“Report on

Employees Training & Development Process of Grameen Bank”

Submitted to:
Mr. Mohammad Nafeez Al Amin
Assistant Professor
Department of Business Administration
Daffodil International University
Permanent Campus
Ashulia, Savar, Dhaka

“Submitted by:
Jubayer Alam
Id: 161-11-299
Batch: 43
Program: BBA (HRM)”

Department of Business Administration

Daffodil International University
Permanent Campus
Ashulia, Savar, Dhaka
 Acknowledgement

“I should thanks my Supervisor, Mr. Mohammed Nafeez Al Amin, (Assistant Professor),

Department of Business Administration, Daffodil International University for his full help and
comfort, and with my parent. It was his collaboration, direction and advising that gave
development of this report and the temporary job program overall. I need to recognize many
individuals without their direction, help, and significant remarks it has not been conceivable to
reach a conclusion.”
“Additionally I might want to thank to express my commitment to Professor Dr. Mostafa Kamal
(Dean, Permanent Campus), Department of Business Administration Daffodil International
University, for overseeing me to set up this report I might likewise want to express true
gsamplefulness to him for his empathic help and direction.”
“Furthermore I need to thank to pass on my regard to Professor Dr. Mohammed Masum Iqbal
(Dean, Main Campus), Department of Business Administration Daffodil International University,
for motivate me to set up this report I might likewise want to express true thankfulness to him for
his empathic direction.”
“I need to express gratitude toward Md. Abdus Sabur Khan (Senior Principle Officer) Grameen
Bank Bangladesh for their direction, exertion, and helpful analysis during the whole time of my
temporary position program, for his help and inspiration.”
“I am additionally grateful to the administration workforce of Grameen Bank Bangladesh Head
Office, for their cooperation. I am likewise loaded up with appreciation to the entirety of my
companions at the BBA, Daffodil International University, for their joined exertion and common
help.”

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 Declaration

“I do therefore pronounce that the work submitted as internship report titled "Representatives
Training and Development Process of Grameen Bank Bangladesh Head Office, Mirpur-2" is done
by me and has not been submitted at this point to another college, composition and association for
their instructive capability and testament. The work that I have submitted here doesn't offense any
current copyright and no portion of the report is duplicated from the report done before for an
instructive capability or something else.”

I declared that this report is my real work and created for my scholarly reason which is a piece of
BBA educational program.

...........................
Jubayer Alam
BBA, Batch 43
ID: 161-11-299
Major: HRM

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 Supervisors Certificate

“This is to confirm that the internship report on ""Employees Training and Development Process
of Grameen Bank Bangladesh Head Office,has been put together by Jubayer Alam, Batch-43th
ID: 161-11-299 in halfway fulfilments of the prerequisites for grant of the qualification in Bachelor
of Business Administration (BBA), Department of Business Administration, Daffodil
International University.”

“The report that I made, has been finished under my bearing and is a record of all inclusive work
did effectively.”

……………………………………….
Mr. Mohammad Nafeez Al Amin
Assistant Professor
Department of Business Administration
Daffodil International University
Permanent Campus
Ashulia, Savar, Dhaka

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 Letter of Transmittal

Date:
To
Mr. Mohammad Nafeez Al Amin
Assistant Professor
Department of Business Administration
Daffodil International University
Permanent Campus
Ashulia, Savar, Dhaka
Subject: Submission of the Internship report on “Employees Training & Development Process of
Grameen Bank Bangladesh Head Office, Mirpur-2”.
Dear Sir,
It’s my great pleasure to place my internship report for your kind approval.
The investigation and aftereffects of the examination are display on my report. Notwithstanding
my careful examination, this report has been a critical audit enabling me to go for an inside and
out investigation about the genuine circumstance of my investigation. This entry level position has
been an incredible chance to advance my finding out about the corposample culture as like the
Bank. I feel that I have taken in a great deal from my temporary position.
I would be consistently plan for noting any question with respect to this report. I demand your
caring reason for the mix-ups that may happen in this report rather than my best exertion.
Yours Sincerely
...........................
Jubayer Alam
BBA, Batch 43
ID: 161-11-299
Major: HRM

Submission Date:
The research proposal is submitted to the supervisor for consideration and necessary action on
December 2019. It is hoped that the proposed research will be completed as per time budget
mentioned above.

