bangladesh. The
Bangladesh Coatings Manufacturers' Association for Employees (BGMEA), like other big ready-
made customized firms, has for example, adopted B2B E-commerce solutions for worldwide
RMG orders and procurement.

In Bangladesh, it was thought that it is a developing online marketplace, where prominent firms
like EBay, Amazon, and Flip kart have not yet been presented. Rocket Internet has introduced
five in the previous two years. Bangladesh businesses and these - Carmudi, Lamudi, Food panda,
Kaymu and Daraz - are thus. 'Daraz' is an Urdu term meaning 'Drawer' and has officially begun
its operations as daraz.com.bd, as a global leading e-retail brand in Bangladesh. Almost towards
the end of September 2013, OLX, Ekhanei and ClickBD were launched as the 4th e-commerce
website, but it remained in the business to become the country's number one e-commerce
site.Like other nations, in Bangladesh, Daraz offers unparalleled shopping experience.

Daraz is seeking to offer the most modest, tailor-made and secure online shopping experience
with a broad range of brands such as Yellow, Noir, Symphony, Body Shop, Huawei, Samsung,
Walton, Aranya, six graduates mobile, ShadaKalo, Apple, LG, Fastrack, MAC, Nikon, Ecstasy,
Panasonic, Doors etc.

Daraz employs more than 1000 staff. Every year they grow. They deliver via third parties.They
are linked with delivery businesses. For example: Sundarban, Pathao, 5 star, bidyut, and so on.
They also set up 19 centers outside Dhaka.
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1.10.Daraz Organogram:

Compared to many other firms, the ecommerce organization is extremely different. Since much
is controlled online and via software, much is automated.
This is Daraz's organogram:

CEO

Head of
CFO Head of Fashion Head of GM Head of HR
operations

operations Operations
Sr. Manager
Chief Accountant Admin
Manager Manager
Customer Service (Inbound) (Outbound & 3PL)

Accounts Customer Service Ware house Market place

Fleet Manager 3PL manager Hub Manager
Manager Agents manager manager

2.Objective of the report: To find out the Human Resources problem that have faced by
E-commerce industry, and what are the approaches need to take that ensure strategic competitive
advantage. Human resources Challenges that will face by E-commerce Industry in 21st century.
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3. Definition of HRM

Human: refers to the skilled workforce in an organization.

Resource: refers to limited availability or scarce.
Management: refers how to optimize and make best use of such limited or
scarce resource so as to meet the organization goals and objectives.
HRM is therefore the recruitment, selection, induction and guidance for employees, training and
development, evaluation of staff performance, decision making on compensation and benefits
and incentive for staff, maintenance of good relations to employees and their unions and
ensuring the safety, welfare and health of employees in compliance with these rules. Managerial
of human resources includes management tasks such as planning, organization, administration
and control.

3.1HRM Problems Faced By E-commerce Industry:

Effects of E-Commerce on Human Resource Management
The transition to e-commerce clearly affects the management of human resources. The effects
include a cycle of compressed technologies, increasing demand for quicker and better service,
and more dependency on speed as a factor in success. These impacts may be tackled by human
resources management specialists who grasp the potential and menaces of e-business. For
instance, has set up seven recommendations for staff who wish to maximize the advantage of e-
business and proceed at the required pace.
➢ Understand that the Internet fundamentally distinguishes e-commerce from other approaches. E-
commerce calls for new means of communication and new business models, so that creative
thinking and bureaucracy are reduced. New opportunities are created through the Internet.
However, these advantages may only be realized if individuals move swiftly and efficiently
enough to take advantage of these possibilities.

➢ Get senior management support HR should justify the need for particular adjustments and
demonstrate the potential advantages of such changes.

➢ Take smart business choices along with other divisions. Other departments and personnel in IT
give the information necessary so that HR can view the impact of various actions not just on HRs
but also on the entire organization.
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3.2Human resources planning

The most evident changes to the planning of human resources include the identification of
workers with different talents than those present in traditional organizations. E-commerce
workers usually have to be discovered sooner than before the transition to e-commerce.

