North South University

Team Initial: Group F

Faculty’s Name and Designation

Umme Hani Meem
Lecturer
Department of Management

NAME ID
Md Redoy Rahman 1621510630
Anika Jahin 1811895030
Nabilah Tabassum 1731126030
Fahmid Rahman Siam 1812798630
Fariha Noshin 1813589630
Kaniz Fatema Aka 1821071030

Date of submission: January 08, 2022

Word Count: 3069

 Acknowledgement

First, we would like to thank the Almighty Allah that we were able to finish our report
completely and on time. We would like to give our special thanks to our honorable faculty
Umme Hani Meem (UHM) for giving us the opportunity to conduct this report. We are blessed
that a faculty like her was our report instructor and whenever we needed any kind of help
regarding this report, she helped us wholeheartedly.

Also, all of our group members worked really hard for making this report. Every group member
tried to give full effort to make this report complete and successful. Thanks to them for always
sticking together and working hard to produce this report with all afford and responsibility. All
members were supportive and gave each other ideas about how to make this a good report. We
all tried our best not to make any error but if there are any errors, please be considerate.

We have our full gratitude to Mr. Masum Billah Bhuiyan for giving us his valuable time for
interview session despite having busy schedule. Without his support we would not be able to do
this report on this company.

i
 Letter of Transmittal
Group F
HRM 380, Section 02
North South University
Plot 15, Block B, Bashundhara, Dhaka- 1229, Bangladesh

Date: January 08, 2022

Umme Hani Meem

Lecturer, School of Business and Economics
North South University
Plot 15, Block B, Bashundhara, Dhaka- 1229, Bangladesh
Subject: Submission of report on Giant Marketers.

Dear Ma’am,

With due respect we are very glad to hand over the result of hardship of the HRM380 report on
its online SEO marketing service. It was wonderful opportunity for us to gain some practical
knowledges and insights about our team is dedicated to getting the job done with the highest
quality of service for every one of our clients. We believe the knowledge we gather during the
period of making this report will be helpful for our future professional life and also for delivering
more effective performance on our works.

We would like to thank you for providing us this amazing opportunity to enhance our
knowledge. We really hope you will find this report worth reading. Thanks for all the co-
operation you have provided throughout this semester.

Regards

Name ID Signature

Fariha Noshin 1813589630

Anika Jahin 1811805030

Nabilah Tabassum 1731126030

Fahmid Rahman Siam 1812798630

Kaniz Fatema Aka 1821071030

Md Redoy Rahman 1621510630

ii
 Abstract

This report includes the compensation policies and practices of the company ‘Giant Marketers’.
Two new entrepreneurs started their journey by opening this business. Qualitative method was
used to conduct this research by providing them a survey questionnaire. In this report there are
all the collected data from the company, analysis of the data and recommended compensation
policies. We tried to provide all the information about what kind of compensation they provide to
their employees.

Every company have their own policies regarding providing compensation to their employees for
internal and external activities. If employees get proper compensations and benefits, then they
tend to work better and perform really well and as a result the company productivity increases.
When the productivity of a company increases, the profits also rise. Retaining good performing
workers are getting tough day by day so they must be given deserved compensations Giant
Marketers use different compensation policies for their employees. They give yearly increments,
yearly performance bonuses, monthly performance bonuses, yearly executive leave, sick leaves,
maternal and paternal leaves, festive leaves also they have profit sharing policy. Currently they
are providing these compensations and in future they’ll come up with more compensation
systems.

In the end of the report, we have recommended some new compensation policies which can be
implemented in future for better employee performance and for providing good working
condition. There are some modifications suggested by us like modification of profit sharing and
festival bonus modifications. We also recommended paid leave, job security, tying
organizational goal and individual goals, payments for time not worked, valuing seniority and
individual performances, anti-harassment and no discrimination policy, giving proper
information about benefits to employees. We hope that these suggestions will make the company
employee compensation and benefits system more well-built.

iii
 Table of Contents

PART 2: REPORT OVERVIEW....................................................................................................2