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 Executive Summary
This temporary position shows how planning and headway system goes about as the reason of
delegate's improvement to Grameen Bank towards positive learning, capacity and mindset laborers
inciting high ground in banking things and organizations in Bangladesh. The leading body of
Grameen Bank fundamental stage, movement mastermind, post sort out. Getting ready methods
for Grameen Bank is extraordinary and planning appraisal is formative and summative evaluations.
“Agents get a half year (4months) of hands on getting ready while simultaneously shadowing
qualified and experienced individuals from various pieces of Grameen Bank. The goal of this
planning is for the student to "esteem the unexplored capacity of the despondent" and to discover
better ways to deal with handle gives that rise inside the Grameen branch. In the wake of
completing the half year time allotment, understudies return to Dhaka home office for review and
examine before course of action to a bank office.”
“The Grameen Bank forms essential getting ready projects from for replicators of the Grameen
model in different countries to give planning on the credit movement recovery part of Grameen.
The major planning venture fuses principles, accounting, and watching systems of Grameen Bank.
For senior overseers and field workers different courses are publicized. Term of these courses is
three to about a month. The length of getting ready visits vary; thusly, if you plan on a short remain,
we urge you to go with a general appreciation of how the Grameen Bank functions, to make your
visit dynamically advantageous, especially when in the field. Instructional classes may be sifted
through at whatever point as per need of individuals/foundations for any length of range.
Foundations/individuals are referenced to contact with GM referencing their objectives for
planning.” “The revelations of the examination subject to the defining objectives and analyzing
the assessment. Getting ready and progression approach of Grameen Bank isn't through and
through not quite the same as some other bank. They are endeavoring to improve the laborer more
in future. Grameen Bank gives the organization generally the women who are living in the town.
In any case, the arrangement condition is perfect in this affiliation.”

This recommendations reliant on the disclosures of the examination of Grameen Bank should
arrange various trainings (managerial trainings, English; talking/scrutinizing/creating getting
ready, quick customer help trainings, etc.). To improve authority's capability Grameen Bank must
brains getting ready program from time to time.

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 Table of Contents

Details Page (s)

Acknowledgements................................................................................I
Declaration............................................................................................. II
Supervisor’s Certificate...........................................................................III
Letter of transmittal.................................................................................IV
Executive Summery.................................................................................V

Chapter-1: Introduction
1.1 Background of the Study……………………….…….…1

1.2 Objective of the Study…………………………………..2

1.3 Scope of the Study.............................................................2

1.4 Methodology…………………………………………….2

1.5 Data Collection …………………………………………2

1.6 Primary Sources of data…………………………………2

1.7 Secondary Sources of data …………………………..…..3

1.8 The Grameen Bank’s Method of action ………………..3

1.9 Methods of data collection……………………………….4

2. Limitation of the Study……………………………............4
Chapter-2: An Overview of Training and Development Process of GB

2.1 Short History of GB........................................................4

2.2 Organization employee cost of GB………... ……….…5

2.3 Some Notable Features of the Bank….........................….5

2.4 Organization employee structure ..................................6

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 2.5 Overview of Grameen Bank (Head Office).............................6
2.6 Grameen Bank Board of Director...........................................7
2.7 Management of Training....................................................8
2.8 Origination of GB Training Activites………………………8
2.9 Training Methods...............................................................8
Chapter-3: Effectiveness of Training & Development of GB with Reference to Head
office
3.1 Training Program……………………………………………8-10
3.2 Benefit ………………………………………………………10-11
3.1 Tabular & Graph Presentations and Analysis ….......….…….11-24

Chapter-4: Findings, Recommendations and Conclusion

5.1 Findings....................................................................................25
5.2 Recommendations… ……………………………………….… 25
5.3 Conclusion… … ………………………………………….….25
References: … ….… ….…………………………… … .............26
Reference section (Questionnaires).............................… ..............27-30

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 Chapter 1

Introduction
Statement of problem: “Preparing is a stsamplegy that enables agents to find about express acing
or gifts to improve their introduction. Headway is a procedure that makes advancement, progress,
positive exchange or the development of physical, fiscal, normal, and social and measurement
portions.” Getting ready and headway can be depicted as "an informative system which
consolidates the sharpening of aptitudes, thoughts, changing of assemblage of musings and
developing more information to improve the introduction of laborers". The field has passed by
certain names, including "Human Resource Development", "Human Capital Development" and
"Learning and Development". The name of the request has been talked about, with the Chartered
Institute of Personnel and Development in 2000 fighting that "human resource improvement" is
too much suggestive of the pro slave association among administrator and specialist for the people
who imply their kin as "assistants" or "accomplices" to encounter exact with. Over the long haul,
the CIPD settled subsequent to "considering and improvement", notwithstanding the truth that that
was itself not loosened from issues, "choosing up" being an over-elegant and sketchy call, and
most extreme establishments insinuating it as "making prepared and progression. Getting ready
and progression contains three statute activities: planning, preparing, and improvement. “Getting
ready is indispensable for legitimate improvement and its thriving which is genuinely viable to the
two gatherings and delegates of an affiliation. Advantage improvement, diminished representative
turnover, more noteworthy significant potential movement pipelines, raised expert motivation,
propelled responsibility, and improved speed to competency are some great estimated advantages
of making prepared and headway.”
The training and headway Training Needs Assessment, Develop this framework substance,
preparing systems to be used, the speakers/faculty/challenge experts to be incorposampled, the
stsamplegy for devices to be used, planning permits to make the preparation program more result
arranged, Program realize action, Evaluation and Follow Up. By this assessment the master of DIU
and the GB can discover that the HRM rehearses incorposample of the presentation the board,
preparing, and pay and favorable circumstances. The kind of preparing and the property devoted
to preparing are sway with the guide of the system grasped for two human resource the official's
takes a shot at: staffing and human resource orchestrating of Grameen Bank, which similarly help
the investigator to discover the need future preparing and development process.

