Human Resource Policies and Employee Turnover in Kigali Institute of Education, Rwanda

ABSTRACT 

The tendency of teaching staff to leave their job and look for jobs somewhere else motivated me to undertake this research. Observations from higher institutions of learning show that they have instability of workforce which lead to courses interruption in the middle of semesters, the use of unreliable visiting staff that jeopardize the quality of education and lack of inconsistence in teaching. The aim of this study was to investigate the effectiveness of implementation of human resource policies and employees’ turnover in Kigali Institute of Education, Rwanda. With a population size of 150 people, Slovan’s formula and simple sampling technique were used and a sample size of 109 respondents for this research was determined. Questionnaires to collect data were distributed to respondents across all faculties and administration departments at the institute. Only 102 questionnaires were returned and its data analyzed using SPSS. The data was presented in frequency tables and interpreted using mean index and its corresponding rank. The findings showed that there is a good human resource policies at the institute and it is well implemented as well. Though the staff is confident about it, it was revealed that it could not prevent them from leaving unless if working condition changes. The institute staff showing intentions to leave while there is a good and well implemented human resource policies implies that there is no significant relationship between implementation of human resource policies and staff turnover at the institute. In conclusion, an established level of employees’ turnover at the institute does not caused by the content and effectiveness of implementation of the human resource policies, rather it is due to pull factor that is outside the institute — better pay somewhere else — that cause employees either having intentions to leave or leave the institute. It is recommended that in mitigating the intention to leave the job and curb undesired turnover at the institute, the institute is to: provide more non financial incentives to its employees; offer more recognition to staff contributions and instill the behavior of conducting the end of employment interview to establish real reasons to why employees leave. For the government, it is to look at possibilities to revise the compensation package and other benefits to those working in higher institutions of learning and provision of opportunities for further studies, job stability as well as job security are not be undermined. Finally to understand real state of affairs on the issue turnover at the institute, more studies are recommended on specific faculties and across ranks to establish factors other than implementation of human resource policies that cause people to leave and establish what ought to be done to curb undesired turnover at the institute.

Research Instrument 17

Validity and Reliability of the Instrument 17

Data Gathering Procedures 18

Data Analysis 19

Ethical Consideration 19

Limitations of the Study 19

FOUR PRESENTATION ANALYSIS AND INTERPRETATION OF DATA 21

Demographic Variables 21

Research Findings 22

Strength relationship between variables 31

FIVE FINDINGS, CONCLUSION AND RECOMMENDATIONS 33

Findings Discussion 33

Conclusions 41

Recommendations 42

References 43

Appendices 48

Appendix I: Transmittal Letter 48

Appendix II: Letter from Kigali Institute of Education 49

Appendix III: Research Instruments 50

Appendix IV: Budget 56

Appendix V: lime Frame 57

Appendix VI: Curriculum Vitae of the Researcher 58

Annex: Kigali Institute of Education Internal Regulations 58