Staffing practices by Millicom international cellular ltd in Rwanda

Abstract

The study focused on how staffing practices adopted by Millicom International Cellular Ltd might have impacted on its operations in Rwanda. This was a case study approach that was effected through structured interviews that were designed to facilitate data collection. Data was collected from top and middle level managers and was subjected to content analysis with the conceptual approach to capture the dominant themes, categories and aid in analysis. It was evident that MIC Ltd adopted ethnocentric staffing practices, and consequently its operations in Rwanda have been adversely affected by lack of adequate knowledge of the host country culture leading to expatriate failure, lack of local staff career advancement opportunities and lack of organizational identification leading to local staff turnover and low productivity. The research finally concludes that, generally a successful international firm is one that adopts staffing practices that reduce cultural risks, promote local staff career advancements, encourage local staff organizational identification and lay staff retention strategies to increase productivity. MIC’s ethnocentric practices have adversely impacted on its operations in Rwanda, reasons varying from cultural differences, lack of local staff career advancement opportunities, lack of organizational identification by local staff to staff turnover and low productivity. However, a consensus driven approach to decision making where local staff members can contribute their ideas can shed light on the host country.