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Objective of the study:

In explicit term the goals of the investigation are as devotees:.

 To find out about the representative interest and need from the Training and
Development offices.
 To give specific suggestions about worker turnover.
 To find out the way toward preparing and improvement exercises of Grameen Bank

Scope of the study:

The extent of the examination is focused principally on the variable like preparing and
advancement arrangement, preparing condition, preparing programs for improving productivity.
Data collection design: We were designed some source for this research information for it.
Methodology
“A model investigate changed into prompted aggregate fundamental data using pre-organized
watch units from concerned social affairs following a fitting occurrence plan. In context at the
complexities drew in with producing quantitative information for studying the veritable impact,
emotional data were similarly assembled utilizing Focus Group Discussions (FGDs). With respect
to the main of a kind features of the spot an endeavor become made to capture the characteristics,
weaknesses, openings and threats of the non-open HRM section.”
Data Collection: “This assessment is dominatingly founded on assistant records reachable from
the extraordinary divisions and parts of Grameen Bank, despite these other essential records were
amassed from the everyday papers, across the board journals, yearly audits of the Grameen bank,
site and preparations of various material foundations have furthermore been thought regarding.”
Primary sources of data:
 Face to stand up to discourse with the Grameen Bank administrative dept. additionally,
International depts. Authorities and staffs.
 Discussion with the clients
 Unique manuals of Grameen Bank

Secondary sources of data:

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  Files and documents of the different branch.
 Annual report of GB
 Websites..
 Procedure manual published by the GB

The Grameen Bank's Method of activity can be represented by the accompanying standards:
1. Start with the issue rather than the course of action: a credit structure must be
established on an outline of the social establishment rather than on a preset up
banking stsamplegy.
2. Adopt a unique demeanor: development is a long stretch procedure which
depends upon the wants and duty of the budgetary executives.
3. Ensure that the credit structure serves down and out people, and not the alternate
way: visit the towns, empowering them to get acquainted with the borrowers.
4. Establish requirements for action versus to the goal people: serve the most
poverty stricken people requiring adventure resources, who have no passage to
credit.
5. At, as far as possible credit to pay making age errands, uninhibitedly picked by
the borrower. Make it useful for the borrower to have the choice to repay the
development.
6. Lean on solidarity social affairs: minimal easygoing get-togethers containing
co-chose people starting from a comparative establishment and trusting in each
other.
7. Associate venture assets with credit without it being on a very basic level a
fundamental.
8. Combine close seeing of borrowers with procedures which are direct and
standardized as could be normal the situation being what it is.
9. Do everything possible to ensure the system's budgetary equality.

10. Invest in HR: getting ready pioneers will give them authentic headway ethics
subject to painstaking quality, imaginativeness, perception and respect for the
nation condition

Methods of data collection

o The methods of data collection will be from questionnaire

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Limitation of the Study:
These are:

 Lack of scientist information and generally experience.

 Getting significant papers and reports were delibesamplely blocked.
 Some respondents were reluctant to offer my inquiry's response.

Chapter 2
OVERVIEW OF GRAMEEN BANK
“The originator of Grameen Bank is Muhammad Yunus who become considered on 28 June, 1940
inside the town of Bathua, in Hathazari, Chittagong, and the business focal factor of what was then
Eastern Bengal. His father changed into a productive goldsmith who continually encouraged his
youths to search for unrivaled training. However, his most prominent impact changed into his
mother, Sufia Khatun, who ceaselessly helped any down and out individual or relative who
pounded on their door. This awakened him to imagine to demolition of poverty. His underlying
high schooler's years were spent inside the city. In 1947, his family moved to the city and his dad
had the jewelery business.”

“Muhammad Yunus got animated at some phase in the Bangladesh craving of 1974 to make a
piece develop of US $27 to a social affair of 42 family units as starting up coins so they would
make things accessible to be acquired, without the loads of over the top energy beneath savage
crediting. Yunus standard that appearance such advances accessible to a greater masses could
stimulate organizations and decrease the vast commonplace poverty in Bangladesh.”

