<p>During the 1994 genocide in Rwanda, not only physical assets were eroded but more importantly, human capital were destroyed and left the country living hardly on qualified personnel at almost all levels of the economy to play a meaningful development role. While capacity building is needed in many sectors of the economy, it is especially important in the education sector. This study focuses on one particular issue namely to what extent sending academic staff for training in foreign countries can effectively contribute to capacity building in Rwandan higher education institutions (HEI). Various options exist to improve a strategy to build capacities in higher education institutions / amongst others is the training of human resource which is the most important of all.</p> <p>In order to investigate the above, both qualitative and quantitative methods were used. Techniques such as documentation, semi-structured interview, questionnaire and direct observation were also used in order to reach the research objectives. With regard to the main question of this study, findings reveal that funding academic staff for foreign training is believed to effectively contribute to capacity building in Rwandan higher education. As respondents explain, academic staff sent for training in foreign countries acquires new knowledge that is needed to build the country. This gained knowledge is spread all over the country through teaching at universities where most sectors of the country find their human resources. Being open minded, trained academic staff will be able to update his knowledge and therefore train in turn his students accordingly. However, findings inform also that Rwandan HEI are faced with multiple problems amongst others the problem of defining the real institutional needs for appropriate training. In this regard, findings suggest that for the training to be effective in Rwandan HEI there is a need of putting in place appropriate mechanisms and assessing institutional needs before training a person and training according to those specific needs in order to help the process of capacity building being more effective.</p>

<p>During the 1994 genocide in Rwanda, not only physical assets were eroded but more importantly, human capital were destroyed and left the country living hardly on qualified personnel at almost all levels of the economy to play a meaningful development role. While capacity building is needed in many sectors of the economy, it is especially important in the education sector. This study focuses on one particular issue namely to what extent sending academic staff for training in foreign countries can effectively contribute to capacity building in Rwandan higher education institutions (HEI). Various options exist to improve a strategy to build capacities in higher education institutions / amongst others is the training of human resource which is the most important of all.</p> <p>In order to investigate the above, both qualitative and quantitative methods were used. Techniques such as documentation, semi-structured interview, questionnaire and direct observation were also used in order to reach the research objectives. With regard to the main question of this study, findings reveal that funding academic staff for foreign training is believed to effectively contribute to capacity building in Rwandan higher education. As respondents explain, academic staff sent for training in foreign countries acquires new knowledge that is needed to build the country. This gained knowledge is spread all over the country through teaching at universities where most sectors of the country find their human resources. Being open minded, trained academic staff will be able to update his knowledge and therefore train in turn his students accordingly. However, findings inform also that Rwandan HEI are faced with multiple problems amongst others the problem of defining the real institutional needs for appropriate training. In this regard, findings suggest that for the training to be effective in Rwandan HEI there is a need of putting in place appropriate mechanisms and assessing institutional needs before training a person and training according to those specific needs in order to help the process of capacity building being more effective.</p>

Over the past two decades, increasing attention has focused on inclusive education and how it can contribute to improved teaching and learning experiences and thus to the attainment of better learning outcomes for all learners, including those with special educational needs. Initially, attention centred on inclusion in primary and secondary schools, but increasing interest is now being shown to students with special educational needs and their inclusion in tertiary institutions of learning as well. Research on the inclusion of students with special educational needs has largely focused on either one particular group of students, such as students with a particular disability, or on students with disabilities in general, such that these findings are often either only applicable to a specific group or are too general. Not many studies have attempted to compare the experiences of students with different educational needs without being too general. This study explores issues related to the experiences of deaf/hard of hearing and visually impaired students in relation to their inclusion in three Rwandan universities. Inclusive education as an educational policy has a very young history in Rwanda and there is insufficient empirical evidence about its implementation. This study therefore adds to the little knowledge there is about this subject. The study addressed the following questions: what are the experiences of deaf/hard of hearing and visually impaired students in Rwandan universities in terms of educational access and social inclusion in the university environment? What are the similarities and differences between the experiences of deaf/hard of hearing and visually impaired students? What are the underlying causes of these experiences? In what ways do these experiences, either negative or positive, influence the academic performance of these students? How do these experiences influence these students’ perspectives, expectations and hopes for the future? How do the attitudes of students and lecturers in universities with deaf/hard of hearing and visually impaired students concerning inclusion influence the interaction between these students and lecturers on the one hand and the deaf/hard of hearing and visually impaired students on the other? The study was conducted using the mixed methods research approach. Triangulation was the research design employed. Data were collected using questionnaires and interviews. Questionnaires were completed by 220 students who were neither deaf/hard of hearing nor visually impaired and 55 lecturers without disabilities from three of the five Rwandan universities with deaf/hard of hearing and visually impaired students. Interviews were conducted with six deaf/hard of hearing students, nine visually impaired students, and three lecturers from the same universities. The study found that deaf/hard of hearing and visually impaired students had both positive and negative experiences in their inclusion in Rwandan universities. There were, however, major differences between the perceptions of deaf/hard of hearing and visually impaired students concerning their inclusion in these universities. There were also differences between the deaf students and hard of hearing student about the level of their inclusion. Finally, there were significant differences between the efforts of the three universities to meet the needs of deaf/hard of hearing and visually impaired students. This work concludes by making some recommendations for improving the inclusion of deaf/hard of hearing and visually impaired students in Rwandan universities, recommendations which could be useful to other higher institutions of learning as well in their efforts to include students with special educational needs.

Nowadays, change becomes more and more a continuous basis of the educational systems for their improvement. People increasingly need to tackle and cope with their organisational environments which are complex and dynamic. However, the problem is to know how to move from the status quo to the situation wherein all stakeholders should work both individually and collaboratively as inquirers and learners to investigate and solve problems. My case study is located at the heart of this context. Its purpose was to investigate why and how the process of curriculum change was managed in the National University of Rwanda from 1995. In addition, it aimed to identify how the University community should come together to handle curriculum change as an ongoing feature of improvement, and as a learning organisation. This research was carried out through a triangulation of participant observation, documentary analysis and semi-structured interviews. Throughout my case study, I observed that orientations and needs for changing the curricula in the National University of Rwanda essentially stemmed from the situation inherited from the war, genocide and massacres undergone by the country in 1994. Furthermore, initiating curriculum change came from the top management, while the basic organ to deal with development and its implementation was the Department. I noted also that it is likely the National University of Rwanda focused more on changing curriculum frameworks than changing organisational habits, behaviours, values, skills and beliefs. Although the shift to the new culture is at the centre of a learning organisation, most of the time this aspect is left untouched in practice. As lecturers in a professional organisation such as the National University of Rwanda have the skills and control over their own work, I conclude that they are in a position to play a vital role to manage curriculum change, learn from it, help students and other stakeholders learn from and take part within it. / Thesis (M.Ed.)-University of Natal, Durban, 2001.