Lata Internship Report

INTERNSHIP REPORT
ON
RECRUITMENT & SELECTION PROCESS OF
GRAMEEN BANK
Submitted to
Dr. Mostafa Kamal

(Professor)
Department of Real Estate
Faculty of Business and Entrepreneurship
Daffodil International University
Submitted By
Chaity Akter Lata

ID: 171-11-401
Major in HRM
Department of Business Administration
Faculty of Business & Entrepreneurship
Submission Date: 10-08-202
i
@Daffodil International University
Letter of Transmittal
Date: August 10, 2020
Professor Dr. Mostafa Kamal

Subject: Internship Report on Recruitment & Selection process on Grameen Bank.
Dear Sir,
With due respect, I would like to inform you that, I have sent my internship report on "Grameen
Bank hiring and selection process" according to your instructions. I hope this report is
instructive and complete.
I found the study quite interesting, useful and thorough. I have done my best to prepare an
effective and credible relationship. The report contains a detailed study of the hiring and
selection process and a look at how it is done in the practical world. Here we have collected
information from various sources such as websites and actual interviews from my "Grameen
Bank" supervisor.
I would like to thank you for your patience; support and guidance during my Internship as well
prepare report. And I hope you can be good enough to see the wrong or mistakes that will occur
beyond my knowledge.
Sincerely,
………………..
Chaity Akter Lata
ID: 171-11-401
Major in HRM
Department of Business Administration
Faculty of Business and Entrepreneurship
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Certificate of Supervisor
This is to certify that Chaity Akter Lata, ID: 171-11-401 is a regular student of Daffodil
International University under the Department of BBA. He has successfully completed his
internship report on “Internship Report on Recruitment & Selection process on Grameen Bank”
for the award of the degree Bachelor of Business Administration (BBA) under my supervision.
To the best of my knowledge and as per his declaration, the report is an authentic work on the
issue and has not been submitted to anywhere for awarding any degree. He is permitted to
submit the Internship Report and I wish his best success & prosperity.
…………………………….
Professor Dr. Mostafa Kamal

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Acknowledgement
This report is basically a presentation of my knowledge that I had during my internship on the
Recruitment and selection process” (A Study on Grameen Bank). I have been assisted by a
number of employees with kind cooperation and valuable information in this to consider. So I
should thank them. I thank the Supervisor of my report Dr.Mostafa Kamal Professor
Department of Real Estate. Daffodil International University (DIU). I honour teachers for their
contribution. I especially thank all the members of the faculty.
Acknowledge with deep gratitude to the Department of Business Administration of Daffodil
International University and Grameen Bank for giving me the opportunity to study it in this
topic.
I would also like to thank the authority of Grameen Bank for giving me the opportunity to do
my internship in this renowned bank. The experience and knowledge acquired in Grameen
Bank helped me understand several aspects related to my study.
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Executive Content
Grameen Bank was first established in 1974 in response to the devastating famine that struck
Bangladesh. Yunus said that by making access to credit easier, the poor had the power to escape
poverty. Today in Bangladesh, about 40 million people have seen access to credit improve their
lives. In addition, there are more than 140 Grameen Trust organizations in 39 countries. The
impact is clear. Grameen has a philosophy that targets poor women in urban areas. We believe
that women tend to be motivated by what's good for their children for the benefit of the whole
family. Bank members follow a set of rules called the "16 decisions." It highlights the problems
faced by women facing difficulties and also provides solutions. These loans offer women more
freedom and increase their confidence.
During the internship, I had the opportunity to meet and visit various social companies related
to the World Bank. There were several, but the two most surprising were Gramein Veolia and
Grameen Danone. Veolia is a water company based in France. They worked with Grameen to
set up a company to solve the arsenic problem in drinking water in Bangladesh. When I visited,
they were receiving an award to expand the company-wide village filtration system and
preparing a mutual subsidy plan to sell water in the capital of Dhaka. Grameen Danone works
similarly. Danone is a yogurt company based in France. A few years ago, their CEO worked
with Dr. Muhammad Yunus to create a nutritious yogurt. This helps with the nutritional
imbalances that many poor people face. They have successfully completed their mutual subsidy
efforts, feeding the poor children the nutrition they need. Both of these companies work as
social enterprises. In other words, it is "non-loss, not dividend." Once the company is balanced,
all profits will be reinvested in the company with the aim of expanding into more parts of
Bangladesh.
The lessons I learned and the knowledge I gained from this internship were really valuable.
Through this internship, I met students from around the world who share similar interests. In
addition, I had the opportunity to work with a world class organization.
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Table of Contents
Sl. no Contents Page no
I Letter of Transmittal i
ii
II Acknowledgement iii
III Executive Summary iv
Chapter: One-Introduction
1.1 Origin of the report 01
1.2 Objectives of the report 01-02
1.3 Methodologies of the report 02
1.4 Scope of the report 03
1.5 Limitations of the report 03
Chapter: Two- Literature Review

2.1 Review of the Literature 04
2.2 Stocks 04
2.3 The Three Types of Investment 04-05
Chapter: Three- Overview of Grameen Bank

3.1 Introduction of Grameen Bank 06
3.2 Details History of Grameen Bank 06
3.3 Specialties of Grameen bank `06-07
3.4 Goal and objectives of Grameen bank 07
3.5 Grameen bank Vision 07
3.6 Grameen Bank Mission 08
3.7 Administrative Hierarchy 08-09
3.8 Methodologies action of Grameen Bank 09-16
3.9 Expansion and coverage 17

3.10 Expansion of credit fund 17
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3.11 Formation of group and canter 17
3.12 Nature of capital formation 17
3.13 Principal subsidiaries of Grameen Bank 18-22
3.14 Corporate Information of Grameen Bank 23

Chapter: Four- Recruitment System of Grameen
Bank
4.1 Recruitment process of Grameen Bank 24
4.2 Recruitment policy of Grameen Bank 24
4.3 Sources of recruitment of Grameen Bank 25-28

4.4 Steps of Recruitment at Grameen Bank 28-29
4.5 Selection process of Grameen Bank 29-34
Chapter: Five- Findings, Recommendations and

Conclusions
5.1 Findings of the report 35
5.2 Recommendations of the report 36
5.3 Conclusion 37
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Chapter: One- Introduction
1.1 Origin of the report

The title of the report is "Grameen Bank recruitment system". As a BBA student, this study is
more effective and efficient for me in my real life. I am working at the International
Department of Grameen Bank Headquarters to complete one of the requirements to complete
the BBA program, the Internship Program. The recruitment and selection process is one of
the most important HR functions that have a significant impact on a company's revenue
growth and profit margins when compared to other tasks such as retention, on-boarding,
leadership development and talent management. In addition, the recruiting and selection
process is more important than organizational restructuring, work/life balance, and strategic
human resource management. This report must be submitted as a requirement for completing
the internship. This report is an integral part of the BBA program that has driven students
into real-world situations. The report is produced under my honourable supervision of the
Faculty of Business & Entrepreneurship of Daffodil International University.
1.2 Objective of the Study

Without a goal, nothing can count on success. My internship at other agencies has also pointed
out some of the occupations. So I still have some goals after planning in this report. The
following objectives of this plan are stated below-
Main Objective
 To explore various aspects of recruitment practices in Grameen Bank

 To understand the hiring process and select the procedures to follow in
Grameen Bank.
 To find out about banking sector in Bangladesh.
 To understand the role of the Department of Human Resources.
 In order to select the Function of the Grameen Bank.
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Specific Objective
 To analyze the differences between search and selection.