“Nobel Laureate Muhammad Yunus, the bank's maker improved the principles of the GB from his
assessment and experience.” GB is Bengali for "Commonplace" or "Town" Bank. He started to
microcredit as an assessment task simultaneously with the rural Project at University of Chittagong
to check his method for giving credit and banking organizations to the poor people. In 1976, the
city of Jobra and different urban communities near the University of Chittagong became into the
rule zones confirmed for the board from GB. Showing lasting, the Bank crucial, help from
Bangladesh Bank, transformed into connected in 1979 to the Tangail District. The bank's thriving
continued and its organizations had been touched different regions of Bangladesh.
“The bank has gotten its sponsoring from different sources, and the statute supporters have moved
after a couple of time. In the basic years, provider undertakings used to show the standard a bit of

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capital at low samples. By the mid-1990s, the bank started to get the tremendous bigger piece of
its financing from the national bank of Bangladesh. Considerably all the more beginning late,
Grameen has started bond deals as a wellspring of record. The securities are clearly financed, as
they're ensured by technique for the Government of Bangladesh, and still they are offered over the
money related association sample. Bangladesh parliament passed 'Grameen Bank Act' in 2013
which replaces the Grameen Bank prescript, 1983, favoring the administering body to make
methodologies for any a bit of the running of the budgetary association.”
2.2 Organization employee Cost of GB

Rank Area Salary

Central Manager 22000-24000
Senior Manager Central 24000-27000
Central Senior Manger 28000-30000
Officer 30000-38000
Senor Officer 40000-48000
Deputy principal officer Branch 50000-58000
Principal Officer 60000-75000
Senior Principal Officer Area 75000-90000
Assistant General officer Zone 95000-105000
Deputy General Manger 105000-115000
General Manager Head Office 120000-130000

2.3 Some Notable Features of the Bank as Follow

Capital Structure:
Authorized Capital : Tk. 10,000,000,000
Paid up Capital : Tk. 734,049,100

 Headquarters Dhaka, Bangladesh

 Branch 2,568 branches (January 2018)
 Key people Babul Saha, Acting managing director
 Products Microfinance
 Revenue 12.436 billion (US$150 million){2010}
 Operating income 8.514 billion (US$100 million){(2010}
 Net income 75.73 crore (US$9.0 million) {2010}
 Total assets 125.4 billion (US$1.5 billion) {2010}
 Number of employees 20,138

2.4 Organization employee structure

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 Head office • All zonal Offices
Zonal offices • 1-9 Area offices
Area Offices • 10-12 Branches
Brances • 50-60 Centers
Centres • 9-20 Groups
Groups
• Every Group have 5 Membars

2.5 Overview of GB Head Office

Learn physical address, location, contact number, routing number, service hours and what times
and days this branch will be open and closed.

Table: 2.1 Overview of Grameen Bank (Head Office)

Bank Name Grameen Bank Limited

Branch Name Head Office
Address Mirpur-2, Dhaka
City Dhaka

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 Office Hours Sunday: 10:00 am to 5:00 pm
Monday: 10:00 am to 5:00 pm
Tuesday: 10:00 am to 5:00 pm
Wednesday: 10:00 am to 5:00 pm
Thursday: 10:00 am to 5:00 pm
Friday: Day off
Saturday: Day off

Table: 2.2 Zonal office

Designation No. of Employee
Zonal Manager 01
AGM 01
Staff 12-14
Zonal office control 6-8 Area office
Zonal office control 60-80 Branch office
Area office 265
Branch office 2568

2.6 Grameen Bank Board of Directors:

The Grameen Bank Board of Directors is made out of 13 individuals
 9 people are from the bank
 Are named by the Ministry of Finance, Government of Bangladesh
 the Managing Director of GB is an ex-officio individual from the Board of Directors
 Race arrangement of the 9 picked people from the Board of Directors
 the Center head of each Branch pick a Branch Representative among themselves
 the Branch Representatives of every Area pick an Area Representative among themselves
 the Area Representatives of each Electoral Zone pick a Zonal Representative among
themselves
 every Zonal Representative holds a seat on the Board of Directors
 The Board of Directors meets in any occasion multiple times each year at the Head
Office.

Owned by the Poor

“Grameen Bank Project was envisioned in the town of Jobra, Bangladesh, in 1976. In 1983 it
become changed into a customary bank underneath an amazing rule go for its creation. It is had by
methods for the horrendous obliged people of the bank who are for the most fragment ladies. It
works absolutely for them. Borrowers of Grameen Bank at gift have 95 degree of the complete
charge of the bank. Staying 5 sample is constrained by technique for the association.”

