Specific goals areto examine University capacity of MFIs examination allure skillful personnel; study thecapacity of MFIs exam retain skillful personnel; and examine exterior factorsthat have an impact on MFIs’ capability exam allure and retain skillful personnel. According examination Lacy, Arnott and Lowitt 2009, human capitalmanagement can be seen from University point of view of personnel knowledge, skillsand attitudes since these impacts University organization change, leadershipdevelopment, studying, performance management and employee engagement. Dependent variables are quizzes organizational capacity examination attractskilled employees, and b organizational capacity examination retain skilledemployees. They rely on impartial variables that include dream towork with MFIs; schooling level; education specialization; length ofprofessional experience; levels of employment in Rwanda; capacity toeffectively and efficiently recruit qualified employees; capacity examination pay goodsalaries and merits; lifestyles of teamwork in MFIs; best of supervision;organization ownership; availability of funds; microfinance acceptance;availability of aid people; employees’ age; control of University trainingprograms; merchandising management; functionality analysis; availability ofqualified personnel and career path readability in microfinance. Human capital management in Rwanda: Challenges and prospectsfor Microfinance Institutions 3. 4.
Specific goals areto examine University capacity of MFIs examination allure skillful personnel; study thecapacity of MFIs exam retain skillful personnel; and examine exterior factorsthat have an impact on MFIs’ capability exam allure and retain skillful personnel. According examination Lacy, Arnott and Lowitt 2009, human capitalmanagement can be seen from University point of view of personnel knowledge, skillsand attitudes since these impacts University organization change, leadershipdevelopment, studying, performance management and employee engagement. Dependent variables are quizzes organizational capacity examination attractskilled employees, and b organizational capacity examination retain skilledemployees. They rely on impartial variables that include dream towork with MFIs; schooling level; education specialization; length ofprofessional experience; levels of employment in Rwanda; capacity toeffectively and efficiently recruit qualified employees; capacity examination pay goodsalaries and merits; lifestyles of teamwork in MFIs; best of supervision;organization ownership; availability of funds; microfinance acceptance;availability of aid people; employees’ age; control of University trainingprograms; merchandising management; functionality analysis; availability ofqualified personnel and career path readability in microfinance. Human capital management in Rwanda: Challenges and prospectsfor Microfinance Institutions 3. 4.