 To find out the opinion of the respondents about the recruitment of
Financial Institutions at Grameen Bank.
 To suggest some recommendations that can be used to overcome the problems.

 Review staffing options and options and procedures of Grameen Bank.
 To analyze the differences between search and selection.
1.3 Methodologies of the report
All information contained in this publication is from a variety of sources. In order to understand
the different concepts I have become a group discussion, sometimes asking questions to the
staff of Grameen Bank, helped by websites & publications. Different prints in text & books
were used. The capital of the data is divided into two ways as mentioned below-
Primary Data:
 To collected by questionnaire.
 Conversation Face to face with officer
 Conversation with my advisor at Grameen Bank
Secondary Data:
 Annual reports of Grameen Bank.

 Official Grameen Bank website.
 Various Grameen Bank video tutorials on websites.
 Several books, training documents, manuals, newspapers and magazines.
 Online resources.
 Grameen Bank Websites.
1.4 Scope of the study
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This report is about Grameen Bank staff selection. Rehabilitation is an integral part of the
management of people to an organization. There are so many jobs of people equipment
management of an organization. Grameen Bank also has a corporate governance system that
differs from other corporate banking institutions when Grameen Bank does not operate in
accordance with bank regulations. Thus, the Grameen bank follows the process of recruiting
and selecting policies, which is an important part of Grameen Bank's human resources
management. Hence this report is intended for Grameen Bank staffing, so the restrictions on
this report are only for the new admission of Grameen Bank.
1.5 Limitation of the study
There are some limitations that I encountered in preparing this report. Basically I have
encountered the difficulty of collecting data from multiple sources. Regarding secondary data, I
encountered the problem of anonymous registration of data stored from multiple sources. In
preparing the report, I encountered some challenges which were,
 The reluctance of key busy people, the collection of the necessary data has become
tough.
 Lack of sufficiently informed officials
 To complete this study, time is not limited. It was a really short time to find out the
details about an organization like Grameen Bank.
 The study may not give exact results as it is a study of our learning process.
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Chapter- Two: Literature Review
2.1 Review of the Literature
That Grameen Bank deposits and loan advances are less sensitive to changes in interest than
those of specialized banks (GB). Therefore (GB) you should not make abrupt changes to the
loan or deposit rates following the (GB). If GB changes your loan or deposit rates, Our deposits
or loans and advances will be less affected than GB's. Also, GB deposits have higher volume
and greater volatility than GB deposits.
2.2 Stocks
The shares are literally certified that claim that you own a part of a company. More generally,
all the traded securities, from futures to currency swaps, are real estate investments, even if all
you can have is a contract. When you buy one of these investments, you are entitled to part of a
company's value or to the right to perform a certain action (as in a futures contract). Your profit
expectations are realized (or not) by the way the market appreciates the asset you hold the rights
over. If you own Sony shares and Sony records profit records, other investors will also want
Sony shares. Your request for shares increases the price, increasing your profit if you choose to
sell the shares.
That the details of the process by which multivariate interdisciplinary measures from
performance potential to performance potential are integrated with performance measures to
develop retail performance models for bank branches. Predictive models use the main business
drivers of a large commercial bank as dependent variables. The independent variables that
explain business drivers are the potential theoretical variables that measure the ability to
generate retail business.
2.3 The Three Types of Investment
An investment, as the dictionary defines it, is something that goes with money that must
generate income or profits. Investments can be divided into three categories: convenience, debt
and equity.
Real Estate
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Homes, apartments or other buildings that you may rent or renovate and resell are
investments. The house you live in, however, is a different matter because it fills that need
easily. The house you live in is where you want to live and, although it will enjoy the time, it
should not be bought with the expectation of benefits. The underwater loan rates of home
equity it creates are an important example of the risks in determining your residency.
Ownership Investments
Investment is something that comes to mind for most people when the word "investment" is
around. Investment members are the most unique and rewarding classes of investing. The
following are examples of venture capital investments.
Nill Kokemuller
Stated that loans and advances are general descriptions of debt obligations companies owe
and must show on balance sheet as port of total liabilities formal contracted loans are
typically designed as “notes payable” on a balance sheet, whereas advances or purchases on
credit are recorded as accounts payable.
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Chapter-Three: Overview of
Grameen Bank
3.1 Introduction of Grameen Bank
Grameen Financial Group is a Nobel Peace Prize-backed financial institution and a money-
making community in Bangladesh. It puts small loans (called microcredit or "Grameen
credit") into poverty without the need for personal property. The name Grameen is derived
from the gram word which means "rural" or "village" in Bengali.
3.2 History of Grameen Bank
In 1976, Jobra village and other villages near Chittagong University became the first areas
eligible for the Grameen Bank service. As proof of its success, the Bank project, with the
support of Bangladesh Bank, was extended in 1979 to the Tangail district (north of the capital,
Dhaka). The bank's success has continued and its services have been extended to other districts
of Bangladesh.
By order of the Bangladesh government of October 2, 1983, the project was authorized and
established as an independent bank. Bankers Ron Grzywinski and Mary Houghton of
ShoreBank, a community development bank in Chicago, helped Yunus with the official
incorporation of the bank under a Ford Foundation grant. The bank's repayment rate suffered
from the economic disturbance following the 1998 flood in Bangladesh, but recovered in the
following years. In early 2005, the bank had lent over US $ 4.7 billion and in late 2008 US $ 7.6
billion to the poor.
As of 2017, the Bank had approximately 2,600 branches and nine million borrowers, with a
repayment rate of 99.6%. 97% of borrowers were women. The Bank has been active in 97% of
Bangladesh villages. Its success has inspired similar projects in over 64 countries around the
world, including a World Bank initiative to fund Grameen-type schemes.
3.3 Specialties of Grameen bank

From the banks can borrow money and make interest by borrowing at higher interest rates
compared to deposits and loans. Requests and funds in cash in the store are usually price
determined. Want and give money, in the free market. Usually determines the price. The
6
application and issuance of funds in donations are usually determined by the interest rate.
Grameen Bank also adheres to these principles by providing additional deposits and ion
loans. The Commercial Bank of Bangladesh is regulated by the Bankruptcy Bank Act and
must follow the guidelines and procedures of the middle line. But Grameen Bank is working
on its own system.
Grameen Bank, system 1983 and enjoy full independence. Commercial banks are secured for
the loan but Grameen Bank will lend without any collateral unlike other banks, Grameen
Bank does not lend to any person. It's group of pre-lenders Grameen Bank is a group of
yogbased lenders in a situation designed especially to work with the poor and unlike many
other companies Banking is if the weekly loan repayments in equal proportions with interest.
If a variety of hedge funds are collected by the group from the market, the capital will be
increased.
3.4 Goals and objectives of Grameen bank
The goal, announced by Grameen Bank, is to alleviate poverty as credit is the most powerful
tool of the engine of improvement, if given to the group - according to lenders. Funding for
disadvantaged sections of rural communities for self-employment and income. The goals, as
set out by Grameen Bank, are as follows-
 Empower the rural poor, especially women who are seriously neglected
and ignored, by creating self-employment opportunities and their
freedoms.
 Providing financial services exclusively to the poorest part of the rural
area that is excluded from formal credit institutions.
 Eliminate the exploitation of lenders.
 Extend banking facilities to the rural poor, without any guarantees.
 To mobilize savings as part of the future nope for the poor.
 To reduce rural unemployment and dependency on rats by offering self-
employment opportunities. In the rural non-agricultural sector.
3.5 Grameen bank Vision
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The vision of Grameen Bank is "Banking for the poor".
3.6 Grameen Bank Mission
The goal of Grameen Financial Institutions is to provide quality financial services,