➢ Employees those who working in E-commerce industry often are entering jobs that did
not exist before (for example, Web master) and are working in an organization or
division that did not exist before. Therefore, problems basic to human resource planning
in general are exaggerated for e-business.
➢ Traditional problems such as predicting the future need for employees, specifying the
needed skills of these employees, identifying reporting relationships, and developing
succession plans become more difficult under conditions in which future needs are so
difficult to predict. These problems create more difficulties than usual since the need to
respond to change is more crucial for e-commerce than for traditional business.
Businesses competing in an e-commerce environment can be left behind their
competitors if they cannot respond quickly enough to change and anticipate future needs.
➢ The most-needed employees often are aware that they easily can find an attractive job in
an active job market in which their skills are in high demand. They may choose to look
for another job, or another employer and/or a professional recruiter may actively recruit
them. Thus, employers can be losing the very employees they most want to retain.

3.3Job Analysis and Job Design

The work descriptions in e-commerce are among the most evident changes linked to job design
and job analysis. Many of the jobs found in E-Commerce did not exist in traditional brick-and-
mortar organizations, so new job titles are created.

Problems
1) The conventional method of job analysis and design include work analysis, job design,
job analysis, job description and job titles creation. This procedure calls for modifications
in a working environment and occupations in which the process of analysis is done might
have considerably changed. E-commerce professionals are highly affected by the demand
for speed and changes. Luxury and/or distraction in this setting may be a rigorous
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approach for job analysis and job design. E-commerce also changes so quickly that the
titles are lost as the tasks and expertise necessary for these positions grow.
2) many of the skills needed for E-commerce are in short supply, skills that are in short
supply (usually related to IT) must be used most efficiently

3.4.Recruitment and Selection

Recruitment refers to the practice of searching and then encouraging possible individuals to
apply for an effective or expected vacancy. Selection is the process of hiring and giving people
with a job in the organization.

➢ The selection process in e-commerce industry where they often must use a decision
process focusing on the minimum necessary qualifications, rather than taking the time to
identify the best possible recruit. If an e-business can identify a recruit who possesses the
minimum necessary qualifications, a successful e-business may optimize its selection
process by immediately extending a job offer. If the e-commerce takes the time necessary
to evaluate all possible recruits and identify the best possible one, the best recruits may
have accepted other job offers or no longer be interested in the job for other reasons.
➢ There also is a shortage of needed skills and a culture that encourages employees to think
of themselves as highly valued resources for which employers should compete. In
general, employees who have highly valued e-business skills see concepts like long-term
employment and company loyalty about as relevant as punch cards operating on
mainframe computers.

3.5 E-recruitment
E-recruitment is the method used for discovering, attracting, evaluating, interviewing and
recruiting new staff, utilizing technology and in particular web-based resources.

The aim of e-recruitment is to make the related procedures efficient and cost-effective. Online
recruiting can reach and enable a bigger pool of potential candidates.

Problems
Because anybody in the world with internet access could potentially see your job posting, you
may be inundated with responses, many of them from unqualified candidates. You'll have to take
time that you may not really have to wade through each application.
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3.6. Training
E-commerce' rapid change and the sophisticated technology mean that continuous and extensive
training is necessary. However, successful training for e-business goes beyond increasing the
speed of training and including new content. Even employees who are not directly involved in
the "e" part of e-commerce business must constantly be retrained in order to keep up with the
latest technology.

Problem
➢ The lack of IT workers causes some companies to launch major retraining initiatives to
gain the skills needed for current staff. Such retraining work contributes in a number of
ways to the success of e-business. First, rework out programs generates staff with the
necessary know-how. Since these workers work for the organizations already, there is no
time required to become part of the employing organization for orientation or adjustment.
Secondly, retraining schemes decrease long-term employees' concern and potential
opposition, who might perceive e-business shift as one means to remove them and
replace them with new staff with the newest capabilities.
➢ If retraining programs are truly successful, they produce employees who will have the
needed skills and are less likely than new employees to contribute to one of e-business'
major human resource problems--that is, high turnover.

3.7.Human resources planning in Daraz

➢ By highlighting talent in Human resources planning in future development average
employees get demotivated
➢ Due to the strong competitors like Evaly, amazon the most-needed employees often
are aware that they easily can find an attractive job in an active job market in which
their skills are in high demand. They may choose to look for another job, or another
employer and/or a professional recruiter may actively recruit them. Thus, employers
can be losing the very employees they most want to retain,
➢ There is no effective plan for future needed skills employees, and maintains good
relation among them.
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3.8 Job analysis and job design in Daraz

➢ Job description and specification are not well balanced that’s why few employees suffer
in work place by not getting their job description and specification.