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2.7 Grameen Bank Training
1. Induction Training
2. In service Training
3. Grameen Basic Training
4. Clientele Basic Training
2.8
Basic Management Training
Management Development Training
Management Development Training
Higher Management Development Training

2.9 Methodology: “The GB is a monetary foundation for the horrendous and of the awful. It has
developed by means of a system of examining by utilizing doing. It is a generally progressive
establishment. It has created novel comprehensive financial product and administrations, own one
of a kind criteria of concentsampled on recipient and a machine of acknowledge conveyance and
rebuilding as pleasantly as preparing and specialized help. Grameen has an uncovered inclination
for the least fortunate women. It sees women as the successful venders of more noteworthy hover
of relative's welfare and social change. Grameen give credit no security. It‘s trust principally based
banking. It does never again require any FICO appraisal records or business knowledge for
presenting propels.”

Chapter 3
Employees Training & Development Process of Grameen Bank Bangladesh

3.1 Training Program

Grameen International Dialogue Program

“Grameen Bank and Grameen Trust commonly get ready 2-3 International Dialog Programs a year
for ability replications of the Grameen model all through the world. The Dialog should offer an
inundation into the Grameen milieu, to help inside the design of Grameen type credit programs,
and to sample the encounters of implementing and receiving the Grameen Bank approach.”

“Members inside the exchanges are ordinarily capacity replicators, the originators or potentially
boss govt of establishments who're in a capacity to take determinations for benefit in their
associations, concerning Grameen replication in their own unique situations.”

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“The International Dialog Program is a 7-day programming including the appearance and takeoff
of the people, visits to country and cement microcredit bundles in Grameen model in Bangladesh
and sharing of understanding among people. Uncommon Dialogs likewise are composed on
occasion for individuals from government and non-government organizations in exceptional
nations. Understudies and analysts are additionally free to take an interest as spectators of the
Dialog Program for a little charge.”

Grameen Basic Training program

“The Grameen Bank sorts out essential tutoring applications from for replicators of the Grameen
model in exceptional universal areas to grant preparing on the financial assessment conveyance
mending component of Grameen. The essential tutoring program comprises of rules, bookkeeping,
and observing frameworks of Grameen Bank. For senior officials and territory laborers restrictive
aides are advertised. Term of these courses is 3 to about a month. The time of tutoring visits
fluctuate; along these lines, on the off chance that you plan on a concise remain, we underwrite
you to incorposample an in vogue comprehension of the manner in which the Grameen Bank
works, to have the option to make your go to more prominent beneficial, extraordinarily when
inside the field. Preparing aides can be sorted out whenever as with regards to necessity of
people/foundations for any length of term. Foundations/people are approached to contact with
General Manager raising their objectives for preparing.”

Exposure visit Plus Training: “Presentation visits are outfitted to profit direct know-how on the
way of thinking and activities of Grameen Bank and might be sorted out whenever, for any period.
Members may visit as far as concerns me or in a gathering from a chose foundation. A general
introduction visit comprises of a one-day instructions at the administrative center went with
through a field go to (assignment to a branch), for not many days and accordingly finishing with a
survey, again at the zenith office.”

Media: Press and Journalists: “This product is specifically intended for people of the press and
media curious about shooting narratives about Grameen Bank, its activities, and its borrowers.
Before making any visit courses of action for this reason, members need to contact their particular
international safe havens to pick up endorsement and leeway from the Bangladesh Ministry of
Foreign Affairs – Print and Publications Department. Endless supply of acknowledged reports,
intrigued individuals must touch the Grameen Bank Head Office in Dhaka, to make furthermore
arrangements. For all extraordinary taping and media purposes.”

Resources: “Specialists likewise are free to play out their exploration with regards to their very
own targets for any length of span. Analysts are required to send a Resume/CV alongside a basic
letter from their individual establishments, just as the reason for their investigations, data of their
examinations approach, expected time allotment, and whether they'll be the utilization of a review
poll.”

Internship: “Understudies from different instructive foundations from all around the universal
can join as unpaid assistant at Grameen Bank. Understudies can learn inside and out, through order
visits, about the way of thinking and operational stsamplegies for Grameen Bank, just as the effect
of Grameen on the money related and social ways of life of Grameen Bank givers and the network.

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Entry level position with Grameen Bank is open and bendy and there's no steady time table for
temporary job. The adaptability of the temporary position enables assistants to supplement their as
of now introduced instructive targets. Understudies are required to send a Resume/CV together
with an initial letter from their individual foundations. Temporary job Program
Schedule/Itinerary.”

