Assignment On

Performance Appraisal Process

Submitted to
Tanzia Rahman
ASST. PROFESSOR

Notre Dame University of Bangladesh

Submitted By
Rajia Akter Meru- 201010018
Abdur Rahman Majumder- 201010008
Shabah Wasim Suha- 201010032
Faria Rahman Rafia- 201010024
Fahim Khan- 193010010

Submission Date: 29 November 2021

 LETTER OF TRANSMITTAL

Date: 07 October 2021

Tanzia Rahman
ASST. PROFESSOR

Department of Business Administration

Notre Dame University Bangladesh
2, Arambag, Motijheel, GPO Box-7,

DHAKA-1000, BANGLADESH

Subject: Letter of Transmittal

Honorable Faculty,
With due respect, we, the students of the BBA 16 THA batch have made a report about an
event according to the (Performance Appraisal).
Though we are on a learning curve, we have tried our best to do this report appropriately.
So, it was an interesting experience. Thank You for your supportive consideration.
Without your inspiration, this report would have been an incomplete one.
Lastly, thank you once again, mam if you please give your judicious advice on effort.

Sincerely
On Behalf of “Group 4”
Rajia Akter Meru (201010018)
 Table of contents

Number Contents Cover By

1 Introduction & Rajia Akter

Company History Meru- 201010018

2 Report Objective Shabah Wasim

Suha- 201010032
3 Data Collection Faria Rahman
Rafia- 201010024
4 Topic Discuss Fahim Khan-
193010010
5 Conclusion & Recommend Abdur Rahman
Majumder-
201010008
 Introduction
The term performance appraisal refers to the regular review of an employee's job performance
and overall contribution to a company. An employee performance appraisal is a process—often
combining both written and oral elements—whereby management evaluates and provides
feedback on employee job performance, including steps to improve or redirect activities as
needed. Documenting performance provides a basis for pay increases and promotions.
Appraisals are also important to help staff members improve their performance and as an avenue
by which they can be rewarded or recognized for a job well done. Also known as an annual
review, performance review or evaluation, or employee appraisal, a performance appraisal
evaluates an employee’s skills, achievements, and growth, or lack thereof.
Companies use performance appraisals to give employees big-picture feedback on their work and
to justify pay increases and bonuses, as well as termination decisions.
Performance appraisals are usually designed by human resources (HR) departments as a way for
employees to develop in their careers. They provide individuals with feedback on their job
performance. It ensures that employees are managing and meeting the goals expected of them,
giving them guidance on how to reach them if they fall short. Performance appraisals also help
employees and their managers create a plan for employee development through additional
training and increased responsibilities, as well as to identify ways the employee can improve and
move forward in their career.
E-commerce stands for any commercial or business transactions directed over the internet. It is
the combination of a large range of different processes, for example, World Wide Web,
applications, electronic-mail, data interchange etc. which together constructs e-commerce. Using
e-commerce is helping develop efficiency and other aspects of many businesses.
As a developing country, Bangladesh has a lot of potential to grow in different fields and
ecommerce is one of those sectors.
In this current e-commerce market, Daraz.com.bd has become one of the most popular and
leading marketplace of Bangladesh. Daraz Bangladesh started its operation in 2015 and since
then the company has grown a lot (The Daily Star, 2015). It is a venture of Rocket internet which
has a lot of other popular businesses as well, such as, Foodpanda, Everjobs, Jovago etc. Daraz
basically
creates an online platform for different businesses to sell through the website and gives the
customers a one stop market to explore and buy from all their favorite brands online.
Daraz.com.bd sells various kinds of products from electronic goods to fashion items on its
website through different suppliers. The platform focuses on both B2C and B2B selling over the
internet all over Bangladesh.
 Company History

Daraz was originally founded as an online fashion retailer in Pakistan in 2012 by Muneeb Maayr
and Fares Shah. Daraz's initial funding came from Rocket Internet and focused on the fashion
sector, but was changed to a general e-commerce marketplace in 2015.