Organization Preview...................................................................................................................2
Objectives of the Report..............................................................................................................3
Methodology and limitation........................................................................................................4
PART 3: FINDINGS OF THE STUDY............................................................................................6
Compensation Policy....................................................................................................................6
Basic Pay.......................................................................................................................................6
Annual Increment........................................................................................................................6
Festival Bonus..............................................................................................................................6
Annual Bonuses............................................................................................................................7
Profit Sharing................................................................................................................................7
Benefits........................................................................................................................................7
Work Life Balance........................................................................................................................7
Job Security..................................................................................................................................7
Paid Holidays and Picnics.............................................................................................................8
Work from Home Benefits...........................................................................................................8
PART 4: DATA ANALYSIS AND RECOMMENDATION.................................................................9
Recommendations.......................................................................................................................9
Conclusion..................................................................................................................................12
PART 5: BIBLIOGRAPHY..........................................................................................................14
References..................................................................................................................................14
Appendices.................................................................................................................................15
Questionnaire.............................................................................................................................15

1
 PART 2: REPORT OVERVIEW

Organization Preview
In 2016, two entrepreneurs Mr. Masum Billah Bhuiyan and Nazmul Hasan had started
their journey with the vision to help the online entrepreneur to achieve their success. Dec 22,
2016, Giant Marketers does not sell services, they sell an experience. They want their service
offerings to be relationship-oriented partnerships, with trust, communication, and quality results
consistently delivered. More than forty employees work in their organization.

Their service position customers more competitively on search engines and among their industry
rivals. Always, Giant Marketers team is dedicated to getting the job done with the highest quality
of service for every one of their clients. They ensure on-the-job and off-the-job training. They
generally recruit employees as an intern and train them for three months to be proficient in the
work. They also arrange some one-day workshop programs to improve the skill of the employee.
Continuous monitoring is also the key. They want to stay competitive, give their custom SEO
services. It is not easy for a business to get into the online world without SEO marketing
services. There are many strategies. They help a website rank higher on search engines like the
online world without SEO marketing services. There are many strategies. They use these to help
their website rank higher on search engines like Google or Bing. There are a lot of SEO service
Provider companies in Bangladesh. SEO Expert in Bangladesh knows the exact SEO guideline to
boost up a website for their targeted audience. Time and money are some of the valid factors
during organic SEO because there are huge changes to rank their website to grab their penitential
clients. Giant Marketers always like to say not to go for paid marketing if they are new in this
industry. At first, they need to do organic SEO to reach a satisfactory level then go for another
marketing strategy. The SEO consultant can attract their audience to make leads for online
business.

As an SEO and Digital service business enterprise, their company of search engine
optimization professionals spends amazing time every day with the technical search engine
advertising and marketing audit, keyword research, On-page, and Off-page optimization to offer
for the customer’s needs every day to sustain in the virtual world. An expert consultant able to

2
plan their project for success. Giant Marketers should ensure, their investment will return by
improving business. Their satisfaction level should be 80% to 100%, which can ensure us an
agency.
Nowadays UX/UI Design is in high demand to impress customers. UX/UI Design able to
present Giant Marketers services & product very easily. This is unbeatable service, because
Search Engine Optimization is cost effective way to increase the sell. SMM boosting service is to
get instant traffic for our website or product. PPC media service is a good plan for huge amount
of traffic from search engine. There are so many ways to representing the website & product.
Content Marketing is a stable way to succeed the goal of the organization. All the mentioned
services are required to make a good sense.

Objectives of the Report

The objective of the report is to conduct a study on the Giant Marketers compensation practices
and their compensation policies.

Giant Marketers Policies Regarding Compensation

To make employees feel more motivated towards the organization, the Giant Marketers provide
their employees salary, benefits or variable pay in exchange for their contribution.

Direct Compensation Policies

● Provide compensation to the employees on a monthly basis.

● Provide 2 festival bonuses on the basic salary of 100% to 50%.
● Provide individual performance-based pay on a yearly basis based on 100% to 50% of
salary.
● Give a monthly performance bonus.
Indirect compensation Policies

● Provide yearly increments.

● Provide 14 days sick leave.
● Provide 11 days casual leave.