3.2 Benefits
Insurance, Health & Wellness

 Health Care & Insurance

 Life Insurance
 Vision Insurance

Financial & Retirement

 Pension
 Retirement
 Performance Bonus

Family & Parenting

 Maternity & Paternity Leave

 Childcare
 Unpaid Extended Leave

Vacation & Time Off

 Vacation & Paid Time Off

 Sick Leave
 Bereavement Leave

Professional Support

 Job Training & Tuition

 Apprenticeship Program

3.3 Tabular & Graph Presentations and Analysis:

This data presentation and assessment reliant on information from the laborers of Grameen Bank.
This examination inquire about consolidate 15 studies have been inspected to glance through the
dedication of GB to agent getting ready and progression. At time of survey investigate, boss

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official and all inclusive program authorities helped researcher to coordinate the investigation
revelations.

Question

Age

Age Sample
More than 30 year 13

25-30 year 07
20-25 year 13

20-25
0%

25-30
35%

Above 30
65%

2025 25-30 Above 30

Meaning

No worker are more youthful than 25. 35 percent worker 25 to 30 and 65 percent worker more
than 30 age.

Human resource planning

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Human guide masterminding is the path toward surveying human asset prerequisites for directing
human resource and legitimate goals. It is the framework by means of which definitive objectives
are changed over into target. They get that their Human Resources give the association a gigantic
centered viewpoint to the degree records and encounters.

Grameen Bank has a definitive division. Grameen Bank have 25000 agents. For the laborers there's
effective in living arrangement preparing in home and abroad. The effective working days of this
connection is five days out of consistently and every representative will work eight hours out of
consistently. For party leave, as a general rule they will get the voyage through seven days.

Question number 2
Members Ratio

Gender Percentage
Female 15
Male 85

Female 15%

Male
85%

Male Female

Meaning

85% people male and 15% people are female employees.

Question Number 3

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Marital status

Status Sample Percentage

Unmarried 3 15
Married 17 85
Total 20 100

15%
Single

85%
yes
Married

Interpretation:

85% means 17 people married and 15% means 3 people unmarried

Question number 4
Experiences

Experiences Sample Percentage

Less than 2 15 15
2-4 years 35 35
More than 4 50 50

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 Total 100 100%

15%

50%

35%

Interpretation:
15% people less than 2 years and 35% 2 to 4 years and 50% people more than 5 years experienced
employees.

Question Number 5
Is this is your first Institute

Work Status Sample Percentage

Yes 5 20
No 20 75
Total 25 100%

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 25%
Yes

75%
No

Interpretation:

75% means 20 employees have experiences another organization and 25% means 5 employees
have no experiences any organization.

Section -2
Question one. You have the materials and Equipment that you have to do your regular work.

Particular Sample Percent

Strongly agree 5 20
Agree 10 40
Neither agree 5 20
Neither Disagree 1 4
Disagree 4 16
Total 25 100%

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 10

5 5
4

DISAGREE NEITHER NEITHER AGREE STRONGLY

DISAGREE AGREE AGREE

Interpretation:

Disagree 4%, neither disagree 1%, neither agree 5%, Agree 10%, strongly agree 5% employees
with this question.

Question two
The organization illuminates how its culture is evident through employee behavior.

Particular Sample Percentage %

Strongly agree 11 22
Agree 18 36
Neither agree 8 16
Neither Disagree 6 12
Disagree 7 14
Total 40 100

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 Strongly agree Agree Neither agree Neither Disagree
Disagree

Description:

36% employees are agree with total organization culture and strongly disagree 12% employees
and rest of the percentage are 22% and 14%.

Question three
Promotes productivity by attractive work area and professional

Particular Sample Percent

Strongly agree 5 20
Agree 10 40
Neither agree 5 20
Neither Disagree 2 8
Disagree 3 6
Total 25 100

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 20 40 20 8 6

Strongly agree Agree Neither agree Neither Disagree

Disagree

Interpretation:

Half work holders agreed affiliation made a specialist, engaging work area that is useful and
progresses benefit course of action and 20% movement holders were neither agree.
20% strongly agree and 8% neither disagree and 6% disagree.

Question Four
Do you think Performance goals are specific and result-oriented?
Particular Sample Percent

Agree 4 16
Neither agree 3 12
Neither Disagree 8 32
Disagree 7 28
Strongly disagree 3 12
Total 25 100

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 35

30

25

20

15

10

0
Agree Neither agree Neither Disagree Disagree Strongly disagree

Meaning
Agree 16% employees and neither agrees 12%. Neither Disagree high value 32% and disagree
28%. Strongly disagree 12% .
Question
Does top management take feedback from employee?
Answer Sample Percentage
Positive 45 90
Negative 5 10

90 percentages take feedback positive and 10 percentage feedbacks negative from employees.

Question
Does employees promotion is fair?

Answer Sample Percentage

Yes 23 85
NO 3 15

85% employee’s promotion fair and 15% not fair.