empower the poor to realize their potential and get out of the cycle of poverty.
 Connecting banks to poor men and women
 Eliminating the exploitation of the poor by loans
 Develop opportunities for self-employment for the unemployed in Bangladesh
 Behave negatively, mostly women from poor families, within the body of a
cohesive organization that they can understand and control by themselves
3.7 Administrative Hierarchy
Organizational structure or management priorities mean that tasks such as division of labour,
collaboration and oversight are directly related to the completion of operations purpose. It can
also be judged according to the glasses or the vision of the people who see their organization
and its environment. n an organization can set up many variables, depending on its goals. The
structure of an organization determines the way in which it works and works. The structure
design allows for the division into responsibilities for different tasks and procedures for
different areas such as branches, subdivisions, workgroups and individuals.
Hence Grameen Bank is also a formal organization; it has also a formal structure or hierarchy
which indicates the position of power of different individuals with respective power.
Grameen Bank is working in a very much formal oranogram. Top of the pyramid stays its
Head office or central office, the head office controls the tonal offices. Each zonal office
consists of 8 area offices. Area offices control the branch offices. Each area office consists of
ten to twelve branch offices. Branch offices control the centres of Grameen Bank. Each
branch office consists of fifty to sixty centres and at the bottom the members who are the
owner of the bank. The diagram will clear hierarchy.
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3.8 Methodologies of action of Grameen Bank
Method of Action
Method of action of an organization describes how an organization performs its day to day
activities in which way or ways. Hence Grameen Bank is also an organization; Grameen Bank
9
also has a method of action. The Grameen Bank Program can be exemplified by some
principals on its own. These principles are illustrated below-
• Start with the problem is not a solution: a credit system should be based on historical
analysis rather than pre-certification procedures.
• Take a progressive attitude: development is a long-term process that
• Depends on the aspirations and commitment of economic operators.
• Make sure the credit system serves the poor, and not the other way around: lending
agents visit villages and bring together borrowers.
• Plan ahead for action towards public goals: help people most affected by the poor in
need of capital, with no access to credit
• Initially, restricted credit for generating income, the choice was made independently
by the mortgage lender. Make it possible for the lender to repay the loan.
• Lean in the cohesive group: the previous minority group consisting of participants
chosen from the former and one who believed in each other.
• Joining a savings account with credit is not a prerequisite.
• Together to monitor lenders with as simple a procedure and design as possible.
• Do everything possible to keep the energy balanced.
• Invest in human resources: training leaders will provide them with real development
Credit Delivery System
Grameen Bank Deposit means providing credit to the poor in their community through the core
products of the Grameen credit remittance system. The Grameen Reward Rate includes the
following:
I. There is a special focus on the poor of the poor.
 Establish appropriate rules for selecting additional users and implementing measures to
assess credit failures,
 The increased priority for women in childbirth is intended to meet a wide range of
nutritional needs in the development of the poor.
II. Borrowers are organized into small homogeneous groups

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Such traits encourage teamwork and teamwork. Planning the first group of five members and
joining them into centres was the basis of the Grameen Bank system. The training has been
important since the earliest stages of development were to develop the Grameen clientele, so
that they could be fully integrated into the planning and implementation of micro-level
development decisions.
The facilities are affiliated with Grameen Bank, where its employees are required to attend
the Meeting on a weekly basis.
1. Special loans that are especially suitable for the poor. They are included,
• Loans for non-performing loans
• Mortgages can be repaid in one instalment period Page 6
• Eligibility for repayment depends on the repayment on the first loan
• Close supervision of credit by the group and the bank employee
• The stress of credit discipline and peers helps to build partnerships.
• Special protections by saving money to reduce the risks that the poor face
• Exchange of almost all banks in the meeting places.
Involvement works differently with the process of addressing the key needs of the
consumers. This was seen in the "sixteen decisions" adopted by Grameen's mortgage. This
helps to:
 Stabilize relationships and management of new teams
 Focusing on women from poor families, whose support for survival can
support the development of the family
 Support their assessment of social and physical plans - housing, water,

drinking water, education, family planning, and more.
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Design and development of organizations and management systems that can deliver service
plans to customers. The process has evolved through a process of learning, which involves
constant experimentation, inaccuracy and constant modification. An important function for the
functioning of the body is the special training that is required to improve the staff, so that the
decision-making and management of the function is slow. Follow management and assignments
assigned to previous level.
Grameen Bank will also lend to companies that need it. Day by day, Grameen Bank tries to
show its lending capabilities. The capital fund will grow rapidly in the 1990s, but is not lost
until 1996 now, at $ 190 million. Hmong women account for 85% of the decline $ 189,950 last
year to $ 1.3 million in 1999. The bank, with 1,170 branches, all in Bangladesh, can afford to
invest. Grameen would be in jeopardy if the lender made good use of its resources through the
ability of lending agencies to obtain UN loans from low-income lenders and Thai investment.
And the circumstances would be worse than what he created; The capital has made a number of
changes to the library prior to the launch of the new "Flexible" loan that Grameen introduces in
the new update. The expansion of the line of credit has benefited, as has the need for growth
through celebration.
The available resources receive a lot of money and the people who have the available
resources of the people will be informed, the money will be received from work through
development and the support of the use of goods by the people. Housing programs do not
include:
 Wisdom for building a clean home
 Credit for installing a good plumbing system that provides drinking
Water and water shortages for home gardens
 There is a sign for the growing season to buy farm produce
 Loans for borrowing equipment / technology, e.g., cell phones
purchased from members of Grameen Bank
The working model of Grameen Bank is as follows. The bank was established with a branch
manager and a number of directors in Thailand and counted approximately 15 to 22 villages.
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The manager and staff start by visiting the villages to find out about their local milieu where
they will be working and identify the customer, along with an explanation of the purpose,
operation, and type of operation of the bank for the local population. The group of five
expectations for borrowing is established; In the first stage, only two of them qualify for, and
receive, loans.
The group is monitored for a month to see if members are following the rules at the bank. Only
if the first two lenders begin to repay the principal plus interest in a period of six weeks, making
other members of the group eligible for their own loans. Because of these restrictions, many
groups are committed to ensuring that people 's information is accurate. In this sense, the role of
the service team is based on the wires written on the loan. The loans are small, but sufficient to
invest in micro-businesses made by borrowers: rice-husking, mechanics, rickshaws, buying
milk, goats, cloth, utensils etc. The interest rate on all loans is 16 percent. The repayment rate of
the loans is now - 95 percent - due to the team spirit and personal satisfaction, as well as the
support of the mortgage lenders. Although savings accounts were also subject to Grameen Bank
lending, most of the additional loans were later acquired by the medium-sized banks, other
companies. Finance, financial markets, and from bilateral and multilateral organizations.
Breaking the cycle of poverty through microcredit
Grameen Bank relies on the voluntary training of a small group of five people to provide a fair
and mutual guarantee of the property transformation required by companies that money always
has. The need is that if a borrower provides access to credit, they will be able to identify and
participate in for-profit activities, simple operations such as shelling of pus, manufacture of
lime, manufacture of products such as ceramics, sewing and clothing, storage and marketing.
and transportation services. Women first provided the same access to scams, and proved not
only solvent but also immature. As a result, they have raised their people in their lives, reduced
their dependence on their husbands, and improved their home and the nutritional status of their
children. Today more than 90 percent of lenders are women.
The dedicated discipline, supervision, and service characteristics of Grameen Bank, which
comes from the "Bicycle Company" in the branches work with a wide range of authorities.
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Due to the strict selection of the lenders and their actions by the staff of this bank, the able-
bodied people were harmed by these people by the tribes, and the repayments of 50 every
week, contributing to the benefit of the bank design for the poor. Savings are also encouraged.
As a rule, there is a contract for 5 percent of the loan to be given credit to the visible group and
Tk 5 is accepted weekly for the budget. The completion of these steps shows that many of the
struggles to borrow money from the poor can can be overcome if careful supervision and
control is given. For example, in the past it was thought that the poor would not be able to find
a royal job. In fact, Grameen borrowers have succeeded in the past. He thought the poor would
not be able to pay back; inside in fact, the repayment rate reaches 97 percent. It was thought
that rural women were particularly poor without money; in fact, they accounted for 94 percent
of loans in early 1992.
They also think that the poor cannot be saved; In fact, savings groups have proven successful.
Rural forces are expected to evolve to ensure that the bank is not affected; but Grameen Bank
expanded rapidly. In fact, from less than 15,000 creditors in 1980, membership increased to
nearly 100,000 in mid-1984. At the end of 1998, the number of operating branches was 1.128,
with 2.34 million
Members (wives 2.24 million) in 38,957 cities. There were 66,581 places in the group, of which
33,126 were women. The savings group reached 7,853 million people (about $ 162 million), of
which 7,300 million will go to women (about $ 152 million).
The average household income of Grameen Bank members is estimated to be approximately 50

