8/13/2019 0320363
1/32
Running Head: MARKETING PROBLEMS IN A.V.R. BANGLADESH 1
EXPLORING MARKETING PROBLEMS IN THE CONTEXTOF A.V.R. BANGLADESH
Submitted By:
TAREK ALAM
I.D. # 0320363
Submitted To:
MOHAMMED SOHEL ISLAMLecturer, Marketing
School of Business
An Internship Report Presented in Partial Fulfillment of theRequirement for the Degree Bachelor of Business Administration (BBA)
INDEPENDENT UNIVERSITY, BANGLADESHMay 2012
8/13/2019 0320363
2/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 2
Letter of Transmittal
May 10th 2012
To
Mohammed Sohel Islam,
Lecturer, Marketing,
School of Business,
Independent University, Bangladesh
Sub: Submission of Internship Working Report
Dear SirHere is my internship report on Exploring Marketing Problems in the Context of A.V.R.Bangladesh. I am submitting this report as a part of my internship in A.V.R.Bangladesh.
It gives me immense pleasure to tell you that working on this internship report has givenme a wide range of exposure. To prepare this report, I have faced extensive one on oneinterview, starting from clients in the Middle East to the local work force. It has taughtme the value of patience, and has given me a higher insight on the level ofcommunication in the practical world.
The report is based on my experience in the institutions Marketing division. I have triedto accumulate what I learned during my stay, in this report.I shall be encouraged if you receive this report.
______________________
Tarek Alam
I.D. # 0320363
8/13/2019 0320363
3/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 3
ACKNOWLEDGEMENT
This report would not have been possible without the practical orientation I
received at A.V.R Bangladesh. I would like to thank my supervisor Mr.
Haseeb Alam, C.E.O of A.V.R BD, for his constant guidance and
supervision at work.
In addition, I would also like to thank my faculty supervisor Mohammed
Sohel Islam, for his guidance, instructions, and patience which made this
report possible.
8/13/2019 0320363
4/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 4
TABLE OF CONTENTS
Chapter 1: Introduction6
Chapter 2: Methodology..11
Chapter 3: Company Profile....13
Chapter 4: Literature Review..22
Chapter 5: Findings & Recommendations. 26
Chapter 6: Conclusion..30
REFERENCES..32
8/13/2019 0320363
5/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 5
TABLE OF FIGURES
Table 1.1: Different categories of Bangladeshi migrant workers.8
Figure 3.1: Company Logos19
8/13/2019 0320363
6/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 6
EXECUTIVE SUMMARY
The impact of globalization on the world economy is becoming increasingly all
pervasive. Its positive impact is no longer confined to the developed countries. Even a
developing country like Bangladesh, with its weak economy, is looking at globalization
to strengthen its base. In the last decade cross border movement of people across nations,
especially the movement of skilled and the unskilled labor from developing to
developed countries has resulted in significant increases in the incomes of the former
through remittances of foreign exchange by their overseas citizens. This phenomenon has
given a boost to the economies of the developing nations. Bangladesh has an edge over
many other developing countries in its abundance of human resources. This has resulted
in its emergence as a key global player as a source country for the supply of manpower to
the developed nations. This report sets out to:
Establish the importance of A.V.R Bangladeshs role in developing the overseas
manpower industry as one of the growth drivers of Bangladeshs economy.
Scrutinize all the marketing aspects within AVR BD and recommend possible
changes.
8/13/2019 0320363
7/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 7
Chapter 1
INTRODUCTION
8/13/2019 0320363
8/32
8/13/2019 0320363
9/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 9
from 1976 to 2005. The top two destinations are Saudi Arabia (50.58 per cent), UAE
(13.24 per cent). However, in 2006 for 377591 Bangladeshi migrant workers the top two
destinations are UAE (36 per cent), Saudi Arabia (29 per cent). Table 3.5 shows the
categories of the migrant workers that have migrated from Bangladesh at different
periods since 1976. However, there are differences of opinion on slotting migrant
workers between semi-skilled and skilled categories. Some people believe that a large
proportion of the workers classified as skilled actually belong to semi-skilled category.