3
 ● Provide maternity leave around 2 to 3 months and 1 extra month can be given if
necessary.
All these compensation facilities will help the Giant Markets to reduce employee turnover

Giant Marketer Practices Regarding Compensation

Giant Marketers compensation policy represents the in depth of compensation components, how

they apply and maintain the terms and conditions for the employees about the compensation also
who is eligible for the compensation, how they calculate it and the acceptance policy. Hence the
Giant Marketer compensation policy includes:

 Compensation
 Basic Pay
 Annual Increment
 Festival Bonus
 Performance Based Pay
 Annual Bonus
 Profit Sharing
 Work Life Balance
 Job Security
 Paid Holidays and Picnics
 Work From Home Benefits

Giant Marketers' above transparent compensation policy is used to increase their employee
motivations. Their organizations goals and objectives will be achieved as they are promising the
recognition and rewards for the employees who are also performing high in the organization and
personally motivate them to work harder besides Giant Marketers effectiveness will improve.
Furthermore, Giant Marketers top talent or potential employees will be attracted after seeing the
compensation packages.

4
 Methodology and limitation
For the project, we have used both primary and secondary data collection methods to gather
information. Mostly our data collection was focused on primary source.

Primary Data

We have mainly focused on our primary collection of data from the organization named "Giant
Marketers." Our method of collecting primary data was by conducting a survey questionnaire
with Giant Marketers. To complete this survey questionnaire, we contacted Mr. Masum Billah
Bhuiyan. We have created a questionnaire covering the topics. He shortly answered to this. Even
through phone he explained few things.

Secondary Data

We have used lecture slides, corporate websites, journals, and other internet articles to acquire
information from secondary sources. We did not use too much secondary source. Because
through primary data collection we could acquire lots of information.

Limitations

There were certain limitations because our major mode of data collection was through survey
questionnaires and over the phone call. The limitations we have faced are:

 Due to the pandemic and other health concerns, we have used the survey questionnaire
method to get the primary data. It would have been better if the primary data collection
method could be conducted through face-to-face conversation. It would help us get more
information.
 Respondents might have felt hesitated while providing responses that portray themselves
in the wrong way.
 Respondents might not feel compelled to offer accurate and truthful responses.

5
  Survey question answer possibilities might lead to ambiguous results because
respondents may perceive some answer alternatives differently.
 Respondents might not be completely aware of their motives for any given response
because of a lack of recollection or disinterest.

PART 3: FINDINGS OF THE STUDY

Compensation Policy

Compensation is what keeps the employee motivated to work in an organization. Without

compensation, no one will work for an organization. Compensation works as a motivation for the
employees. Though compensation is expensive but this encourages employees to work for the
organization. That is why every company has its own compensation policy and practices and
Giant Marketer is not different at all. They have some common compensation policies and
practices.

Basic Pay

GM (Giant Marketer) offers basic pay to all the employees- from CEO to junior content writers.
It varies from position to position. There is a seniority level for each employee. That means a
senior positioned employee will get slightly higher pay compared to junior positioned
employees. Though they did not tell us the exact salary ranges, but they assured us that they
follow the standard salary for each level. They offer a basic pay for all the employees.

Annual Increment

Along with the basic pay, they offer annual increment. They care about the employee and
consider the inflation rate. To maintain the lifestyle for every employee, they offer the increment
for the entire employee. And it is generally 5% of the basic for every year.

6
Festival Bonus

GM offers 2 festival bonuses and these are offered in the Eids only. Both the Muslim and Hindus
get the equal festival bonus every year. That mean one in Eid-ul-Adha and the other is in Eid-Ul-
Fitre. They offer a full basic salary as festival bonus. For example, if a content writer gets a basic
pay of 20000 taka, he will get another 20000 bonuses for Eids. Unfortunately, Hindus do not get
any bonus for the pujas.

Performance Based Pay

This is the most important and interesting compensation policy for this company. Seniority is
barely maintained when it comes to performance-based pay. Some employees can earn really
high compared to others if they can perform exceptionally well and bring some good result for
the company. This

Annual Bonuses

Based on the performance metrics of each employee, the management offers annual bonuses.
Some employees get higher bonus as a result of the high performance and quality output
throughout the year. Some employees might have been working for a long time but cannot get
the annual bonus due to lack of quality output and good performance.

Profit Sharing

There is a profit-sharing option available in the company. But it is limited to only managing
director and CEO since they are the owner and founder of the company. Other than these two
people, this compensation benefit is not available for other employees.