percent higher than the target group in the control village and 25 percent higher than the
members of the target group in Grameen Bank villages. The owners benefited the most and
were followed by marginal owners. This resulted in a sharp drop in the number of Grameen
Bank members living below the poverty line, by 20%, compared to 56% of similar non-
Grameen Bank members. Agricultural wage labour (considered at a socially lower level) has
also displaced self-employment in retail trade. Such a change in occupational patterns has an
indirect positive effect on the employment and wages of other agricultural workers. It started as
an innovative local initiative, a "little bubble of hope," and grew to the point that it had an
impact on poverty alleviation nationwide
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 10 Indicators of Grameen Bank
Every year, Grameen Bank employees evaluate their work and check whether the socio-
economic situation of Grameen Bank members is improving. Grameen Bank uses ten indicators
to measure borrowers ’poverty levels
 Families live in homes that are worth at least Kindergarten. 25,000 (twenty-five
thousand) or houses with a tin roof, and each family member can sleep in a bed
rather than on the floor.
 Family members drink pure water from tube wells, boiled water or purified water
using alumina, arsenic purification tablets or jug filters.
 All children over the age of 6 go to school or finish elementary school.
 The minimum weekly payment of the borrower is Tk. 200 or more
 Family members have appropriate clothing for daily use, warm winter clothing,
such as shawls, sweaters, blankets, etc. And mosquito nets to protect yourself from
mosquitoes. The family uses a sanitary toilet.
 The family uses the sanitary toilet
 The family has additional sources of income, such as a vegetable garden, fruit
trees, etc., so that they can use these sources of income when they need additional
money.
 The borrower maintains an average annual balance of Tk. 5,000 in his savings
accounts.
 The family has no difficulty having three meals a day during the year, i. Is no
family member is hungry at any time of the year.
 The family can take care of their health. If a family member becomes ill, the family
can afford to take all necessary measures to seek appropriate medical care.
16 Decisions of Grameen Bank
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Grameen Bank is not only concerned about the financial benefits of its members but also this
bank is concerned about the social benefits, healthcare and environmental benefits of its
members. So we can say that Grameen Bank is also a social institution hence Grameen Bank
performs various types of social activities for the welfare of the organization. All the
members of the Grameen Bank are compelled to bind these sixteen decisions of Grameen
Bank for their own interest and for their social dignity. Grameen Bank performs its social
activities by sixteen decisions of its own which includes not giving and taking dowry, use of
sanitary latrines, building own house of the members etc. For the welfare of the members of
the Grameen Bank, it has taken sixteen decision which are mentioned below-
We will pursue and advance the four principles of Grameen Bank's Discipline,
Unity, Courage and Hard Work - in all areas of our lives.
The prosperity we will bring to our families.
We will not live in dilapidated houses. We will repair our houses and
work on building houses as soon as possible.
We will grow vegetables all year round. We will eat a lot and sell the surplus.
During the planting seasons, we will plant as many seedlings as possible.
We plan to keep our families small. We will minimize expenses. We will take
care of our health.
We will educate our children and make sure they can earn to pay for their
education.
We will always keep our children and the environment clean.
We will build and use latrines.
We will drink water from the tubercles. If not available, we will boil
water or use aluminium.
We will not do anyone any injustice, nor will we allow anyone to do so.
We will collectively make larger investments for higher incomes.
16
We will always be ready to help each other. If someone is in trouble, we
will all help them.
If we know of any breach of discipline in any centre, we will all go there and
help restore discipline.
We will take part in all social activities collectively.
3.9 Expansion and coverage
While Grameen Bank was inaugurated in the small village in 1976 with only our $ 27, it now
stands out as the world's largest micro institution, expanding the fund, covering the
geographical area and the rural population are mentioned here.
3.10 Expansion of credit fund
Until September 2000, Grameen Bank paid a cumulative total of Tk. 126,789 of 40 million
loans, which is higher than any other specialized credit in credit institutions, not only in
Bangladesh but also in the world.
3.11 Formation of group and centre
Grameen Bank forms a group of five members chosen from five separate households that live
in the same area and carry the same socio-economic and cultural funds, the right to more than
one household member of the same group is strictly prohibited. Grameen Bank considers that
those individuals who belong to less land or assets to households only mention this. Whoever
elects a member or group as chairman, Grameen Bank maintains financial discipline at the
group level. The members of the group undergo a training program for a period of at least 7
days. Upon completion of the training program, Grameen Bank employees select potential
groups as well as members for the loan.
3.12 Nature of capital formation
Currently, the various types of mandatory savings and weekly collection of loan rates from
member loans and loans from the Bank of Bangladesh and another commercial bank are the
main comments on Grammen Bank's working capital. Grameen Bank which started its
Banking operation in October 1989, with a total of 130 million Tk. of which Tk. 100 million
17
people are authorized, and Tk30 million is the paid-up capital, Grameen Bank received another
huge amount of grants and external sources of a confessional loan company, until December
1994 received a total of Tk. 31365.30 million as subsidies and subsidized loan companies, as
well as domestic sources.
3.13 Principal subsidiaries of Grameen Bank
Grameen Trust
Founded in 1989, Grameen Trust (WG), a non-profit organization, uses microcredit as a tool
to fight poverty and seeks to bring Grameen Bank closer. Supports և promotes poverty-
related microcredit programs around the world as part of its Grameen Bank Replication
Program (GBRP), through a number of dialogue programs with potential reproducers,
training, technical support, funding for selected projects, and monitoring implementation.
Grameen Trust Funds are provided to two seed breeding funds և expansion funds. In August
2007, it assisted 138 breeding partners from 37 countries. As part of the Build, Operating and
Transfer (BOT) program, the Trust implements programs directly to meet the urgent need for
immediate implementation of poverty-based microfinance programs. The Grameen Trust
hosts the Grameen Global Network (GGN) and publishes the Grameen Dialogue newsletter to
promote the cause of the microcontroller movement. It has received funding from the
MacArthur Foundation, the United Nations Capital Development Fund (UNCDF), the
Deutsche Gesellschaft for Technische Zusammenarbeit (German Technical Cooperation or
GTZ), the United States Agency for International Development (USAID), and the United
Nations High Commissioner for Refugees. UNHCR, United Nations Development Program
(UNOPS), Citigroup Foundation, World Bank and Ford Foundation.
a) Grameen Motsho (Fisheries) Foundation