Table 1.1: Different categories of Bangladeshi migrant workers
YEARS PROFESSIONAL SKILLED SEMI-SKILLED
UNSKILLED
1976-1985 6.34% 34.76% 7.35% 51.54%
1986-1995 4.72% 32.12% 20.18% 42.97%
1996-2004 3.90% 32.01% 15.19% 48.88%
Source: Bureau of Manpower, Employment and Training
From the above table, it appears that Bangladeshi migrant labour force is mostlyunskilled and semi-skilled. The contribution of professional and skilled labour is small.
However, there is a growth in the overall export of semi-skilled and skilled manpower
from Bangladesh.
1.1 Background of the Study
Manpower supply or Human resources supply is affected by various factors both internal
and external. In this report we are discussing multiple situations leading to manpower
requirements and supply.
After estimating future supply of human resources, sources of supply should be analyzed
with a view to ensure the availability. Both internal and external factors affecting
manpower supply should be analyzed. Internal factors include: training facilities, salary
levels, benefits, inter-personal relations, company programs, scope for self-advancement
8/13/2019 0320363
10/32
8/13/2019 0320363
11/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 11
up with commitment and competent workforce, the output is bound to be of great
magnitude as such with A.V.R BD.
The primary objective of A.V.R BD is to create a quality outlet for addressing the ever
growing international demands for skilled, semi skilled and unskilled workers for the
Human Resource Supply Industry. The company offers a combination of services that is
carefully addressed as per the specific requirements of all our customers.
8/13/2019 0320363
12/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 12
Chapter 2
METHODOLOGY
8/13/2019 0320363
13/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 13
2.0 MethodologyThe methodology includes literature review, secondary data analysis, interviews with the
responsible person, case study followed by observations to effective Descriptive research.
Literature Review and Secondary Data Analysis : The Literature searching, secondary
data analysis and the case study are the sources for describing the marketing strategy and
the trade marketing activities and the Integrated Marketing communication within A.V.R.
Bangladesh. The Literature search is concluded from the synopsis of the case studies
conducted by A.V.R. Bangladesh.
Primary and Secondary Data: In the report, primary and secondary data has been
collected through interviews and contacts with A.V.R. BDs personality concerned.
Interviews have been administered by formal and informal discussion. No structured
questionnaire used. Information regarding office activities of A.V.R. BD were collected
through consulting A.V.R. BDs records and discussion with A.V.R. BDs personal.
Qualitative Research, Surveys and Observations: A qualitative study will be
conducted to understand the relevant issues following certain surveys of experts
(knowledgeable persons), focus groups and in-depth interviews. This is done for
understanding the marketing activities and its purpose followed by a descriptive study
based on primary data using surveys and observations.
2.1 Probability SamplingThe nature of this study was explorative research, and information was gathered through
extensive one-to-one interviews with AVR BDs Marketing Department, some of the
Clients and also the candidates. The researcher covered the geographical base of Dhaka
city, and samples were selected on simple random sampling method.
8/13/2019 0320363
14/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 14
2.2 Simple Random Sampling
For this report, our main goal was to assess the different marketing issues involved
between clients and candidates, within AVR Bangladesh. Before starting this research, it
was imperative to get the sampling frame organized. To accomplish this, we had to
identify every client over the past 12 months. As AVR BD has a thorough and accurate
list of all its clients and of all the marketing activities undertaken, it was easier for us to
draw the sample. With the development of inexpensive computers, it has become much
easier nowadays to organize the sample frame. Most computers can generate a series of
random numbers - we copy and pasted the list of client names into a column in an
EXCEL spreadsheet. Then, in the column right next to it, we pasted the function
=RAND() which is EXCEL's way of putting a random number between 0 and 1 in the
cells. Then, sort both columns -- the list of names and the random number -- by the
random numbers. This rearranged the list in random order from the lowest to the highest
random number. Then, all we did was taking the first hundred names in this sorted list.
Simple random sampling is simple to accomplish and is easy to explain to others.Because simple random sampling is a fair way to select a sample, it is reasonable to
generalize the results from the sample back to the population.
8/13/2019 0320363
15/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 15
Chapter 3
Company Profile
A.V.R Bangladesh
8/13/2019 0320363
16/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 16
3.0 A.V.R Bangladesh
AVR Bangladesh was established with a vision to create a quality outlet for addressing
the ever growing international demand for skilled, semi skilled and unskilled workers in
the overseas development boom.