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Question
Does the Executive Director interface with progression practices for him/herself
Answer Sample Percentage
Positive 22 88
Negative 3 12

Meaning
88% that executive director practices for him/herself. 12% executive director not practices.
Question
Do you feel trust in your supervisors?
Answer Sample percentages
Yes 15 675
No 5 25
yes no

25%

75%

Meaning
75% employees are trust and 25% employees are not trust supervisor.

Question
Do the supervisors use fairly behavior with employees?

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 Answer Sample Percentage
Positive 20 80
Negative 5 20

Meaning
Major percentage supervisors behavior are positive and some negative.

Question
Does evaluating individual performance fairly?
Answer Sample Percentages
Positive 13 52
Negative 8 40
No response 4 8

Positive Negative No response

8%

52%
40%

Meaning
Evalution of indidual perforamce 52% positive and 40% negative and 8% no response of
Institutetion.\

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Question
Salary paid fairly?
Answer Sample Percentages
Positive 8 40
Negative 12 60

Positive Negative

40%

60%

Interpretation:
Meaning
60% employees are positive paid salary and 40% employees are negative salary paid not fairly.

Question
The office conditions comfortable

Answer Sample Percentages

Good 15 75
Not Good 5 25

Meaning
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75% employees are good and 25% employees are not good office condition.

Question
Do you satisfy with organizational training and development program?
Answer Sample Percentages
Positive 13 52
Negative 2 8
No response 10 42

Positive Negative No response

42%

52%

8%

Meaning
Training and development program 52% employees’ are positive thinking and negative 8% and
42% no response.

Chapter 4
Summary of Findings, Recommendations and Conclusion

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Findings:
In perspective on the setting wants and dismembering the assessment, the revelations of the
examination is given underneath: Grameen Bank has a couple of requirements about their liked
and proposals and besides their administration structure. Getting ready and headway system of
Grameen money related foundation is so strong. They are endeavoring to improve this side more
in future. There are a couple of missing is the officials structures to bring out their delegates which
has an awful impact. In any case, the arrangement circumstance is so impressive on this affiliation.
The display assessment isn't constantly practiced routinely by utilizing Grameen Bank and also
upgrades of tenants of Grameen Bank are not based at the introduction. Respondents are happy
with their present work environment. Again cash related and non-budgetary workplaces are
additionally in a not too bad position. Grameen Bank is in a fair situation in sorting out getting
ready program each every once in a while for upgrading authority's adequacy.

Recommendations:

In perspective on the setting wants and analyzing the assessment, the disclosures of the
investigations is given underneath: Grameen Bank has a few requirements about their ideal and
tips and in addition their control system. Planning and progression stsamplegy for Grameen money
related gathering is so strong. They are endeavoring to decosample this side more prominent in
future. There are some absent is the administrators systems to stir their delegates which has an
awful impact. Be that since it might, the planning situation is so super in this affiliation. The display
assessment isn't practiced naturally by the use of Grameen Bank and besides upgrades of
inhabitants of Grameen Bank are not founded on the introduction. Respondents are happy with
their present region of work. Again cash related and non-budgetary work environments are besides
in a top notch position. Grameen Bank is in a fair situation in sorting out getting ready program
each every so often for boosting authority's adequacy.

Conclusion:
Banks are significantly aggressive in Bangladesh. The achievement of 1 bank depends upon the
better organization from the agents to customers. Successful preparing and improvement can
develop significantly arranged dealers inside the banks, who can function admirably for the
customer, and might achieve client dependability for the relationship, with the guide of appropriate
making prepared and headway way agents develop to be relentlessly capable and might contribute
appropriately inside the association in each work. Solid and steady and beneficial preparing can
guarantee top hand through the delegates for the association. So that is the fortunate time for the
readiness divisions of Bangladeshi financial sections to start attainable making prepared and
improvement bundles for the delegates by method for completing suitable Human Resource
Management.

Grameen Bank has some specific imprisonment, for instance, nonattendance of benefits,
nonappearance of sports in making monetary establishment, nonappearance of legitimate
managerial framework for relating little scale credit association, nonattendance of regulatory
feature work, nonattendance of determined clarity. Government constantly attempts to immovably
manage and annihilation to those issues. Since a major segment of the making countries like

