HRM research on Purplebot Digital

MGT 351: Human Resource Management

Section 05
Submitted To
Md. Al- Amin (Mli)
Lecturer of North South University
Department of Management
School of Business and Economics

Project Topic: HRM research on Purplebot Digital

Name ID
Mohammed Mominul Hoque (Leader) 1713136630
Ashiqur Rahman 1521722030
Sayma Tabassum 1731172030
Tanjina Azad 1721445030
Ashfaq Mahin 1521885630

1|Page
 HRM research on Purplebot Digital

Table of Contents
Introduction ................................................................................................................................4
Methodology ...............................................................................................................................5
Primary Research: ...................................................................................................................5
Secondary Research: ...............................................................................................................5
Company Background .................................................................................................................6
CULTURE OF INTERPERSONAL RELATIONSHIP ...............................................................7
Manager responsibilities ..........................................................................................................7
Team member responsibilities .................................................................................................8
Team leadership ......................................................................................................................8
Current HR system ......................................................................................................................9
Recruitment .............................................................................................................................9
Employee Recruitment and Advertising: .................................................................................9
Applications/Resumes: ............................................................................................................9
Interviews: ..............................................................................................................................9
Search Committees:.................................................................................................................9
Employment and Reference Checks: .......................................................................................9
Background Checks: ............................................................................................................. 10
Pre-employment Tests: .......................................................................................................... 10
Salary Setting or extending the job offer: ............................................................................... 10
Training and Development ........................................................................................................ 10
Performance and Reporting: .................................................................................................. 11
Performance feedback and Counseling: ................................................................................. 11
To The Individual Employee ............................................................................................. 12
To a Team ......................................................................................................................... 12
To The Manager ................................................................................................................ 12
The Organization ............................................................................................................... 12
Timely feedback and Counseling is essential because: ........................................................... 12
Benefits ..................................................................................................................................... 13
Benefits & Bonus: ................................................................................................................. 13
Supplementary benefits: ........................................................................................................ 13
Health benefits: ..................................................................................................................... 13
Festival Bonus:...................................................................................................................... 14
Implication of Strategic Human Resource Management (SHRM) .............................................. 14

2|Page
 HRM research on Purplebot Digital

Recommendation ...................................................................................................................... 15
Conclusion ................................................................................................................................ 16
Reference .................................................................................................................................. 17

3|Page
 HRM research on Purplebot Digital

Introduction
Purplebot Digital's strategic vision emphasizes a commitment to excellence in all aspects of the
organization's operations. This focus on excellence includes a culture that encourages and
supports service and professionalism in the interactions of employees with each other, with
clients and vendors, and with members of the public. All employees are viewed as
representatives of the organization who have the opportunity to model service and
professionalism in their many interactions, both internally and externally. The organization
desires to maintain a competent, stable, and diverse workforce that is well informed in matters
affecting employment. The organization also seeks to promote employees' opportunity for
growth, expression of ideas, and work satisfaction through an atmosphere of appreciation and
recognition of their contributions. Excellence in the provision of all services is an essential
component of a distinctive education at the organization. Therefore, the organization strives to
develop and maintain the positive work environment needed to recruit and retain capably,
committed, and caring employees. The organization provides equal employment opportunities to
all employees and applicants for employment without regard to race, color, religion, sex, national
origin, age, disability, marital status, sexual orientation, gender identity, genetic information, or
political ideology. This policy applies to all terms and conditions of employment, including, but
not limited to, hiring, placement, promotion, termination, layoff, recall, transfers, and leaves of
absence, compensation, benefits, and training. The organization administers all policies,
practices, and procedures in ways that are consistent with The Bangladesh Labour Act, 2006 and
Bangladesh Labor Rules, 2015. The employment conditions policies have been documented to
ensure that practices are standardized and made consistent throughout the firm. They have also
been developed to ensure that protected areas are complied with at all times, especially those
relating to the health and safety and the duty of care that exists between employer and employee.
The documented employment conditions policies also help create a culture within Purplebot
Digital of professionalism to both their clients and their colleague's research.