Over a very quick span of time, AVR BD has earned outstanding recognition home and
abroad for their qualitative services and forward looking attitude. Adapting to
modernization, and addressing to the actual demand from the clients perspective has beenthe stance for the company since inception. Within a very short span of time, the
company has earned recognition as one of the leaders in the skilled, semi skilled and
unskilled human resource supply chain from Bangladesh, and the above have been
possible for the professionalism factor practiced by the company.
The company strongly believes in the development of human skills, thus the group
incorporated AVR Bangladesh Training & Testing Center , which was established in
the very center of Dhaka City. Adding value to human lives has been a motto for the
company. A.V.R BD strongly believes in the Philosophy of RIGHT RECRUITMENT /
RIGHT PLACEMENT . As a professional Human Resource Supplier, they never leave
any thing for granted. All activities are carefully planned and methodically maintained to
achieve total service for both clients and candidates.
The company always stands guarantee as regards to the workforce mobilized. If the
worker is found not up to the standard during the probation period, they always make thereplacement free of charge and at no cost to the employer. AVR BD always believes in
long term relationships. It never visions a client as a one time source of business; rather
strive to develop a long lasting bond. Its objective is to sustain the pattern of mutual
growth with its partners.
The company incorporates a pool of highly qualified and experienced professionals in the
Development, Marketing, Management and Training Divisions, and the strengths of AVR
8/13/2019 0320363
17/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 17
BD is in its committed services and its dynamic team members. Operational excellence is
a result of modern systems implemented in its due place, but when it is tied up with
commitment and competent workforce, the output is bound to be of great magnitude as
such with AVR BD.
The primary objective of the company is to create a quality outlet for addressing the ever
growing international demands for skilled, semi skilled and unskilled workers for the
Human Resource Supply Industry. The company offers a combination of services that is
carefully addressed as per the specific requirements of all our customers.
AVR Bangladesh is one of the leading facilitators for interviewing and selecting
prospective candidates for the following job category: Civil & Mechanical Engineers,
Civil & Mechanical Foreman, Construction Labors, Masons, Carpenters, Painters, RCC
Steel Fixers, Rod Benders, House Wiring Electricians, Plumbers, Pipe Fitters, Pipe
Fabricators, Welders (3/4/6 G, Tack / MIG/ TIG), A/C Technicians, Duct Fabricators,
Duct Fitters, Insulators, Gypsum Carpenters & Fixers, Hotel Crew, F&B Categories,
Cleaners, Security Personal, All Types of Drivers, Sewing Technicians, Educated
General Helpers, etc.
The company has one of the most modern facilities to conduct trade tests for all the above
mentioned categories. AVR Bangladesh also maintains an extensive computerized
database which is equipped with modern data processing technologies.
8/13/2019 0320363
18/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 18
3.1 Categories Addressed by A.V.R Bangladesh Construction & Building Industries :
Brick LayerMasons Brick and TilesShuttering CarpentersSteel FixersPaintersPlumbersElectrician
Drivers (trailer, heavy & light)Duct Men Fitter / Fabricator / InsulatorPipe FittersPipe FabricatorsAluminum or Glass FabricatorScaffoldersSteel FabricatorsSupervisorsWelders (TACK- 3 / 4 / 6 G)Welders (TIG & MIG)Gypsum Carpenters and Board Fixers
Air Conditioner TechnicianConstruction or General Helpers
Engineering:
Civil EngineerMechanical EngineerElectrical EngineerMaintenance EngineerSite Supervisors in Respective FieldSite Foreman in Respective Field
Agriculture Industries:
FarmersFishermanFruits PluckingGardenerPoultry Hatchery Worker
Hotel Crew (Facilities Management):
8/13/2019 0320363
19/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 19
Waiter/WaitressBell BoyChefCleanersExecutive House KeeperF&B ManagerGreen Keeper/MowerHair DresserInterpreterKitchen StaffLaundry ManMaintenance EngineerAir Condition TechnicianUtility Worker
Others Categories:
Taxi DriversValet ParkersMunicipality CleanersGeneral CleanersSewing Operators (Various Machines)Pattern MakersSecurity GuardsAccountant and Related ProfessionalsI.T. ProfessionalExterior Building Clean
3.2 Training & Testing
AVR Bangladesh Testing & Training Facilities An institution dedicated to convert Human Resource into Human Asset. 7,400 Sq. Ft. Area Dedicated for Training, Testing and Development of AVR
Human Resource. Residential and catering facilities provided to all candidatesenrolling with AVR Training and Testing Center. Expatriate Engineers, Trainers, Mentors and Craftsman have been added for the
Training and Development of likely candidates enrolling with AVR Training andTesting Center.