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Bangladesh, Training is for the most extreme part basic and sizable hardware for aptitudes
representatives and to make for free work.
References:
Website
1. Grameen Bank 2019,Grameen Bank training program, Accessed 1 October 2019
<http://www.grameen.com/training-programs/grameen-basic-training-program/>
2. Grameen Bank 2019, Grameen bank, Accessed 1 October 2019
<http://www.grameen.com/>
3. Grameen Bank 2019, Credit delivery system, Accessed 1 October 2019
http://www.grameen.com/credit-delivery-system/
4. Grameen Foundation 2019, Muhammad Yunus, Accessed 11 October 2019
https://grameenfoundation.org/muhammad-yunus
5. Grameen Bank 2019, Training Program , Accessed 12 October
2019<http://www.grameen.com/training-programs/>
6. Grameen Bank 2019, Training , Accessed 15 October
2019<http://www.grameen.com/ads/training/>
7. Grameen bank 2019, Internship, Accessed 7 October
2019<http://www.grameen.com/training-programs/internship/>
8. Wikipedia 2019, Grameen Bank , Accessed 9 October
2019<https://en.wikipedia.org/wiki/Grameen_Bank#Staff_training>
9. http://www.grameen.com/training-programs/grameen-international-dialogue-
program/

Article
 Jain, P. S. (1996). Managing credit for the rural poor: lessons from the Grameen Bank.
World development, 24(1), 79-89.
 Press, L. (1999). Connecting villages. OnTheInternet, 5(4), 32-37.
 Yunus, M. (1989). Grameen Bank: organization and operation. In Microenterprises in
developing countries (Vol. 144, No. 161, pp. 144-161). Practical Action Publishing in
association with GSE Research.
 Yunus, M. (2004). Grameen Bank, microcredit and millennium development goals.
Economic and Political Weekly, 4077-4080.
 Shukran, M. K., & Rahman, F. (2011). A Grameen bank concept: Micro-credit and
poverty alleviation program in Bangladesh. In International Conference on Emerging
Trends in Computer and Image Processing (pp. 47-51).
 Counts, A. (2008). Small loans, big dreams: how Nobel prize winner Muhammad Yunus
and microfinance are changing the world. John Wiley & Sons.
 Holcombe, S. H. (1995). Managing to empower: the Grameen Bank's experience of
poverty alleviation. Zed Books.

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QUESTIONNAIRE
Dear Sir/Madam, I am doing a research work on training and development process of Grameen
bank. I would request you to kindly spare some time to fill up this questionnaire.
Name ------------------------------------------------
Designation------------------------------------------
Department------------------------------------------
Section I
Q1. Please mention your age
A. 20-25
B. 25-30
C. Above 30
Q2. Sex:
A. Male
B. Female
Q3. Marital Status:
Single

A. Married
B. Divorced
Q4. No. of years of experience:
A. Less than 3 years
B. 3 to 5 years
C. More than 5 years
Q5. Is this your first organization?
A. Yes
B. No
Section II NOTE:
Please tick mark the option you feel is most appropriate as per the following: Sample on a scale
of 1-6 to indicate your option, 1 being strongly disagree and 6 being strongly agree
Q1. You have the materials and Equipment that you need to do your everyday work.
1 2 3 4 5 6
Q2.The organization clarifies how its culture is evident through employee behavior.

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 1 2 3 4 5 6
Q3.Your organization has created a professional, attractive work area that is functional and
promotes productivity
1 2 3 4 5 6
Q4.Performance goals are behavioral, result-oriented and achievable.
1 2 3 4 5 6
Q5.A variety of training & development programs are offered to improve skills
1 2 3 4 5 6
Q6. My company organizes a training and development programed?
A. Yes
B. No
Q7. Do your top management take feedback?
A. Yes
B. No
Q8. Do employee development programs raise unrealistic expectations about promotions?
A. Yes
B. No
Q 9. Do the Executive Director engage development activities for him/herself?
A. Yes
B. No
Q10. Do you feel trust in your supervisors?
A. Yes
B. No
Q11. Do the practice's supervisors use positive attitude with employees?
A. Yes
B. No
Q12. Does the practice have a consistent, timely and fair method for evaluating individual
performance?
A. Yes
B. No
C. No Comments.
Q13. Do you feel, you are being paid fairly?
A. Yes

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 B. No
Q14. Are office conditions comfortable?
A. Yes
B. No
Q15. Do you satisfy with organizational training and development program?
A. Yes
B. No
C. Average.
Q16. Do you satisfy grameen bank salary?
A. Yes
B. No
C. Average
Q17. Does Internship program help student?
A. Yes
B. No
C. Average
Q18.Does Grameen International Dialogue Program help people?
A. Yes
B. No
C. Average
Q19. Why Grameen Bank successful?
A. Men
B. Women
Q20. Who many international student internship training from grameen bank?
A. 2%
B. 5%
C. 7%
Q21. How many time need completed internship from grameen bank?
A. 1 Month
B. 2 Months
C. 3 Months
Q22. Who give money food and place for training?
A. Employee

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 B. Grammen Bank
Q23. How many time grameen bank provided training in year?
A. 1
B. 2
C. 3

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