This part presents data
collected resulting from respondents `views as the researcher interviewed them.
Basically the information collected was interpreted and analyzed them.
Table 2:Responses on
characteristics of employees of COPEDU Ltd
|
Characteristics
|
Categories
|
Frequency
|
Percentages(%)
|
|
Sex
|
Male
Female
|
5
5
|
50
50
|
|
Education
Qualification
|
Primary level
Secondary level
University level
|
0
2
8
|
0
20
80
|
|
Experience in years
In intervals
|
5 month
5 month-1 year
1 year-5 years
5 years-10 years
10 years and above
|
0
3
5
2
0
|
0
30
50
20
0
|
|
Age
|
20
20-30
30-40
40-50
50 and above
|
0
3
5
2
0
|
0
30
50
20
0
|
Source: Primary data, 2015
The research also considered sex, education qualification, age
and experience in C0PEDU Ltd. These are indicated in the table 2 and explained
below:
The sex, education qualification and the experience in working
employees of C0PEDU Ltdwere taken into consideration during the research study.
This reveals that, the majority of the employees were femaleemployees with 60%
while male represents 40%. This indicates that C0PEDU Ltd employs more women
than men and there are no criteria for male and female allocation of job.
The research study also considered the education qualification
and education levels were recorded. The secondary level contributing 20% of the
total number of employees, followedby university level with 80%, and primary
level with 0%.This implies that the majority of COPEDU Ltd employees are
university level. The researcher further considered the experience ofCOPEDU Ltd
employees as far as experience in microfinance institution is concerned, in
increasing the turnover of microfinance. The study shows that, the majority
ofCOPEDU Ltdhas experience ranging from 1years-5years with 50% of total
employees ofCOPEDU Ltd, followed by the others having experience ranging from 5
months-1 years ranking to 30% of total employees and experience ranging from 5
years-10 years with 20 % of total employees. This indicates that the majority
ofCOPEDU Ltdemployees have a good experience in microfinance institution but
unfortunately.
According to the responses from selected respondents as shown
by the table2COPEDU Ltd have employees age ranging 20-50, the minority of the
age are ranging 40-50 ages with 20%, followed by 20-30ageswith 30% and
30-40ages with 50%. This indicated thatCOPEDU Ltd has employees that are still
in the age of working. This helpsCOPEDU Ltd to increase its production and
reducing the risk of employing new employees and cost of training.
Table 3: Responseson how the idea of starting up
COPEDU Ltdcomesup.
|
Responses
|
Number of respondents
|
Percentage (%)
|
|
Idea from somebody
|
4
|
40
|
|
Business opportunity
|
6
|
60
|
|
Total
|
10
|
100
|
Source: primary data, 2015
Table 3 shows that 60% of respondents answered that the idea
of starting up COPEDU Ltd comes up because of some existence of business
opportunities. They thought of the idea because they wanted to strive to take
advantage of their environment. And 40% of the respondents said that the idea
came from views of other persons who had joined COPEDU Ltd for business. This
means that they had causes of success or failure for theCOPEDU Ltdand they felt
ready to take the right path.
Table 4:Responses on the sources of funds for starting
COPEDU Ltd
|
Responses
|
Number of respondents
|
Percentage (%)
|
|
Personal money
|
0
|
0
|
|
Inherited
|
1
|
10
|
|
Contributions of members
|
4
|
40
|
|
Bank loans/grants
|
5
|
50
|
|
Total
|
10
|
100
|
Source: Primary data, 2015
Table 4 indicates clearly that most of the
respondents 50% answered that,all the start, the sources of funds forCOPEDU Ltd
was from bank loan /grants.Reasons advanced in favored of the above statement
are that MFIs themselves had insufficient funds to star from the business,
while 40% of respondents said that sources of funds came from the contributions
of members who saw the business opportunity.
Table 5:Responses on whether beneficiaries agree with
compulsory savings
|
Responses
|
Number of respondents
|
Percentage (%)
|
|
Agree
|
4
|
40
|
|
Disagree
|
6
|
60
|
|
Total
|
10
|
100
|
Source: Primary data, 2015
Table 5indicates clearly that majority of respondents 60% said
that customers do not agree with the compulsory savings, which is 20% of
disbursed loan. This percentage acts as guarantee for the issue loan. The loan
should be related to the savings injection.40% of respondents agree with the
compulsory savings, reason being the increase ofnumber of customers in form of
credits associations that are self formed and managed with the help of credit
offers.
Table 6:Responses on the level of saving in relation
to credits offered
|
Reponses
|
Number of respondents
|
Percentage (%)
|
|
High
|
0
|
0
|
|
Low
|
10
|
100
|
|
Total
|
10
|
100
|
Source: primary data, 2015
Table 6shows that100% of respondents answered that the savings
level in the country is relatively low. The customers are interested in asking
credits more than they want to save their money in the banks .poor saving
culture is leading to higher levels of nonperformingloans causing reluctance in
paying back loans. People do not earn regular incomes to meet their needs. Most
of respondents answered that it is only possible when beneficiaries and other
volunteers are sensitized to save willingly, this can be done through training
especially to the productive poor.
Table 7: whether clients are educated on the
importance of saving before they are given loans
|
Responses
|
Respondents
|
Percentage (%)
|
|
Yes
|
10
|
100
|
|
NO
|
0
|
0
|
|
Total
|
10
|
100
|
Source: Primary data 2015
Table 7 shows that 100% of respondents answered that customer
are educated on the importance ofsavings before they are given a loan through
sensitizations to beneficiaries' compulsory savings and voluntary savings as
well. They also educate clients on the use of savings through direct marketing
by adverts, brochures. Direct contacts and this has made the number of clients
increase dramatically.
The saving culture in Rwanda is improving to some extent by
introduction of MFIs to some degree, but there is still a lot to be done.
Clients have developed culture of savings by accepting 20% of granted loan.
Table 8: Responses on how long it takes COPEDU Ltd to
process loan application
|
Responses
|
Number of respondents
|
Percentage(%)
|
|
2 weeks
|
10
|
100
|
|
1 months
|
0
|
0
|
|
5 months
|
0
|
0
|
|
Total
|
10
|
100
|
Source: Primary data, 2015
Table 8 shows that the researcher wanted to carry out how long
it takesCOPEDU Ltd to process a loan application. Where 100% of respondents
said that it takes 2 weeks to process loans application, indicating thatCOPEDU
Ltdservice is quick hence efficiency.
Table 9:whether clients give collateral security in
order to be given a loan
|
Responses
|
Number of respondents
|
Percentage (%)
|
|
Yes
|
7
|
70
|
|
No
|
3
|
30
|
|
Total
|
10
|
100
|
Source: Primary data, 2015
Table9the majority of respondents (70%) answered that clients
give collateral security before acquiring the loan because they prefer giving
collateral in terms of fixed asset;fittings and furniture to the group. They
prefer giving group loans to individuals; where as 30% of respondents said that
clients give collateral security in form of buildings, land, especially for
cases of individuals, and an individual gets a loan if he/she has account
inCOPEDU Ltd. Joint and several securities for a minimum of 5 persons are
formed and normally considered strong. And a group of 10 and above can be
formed, but who are considered poor whereby they give collateral security or
guarantee themselves, and in case of any defaults, it affects every member
inCOPEDU Ltd.
| 
