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
Daffodil International University
Submission Date: 10-08-2020
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 Letter of Transmittal

Date: August 10,2020

Professor Dr. Mostafa Kamal

Department of Real Estate

Faculty of Business & Entrepreneurship

Daffodil International University

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

Daffodil International University

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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 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

Department of Real Estate

Faculty of Business & Entrepreneurship

Daffodil International University

 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 honor 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.
 Executive Summary

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. Viola 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. Muhhamed 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.
 Table of Contents

Sl. no Contents Page no

I Letter of Transmittal

II Acknowledgement

III Executive Summary

Chapter: One-Introduction

1.1 Origin of the report 07

1.2 Objectives of the report 07-08

1.3 Methodologies of the report 08-09

1.4 Scope of the report 09

1.5 Limitations of the report 09-10

Chapter: Two- Literature Review

2.1 Review of the Literature 11

2.2 Stocks 11

2.3 The Three Types of Investment 12

Chapter: Three- Overview of Grameen Bank

 3.1 Introduction of Grameen Bank 13

3.2 Details History of Grameen Bank 13

3.3 Specialties of Grameen bank `14

3.4 Goal and objectives of Grameen bank 14-15

3.5 Grameen bank Vision 15

3.6 Grameen Bank Mission 15

3.7 Administrative Hierarchy 16-17

3.8 Methodologies action of Grameen Bank 17-25

3.9 Expansion and coverage 26

3.10 Expansion of credit fund 26

3.11 Formation of group and center 26

3.12 Nature of capital formation 27

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3.13 Principal subsidiaries of Grameen Bank 27-32

3.14 Corporate Information of Grameen Bank 32

Chapter: Four- Recruitment System of Grameen

Bank
4.1 Recruitment process of Grameen Bank 33

4.2 Recruitment policy of Grameen Bank 33-34

4.3 Sources of recruitment of Grameen Bank 34-38

4.4 Steps of Recruitment at Grameen Bank 39-40

4.5 Selection process of Grameen Bank 40-47

Chapter: Five- Findings, Recommendations and

Conclusions
5.1 Findings of the report 48

5.2 Recommendations of the report 49

5.3 Conclusion 50
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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 honorable 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.

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  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.
 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.

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  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

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.

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 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.

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 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

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.

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3.2. 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 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.

3.3. 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-

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  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.

3.4. Grameen bank Vision

The vision of Grameen Bank is "Banking for the poor".

3.5. 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

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 3.6. Administrative Hierarchy

Organizational structure or management priorities means that tasks such as

division of labor, 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 zonal offices. Each zonal office consists of 8 area
offices. Area offices control the branch offices. Each area office consists of ten
to twelve branch office. Branch offices control the centers of Grameen Bank.
Each branch office consists of fifty to sixty centers and at the bottom the
members who are the owner of the bank. The diagram will clear hierarchy.
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 3.7. 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 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

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 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.

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 II. Borrowers are organized into small homogeneous groups

Such traits encourage teamwork and teamwork. Planning the first group of five
members and joining them into centers was the basis of the Grameen Bank
system. The training has been important since the earliest stages of development
was 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 installment 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

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  Support their assessment of social and physical plans - housing,
water, drinking water, education, family planning, and more.

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

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 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. 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. 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, rickhaws,
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.

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 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.
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

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members. 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 labor (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

 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.

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  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 medicalcare.

 16 Decisions of Grameen Bank

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 bound 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 decisions

24 | P a g e
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 aluminum.

 We will not do anyone any injustice, nor will we allow anyone

to do so.

 We will collectively make larger investments for higher

incomes.
  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 center, we will

all go there and help restore discipline.

 We will take part in all social activities collectively.

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 3.8. 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.

3.9. 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.

3.10. Formation of group and center

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.
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3.11. 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 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.

3.12. 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

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 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 Motsho 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 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 և 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

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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 Quadir, who was
convinced that a mobile phone could be a source of income. Quadir partnered with
Professor Yunus Te of the Norwegian company Telenor 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.

e) Grameen Cybernet 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

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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 Grame Cyber Net Ltd. has acquired 130
telephone lines with hunting capabilities. It also provides customer service, technical
support, 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 sa
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 Center (IDRC), is also developing the U.S. Digital Divide
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Data program, which provides data entry sites for rural Bangladesh.

g) Grameen Solution Limited

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 Byabosa Bikash

Grameen Byabosa 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

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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.

k)Grameen Danone Foods

Grameen Danone Foods was founded in 2006 as a joint venture between Grameen
Bank and the French food company Groupe 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.

3.13. 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.

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 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 color 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

33 | P a g e
 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.

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.

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 Transfers

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

35 | P a g e
 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
convienient & standard way.

Casual Callers

Of occassions 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

36 | P a g e
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

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

37 | P a g e
 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, 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.

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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.

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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 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- http://www.grameen.com/

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-

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  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
 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 a 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:

41 | P a g e
 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 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

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 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

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.

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 4) Personality

Personality refers to different people in terms of characteristics of thought, emotion

and behavior. 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 are understanding 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 behavioral 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

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people and it has no 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

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and more that an unexperienced 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,

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

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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.
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 Chapter-5: Findings, Recommendations and

Conclusion

5.1. 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 staff 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.

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 5.2. Recommendations of the report

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 .

order toThereduce
role of the Office of Human Services must be further enhanced in
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.

school,Theoffice,bankandwilljobusesearch
a variety of external sources to find people, such as
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.

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5.3. 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.
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