Grameen Fisheries and Livestock Foundation (GMPF), a non-profit organization founded by the
Grameen Fisheries Foundation or Grameen Motto Foundation (GMF) in February 1994 to
alleviate poverty through aquaculture and fishing, as well as the Integrated Fish և system
animal husbandry. The mandates of the organization are to provide common properties of poor
18
rural resources, especially women. Replace the operation by strengthening the community.
Replace stagnation with social and economic growth. Replace traditions with modernity; Give
women legal gender rights. Ensuring food security ensuring a sustainable life.
b) Grameen Uddog
Grameen Enterprise, the owner of the Grameen Check brand. Grameen Uddog takes the
initiative to train and encourage village weavers to fine produce quality hand-woven fabrics
and to make ready-made items and other products.
c) Grameen Telecom
Grameen Telecom (GTC) is a Bangladesh-based non-profit company founded in Grameen
Phone (GP). GTC ran the pioneering GP satellite phone program, which allows rural poor to
own a mobile phone and turn it into a for-profit program. The vision of the village telephone
program was formulated by Iqbal Quadric, who was convinced that a mobile phone could be a
source of income. Quadir partnered with Professor Yunus Te of the Norwegian company
Teleport to make the project a reality. Grameen Telecom now offers mobile phones to the
villagers.
d) Grameen Shakti (Energy)

Grameen Shakti (GS) is a renewable energy social enterprise established in 1996 to promote,
develop and popularize renewable energy technologies in remote rural areas of Bangladesh. It is
part of the Grameen family, which was established to take on Grameen Bank’s goal of
alleviating the poverty of the extremely poor through microcredit. Grameen Shakti is one of the
largest and fastest growing renewable energy companies in the world. Grameen Shakti is
Bangladesh’s leading renewable energy company and one of the fastest growing solar energy
companies in the world. Since December 2010, Grameen Shakti has installed a 25MWp solar
system. In addition to these, Grameen Shakti has installed a solar car charger, solar powered
boat, solar powered lights, solar water purifiers, solar telecommunication systems, off grid
power supply system and today they also encourage city dwellers to use hybrid solar- National
grid system at low cost. Grameen Shakti has been awarded the Real Living Award for her work
and she has also won two Ashden Awards in 2006 and 2008.
19
e) Grameen Cyber net Ltd
Ameen Cyber Net Ltd has been Bangladesh’s leading Internet service provider since its
inception in July 1996. Its CEO has had an extensive education and information technology
career in the United States and is assisted by a team of bright, young leaders. The company has
more than 30,000 customers in various industries. To provide seamless Internet access to Game
Cyber Net Ltd. has acquired 130 telephone lines with hunting capabilities. It also provides
customer service, technical support, and website consulting and customer service. The
company’s website provides comprehensive information about the company and many useful
links to help users explore cyberspace 24 hours a day.
f) Grameen Communications
Grameen Communications (GC) is a non-profit IT company founded in Bangladesh in 1997.
The portfolio includes software products and services, Internet services, hardware and network
services, and IT training. The company began its life as an IT support unit under the Grameen
Trust in 1994. In addition to providing IT support to several Grameen family organizations, it is
also responsible for developing systems for organizations such as CASHPOR Financial and
Technical Services Private Limited (CFTS), Mirzapur District, Uttar. Pradesh, India, CMC in
India, Swayam Krishi Sangham (SKS) in Hyderabad, India, Grameen Assemble in Bangalore,
India, Moris Rasik in East Timor, Ganesha Foundation in Jakarta, Indonesia and Ahon as Hirap
Inc. (ASHI) in Manila. , Philippines. The company has developed the Village Computer and
Internet Program (VCIP) to set up several multi-purpose network kiosks in rural areas using a
variety of connectivity solutions for information access, communications and IT training. The
first VCIP was established from a room rented from Grameen Bank in Madhupur Upazila,
which is connected via a microwave connection to the VSAT at the Grameen Communications
office 160 km away in Dhaka. The other two were established in Sarishabari Upazila and
Mirzapur Upazila. GC, a partner in the Pan Asia Networking (PAN) initiative of the
International Development Research Centre (IDRC), is also developing the U.S. Digital Divide
Data program, which provides data entry sites for rural Bangladesh.
g) Grameen Solution Limited

20
Grameen Solutions Limited (GSL) is a software development company. Grameen Solutions
Limited (GSL) is a leading technology company in the Grameen family of organizations,
founded in 1999 by Dr. Muhammad Yunus, founder of Grameen Bank and 2006 Nobel Peace
Prize laureate. Grameen Solutions literally means village solutions. GSL offers software
solutions, system solutions, business process outsourcing, mobile apps, social business
solutions, graphics and animation, search engine optimization, offshore staff and emerging
market technology at competitive offshore prices.
h) Grameen USA
Grameen America is a microfinance organization with a mission to reduce poverty through
entrepreneurship. Grameen America provides loans, savings programs, credit institutions and
other financial services to the working poor, especially women, in the United States.
i) Grameen Bayous Bikash

Grameen Bayous Bikash (GBB) or Grameen Business Promotion and Services was established
in 1994 as a social and non-profit business organization to provide additional services to
microcredit for-profit organizations to provide additional microcredit services to rural
entrepreneurs dealing with of products such as vegetables, animals or crafts to provide
experience, skills and knowledge.
j) Grameen Kalyan (Welfare)