A Ready pool of experienced candidate available for deployment. 300 to 350 Students enrolled with AVR Bangladesh Testing Center at any given
month. Located @ Central Dhaka, yet away from the hustle and bustle of the city. 15
Minutes away from the Airport or Hotel Radisson or Hotel Westin.
8/13/2019 0320363
20/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 20
3.3 ClientsThe following is just a percentage of the many esteemed clients and organizations that AVRBD have been privileged to work for
Al Habtoor EngineeringAl Arif GroupGulf LineModern Construction,Valtrans Al HabtoorAl NaboodahAl SwissBerger Paint Emirates Ltd.Dhabi GroupAl Rajhi GroupDubai Gulf Contracting CompanyAl Shafar General ContractingSharjah TowersApron KitchenLarson ToubroBin Belaila Baytur LLCM/s. Abiat Oleo IndustriesEastern Contracting CompanyEastern HoldingsWatermanBin Zayed
KONE Middle EastCivilcoRoyalton HoldingsTanzifco LLCTrans Emirates ContractingEmirates General ContractingCompany (EGC)
S.S. Lootah GroupBukhatir GroupIntermass Contracting Co. LLCGuris & ACD JVLeightonAl AttarConstruction Technology Contracting -RAKPrisom ConstructionContracting - RAK
NPGC QatarMenasco Mech LLCRoshan ConstructionPrecision Employment and TrainingServicesTransguard LLCFrench D cor LLCCore ConstructionRAK Pre Cast FZCGunal Construction TAV GulfDelta Al Emarat
Al Dana LLC.Best Building CompanyCairo CompanyAl Essa InternationalM/s. Quten General MaintenanceAl Sahel ContractingClock Work LLC
Crescent Marine Engineering Co. LLC.Dhabi ContractingEMCO Building and Contracting LLCKhalifa Darwish CompanyAl Atlal ContractingSantini UniformsBin Ham Electro MechanicalRoadster Diner LebanonSaraya Contracting LibyaHi-Tech Concrete Products LLCPowertrack Steel Industries LLCStallionBu Falasa CompanyJTC - Al Jaber Group - QatarCED - Al Jaber Group QatarJEM - Al Jaber Group QatarD.S. Constructions Ltd. - LibyaBlack Cat Engineering QatarKhalid General Maintenance,Union Chemicals Abu Dhabi,Al Tarif General Transportation,EB International,Top Furniture DubaiAl Nakhreh Construction LLC.Etc.
8/13/2019 0320363
21/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 21
Fig # 3.1 Company logos
8/13/2019 0320363
22/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 22
Chapter 4
LITERATURE REVIEW
8/13/2019 0320363
23/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 23
4.0 Middlemen
Nowadays, the income potential of a recruitment business is certainly causing many
companies and independent businessmen to enter the workforce management field and
earn good money. The main key for starting a recruiting business is getting connected
with employers as well as employees or candidates. The business may look fruitful on
paper, but one needs to prove his practical proficiency as a middleman between
companies and applicants. Let us now move our attention to few important tips on
opening a professional hiring agency (Stephen Rampur, 2011).
Unskilled and semi-skilled workers are not allowed to migrate directly to a foreign
country. They need to be recruited through manpower agents and contractors after which
calling visas are issued to them. Thus the institutional structures of the origin country
oblige the poor migrants to develop vertical links or weak ties with central manpower
agents. The future migrants therefore, rely on their village based middlemen, or dalal,
to gain access to networks with manpower agents in Dhaka. In fact, it is found that themajority of the migrants depend on these types of governmental and non-governmental
manpower agents (Nayeem Sultana, 2008).
