3.5.5. Validity and Reliability
Valid and reliable results could not be reached accidently.
This required the right and reliable strategy to collect data. The well
structured questionnaire are distributed to respondents chosen as the sample,
also other approaches are used to support the results from the questionnaire
responses, such as interview, and focus group.
In this chapter, tools and techniques used to collect, analyze
and present data have been discussed. Now is time to discuss the data analysis
and the research findings. This is going to be the job in the next chapter.
CHAPTER FOUR: DATA ANALYSIS, FINDINGS
AND
DISCUSSION
4.1. INTRODUCTION
This chapter presents, analyzes and discusses data collected
for this research. Data presented here was collected in various ways including
questionnaires, interviews and secondary data analysis.
4.2. DATA FROM EMPLOYEES 4.2.1. Response rate
Table 4.1: Response rate
|
MFI
|
DUTERIMBERE IMF SA
|
UNGUKA IMF SA
|
|
Distributed/ Returned
|
Distributed
|
Returned
|
Response rate
|
Distributed
|
Returned
|
Response rate
|
|
Total
|
20
|
20
|
100%
|
20
|
20
|
100%
|
Source: Primary data
Table 4.1 shows that the response rate was 100%, this gives
confidence and reliability to the quality of data collected and analyzed to
meet objectives of this research.
Table 4.2.2. Gender of respondents Table 4.2: Gender of
respondents
|
Gender
|
DUTERIMBERE IMF SA
|
IMF UNGUKA SA
|
|
Frequency
|
Percentage
|
Frequency
|
Percentages
|
|
Male
|
12
|
60
|
15
|
75
|
|
Female
|
8
|
40
|
5
|
25
|
|
Total
|
20
|
100%
|
20
|
100%
|
Human capital management in Rwanda: Challenges and prospects
for Microfinance Institutions Source: Primary data
As can be read from the table above, respondents from
DUTERIMBERE IMF SA were 60% and 40% male and female respectively. Regarding IMF
UNGUKA SA, they were 75% and 25% male and female respondents respectively.
In both cases, though female respondents appear to be less than
male respondents, the number of female employees is good enough to give
balanced information.
4.3.2. Total length of professional
experience
Table 4.3: Total length of professional
experience
|
N of years
|
DUTERIMBERE IMF SA
|
IMF UNGUKA SA
|
|
Less than 1 year
|
5
|
25
|
7
|
35
|
|
Between 1- 2 years
|
9
|
45
|
3
|
15
|
|
2 - 5 years
|
3
|
15
|
7
|
35
|
|
Beyond 5 years
|
3
|
15
|
3
|
15
|
|
Total
|
20
|
100
|
20
|
100
|
Source: Primary data
At DUTERIMBERE IMF SA, 25% have less than 1year of experience,
45% have between 1 - 2years, and 15% have 2 - 5 years while 15% have more than
5 years. At IMF UNGUKA SA, however, 35% of respondents have less than 1 year of
experience, 15% have between 1 - 2 years of experience, and 35% have between
2-5 years of experience, while 15% have beyond 5 years. Thus, a big majority
have between 1 - 2 years of experience.
As can be seen, majority of DUTERIMBERE employees fall under
between 1 - 2 years of
experience; In contrast, a big concentration of
UNGUKA employees' experience fall under less
than 1 year (35%) and between 2
-5 years (35%). Both organizations have equal percentages for
employees having less than 1 year of experience. However,
UNGUKA managed to attract and employ some employees who have between 2 and 5
years of experience. This experience could be from UNGUKA - since UNGUKA has
been in existence for some 5 years - thus, implying capacity to retain
employees for a long time as many started as both employees and
shareholders.
For the case of DUTERIMBERE, however, the statistics send a
message that a good number of employees started their career in microfinance.
They did not resign from other organizations for the sake of pursuing a career
in microfinance. That implies that in many cases, MFIs in Rwanda do not attract
and retain employees with experience, except cases where employees start both
employees and shareholders.
| 