4|Page
 HRM research on Purplebot Digital

Methodology

The research methodology is one of the most crucial parts of this report. Research Methodology
is the process used to collect information and data to make business decisions. The method may
include publication research, interviews, surveys, and other research techniques, including both
present and historical information. For Purplebot Digital, we have used both primary market
research and secondary market research.

Primary Research:
Primary Research includes experiments, investigations, or tests carried out to acquire data first-
hand, rather than being gathered from published sources. For the primary research, we have
interviewed their top management via phone call, we also have talked with the general
employees. By doing that, we understood how exactly their company works, and they implement
Strategic HRM in their company.

Secondary Research:

We have used sources such as newspapers, internet browsing, and articles to find policies,
strategies, company background, operations in different sectors, vision & mission statements,
innovation, etc. for further assurance and credibility of our researched information. The most
critical information in the secondary research was from the company’s online platforms, such as
Facebook page, website, LinkedIn profile, etc. The secondary research was beneficial for us to
thoroughly understand the human resource management of the company. It gave us unique
insights that helped us to conduct proper research.

5|Page
 HRM research on Purplebot Digital

Company Background
“Started in 2016 by two business graduates of IBA, University of Dhaka, Purplebot Digital is a
digital agency specializing in social media marketing. We are a team of young and creative
professionals who understand more than anyone else that passion, creativity, and a strong
narrative can go a long way in striking a chord with your audience.” (Purplebot Digital, 2018)

They create remarkable stories around different brands and communicate them remarkably by
making the best use of digital media and making the brands stronger. Purplebot Digital is a
concern of MG Group, a conglomerate in Bangladesh.

“Purplebot Digital specializes in social media marketing. The operations can be divided into four
segments. Social media strategy, Facebook page management, content creation, and targetting
and advertisement. We also do community management, AdWords and g&r, youtube, and
Instagram branding.” (Purplebot Digital, 2018)

They design digital strategies from a ‘business perspective,’ treating digital marketing not as a
tool of crowd-pleasing or entertainment, rather as a critical business function, unlike just another
ad agency. All actions are based on insights, driven reasoning, and real-life implications.

Presence on social media is a reflection of the brand image that one intends to create. They make
sure that the brand identity is upheld, and the brand message is delivered to the right target
audience through well-crafted digital strategies. They are as much brand strategists, as they are a
digital agency.

As much as they are aesthetic, they stress more on ensuring that the communication is effective.
They treat the work as a combination of science and art. It is never enough to generate visually
pleasing content if you are not able to extract the desired outcome out of it. They bring creativity
into business and business into creativity.

6|Page
 HRM research on Purplebot Digital

CULTURE OF INTERPERSONAL RELATIONSHIP

Purplebot digital is dedicated to secure a comfortable environment for all of its employers,
consultants, customers, suppliers; in short, everyone who interacts with them through any medium.
They are also known as responsible businesses engaged in professional standards regarding the
regulation of health and safety in all their operations.

Manager responsibilities
The responsibilities of a manager are:

1. Ensure that proper monitoring is given for the accurate expertise in training to complete the
job within the given time.

2. Guarantee the protection, safety, and wellbeing of the working staff.

3. Implementation and maintenance of a secure infrastructure and workplace for their team.

4. They make sure that any incident is documented within 24 hours prior to or after the event's
occurrence.

5. Make sure that everybody in the team follows the WH&S guideline and understands it and
complies with the standards defined.

6. Take suitable measures if a team member fails to comply with the policy and do not meet their
expectations

7. Ensuring health and safety consultations with their team.

7|Page
 HRM research on Purplebot Digital

Team member responsibilities

The responsibilities of team members are:

1. Must comply with the WH&S legislation and WH&S specific instructions, protocols, or
processes required for the training to ensure a safe working environment.