➢ Many of the skills needed for daraz are in short supply; skills that are in short supply
(usually related to IT) must be used most efficiently.

➢ Lack of communication in different department that make workplace unhealthy not

environment friendly.

3.9 Recruitment and Selection in Daraz

➢ In recruitment and selection process they focusing on the minimum necessary
qualifications, rather than taking the time to identify the best possible recruit.
➢ There also is a shortage of needed skills and a culture that encourages employees to think
of themselves as highly valued resources for which employers should compete
➢ Lack of infrastructure in recruitment and selection process that take long time to select
new employees.

Training in Daraz
• The constant increase in teleworking and the decentralization of the workforce have
created new challenges in education and training.
• The current workforce includes at least three generations, all of whom have a radically
different relationship with technology. Thus, your training will necessarily be less
effective if all employees are expected to have the same technical knowledge or levels of
knowledge and learning habits.
• Lack of IT specialist and trainee junior employees trained by senior employee that reduce
the efficiency of training.
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4.My Suggested HRM Approach to Ensure Ongoing Strategic Competitive

Advantage.
Performance Appraisal System:
Performance appraisal is a systematic evaluation of the employee’s present job capabilities and
also his potential for growth and development by his superiors. It can be either informal or
formal.
The informal appraisals are unplanned while formal appraisal system is set up by the
organization to regularly and systematically evaluate employee performance. It reduces the
chance of bias and snap judgment but bound to yield better results

In this system there may be two type of persons involved:

1. Appraise – The person whose performance is going to be appraised by other person.
2. Appraiser – The person who is going to evaluate the performance of appraise. The appraiser
may be a superior, subordinate, peers, self-appraisal, and group

4.1Characteristic of Performance Appraisal System:

It should be simple and understandable by the employees. Any complications need to be

avoidable.
(2) It should be suitable to be adopted for appraisal at regular intervals because periodic
appraisal enables the employees to improve.
(3) It should create the atmosphere of mutual understanding and confidence.
(4) The system should be capable of giving equitable justice to all employees. Therefore it
should be objective and free from personal bias.
(5) The employees should be taken in confidence while preparing performance appraisal.
(6) The system should be suitable to the organization from the points of its structure, needs and
more essentially based on latest development in the area.
(7) It should be able to fulfill the desired purpose by locating potential for promotion,
increments, placements, transfers etc.
(8) Special training is given to evaluated for making him more impartial and free from bias.
(9) Negative appraisal of any employee should be immediately communicated to him so that he
can adopt measures for improvement.
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(10) The employee should be allowed to go in appeal in case his performance appraisal is
negative if he is not satisfied. By this the management will win the confidence of the employees.

4.2. Performance Appraisal System Necessity for E-commerce industry

E-commerce industry the performance Appraisal system is strictly. They can evaluate their
employees on the basis of their performance. Mainly they can evaluate what the employees are
given target and w

1) What really your workers perform,

2) Whether or not they fulfill their tasks and obligations,
3) Whether or not they have accomplished their goal,
4) Motivating and enhancing the workforce,
5) Rewarding employees, promotion and increase. Hat they have achieved.

4.3Performance Appraisal System’s Benefits for E- commerce industry

1. A systematic evaluation method allows managers to systematically discover employee
performance and skill areas and areas of absence. 1.
2. It enables management to position the ideal workers in certain fields for optimal tasks,
depending on their talents.
3. It allows employees to discover areas for improvement. This information may also be used by
management to criticize constructively how employees perform.
4. Promotions on the basis or findings of performance assessment are frequently offered to
potential staff. Those with good ratings receive promotions. They can also transfer or demote
employees if they fail to live up to supervisors' standards.

4.4.Training and Development:

Training and Development is a structured program with different methods designed by
professionals in particular job. It has become most common and continuous task in any
organization for updating skills and knowledge of employees in accordance with changing
environment. Optimization of cost with available resources has become pressing need for every
organization which will be possible only by way of improving efficiency and productivity of
employees, possible only by way of providing proper employee training and development
conditioned to that it should be provided by professionals
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4.5. TRAINING AND DEVELOPMENT OBJECTIVES:

• Individual Objectives – help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.