Daraz Group was formed in 2015 as the parent company of Daraz’s operations in Pakistan,
Bangladesh, and Myanmar.[4] In July 2016, Daraz acquired Kaymu, a consumer-to-consumer
online marketplace in South Asia. With this acquisition, it began operations in Nepal and Sri
Lanka.[5][6]

In September 2015, Daraz secured €50 million in its Series B funding to support the expansion
of operations across its markets. CDC Group, a state-owned Development Finance Institution
(DFI) in the UK, invested €20 million alongside a €30 million investment from Daraz's existing
majority shareholder, Asia Internet Holdings.[7][8]

In May 2018, Daraz announced it was acquired as a wholly-owned subsidiary of Alibaba Group
for an undisclosed amount, as part of Alibaba’s expansion into South Asia.[9] Following the
acquisition, Daraz Express (DEX), Daraz’s in-house digitized logistics arm was launched in
September 2018[10] to support its growth into key markets. Today, DEX delivers over 60
percent of all Daraz orders.[11]

In 2021, Daraz expanded into the food delivery and hyper-local grocery sector through the
acquisition of Bangladeshi startup HungryNaki. HungryNaki is getting more popular as a food
delivery company in Bangladesh.[12]
 Report Objective

The objective of this report is for understanding the performance appraisal of Daraz.
Performance appraisal is evaluating an employee's current and/or past performance relative to his
or her performance standards. The objective of performance appraisals are mentioned below-

● Appraisals are a crucial part of the performance management process for employers.
● Appraisals aid in the planning and reinforcement of corrective actions.
● Appraisals are helpful for career planning since they uncover employee strengths and
weaknesses.
● Salary raise decisions are influenced by appraisals.

The performance appraisal process of Daraz is 180°.

1. Self-assessment
2. Management Appraisal
3. Department Committee Appraisal or appraisal from colleagues
4. Feedback session from customers

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

The research was designed to evaluate the performance appraisal system of Daraz, Bangladesh.
This applies to the research part. Before that, the organizational part is helpful for a clear
understanding of the existing position of Daraz, Bangladesh, Limited, and also serves the
purpose of the exploratory research.

The material for the report on Daraz Ltd's Bangladesh performance appraisal system strategy and
method was gathered from secondary sources. How is their performance appraisal process, like
Self appraisal, Manager appraisal, Department committee session, Feedback committee session,
and so on To carry out the research study, data has been collected from secondary sources.
Details have been collected from:

● Study reports.
● Website of the company
● In the reference section, there are links to the data sources.
 Topic Discussion

The term performance appraisal refers to the regular review of an employee's job performance
and overall contribution to a company. We are also known as an annual review, performance
review or evaluation, or employee appraisal, a performance appraisal evaluates an employee’s
skills, achievements, and growth, or lack thereof. often combining both written and oral elements
—whereby management evaluates and provides feedback on employee job performance,
including steps to improve or redirect activities as needed. Documenting performance provides a
basis for pay increases and promotions. Appraisals are also important to help staff members
improve their performance and as an avenue by which they can be rewarded or recognized for a
job well done.

Daraz Bangladesh is a piece of Rocket Internet, a worldwide and driving incubator of new
startups working specifically in the web-based business. Daraz Bangladesh began operations in
2015 in Bangladesh. It has been quickly developing and griping the number one position in this
business sector. Daraz Bangladesh has a youthful, energetic, and entrepreneurial group of
employees. They are eager to convey creative web ideas to the fast-changing Bangladeshi
market.

The Appraisal System of Daraz Bangladesh. Performance Appraisal is very important for every
organization. In Daraz Bangladesh, performance appraisal takes place every six months through
a software named Zoho. A survey is conducted at the corporate office of Daraz Bangladesh to
evaluate the appraisal system.

From the survey, we learned that they have a very small team in HR. There are 5 members in the
HR team. a senior executive, 4 HR interns.

The organization faced many challenges during these 6 months of the process because of a lack
of people in the HR department. The organization was facing a difficult time maintaining the HR
responsibilities of a huge company of 600 plus employees with a team of 5 people only. Also,
they lacked experienced people.
 The Appraisal Process of Daraz Bangladesh

Industries use performance appraisals to give employees big-picture feedback on their work and
to justify pay increases and bonuses, Performance Appraisal is very important for every
organization. Rewarding and promoting effective performance in organizations, as well as
identifying ineffective performers for developmental programs or other personnel actions, are
essential to effective human resource management. the nature of the job and the sources of
information, the information needs to be collected systematically, provided as feedback, and
integrated into the organization’s performance management process for use in making
compensation, job placement, and training decisions and assignments.

The Appraisal System of Daraz Bangladesh is 180° Degrees. Performance Appraisal is very
important for every organization. In Daraz Bangladesh, performance appraisal takes place every
6 months through a software named Zoho.
Appraisal Process

● Self-Appraisal
● Manager Appraisal
● Department Committee Session
● MD Committee Session
● Feedback Session

Employee Self-appraisal- Employees appraise their performance based on values, skill sets
and goal performance.

