Strategies for Employee Performance Improvement in the National University of Rwanda.
View/ Open
Date
2011Author
Uwingabire, Pauline
Type
ThesisLanguage
enMetadata
Show full item recordAbstract
All organizations strive to improve their performance through delivery of quality and
efficient services on a sustained basis. National University of Rwanda developed a five
year strategic plan to guide its operation and future growth. The plan puts employees as
key resources towards the planned objectives and the success of the institution. The
objective of this study was to establish the strategies for employee performance
improvement in National University of Rwanda. The research design was a case for
National University of Rwanda. Primary data was collected using a researcher
administered interview guide. The respondents were from the top management of
National University of Rwanda comprising of Rector, Vice-Rector in charge of
Administration and Finance, Vice-Rector in charge of Academic Affairs and Director of
Human Resources Management. These are the key leaders in administering employee
performance improvement strategies in the University. The data obtained from the
interview guide was analyzed using content analysis.
National University of Rwanda was involved in training and development for more than
ten years. This was confirmed by the information contained in other related documents on
training and development, that most employees have had some form of training. Setting
of training objectives at National University of Rwanda is a collaborative responsibility
between the staff and the supervisor. Staff have as much responsibility in contributing to
their work objectives and performance as the supervisor has in ensuring that work
objectives are met and performance is of a high standard. Performance appraisal system
is the only tangible metric way by which an organization can know the level of
performance of its diverse employees. Although most employees are aware of the type of
performance appraisal system used in universities, such systems are not based on any
serious formal purpose for which they were designed.
Based on the study findings and conclusion the following recommendations were given: -
The National University of Rwanda respective heads of departments should immediately
identify all grievances and must take appropriate steps to eliminate the causes of such
grievances to enhance employees’ loyalty and committed to their work. In addition the
university should identify training needs in a more professional manner in conjunction
with the line manager as well as the individuals involved together with the human
resources personnel. The needs identified should emanate from National University of
Rwanda’s strategic plan, which also cover departmental/sectional/teams and individual
plans. National University of Rwanda should see learning, training and development as
well as training’s objectives, plan, implementation and evaluation as a continuous process
for organizational development and survival. Most important it is vital for the university
to evaluate training in order to assess its effectiveness in producing the learning outcomes
specified when the training intervention is planned, and to indicate where improvements
or changes are required to make the training even more effective. The basis upon which
each category of training is to be evaluated should be determined at the planning stage
while considering how the information required to evaluate learning events would be
obtained and analyzed.
Publisher
University of Nairobi