• Organizational Objectives – assist the organization with its primary objective by

bringing individual effectiveness.

• Functional Objectives – maintain the department’s contribution at a level suitable to the

organization’s needs.

• Societal Objectives – ensure that an organization is ethically and socially responsible to

the needs and challenges of the society.

In the field of human resources management training and development is the field concerned
with organizational activity aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including employee
development, human resource development, and learning and development.

Various types of Training & development:

Different training is given to employees at different levels. The following training methods are
used -

Technical Training – Technical training is that type of training that is aimed at teaching
employees how a particular technology or a machine.

Quality Training – Quality training is usually performed in companies who physically produce
a product. Quality training teaches employees to identify faulty products and only allow perfect
products to go out to the markets.

Skills Training – Skills training refers to training given to employees so as to perform their
particular jobs. For e.g. A receptionist would be specifically taught to answer calls and handle the
answering machine.

Soft Skills – Soft skills training includes personality development, being welcoming and friendly
to clients, building rapport, training on sexual harassment etc.

Professional Training – Professional Training is done for jobs that have constantly changing and
evolving work like the field of medicine and research. People working in these sectors have to be
regularly updated on matters of the industry.
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Team Training – Team training establishes a level of trust and synchronicity between team
members for increased efficiency.

4.6. Training & Development Necessity for Daraz:

Daraz should accepts that appropriate types of training and watching out circumstances add
to Human Resources Development (HRD) by the trail of redesigning the work abilities,
existing possibilities and private development Which advantages employees and the
Company both? Therefore, employees to build up their aptitude and learning and
furthermore improve their commitment to the Company. It is suggested that each and every
representative ought to have chance to update their staff information and aptitude through
HRD mediations which incorporate preparing, workshops, exposures, trade visits and some
other type of improvement opportunity should give by the Company. Best employee will be
given ordinary interior/outside preparing to help and prepare up their entire adm inistration
and authority expertise and learning.

4.7. Training & Development Benefits for Daraz:

❖ Training improves the quality of the workforce. It increases the skills and knowledge base
of the employees.
❖ It improves upon the time and money required to reach the company’s goals. For e.g.
trained salesmen achieve and exceed their targets faster than inexperienced and untrained
salesmen.
❖ Exposes executives to the latest techniques and trends in their professional fields.
❖ Ensures that the company has an adequate number of managers with knowledge and skill
at any given point.
❖ Helps in the long-term growth and survival of the company.
❖ Improves job satisfaction and thus boosts morale
❖ Ensures that the employees utilize their managerial and leadership skills in particular to
the fullest.
5. HRM challenges will face 21st century by ecommerce business platform:
The main growth engine of every business is an e-Commerce store. There have been also
numerous e-commerce problems due to the stratospheric expansion that digital trade experienced
in the previous decade. It is projected that by the end of 2022 ecommerce would grab 17% of
industry. Driving the digital tsunami of commerce is not easy due to this growing size and need
for online companies.

Most shoppers, close to 81%, begin their trip with online research, and 71% said that a quick and
reactive online market is crucial to an enjoyable buying experience.In the digital trade category,
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Total Transaction Value (TTV) is projected to grow by $4.5 million and is predicted to reach
USD 3.7 million by 2020. However, executives have to address primarily the main issues facing
the ecommerce firm to obtain a competitive edge in this overwhelmed industry.

As a platform, Daraz also has some problems and barriers because of the great rivalry and quick
expansion in technology. These are all the obstacles....

5.1Recruitment & Selection:

The main task of HR is to find individuals with the necessary know-how to help a firm develop.
How successful recruiting and selection techniques are is very important to their quality. This
recruiting procedure is not always a straightforward one. This globalization has enabled firms to
invest outside the world and is confronted with numerous obstacles. The costs of advertising
work vacancies might include visible issues experienced throughout the process, while intangible
hurdles can include communication gaps between employers and hire managers. It was a hard
time. The hiring committee will make judgments according to its own perceptions as they are
impacted by its values, beliefs and societal opinions, therefore the prospect of bias can hardly be
excluded. The e-commerce HR through a tough period. Daraz finds appropriate individuals with
difficulty. It is vitally necessary for the managers of the 21st century that their vision of assessing
individuals on the basis of their origin, culture, values, ethnicity and background be broadened in
order to choose brilliant people from the complete pool.