2. Reviewing and fully understanding the policy and follow the guidelines that are laid down.

3. Take fair consideration for themselves so that it does not affect other's health and safety.

4. Making sure they don't jeopardize anything

5. Keep the area of work decent and straightforward

6. Identify and track threats and dangers in the workplace before incidents occur.

7. Identify and inform managers of all possible behaviors and activities that might

8. Trigger occupational hazards

9. Notify the manager of all events within 24 hours, whether an incident occurs or not

10. Understanding the protocol for emergency evacuation of the workplace

Team leadership
Purplebot aims at preparing employees for their new duties and administration. They must be able
to present Purplebot Digital with its activities, social structure, and workers.

Strong team leadership requires skillful interactions. Although the openness of the company's
growth is vital for a team's integrity and progress, a great deal can be said for their smart evaluation
of what they share to encourage honesty and lead their team to success.

They need to understand what is going on, who is doing what, and how to approach the next steps
before anyone else does it from meetings to workloads and team projects.

8|Page
 HRM research on Purplebot Digital

Current HR system

Recruitment

Purplebot Digital Limited maintains recruiting rules and processes dependable with its obligation
to multiplicity and its place as the same prospect of the employees. Beginnings are broadcasted by
online placement and proportioning by website and social media stages.

Employee Recruitment and Advertising:

To get ready advertising and coordinate recruitment for hiring a manager, HR works with efforts
in media, such as social media stages, websites, regional or national agencies, and newspapers.

Applications/Resumes:
All applications and supporting documentation via email and the official website will be received
by HR. To guarantee the least possible qualifications are come across as identified in the position
pronunciation, HR received all applications and resumes and evaluated them. For consideration,
the hiring manager to required qualification HR releases all application meeting.

Interviews:
For interview use, a reliable set of interview questions for hiring a manager or his designee selects
those interviewed from the pool of qualified applicants.

Search Committees:
For professional and managerial level jobs, they make a search committee in the selection process
of hiring a manager or his designee. The search committees usually have three or five people, and
they can arrange for proper effort for the position's level and nature.

Employment and Reference Checks:

The contracting supervisor or his designee will check the work history and references of the
ultimate candidates under, though.

9|Page
 HRM research on Purplebot Digital

Background Checks:
Earlier to contract, criminal history foundation checks and past work clearance are conducted on
candidates for all staff positioning, counting transitory workers. Conditional work offers may be
made sometime recently; a foundation check is returned with an endorsement from HR.

Pre-employment Tests:
Any pre-employment screening tests will comply with standard hones for job-relatedness, relevant
aptitudes, and legitimacy. These tests can be conducted in numerous stages based on the
requirements of work and the competition level between the candidates.

Salary Setting or extending the job offer:

The enlisting director must counsel with Human Assets after the look has been completed. Still,
sometime recently, an offer is made to guarantee adherence to appropriate Organization
approaches compensation hones and laws. HR facilities the work offer with the enlisting
supervisor or his designee organizes a begin date and presents an outline of benefits and other
related work things. The compensation HR proposes will take into consideration the candidate's
aptitudes and capability and will reflect the outside advertise and inside connection as well as the
budgeted compensation sum for the position.

Training and Development

PurpleBot fully realizes how vital training and opportunity for development is within such a
competitive industry. Training can be on the field as well as off duty, depending on the employee's
nature of the job. Off the job training may also take place outside Bangladesh, where travel and
accommodation will be on accounts. PurpleBot is strict in its evaluation of such training and
development opportunities and continuously monitors whether or not the employee has
implemented what he or she has learned.

However, PurpleBot ensures through close monitoring of whether the training was practical in
terms of achieving strategic goals or not. There are moments where the training sessions do not

10 | P a g e
 HRM research on Purplebot Digital

meet the expected goals. At these times, the company must understand whether the fault was in
how the training sessions were conducted or were simply irrelevant in the first place, and this is
the optimum condition and pace of achieving the goals.