Grameen Kalyan is a non-profit company established in 1996 under the Bangladesh Companies
Act, 1994; was founded by Nobel Laureate Muhammad Yunus, founder of Grameen Bank. It is
also registered according to the Bangladesh Foreign Contribution (Voluntary Activities)
Regulations of 1978. Professor Muhammad Yunus is the President of Grameen Kalyan (GK).
The ideas behind the establishment of Grameen Kalyan (Kalyan means well-being) are: (a) to
run and support sustainable programs to improve the lives of people living in rural areas; (b)
contribute to the reduction of socio-economic and health inequalities between rural and urban
areas; and (c) provide financial support for the well-being of debtors, employees and family
members of Grameen Bank.
21
k) Grameen DANONE Foods
Grameen DANONE Foods was founded in 2006 as a joint venture between Grameen Bank and
the French food company Grouped DANONE. Grameen DANONE’s first product is Shoktidoi
Forced Yogurt, designed to provide children with many of the essential nutrients that are
usually missing from their food in rural Bangladesh. An important aspect of the joint
partnership is the company's holistic goal: while Grameen Danone Foods is a company that
generates profits, social impact and non-financial benefits, it is the number one success
indicator. This is the whole idea of the Grameen branch.
3.14 Corporate Information of Grameen Bank

Corporate information of an organization indicates the address of an organization, legal status
of the organization, the employer and numbers of employees working in that organization,
their designations, and date of inauguration of that organization.
Hence Grameen Bank is also a formal organization, it has also a separate corporate identity,
separate corporate structure as well as separate address. The whole corporate information
about the Grameen Bank is mentioned below in details.
22
Chapter-4: Recruitment System of Grameen
4.1 Recruitment process of Grameen Bank
Recruitment search is the process of finding and attracting job seekers. Grameen Bank always
wants to find the right people with the right combination of skills and knowledge and capital
in the right place. Because Grameen Bank believes that in order to achieve the goal of a
successful partnership, human capital can be needed. Grameen Bank always believes in the
same colour of work, region, race, age, country, history or other factors. The company always
wants to find the best and most qualified employee in the competitive position. A person who
is able to meet global challenges and always focuses on the achievement of the company's
vision, goals and objectives has always been a passion.
4.2 Recruitment policy of Grameen Bank
In order to achieve the goal of successful integration, Grameen Bank top management has
developed a "recruitment policy". Following the recruitment policy has some procedures in
place. These policies will help Grameen Bank guide the selection process. The set of rules is as
follows
 Make sure the people who are in the right place.
 A combination of skills and resources is a must.
 There is no discrimination on the basis of sex, race, color, region, race, age,
national origin or other circumstances.
 Company policies always comply with local laws.
 Anyone under the age of 18 may be hired by Grameen Bank on aregular
basis, contract or temporary basis.
 Works as a head to determine eligibility for other poles.
 Confidentiality under the Human Resources Act must be maintained.
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4.3 Sources of Recruitment of Grameen Bank
Grameen Bank usually has two types of staff options.
Internal sources
Firstly the staff can be selected from the internal data. Management is always a choice to find
Experienced and experienced employees in the organization. In the following Grameen Bank
of the internal base can be carried out with the approval of the top management this can be
caused by compliance.
 Transfers
24
Referrals transfer people from the current job to other similar jobs. These do not affect any
level of change, responsibility or prestige. The number of people does not increase with
transfers.
 Promotions
Promotion refers to the transfer of people to a more prestigious position, higher responsibility
and higher pay. Higher positions of inadequacy will be documented in the organization. An
increase does not increase the person in the organization. Someone who has a higher prestige
will leave his or her current job. Promotions will encourage employees to improve their
performance so that they can receive a promotion.
 References of the Employees
Current employees of Grameen Bank have announced plans to strike. Employees recommend
that their relationships or clients be well-known in them. Management is the height of
anticipation of the candidates.
External sources
External selection is the identification of employees in other positions, rather than existing
employees, whether there is a professional or the ability to write and perform immediate
tasks. no. It is the process of researching outside of the current pool worker to collect open
positions in an organization. Grameen Bank also uses resources from a variety of external
sources for recruitment. They are as follows-
 Advertisement
Grameen Financial Services publishes newsletters by newspaper, print media &

newsletters. The details of the publication & the publication of each publication are to
be determined by the international organization. It is a convenient & standard way.
 Casual Callers
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Of occasions people fall into their Vitae Curriculum without a declaration of unstable
position if there is a job available. The waiting list of these guests can be prepared &
they can wait for the address whenever they create.
 Educational Institutions
School, colleges, and universities offer the opportunity to accept students. The future owners
of Grameen Bank identify student capital & direct conferences, placements set up in well-
known schools to assist students in entrepreneurship work as appropriate.
 Management Consultants
Grameen Bank uses the help of Consultants to find professionals, professionals & executives
for example cashiers. They specialize in intermediate & advanced manager positions. They
hold financial records of people with different skills & knowledge & even advertise the jobs of
their clients to do a fair job.
 Recommendations
Friends & relatives of current employees of Grameen Bank are also good at recruiting.
Grameen Bank encourages potential candidates to choose because they often represent the
truth to new recruits and their background is a semi-knowledge & type of pre-test.
 Telecasting
The practice of running ads on telephone billboards is important today. Specialized
programs such as "Career", "Youth Entertainment", "Career News", etc., television shows
are very popular in recruiting different types. the work. Using the TV as a recruiting agent
is less compared to the others because it is moderately expensive. Grameen Bank still uses
the services of this type of product, but it is a rare problem at Grameen Bank.
 Central application file
26
A file is kept of past Grameen Bank applicants who were not selected earlier, in case of
immediate requirements, these candidates can also be contacted for recruitment in Grameen
Bank.
 Advertisement in website
Grameen Bank offers a circular on its personal website for recruitment. It is Grameen
Bank's best case for recruitment in the information and communications technology.
 Public Employment Agencies
Sometimes Grameen Bank receives help from various public employment agencies in order
to recruit employees. The main function of these agencies is closely linked to unemployment
benefits. Benefits in some states are given only to people who are registered with their state
employment agency. Public employment scholarships are considered a good source of
recruitment for unskilled, skilled or unskilled jobs. Jobseekers register their names on job
boards managed and operated by central and state governments. The employer Grameen
Bank notifies the vacancies to be filled by these exchanges, and the exchanges refer to the
names of potential candidates.
 Head-hunting
The headquarters of the Grameen Bank research institutes, also known as Head of Head.
When someone of special skills or low IS knowledge is required, the head hunters search for
someone already working and make him or her change jobs. Although this practice is
considered fraudulent; however, it always guarantees that it will be an open option with a
special type of expertise. Those who hire head staff have to pay a hefty fee but these are
usually only based on the results achieved.
 Walk-ins, write-ins and talk-ins
Walk-ins are job seekers who come to Grameen Bank to look for work. Connections are the
ones that send inquiries. Both groups are always asked to complete a blank application to
determine their interests and abilities. Application applications are stored on boards that
frequently pass until the appropriate opening or until an application has been deemed valid,
27
usually for six months. Chats are becoming popular these days, job seekers need to meet with
the official (at a deadline) for detailed information. It is not necessary to complete an
application to apply for a recruiter.
4.4 Steps of Recruitment at Grameen Bank:
Grameen Bank follows a formal organizational recruitment philosophy. All of the recruitment
process of Grameen Bank is performed by the administration department of Grameen Bank
hence it has no any specific human resource department. Though it is a financial institution as
well as a bank, Grameen Bank follows a different type of recruitment process which is totally
different from the recruitment process of other bank, financial organizations & non-
government organizations of Bangladesh. The recruitment process of Grameen Bank is very
much formal and time consuming. So Grameen bank adopts a recruitment process which is
totally different. This includes four consecutive steps. The four steps followed by Grameen
Bank at the time of employee recruitment process which are mentioned below-
Demand collection from different zones
Approval of the Administration Department
Circular system
C.V Collection
Demand collection from different zones