4.1 Candidates being Cheated
Ever since Manpower Export commenced in Bangladesh, complaints and allegationsregarding Recruiting Agencies for swindling, cheating [6] and lack of business ethics, have
caught the attention from the Government to bring in regulations and Human Rights
Organizations along with the state operated BMET ( Bureau of Manpower Employment
and Training ) promoting transparency, know-hows of recruitment process, awareness
and general knowledge on cultural diversity & work environment abroad.
8/13/2019 0320363
24/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 24
Competition between middlemen from the overseas employing countries, aggressive
marketing by Recruiting Agents and immense interest & demand from Bangladeshi
workers have inflated the migration cost greatly. This has been widely criticized by and
brought deep concerns to many Developed Countries and Human Rights Organizations,
which led the current EC to take measurements through round table discussions leading
to ongoing efforts for an affordable, reasonable yet competitive migration cost.
March 13, 2007, saw BAIRA' s elected Executive Committee to be dissolved and it's
President MAH Salim (MP) of Silver Line Associates , arrested [8] by the Joint Forces.
Accusations of malpractices, monopolization of manpower export by few and the illegal
opening, operating and owning of a branch, ' BAIRA KL SDN BHD' in Kuala
Lumpur, Malaysia.
4.2 Issues of Bangladeshi Migrant Labor
Some of the important issues and problems facing the migrant labour as reported in
various studies and media are:
Recruitment agencies exploit the migrating workers in many ways. Migrants are forced to
pay huge fees as bribe to get work permits and visa documents. The agencies sometimes
export people with fake documents which cause great suffering to the migrants.
A large proportion of the workers abroad send the remittances via hundi instead of
through bank transactions as bank procedures are difficult and costly and the funds
delivery takes comparably longer time.
Skill certification requirements in the host country either prevent market access causing a
rejection of the work permit or visa application, or limit his/her scope for work to specific
activities once he/she enters the overseas market, preventing him/her from practising the
core skills.
Although intra-corporate movement is already one of the most liberal categories within
GATS Mode 4, due to negligible presence of Bangladeshi enterprises abroad, Bangladesh
8/13/2019 0320363
25/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 25
is not in a position to benefit from this opportunity unlike India and China. Most of the
unemployed skilled and non-skilled workers need to migrate to other countries on the
basis of acquired market access through bilateral foreign relations or markets explored by
the recruiting agents.
Bangladesh is a Muslim country and has a dubious international image due to some
religious extremist groups. Hence it is not on the priority list for many of the labour
demanding countries. There is a crying need to build a proper image of the country
abroad to get benefit of foreign labour markets.
The trade attachs of the country abroad normally facilitate Bangladeshi emigrants or
take care of them in emergencies. The competitive situation, however, demands that theyshould go further and find market access to promote this sort of trade.
Due to social and cultural reasons the percentage of women workers is low. They
comprise around one or two per cent of the total overseas workers. They have restrictions
at various levels to go abroad. However, the global opportunities for some occupations
dominated by women are huge and competition is far less.
In many countries where Bangladeshi immigrants work there is a substantial population
of illegal migrants from Bangladesh as well as other countries. This has made the host
country governments and the locals increasingly wary of migration.
In Bangladesh, migrant workers lack proper bodies to represent them both in their home
country as well as the host countries. Associations that represent migrant workers are the
Welfare Association of Repatriated Bangladeshi Employees (WARBE) and the
Bangladeshi Ovhibashi Mohila Sramik Association (BOSMA), formerly known as the
Bangladeshi Women Migrant Association (BWMA). These associations are plagued by
shortage of financial resources and organizational capacity and have very limited reach
(Professor Sougata Ray, 2007).
8/13/2019 0320363
26/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 26
Chapter 5
FINDINGS & RECOMMENDATIONS
A.V.R Bangladesh
8/13/2019 0320363
27/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 27
5.1Company Expecting Additional Money for the Visas Issued
According to the U.A.E laws, companies are not allowed to take any additional financial
charges against their recruited candidates but in reality, certain companies charge a
hefty amount to cover their visa costs.
For e.g. Client called Emirill LLC do not charge any additional fees for their recruited
candidates. In this case, AVR BD can comply with the government regulated rate of amaximum service fee of Tk. 84,000, which is inclusive of every formality, starting from
air fare, lodging, food up to the reaching their final destination.