Performance and Reporting:

Performance appraisals in PurpleBot are done based on management by objectives followed by
360-degree feedback. While both of these methods are time-intensive, they have proven to be most
beneficial to the firm. When managers’ work along with employees and co-ordinate, collaborate,
and communicate to achieve goals, this gives employees a boost of confidence and makes them
feel more wanted within the company, despite the hierarchy. This allows for fewer errors and speed
breakers, as managers and employees are always in touch. The confidence and efficiency allow
for better performance amongst employees.

PurpleBot firmly believes that annual performance appraisals do not work as they do not motivate
employees enough. Employees are required to fill up online surveys on their colleagues that they
are required to interact with, their managers, and themselves. Feeder creates these surveys. They
accumulate and analyze these surveys and provide monetary and fringe incentives twice a year to
all deserving employees.

The employee and reviewing manager must have to discuss and recheck the performance of
employees. Have to consider individual learning processes or plans, reviewing the job description
of an employee. Being a right partner and self-confident is the most crucial part of knowing about
the ongoing condition and working-level or performance of an employee.

Performance feedback and Counseling:

Feedback is an essential contribution towards improving performance. Honest feedback motivated
employees to work harder and improve themselves. Furthermore, it allows organizations to review
the progress of the employees against standard models. The benefits of giving feedback are:

11 | P a g e
 HRM research on Purplebot Digital

To The Individual Employee

1. Makes them more clearly about what they must do and what is expected from them
2. Increases engagement between managers and employees and creates motivation.

To a Team

 Builds a spirit of teamwork

 Everyone understands their responsibility hence they co-ordinate to make it work properly
 Helps to avoid conflict between team members

To The Manager

 They receive the maximum input from their employees

 Helps to build a strong relationship with employees

The Organization

 Increased performance helps to improve work.

 Improves employee retention to motivate.

Timely feedback and Counseling is essential because:

 Reinforce the right behavior – this encourages the employee to do it more.
 Recognize his/her positive contribution
 Identify stretch opportunities for continued growth.
 Identify the problem behavior – bringing it to the employee's attention.
 Understand what is preventing him/her from behaving as expected
 Support the individual to adjust, learn and grow

12 | P a g e
 HRM research on Purplebot Digital

Benefits
Benefits & Bonus:
Purplebot Digital reserves the right to decide the benefits of their employees, making sure that
each employee gets their benefits adequately. They give some kinds of supplementary benefits and
others. They also provide some types of bonuses to boost up employee's performance so that they
can give their best in the company.
• For a period of six months, an individual employee's gross salary per month remain fixed in
Purplebot Digital. After that, depending on personal performance company decides whether he or
she is eligible for promotion and increment.
• After serving the probationary period, employees would be considered eligible for the reward.

Supplementary benefits:
Annual leave: Each employee can take 20 days of annual leave in the Purplebot Digital.
Casual leave: For emergency purposes, one employee can take eight days of casual leave in a year
in this organization.
Sick leave: An employee can take sick leave for a maximum of seven days in a year in this
company, but the company strictly checks whether the reason was valid. An employee must have
to submit his medical certificates as proof to take sick leave.
Festival leave: Every employee can enjoy festivals like Eid, Puja, Pahela Baishakh, etc. and other
govt. Holidays such as Victory Day, Independence Day, International Mother Language day, etc.

Health benefits:

Purplebot Digital provides hospitalization benefits in some significant health issues of their
employees. They don't pay any significant amount; instead, they bear some portion of the total
expense to help the employee.
Service: At the workplace, the company provides tea or coffee and sometimes lunch or evening
snacks for their employees.

