Strategies for Employee Performance Improvement in the National University of Rwanda.

Abstract

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.