5.2Strategies for motivation & retention:

When there are no deficiencies in the recent scenario, it has become a major difficulty for
individuals not to get new jobs. It has been found that businesses have opened doors for global
recruitment and hence enhanced retention strategies are crucial for HR Managers. We realize that
all people are different and that the employers need to be motivated and retained in different
ways. Financial perks are no longer regarded an instrument for employee retention.Every
organization has to adopt new and latest ways for satisfying its people, this will help to control
the rate of turnover (Henson, 2007).(nasir, 2017) Some Daraz failed to satisfy their employees
due to the lack of motivation and retention by given from manager, that’s why they have struggle
to maintain their employees to balance the work place.

Cyber & Data Security: In e-commerce, security violations are one of the greatest difficulties.
There is a large number of information/data in the field of e-commerce and a technical problem
with data can cause serious everyday operations and the brand image of the store.
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Online Identity Verification

When a shopper visits an ecommerce site, how would the retailer know if the person is who they
say they are? Is the shopper entering accurate information? Is the shopper genuinely interested in
the ecommerce products?
If you do not have the accurate details or information, how do you proceed? Well, it does
become tricky. The solution would be to invest in online identity verification.

Attracting the Perfect Customer

Shoppers have a myriad of options to choose from these days. If they are looking to buy a
handbag, they do some thorough research before finalizing on one. If shoppers have several
options, how do you make sure they pick you? How do you go about finding that perfect
customer that wants your product, at your rate and to the places you can ship?
Customer Experience:

Customer experience or user experience is key to a successful e-Commerce website. Shoppers

expect a similar if not same experience as one they would get in a brick and mortar store. The
flow of the website, the segmentation of the website and the retail personalization of products
based on the shopper’s preferences are imperative.

Customer Loyalty:

Here are two facts that show the importance of customer loyalty: (a) It can cost up to 5 times
more to acquire a new customer than retaining an existing one and (b) the success rate of selling
to a current customer is 60-70% compared to only 5-20% success rate of selling to a new
customer.
The above two facts are testament to how important customer retention or loyalty is. Once a
customer makes a purchase or utilizes a service from a retailer, they have to make sure that they
keep this customer for life. But how is this possible?

5.3Converting Shoppers into Paying Customers

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One of the biggest ecommerce challenges is to convert visitors into paying customers. An E-
Commerce website might have a lot of traffic, a lot of clicks and impressions but they aren’t
making the sales they anticipated. What can they do to get more sales?

Competition & Competitor Analysis:

Have you heard of a Jam Experiment? Well it has quite a controversial conclusion, which is – the
less you offer customers the more likely they are to actually purchase something. A lot of people
these days are fatigued by all the options that are out there. A simple search for something like
headphones will give you thousands of options – how does one make a choice?
From a retailer’s standpoint, how do they stand out from the crowd? How do they bring shoppers
to their website, instead of buying a similar product from their competitors?
Price & Shipping:
We have all heard of customers that prefer to purchase products from places that have free shipping. E-
Commerce giants like Amazon provide such attractive shipping d deals that customers seldom want to
look at other places. How does one bring down costs for shipping?

Choosing the Right Technology/Partners to Fix your ecommerce Challenges

Choosing the right technology or partner will make or break your business. A retailer’s growth
might be stunted because their technology is limiting them or because they have hired the wrong
agency to help them manage their projects.
There are a lot of aspects that need to be in place for a successful retail business, but a good
technology foundation is crucial.

5.4. Digital Marketing Is Getting More Expensive

Digital marketing has long been a more affordable form of advertising, compared to traditional
marketing. However, it appears this is coming to an end, as marketers begin to realize how
effective digital marketing is in the growing online market. The cost of digital marketing has
increased 12% on average across all channels, meaning that every dollar e-commerce managers
invest may have less impact now than it had in the past.

Cultural Changes:
The attitudes, beliefs, values and customs of people are an integral part of any culture. Culture
influences the behavior of people towards the job and environment with respect to work
assignments, leadership style, performance appraisal, compensation and reward system. As in the
case of other components of environment, culture is also undergoing continual change affecting
HR policies and practices.
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Findings of the analysis

1) They should be careful of keeping up the enlistment and choice procedure.