This is the first stage of recruitment process followed by Grameen Bank. At this stage of the
recruitment process, Grameen Bank gathers information from their 40 Zones about vacant
posts created from promotion, demotion, retirement & other issues etc. Vacant posts can also
be created from launching new branches.
Approval of the Administration Department

After collecting the information, everything is sent to the Administration Department for
the approval. No recruitment is allowed without prior permission of the administration
department of Grameen Bank. So it is required to send all the collected information to the
28
administration department of Grameen Bank. Then the administration department Of
Grameen Bank takes the necessary steps to recruit the employees.
Circular system
After the approval of the administration department Grameen Bank gives the circular.
Grameen Bank generally gives their circular through different Media like, the Daily
Ittefaq, the Daily Prothom Alo, the Daily Observer, and their formal and official website.
C.V. Collection
After giving circular through various media& their official websites, Grameen Bank
collects the Curriculum Vitae from the interested applicants who want to apply at Grameen
Bank for recruitment.
4.5 Selection process of Grameen Bank
The selection process is the second stage of Re-Election and Re-election. Selection is the
process of selecting the best applicant management number, usually following the standard
procedure, starting with the initial measurement, interview, presentation and ending with the
cut determined to work at the end. The Grameen Bank selection process is divided into two
phases. These are the following-
Measures taken at the time of employee selection
Grameen Bank takes some steps just after the completion of recruitment process & at the
time of employee selection process. The selection process of Grameen Bank is very much
formal and time consuming. Because more and more applicants apply for the search of job
at this bank. However Grameen Bank follows some systematic steps at the employee
selection process. These steps are mentioned below-
 C.V. Evaluation and shortlist

 Conducting written test
 Primary Selection
 Conducting viva test
29
 Thinking About the Other factors
 Final selection
C.V Evaluation and shortlist

After having Curriculum Vitae from numerous interested candidates, this bank evaluates
Curriculum Vitae and makes a short list of initially selected employee. Generally Grameen
Bank cancels Curriculum Vitae on the basis of two criteria. One is incompletion which means
the Curriculum Vitae lacks some information for an example result is given but the passing
year is not given. Another is the qualities of the candidate is not enough according to the
requirements of circular.
Conducting written test
After reviewing the Vitae Curriculum and selecting the first candidates, Grameen Bank will
take the tests. Most of the written tests are located under the headings:
1) Information Technology
Here, the knowledge about information technology of a candidate are tested. This section also
focuses the computer knowledge of a candidate. it is very important for a candidate for having
the clear knowledge about computer & information technology because nowadays all of the
functions of a bank are conducted by computer.
2) General Knowledge
General Knowledge section includes Bangladesh affairs, various international affairs, &
recent issues & events about Bangladesh & globe etc.
3) Basic English
In this section, a candidate’s skills about writing, speaking, and hearing English are tested
because many foreign delegates come to Grameen Bank for various purpose and employees
30
have to deals with the foreign delegates. So English language skill is very important for a
candidate.
4) Sociology
Here a candidate’s knowledge about various social aspects are tested. Because the employees
of Grameen Bank sometimes need to involve in different social activities for the welfare of
the members of Grameen Bank. The candidate obtaining minimum 60% marks is qualified
for the next test.
Primary Selection
After taking written tests Grameen Bank sorts out some candidates who do excellent in
written test. Generally the obtained marks of the test and prepare a short list. The candidates
who are top in the list are selected initially.
Conducting viva test

After primary selection, the candidates are asked for viva test. This test is taken in two
ways. For recruiting officers Grameen Bank takes viva test in the head office and for
recruiting non-officer employees Grameen Bank takes viva test in its respective zones. The
things which are given priority are given below –
1) Better performance in written test

A candidate needs to perform better in the written test otherwise there is a chance of
becoming cancelled in viva test.
2) Skill of communicating
A candidate selected for viva test needs to have skill of communicating because he/she will
be required for communicating with the members of the Grameen Bank and various foreign
delegates who come to Grameen Bank many times.
3) Aptitude
31
Mediation is part of the ability to perform certain tasks at certain levels. The best intelligence
can be considered as “intelligence”. The aptitudes will be physically oriental. Mediation is the
ability to breed certain tasks whether fixed or not. Competence is the development of
knowledge, understanding, learning or acquiring abilities (skills) or attitudes. The definition of
inconsistency is the difference between skills and accomplishments, which represent the
knowledge or ability acquired through learning. Grameen Bank focuses on the quality of its
employees through this capability; employees are able to solve any major problems.
4) Personality
Personality refers to different people in terms of characteristics of thought, emotion and
behaviour. The study of personality focuses on two broad areas: One is to understand the
different types of personality traits, such as comfort or discomfort. Others understand how
many parts of an individual come together as one. Grameen Bank focuses on this because an
employee with a well-behaved personality can handle the situation easily and still be attractive
to the members and staff of Grameen Bank.
5) Intelligence
Knowledge is defined in many ways including one such as the ability of the machine,
understanding, self-awareness, education, emotional awareness, planning, design and problem
solving incident. It can be often described as the ability to perceive information, and store it as
knowledge to be used for behavioural or environmental context. Grameen Bank refers to it
because the smart agent is an asset of Grameen Bank and he / she will not be able to do
anything that poses a risk to the bank and is still applicable to the state.
Thinking About The Other factors

Grameen Bank focuses on the following factors at the time of selection process especially –
1. Geographical Location
Geographical location plays a very important role at the time of selection of an employee of
Grameen Bank. Because Grameen Bank is the bank only for the poor people and it has no
32
branch inside Dhaka. All of the branches of Grameen Bank are at the rural area of
Bangladesh. So a candidate needs to work at branch office of Grameen Bank at rural area. In
this case geographical location is a very crucial factor of at the time of selection process.
Because by this way Grameen Bank can know where an employee would send.
2. Excessive Academic Results