Benefits
Along with the salary, they offer some benefits to the employees as well. These are

7
Work Life Balance

GM does not encourage working more than the office hours. They also offer 1 day holiday in a
week and any other government holidays. Employees can enjoy work-life balance. Along with
that, they offer pregnancy leave for up to 4 months depending the situation. There is a playing
ground and cafeteria to play and chat with the employees to keep the employees balanced.

Job Security

When signing a contract, the company offers a 6 months job security for the employees. This
gives a good job security and peace of mind for the employees. It also encourages the employees
to work better and harder. This gives a good social status to the employees in the society. When
employee is assured about their job in the organization, they have a dedication to work for them.

Paid Holidays and Picnics

Sometimes, the company management and senior employees go for a picnic and paid holidays.

That means they go to the picnic at the cost of the office and those picnic days are counted as
working day. Every year organization arrange picnic for their employees, this gives a mental
refreshment to their employees.

Work from Home Benefits

During the pandemic, the company offered all the employees to work from home since it is an
online based company. Even in some cases, they are offering the same benefits for some specific
employees. Especially female employees who have kids can work from home if any emergency
situation arise.

8
PART 4: DATA ANALYSIS AND RECOMMENDATION

Recommendations

Modify Festival Bonus

Giant Marketers only offer two festival bonuses. Which is provided on the occasion of Eid. But
in their company, there are employees who belongs to other religion. They don’t get any bonus.
Which is unfair and it creates discrimination. So other religion employees should get a certain
amount of bonus on their religious festivals. Just like Muslim employees, other employees also
have the right to get bonuses on their festivals. This will motivate the employees and it will
create no discrimination between the employees.

Tie Organization Goal and Individual Goal

9
When an employee is constantly performing well and getting reward for their individual
performance, selfish goals arise. When employee is doing well it will affect organization
performance, if organization is doing well, in the market their value increase. Organization goal
and individual goals should be tied. Team based incentives should be introduced. This will
improve their working environment. Employees will exchange their information with each
other, brainstorming will take place, jealousy will be reduced.

Modify Profit Sharing

Profit should be shared among all the employees. It cannot be given to only specific employees.
Profit can be shared in two ways:

Cash plans- All the employees will get the equal amount. No matter which positions they
belong to. So, the organization can pay any amount but they have to share it with their
employees. It will definitely increase their motivation.

Lincoln incentive plan- Employees are divided among few categories. High performing
employees should will get more amount than mid and low performing employees. Everyone will
not get the equal amount. It is the process of encouraging high performing employee to perform
more efficiently and effectively.

When profit is shared employees feel motivated. As this will encourage their performance in the
organization.

Value Seniority and Individual Performance

Both seniority and individual performance should be counted while incentivizing any employee.
Senior employees are loyal to the organization, their time, their contribution to the organization
is valuable. And organization cannot deprive the employees who have excellent skill. So expand
the salary range, include the variables of individual based compensation plan such as innovative
skill, critical thinking, skill, experience, knowledge etc.

Job Security

While recruiting any employee they should have a written document. Where at least one year job
security should be given to the employee. An employee needs time to adjust in the organization.

10
So, employment tenure should be increased. Before one year they will not tell the employee to
leave the organization if the employee is meeting the benchmark. If for any reason they terminate
an employee they will pay advance salary of 1month or advance 1month warning. If the
organization assure employees that they will not be terminated any time. Employees will be
relaxed and work more efficiently.

Payments for Time not Worked

Employees should be paid for the time not worked. Its employees right to take leave. This will
imply to the employees who have spent at least one year in the organization. Because first year
reserved leaves can be used in the next year. This will not be carried forward. Employees can not
take leave for more than one month.

Casual Leave

Per year every employee should get 10days of casual leave. Because in our day-to-day life many
emergencies situation can pop up. Employees might need to take their parents to the hospital,
attend any family functions or any kind of emergency situation. This leave should be reserved for
the employees and ensure that they get paid for this. This leaves will not be carried forward.

Anti-Harassment and No Discrimination

In the organization if anyone tries to molest their female colleagues and use vulgar words with
them, instant the employee should be terminated. Because one worst employee can ruin the
whole organization environment. While recruiting if any employee is qualified then they should
be recruited. Their family background, age, gender, skin color and other things should not be
counted. Even within the organization if any employee demeans other employee by pointing
their skin color, age or anything else, they should be warned.

