restaurants= 80% of distributed sales volume in East African countries Grameenphone • Goal: to provide universal access to telecommunications services in remote‚ rural areas of Bangladesh • Villagers were too poor to afford telephones • Partnered with Grameen Bank‚ microfinance institution‚ to provide local women with microloans to purchase mobile phones • The women sold calling services in their villages‚ repaid the loans‚ earned income‚ and improved their social status Grameenphone • For-profit model
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The Number of Islamic Microfinance Institutions in Malaysia Should Be Increased. Table of Content Page 1.0 Abstract 2 2. Introduction 3 3. Argument 1 : Offer Syariah Compliant Finance 5 4. Argument 2: Increase the Performance of Islamic Banking and Finance 7 5. C. Argument: Risky and Costly to Implement Islamic Microfinance 9 6. Argument 3: Provide Financial Assistant for Low and Middle Income Groups. 11 7.0 Conclusion
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BBOP COURSE SCHEDULE SESSION 1 – INTRODUCTION Module: Social Enterprise Session 2 Grupo Elektra Materials Grupo Elektra (CASE) "Serving the World’s Poor‚ Profitably" (READING) Materials Ancora: A Private University in the Health Care of the Poor (CASE) Module: Social Enterprise Session 3 Ancora: A Private University in the Health Care of the Poor Session 4 Narayana Hrudayalaya Heart Hospital: Cardiac Care for the Poor Module: Social Enterprise Materials Narayana Hrudayalaya Heart Hospital
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political reforms to help the domestic economy be more competitive in the global market. As for microcredit it is defined as a non-profit banking system that loans out small amounts of money to the poor that cannot offer up any collateral for a traditional bank loan. The structural adjustment programs were pushed by international lending agencies such as the International Monetary Fund. Microcredit programs were established by Muhammad Yunus in his hometown Bangladesh. It is believed that both of these programs
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YUNUS CENTRE PRESENTS SOCIAL BUSINESS PLAN COMPETITION 2013 Dear Social Business Enthusiasts‚ Yunus Centre is proud to announce the launch of the 4th Annual Social Business Plan Competition 2013. This competition is designed for university level students to showcase their entrepreneurial skills and creativity to generate solutions for pressing social problems in a business way-the Social Business way! As Professor MuhammadYunus points out‚ today’s generation of young people are more aware of
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Title : Critically evaluate the Recruitment and Selection process at HDFC Bank(India). Aim: At this point we are nor concerned with desirability of recruitment process since it can not be avoided. Instead our concern is focussed of those questions like recruitment for what purpose. On what basis should it be written down and saved or not? If saved for ever or for a year or two? These are issue to be argued and these are the elements that make manpower planning ground or bad‚ effective or ineffective
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Behind its gentle image is a tough‚ highly lucrative bank. Banco Compartamos portrays itself as the gentler lender to Mexico’s poor. Compartamos means "let’s share‚" reflecting the philosophy of its founders‚ the two Carlos’. The non-profit Grameen Bank model and the commercial for-profit Banco Compartamos have many differences‚ the fundamental distinctions between them is in their funding methods. Grameen Bank funds microloans primarily through local funds usually from savings deposits‚ while Compartamos
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Bibliography: 1. Armendáriz de Aghion‚ B. (1999). ’On the design of a credit agreement with peer monitoring ’‚ Journal of Development Economics‚ vol. 60‚ pp. 79-104. 2. Auwal‚ MA(1996). Promoting Microcapitalism in the Service of the Poor: The Grameen Model and Its Cross-Cultural Adaptation Journal of Business Communication‚ Vol. 33‚ No. 1‚ 27-49 3 4. Besley‚ T. and Coate‚ S. (1995). ’Group lending‚ repayment incentives and social collateral‚ ’ Journal of Development Economics‚ vol. 46 (1)‚ (February)
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Abstract HRM has been much talked about and written about in recent years. Human resource department is an essential part of Banks in Bangladesh. An organization is valueless without its manpower/human resource. Human resource is‚ the most powerful element/key of an organization. Purpose:This paper sets out to explore the Human Resouces Management pracites in Public banks in Bangladesh‚ specially in Sonali Bank Limited. It briefly discusses the literature aboutall the activities that come under
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HR-Related Negative Symptoms * Inconsistency of salary structure * Inconsistency of grading system * Weak performance measures in non business tasked divisions * No appropriate impact on performance vs benefits * Poor HR calibers * HR is mainly serving Top Management * HR not fully committed to their tasks (e.g. headcounts‚ leave) * Lack of punctuality policy implementation * Lack of staff commitment (e.g. no response to emails‚ telephone calls) * Lack of transparent
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