Managers appraisal- Team managers appraise the performance of their employees based on the
self-appraisal (values, skill sets, goal performance).

Department Committee- Department managers review & discuss the appraisal outcomes-based
on scores, identify the low, medium, and high performers across the department and new
employee goals.

MD Committee- Final review of appraisal outcomes at the department level and for department
level managers.

Appraisal meeting/Feedback Session- Team Managers have sessions with Employees with
outcome.

Reviewed & Renewed Daraz values:

Customer Commitment- We believe in giving the best to our customers, sellers and
Society.

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 exceptional things.

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

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.
⧫ 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

● Read the self-appraisal comments
● Determine whether you can identify yourself with these comments
● Determine whether you agree with the self-appraisal score

Step 2: Fill the appraisal form

● Assign a score of 1: very poor-5:outstanding performance for each of the three
parameters values, skill set,, and goals.
● Give specific examples, scenarios, incidents.
● The scores should reflect the examples.

Step 3: Assign new goals

● Assign at least 2 new goals for your employees for the next 6 months.
● The goals should follow the SMART principle – Specific, Measurable, Assignable,
Realistic, Time-bound

Step 4: Overall comments

● Give your comments on the overall performance of your employee for the period July to
December.

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

80% - 100% Promotion To next Level

60% - 79% Salary increase

40% - 59% Average Performance, No promotion, No salary increase

20% - 39% Performance warning

Below 20% Termination/ Dismissal

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

Based on the findings and the conclusions drawn, I may put forward some recommendations that
are given below

1)360-degree Appraisal Process can be used instead of 180-degree Appraisal Process.

Implementation Plan: Right now, the Appraisal Process used by Daraz Bangladesh is a 180-
degree Appraisal Process where the employees can do their self-appraisal and their immediate
supervisor does their self-appraisal. Along with that, if they start doing the process where the
subordinates can appraise their immediate supervisor and colleagues can appraise their
colleagues at that time it would have become a perfect 360-degree appraisal process which will
reduce any biases and will make the process more transparent.

2)The software used for the Appraisal Process is very inefficient and not user friendly.
Implementation Plan: Daraz Bangladesh should think of a new software for the appraisal
process. The current software being used is very inefficient. Sometimes the employees cannot
find their form in the software, sometimes the comments made in the appraisal form gets lost
because of word limitations in the software and many more challenges the employees had to face
while doing the appraisal in the software which made the life of the employees more difficult.

3)The employees have lack of understanding of the Appraisal Process Implementation Plan: The
process can be made less critical and divide into small parts while communicating with the
employees. More training sessions should be conducted by HR for the employees of the
organization so that they understand the process in a well manner and do not face any difficulties
or challenges while doing the appraisal.

4)Need for more transparency and equality in the Appraisal Process Implementation Plan: The
top management should ensure the fact that the managers who are doing their team member’s
appraisal, should not be biased and should do fair and right judgement. Also, should ensure the
fact that any manager should not rate their team member on the basis of any personal grudge.
They should only rate their subordinates based on professional activities.

5)Make the executive level employees believe and trust in the Appraisal Process.
Implementation Plan: The top management should make sure that not only the managerial level
employees are happy and satisfied with result of the appraisal but the executive level employees
should also be happy and motivated. They should make sure that the employees who are working
hard are getting what they deserve so that they get more motivated and become an asset for the
organization.
 Conclusion
The term performance appraisal refers to the regular review of an employee's job performance and overall
contribution to a company. Performance appraisal is evaluating an employee's current and/or past
performance relative to his or her performance standards. Industries use performance appraisals to give
employees big-picture feedback on their work and to justify pay increases and bonuses, as well as
termination decisions. Performance appraisals are usually designed by human resources (HR)
departments as a way for employees to develop in their careers. The material for the report on Daraz Ltd's
Bangladesh performance appraisal system strategy and method was gathered from secondary sources.
Companies use performance appraisals to give employees big-picture feedback on their work and to
justify pay increases and bonuses, as well as termination decisions.
 Reference

● https://www.inc.com/encyclopedia/employee-performance-appraisals.html
● https://www.investopedia.com/what-is-a-performance-appraisal
● Evaluation of the performance appraisal system at Daraz Bangladesh (bracu.ac.bd)
● Evaluation of The Performance Appraisal System at Daraz
● https://www.edgetrainingsystems.com/what-is-a-180-degree-performance-appraisal/
● https://www.edgetrainingsystems.com/6-benefits-180-degree-feedback/