13 | P a g e
 HRM research on Purplebot Digital

Festival Bonus:
Festival bonus: On the occasion of Eid-Ul-Adha and Eid-Ul-Fitr, Purplebot Digital gives a festival
bonus. Only the full-time employees who worked at least three months are entitled to get festival
bonus. The bonus amount for each festival is equal to 100% of their basic monthly salary.
Lead bonus: If employees bring new innovative business ideas or sources of revenue for the
company, then the company gives the reward of lead bonus. 5% of the project's total value is
provided for one-off projects and 10% of the value of the first month provided for the monthly
retainer ships.
Performance bonus: Based on employee performance, Purplebot Digital gives a performance
reward to its employees, and it is up to 25% of their basic salary. They provide a performance
bonus to boost up employees' performance. An employee's supervisor decides whether he is
eligible for a performance bonus or not.

Implication of Strategic Human Resource Management

(SHRM)

The strategic vision of Purplebot Digital emphasizes an effort to achieve excellence throughout
the operations of the organization. A culture that incentivizes and encourages excellence, promotes
the relationship between the workers through service and professionalism; between the customers
and vendors, as well as elected representatives. At the Purplebot HR system online, both of their
operations have a symbiosis. In all human resources operations they do, Purplebot's mission is best
demonstrated in its dedication to innovation.

Since PurpleBot is committed to excellence and innovation, they pull off a top-class training and
development annually. They have a seven-stage recruiting process that enhances the integrity of
whoever works in the organization.

Additionally, by the preparation and strategy for growth, they ensure that employees learn and
evolve. They know that the workers reflect them and have to grow steadily to dedicate themselves

14 | P a g e
 HRM research on Purplebot Digital

to excellence. They have a magnificent assessment system through which they can monitor
employees' work and see the range of innovations that they make subsequently.

Finally, to consistently achieve accomplishments, they need to be fascinated and paid for your
work. This is very intriguing for Purplebot. They offer their employees adequate benefits. Starting
from the advantages of working, e.g., lunch, getting proper leave, reasonable pay and proper
incentives, etc. Purplebot understands that a team member can only succeed if the payment is
fulfilled.

We may, therefore, conclude, the presence of SHRM is very evident in Purplebot. And they work
continually towards their strategic objective of excellence and innovation.

Recommendation
However, after going through PurpleBot Digital’s whole HR system and also talking with few
employees, there are few suggestions. One, it seems like after the selection process ends and
once an individual’s gets job the number of probationary period varies from one employee to
other. A fixed number of months needs to be set for the probationary period and which will be
same for all. Secondly, many of employee feels, once a year the revision of the remuneration
based on their performance. Other than these few things, the HR policies and system of
PurpleBot Digital is perfect. They are very adaptive to new ideas and changes to HRM

15 | P a g e
 HRM research on Purplebot Digital

Conclusion

Finally, after the research we have done on PurpleBot Digital’s HRM system, as per our
knowledge it is a perfect example of how HRM works. Sadly, due to COVID-19 we couldn’t
visit their office physically and take interviews from their HR experts but then again the show
must go on. We have interviewed their CCO Mr. Ayman Rahman and surfed their website as
well as we went through few surveys made on Purplebot Digital’s HRM system. However, to the
extent of our research Purplebot Digital’s strategic goals align with their HR system properly.

It said that, if you want your company to prosper, make sure your employees are happy. And
which department has this responsibly to look after their employees? Yes it is HR department.
Thus the importance of HRM needs no sugarcoating. And as far as our research, we can happily
conclude Purplebot Digital has a proper HRM

16 | P a g e
 HRM research on Purplebot Digital

Reference

1. Purplebot Digital. (2020). The Purple Philosophy | Purplebot Digital. [online] Available
at: http://purplebot.digital/index.php/the-purple-philosophy/ [Accessed 15 May 2020].
2. Facebook.com. (2020). Redirecting.... [online] Available at:
https://www.facebook.com/purplebot.digital/ [Accessed 16 May 2020].
3. Ayman Rahman Arghyo (CCO, Purplebot Digital) - 01722046881

17 | P a g e