This has turned out to be a major problem, as this trait is limiting the number of potential
clients for AVR BD. Top class companies which practice this policy of charging extra for
the visas, in turn limits the potential of conducting further business with them.
Recommendation
The government should make it mandatory for all companies to genuinely get their
demand letters attested by the local Bangladeshi agencies from the destination of
recruitment. The embassies will only attest documentation only if they get an assurance
from the employer, that there will be no financial charges to candidates against their
recruitment.
8/13/2019 0320363
28/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 28
5.2 Too Many Middlemen Involved in Reaching Potential Employee
Middlemen increase the cost for the employee because every middleman expects a
commission for bringing this opportunity to the employee. By the time a potential
employee reaches the agency, there might be up to more than 3 middlemen already
involved.
Recommendation
Recruitment agencies should start having regional offices AVR BD has regional
offices in Chittagong and Chapainawabganj, where a data bank has been created for
specific skilled candidates:
For e.g. Chittagong Welders are readily available in this region.
Chapainawabgang Masons are readily available in this region.
This makes the recruitment process much transparent and cost effective for the potential
employees.
5.3 Candidates Back-out at the Last Moment
After a visa has been issued, some candidates decide not to fly reason being, family
obligations, homesick, etc. In this case, AVR BD gets stuck with the visas for which a
hefty amount of penalty is charged by the client.
8/13/2019 0320363
29/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 29
Recommendation
Certain clients replace the visa at an extra charge depending on the validity of the labor
approval.
5.4 Ticketing
Too many taxes are being imposed on each ticket, hence the price of passage goes up
significantly, and i.e. recruitment cost goes up.
Recommendation
AVR BD has ventured into the ticketing business by opening their very own travel
agency called AVR BD Aviation
8/13/2019 0320363
30/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 30
Chapter 6
CONCLUSION
8/13/2019 0320363
31/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 31
This report has outlined the contours of a development strategy that has international
migration as a critical pivot. The benefits are potentially very significant but they cannot
be fully reaped by individual initiatives alone. The government has to facilitate the
reaping of benefits so that social impacts are large. Laws have to be framed to minimize
illegal traffic and labour exploitation. Networking with other governments and Diasporas
is of paramount importance. Institutions must be created to process labour market
information and trends. Training institutions and financial institutions have to play an
imaginative and enabling role. This is where the government has to create incentives for
private sector partnering the public sector in reaching developmental goals. There are
challenges too for ensuring that some of the remittances are used for durable capital
accumulation and the creation of local public goods. Labour markets are changing quite
rapidly, and labour market integration is perhaps the next stage of globalization.
Competition from other developing countries is likely to be intense. Bangladesh has a
head start in having created migration flows of strength and value. The next challenge isto sustain this advantage and leverage global opportunities in a decisive and unambiguous
manner. A comprehensive policy plan may be able to deliver all the gold that lies at the
bottom of the migration pyramid.
8/13/2019 0320363
32/32
MARKETING PROBLEMS IN A.V.R BANGLADESH 32
REFERENCES:
http://bangladesh.um.dk/en/~/media/Bangladesh/Documents/Content%20English/
Development%20issues/DBP%20Downloads/Migrant%20Workers%20Remittanc
es%20in%20Bangladesh.ashx
http://www.ilo.org/wcmsp5/groups/public/@ed_emp/@emp_elm/documents/publ
ication/wcms_114033.pdf http://ageconsearch.umn.edu/bitstream/12860/1/er950015.pdf http://www.citeman.com/468-analyzing-sources-of-supply-of-human-
resources.html
http://www.avrbd.com/home.html http://books.google.com.bd/books?id=65aSWwEiDu4C&pg=PA202&lpg=PA202
&dq=middlemen+involved+in+manpower+business&source=bl&ots=f7xl28o9Ti
&sig=r7WwM_L0Rgb8F_Q8OuzKID-fqiI&hl=en&sa=X&ei=wUKoT8G8NYjXrQeT8fWAAg&redir_esc=y#v=onepag
e&q=middlemen%20involved%20in%20manpower%20business&f=false
http://www.buzzle.com/articles/starting-a-recruiting-business-how-to-start-a-
recruitment-agency.html
http://en.wikipedia.org/wiki/Bangladesh_Association_of_International_Recruiting
_Agencies