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|Title:||Impact of recruitment procedures on employee retention in private universities in Rwanda: a case study of University Libre de kigali (ulk-gisenyi)|
|Publisher:||Kampala International University.College of Economics and Management|
|Abstract:||This report is the result of an academic research entitled "Impact of recruitment procedures on employee retention in Private Universities in Rwanda". The research design consisted of a case study. The researcher chose Universite Libre de Kigali, Gisenyi campus in particular, because is among the first private universities started after 1994 Genocide. The study was guided by three objectives and three research questions. The objectives of the study was to identify the recruitment procedures followed at Universite Libre de Kigali, Gisenyi campus; to investigate the sources and ways of sourcing employees, and assess the impact of recruitment procedure on employee retention . To achieve these objectives and answer research question stratified method of sampling was used to sample the population and purposive method was used to select respondent. Semi-structured questionnaire was used to collect primary data, while books and documentaries were used to collect secondary data, finally SPSS was used to analyse collected data. The study found that Universite Libre de Kigali, Gisenyi campus has a well designed recruitment policy which elaborates the proper procedure to follow during recruitment of, new employees, being lecturers and administrators. As far as source and ways of recruitment, the researcher found that both inside and outside source of recruitment are used simultaneously to attract potential applicants. Even though external source is the main source of employee of Universite Libre de Kigali, Gisenyi campus, internal source was observed to have given much emphasis in order to promote and retain existing competent employees. The researcher discovered that the process of recruitment followed by the university affect in one way or the other the retention of employees. The steps identified to affect retention of employees xiii consist of the design of job description and the time new recruited employees are informed about job description and how candidates are selected. Therefore, it was recommended that well designed and updated job descriptions be designed and available to people concerned in order to avoid misunderstandings on what is supposed to be done and to ensure retention of competent employees at Universite Libre de Kigali, Gisenyi campus.|
|Description:||Thesis submitted to the School of Post Graduate Studies in partial fulfilment of the requirements for the a ward of the degree of masters of Arts in Human Resource Management of Kampala International University|
|Appears in Collections:||Masters of Arts in Human Resource Management|
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