Let the employees know what benefits organization offer

Maximum employees are not aware of their benefits, paid leaves. So, its organization’s duty to
inform the employee that they can enjoy certain benefits. While recruiting any employee there
should be a written document where each and everything will be clearly stated. There are many

11
organizations who has benefits but their employees are not well aware of it. So, Giant Marketer
should inform their employees about their compensation packages.

Job Enrichment

When an employee cannot be promoted organization can enrich their job. This is how they will
feel motivated. If any employee did really well and they are given the responsibility of training
the interns, this will increase their confidence. Its how organization can recognize an employee.
But do not enrich the job too much, otherwise there will be extreme workload on the employee
and they will feel demotivated.

Holiday Package

Arrange a holiday package for the employees. Book a luxurious hotel for them, and give them
opportunity to bring one special person with them to spend couple of days there. This will
refresh employee’s mind. A leave from work and going for a vacation really helps employee to
work more actively after coming back.

Remember Employees Special Occasions

Employee’s birthday, first day at office, employee’s marriage anniversary anything that is special
to them organization should remember. On their special days organization should arrange cards
for them, wish them, write on their social media, arrange flower for them, give discount on their
special days in some restaurants where they can spend quality time. This really helps an
employee to stay in the organization for a longer period of time and work actively.

Gift Voucher

Give gift vouchers to the employees on the project completion, new year and other occasions.
Give the employees opportunity to buy from the renowned shops anything they want. A certain
amount will be paid by the company.

12
 Conclusion

Compensation is the most important factor for the employees to work in an organization. No
employee will work in an organization without the compensation no matter how powerful, well-
reputed, and top-class Company it is. That is why every company should focus on the
compensation for the employees and maintain a standard compensation package for the
employees. Without proper and standard compensation package, the employees will not stay
motivated for a long time to achieve the company goal and eventually the company will get less
profit than their goal. Giant marketer is trying to cope up with the standard compensation
package. They are offering different types of compensation packages for their employees so they
can keep their employees motivated. They are offering basic salaries, bonuses, yearly incentive,
and project-based compensation. Along with that, they are offering different non-monetary
benefits such as office entertainment, tour, and others. However, they lack of some common
compensation policies and practices that they can apply to motivate their employees even more.
They only have profit sharing for their owners. They do not have any paid-leave or paid-training
program. They lack merit-based payment plan or commission for the successful completion of
any project. Their salary package is good enough when it comes to international or top-class
national IT farms. They do not even provide enough non-monetary benefits such as higher study
or higher training leaves. If they can overcome these problems, they can surely make their
compensation policies lot better and make the employees more motivated to work. It will also
help them reduce the turnover and achieve the company goal within a very short time.
Compensation is what keeps the employees running and employees are what keeps the company
running and make the company successful.

13
 PART 5: BIBLIOGRAPHY

References
B. Masum Billah & Nazmul Hasan. (2016): Giant Marketers, Dhaka Bangladesh
https://giantmarketers.com/contact-us/

14
 Appendices
Questionnaire

1. What is the history and background of the company?

2. When did they established and what was their motive behind this?
3. What compensation plans they have?
4. Which they are implementing (practicing)?
5. What they feel are lacking in their compensation plan?
6. How they groom their employees?
7. What is the number of employees in your organization?
8. Is any paid holiday offered in your organization?
9. Do you get bereavement leave?
10. Do you provide health insurance?
11. What level of competitiveness do you target to your base salary market average or below
market average?
12. Are your employee satisfied with your current benefits?
13. How frequently you will be reviewing compensation?

15
14. Does the company stick to its salary ranges?
15. How is compensation split between salary/equity/bonus?
16. Is it possible to take unpaid time off?
17. Is your compensation program fair to all employees?
18. Are your incentive compensation plans motivating your employees to achieve desired
business results?
19. Are your compensation administration processes time-consuming and painful?
20. What can employees do for promotion/ salary increase?
21. Are there internal employee training or career development programs?
22. Does the company offer the opportunity to buy some of its shares?
23. Is there a reduced price of stock options for employees?

16