2) They will be agreeable with other each work force.
3) They should keep up a standard conduct with their clients.
4) They should uphold to advance workmanship, culture in their office.
5) HR department will be always active & act smarter about all of the future challenges can
come.
6) Employee should impart their considerations to organization leading group of individuals
effectively with no issue.
7) Company will particularly refresh IT framework and division.
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Conclusion

Daraz is one of the leading E-commerce companies in Bangladesh; Daraz has a strong and good
reputation and trust worthiness for giving quality products to their customers. In e-commerce
Human resources practice and development is quite rare and invisible like other department like
marketing and accounting. If you want keep your organization work force balance or centralized,
you have to rely on Human Resources Management. HR related issues like ‘Performance
Appraisal System’, ‘Training & development’, etc. should ensure the proper implementation of
the policies/systems. In 21st century in e-commerce industry have faced challenges like
Recruitment and selection, Strategies for motivation and retention, cyber and data security etc .In
this transition HR professionals may contribute to the challenge of organizational transformation
by taking some major actions. The professionals can create solutions to assess the company's HR
worth.
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Recommendation
❖ In order to updating skills and knowledge of employees in accordance with changing
environment. They need to develop training and development appraisal.
❖ Develop Human resources planning implement this for better performance from the
employees.
❖ Hire right people for the right place and motivate them through the training.
❖ Giving compensation and bonus to employees to reduce the turnover.
❖ In E- Commerce technology is like a pillar of the organization, develop it by its
specialist.
❖ Flexible working hours make it easier for employees to avoid rush hour traffic, which is
guaranteed to improve anyone’s attitude.
❖ Set up clear job description and job specification and reduce the e-recruiting process.
❖ Set up a strong communication network in different department to employees.
❖ Training and motivate employees so that they can perform better.
❖ A consistent corporate culture needs to be established thoroughly. Building a corporate
culture that requires employees to be an integral part of the organization can be an
effective way of getting the most from the talents or competencies brought to the
organization by each employee.
❖ Including photos in customer testimonials
❖ develop website where easy to order or purchase everything
❖ Stop promoting the product that is injuries to health.
❖ Hire expertise for develop IT sector.
❖ Develop solution to mitigate the human resource challenge.

Implementation of my recommendation
Discuss the basic principles of the appraisal system with key employees in your company.
Prepare at least some specific appraisal questions with a larger number of managers. Introduce
the appraisal system’s technicalities and content. People like to know in advance what is going to
happen.

Talk to important personnel in your organization about essential principles of the evaluation
system. At least prepare some particular assessment questions with a wider range of managers.
Present the technology and substance of the evaluation system. People want to know what's
going to happen in advance.
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The first stage to a training program is the identification and evaluation of needs. Evaluations of
training needs (organizational, task and individual) will uncover any gaps in your present
training programs and skills. The next stage is to draw up an extensive action plan which covers
learning theories, education design, contents, resources and other components of training. The
implementation phase is the beginning of the training program. Organizations have to determine
if training in-house or externally organized will take place. The training program should always
be checked, as indicated in the final part. Finally, the complete program should be assessed in
order to assess whether it succeeded and achieved training goals.

In cyber and data security matter be vigilant and always back up your data. Post that, you can
install security plugging onto your website to prevent it from getting hacked. There are several
plugging out there, pick one that works best for your ecommerce website.

In online identity verification. There are different ways to incorporate online identity
verification. Some examples include biometrics, AI, single sign on, one time password, two-
factor authentication and so on.
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Reference:

Impact of COVID- 19 on E-Commerce industry in bangladesh. (2021). NEW VISION.

contributors, W. (2021, AUGUST 7). Retrieved from https://en.wikipedia.org/w/index.php?title=E-

commerce&oldid=1037610185

contributors, W. (2021, August 26). Daraz. Retrieved from

https://en.wikipedia.org/w/index.php?title=Daraz&oldid=1040692285

KAUR, A. (2021). Digital commerce.

nasir, s. z. (2017). International Journal of Academic Research in Business and Social Sciences. HR Mars
exploring internation capital.

Zebun Nahar. (2015). Cement Sector of Bnagladesh. Dhaka: IDLC Finance Limited.
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