Grameen Bank also focuses on the various types of excessive academic result just like
Chartered Accountancy(CA) which is provided by the Institute of Chartered Accountants of
Bangladesh(ICAB), Cost & Management Accountancy(CMA) which is provided by the
Institute of Cost and Management Accountants of Bangladesh(ICMAB), Chartered Secretary
ship (CS) which is provided by the Institute of Chartered Secretaries of Bangladesh(ICSB),
Masters in Bank Management(MBM) which is provided by the Bangladesh Institute of Bank
Management(BIBM) of a candidate at the time of employee selection process. Although it is
not essential for a candidate of having these types of professional degrees to be an employee
of Grameen Bank but a candidate who has these types of one professional degree, can get
special preferences for the final selection as an employee of Grameen Bank.
3. Experience
Candidates who have previous experience of working another organization specially in banks
and financial institutions, can get special preference for the final selection because Grameen
Bank believes that an experienced person know more and more that an inexperienced or a
new person. So Grameen Bank considers the experience of a candidate carefully at the time
of final selection.
4. Final selection
Among the primarily selected candidates, who are successfully passed in viva voce, Grameen
Bank makes a merit list(panel) of those candidates according to the need of Grameen Bank.
Grameen Bank also makes a waiting list of the rest candidates. And thus Grameen Bank
selects the candidates finally.
Measures taken after selection
After the completion of process taken at the time of selection of employees, Grameen Bank
follows some of the steps after the selection of employees which are as follows,
33
1. Appointment letter
After selecting finally, Grameen Bank issues appointment letters to candidates on the basis of
its demand.
2. Training
Grameen Bank has its own distinctive training program. The training period of Grameen
Bank is one year. Within this period, Grameen Bank trains the selected candidates practically
and takes a seven-day training class. It takes evaluation tests for three times in the training
period. If any candidate fails two times he/she is considered unable of doing this job. After
passing the three tests a candidate has to give a final exam to their appointed zonal officers.
Training is also essential for the employees of Grameen Bank because of facing various
adverse situation in the workplace and branch office.
3. Confirmation of the job
Grameen Bank gives the letter of confirmation to the selected candidates after the training
period on the basis of performance appraisal of training program.
4. Orientation Program
After delivering the confirmation letter and before joining, Grameen Bank organizes an
orientation program for its employees. The aim of this program is to introduce the new
employees with the old employees.
Chapter-5: Findings, Recommendations and

Conclusion
34
Findings of the report
When I had an internship working at Grameen Bank, I saw some important things in its
People & Choices. Major findings in the selection and selection of Grameen Bank are only
true as I can see below.

Grameen Bank use promotion, demotion, and transfer sources in the

internal recruitment;
 
Grameen Bank uses both test of selection an employee;
 
The recruitment and selection program of Grameen Bank is systematic;

Majority of the respondents said that there is interference for internal

recruitment;

According to the opinion of the respondents of the Board of Directors and

Human Resources of Grameen Bank affecting internal recruitment;

The majority of respondents said that employees were selected based on job

descriptions and job descriptions;
 
Grameen Bank uses the necessary tools and strategies to select employees;
 
The staffs at Grameen Bank is passionate about job search and selection.
 
Recruitment and selection of the organization follows the recruitment process.
 
The media for attracting candidates used by the bank are suitable.
Recommendations of the report
35
As an intern it is difficult for me to provide recommendations with little work experience but I
have tried my best to provide the best advice to improve the Job Operation and Selection of
Grameen Bank Limited.

As the majority of employees agree that the selection and selection of Grameen Bank
causes inconvenience to the applicants, therefore the Bank must take appropriate steps
to reduce the number of employees. apply to forget the best employees for the

organization.

The recruitment and selection process of Grameen Bank is as long as the majority of
employees agree. Therefore the bank should take the necessary steps to make the
short-term of the process by doing short-term training for the betterment of the

organization.

Most of the staff agreed that the hiring and selection process of the bank should
be improved. By complying with the recommendations stated below the

procedures of the bank can be amended.

The role of the Office of Human Services must be further enhanced in order to

reduce recruitment costs.

The central information technology department should play a key role in developing
and upgrading the organization's computers and should assist the entire department,

such as HRD, to develop software errors for data.

The bank will use a variety of external sources to find people, such as school,

office, and job search recruiters to obtain multiple options.
 
Grameen Bank may change some of its recruitment policy to save time.

Grameen Bank will open its human capital company with the goal of helping
people with recruitment and selection because hiring and selection are key human

resources management issues of any organization.
36
Conclusion
By discussing the above human rights policies and their proposed reforms, Grameen Bank
achieved the dream they had hoped for. Grameen Bank recruitment policy creates
unreasonable delays. This requires a focus on marketing through human resource
management and the delivery of quality products that are integrated into the organization’s
strategies & operations. The study "The selection and selection process of Grameen Bank in
human capital has shown that employees are the most valuable assets for the development of
the organization. Improving these resources has many implications. Work to play the most
important role. To improve the productivity of a well-functioning organization & active staff
and select processes is critical directly to the functioning and performance of the business.
37
Reference
 https://en.wikipedia.org/wiki/Grameen_Bank
 https://www.scribd.com/document/400477893/Internship-Report-on-Recruitment-
System-of-Grameen-Bank-docx
 http://dspace.bracu.ac.bd/xmlui/bitstream/handle/10361/8877/13104198_BBA.pdf?
sequence=1&isAllowed=y
 https://slidept.net/document/internship-report-on-recruitment-system-of-grameen-bank-
docx
 https://www.assignmentpoint.com/business/report-on-recruiting-and-training-process-
of-grameen-phone-limited.html
 http://www.grameen.com/faqs-2/
38

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INTERNSHIP REPORT

Dr. Mostafa Kamal

Chaity Akter Lata

Submission Date: 10-08-202

Date: August 10, 2020

Professor Dr. Mostafa Kamal

Subject: Internship Report on Recruitment & Selection process on Grameen Bank.

Professor Dr. Mostafa Kamal

Sl. no Contents Page no

III Executive Summary iv

Chapter: Two- Literature Review

Chapter: Three- Overview of Grameen Bank

3.9 Expansion and coverage 17

3.12 Nature of capital formation 17

3.13 Principal subsidiaries of Grameen Bank 18-22

3.14 Corporate Information of Grameen Bank 23

4.3 Sources of recruitment of Grameen Bank 25-28

4.5 Selection process of Grameen Bank 29-34

Chapter: Five- Findings, Recommendations and

1.1 Origin of the report

1.2 Objective of the Study

 To explore various aspects of recruitment practices in Grameen Bank

 To analyze the differences between search and selection.

 To suggest some recommendations that can be used to overcome the problems.

1.3 Methodologies of the report

 Annual reports of Grameen Bank.

1.4 Scope of the study

1.5 Limitation of the study

2.1 Review of the Literature

3.2 History of Grameen Bank

3.3 Specialties of Grameen bank

3.4 Goals and objectives of Grameen bank

3.5 Grameen bank Vision

3.6 Grameen Bank Mission

The goal of Grameen Financial Institutions is to provide quality financial services,

3.7 Administrative Hierarchy

Credit Delivery System

II. Borrowers are organized into small homogeneous groups

• Loans for non-performing loans

• Mortgages can be repaid in one instalment period Page 6

• Eligibility for repayment depends on the repayment on the first loan

• Close supervision of credit by the group and the bank employee

• The stress of credit discipline and peers helps to build partnerships.

• Exchange of almost all banks in the meeting places.

 Stabilize relationships and management of new teams

 Support their assessment of social and physical plans - housing, water,

Breaking the cycle of poverty through microcredit

The average household income of Grameen Bank members is estimated to be approximately 50

16 Decisions of Grameen Bank

We will always keep our children and the environment clean.

We will build and use latrines.

We will collectively make larger investments for higher incomes.

3.9 Expansion and coverage

3.10 Expansion of credit fund

3.11 Formation of group and centre

3.12 Nature of capital formation

3.13 Principal subsidiaries of Grameen Bank

a) Grameen Motsho (Fisheries) Foundation

d) Grameen Shakti (Energy)

g) Grameen Solution Limited

i) Grameen Bayous Bikash

j) Grameen Kalyan (Welfare)