The role of human resource management in refugee integration:

Abstract

Although refugees in Tanzania are legally entitled to work, the integration of refugees into formal employment is a challenge. The working permits for the refugees are rarely issued, and refugees have limited employment opportunities. While this abnormality requires human resource management, the existing research is insufficient to provide an adequate understanding of the role of human resource management. Hence, the main objective of this study was to bridge knowledge gaps by examining the role of human resource management in refugee integration specifically in Nduta and Nyarugusu refugee camps in Kigoma in Tanzania. The study was guided by three specific objectives. They include finding out refugee integration activities at Nduta and Nyarugusu refugee camps in Kigoma; assessing the role of human resource practices on refugee integration for Nduta and Nyarugusu refugee camps in Kigoma, and identifying the challenges facing human resource practices towards refugee integration for Nduta and Nyarugusu refugee camps in Kigoma. The study utilized a quantitative research approach consisting of a descriptive-correlation design. A sample size of 124 was selected from the population of 180 employees. However, only 92 respondents participated in the research. Respondents were selected through simple random sampling. Data were collected through structured questionnaires. Data analysis was performed on SPSS through descriptive and inferential statistics. Findings for the first research objective indicate that refugee integration activity prioritized the provision of vocational training. Yet, other integration activities such as internships, employability skills, and higher education enrollment were hardly emphasized. Findings for the second research objective have revealed that the majority of respondents stated human resource management (HRM) practices such as recruitment and selection, orientation and training, performance appraisal, and compensation management were not prioritized for refugees. Findings for the third research objective have revealed HRM practices for refugee integration are affected by several challenges including reluctance to hire refugees, negative attitudes from employees towards refugees, inadequate management support, lack of employability skills among refugees, delays in releasing work permits for refugees, and lack of include HR policies for refugee integration. Based on these findings it is concluded that little effort is made to ensure refugee integration activities for employment. Consequently, HRM practices do not play role in refugee integration. The study recommends that inclusive human resource practices are required to ensure refugees are integrated into formal employment. Furthermore, there should be integration among relevant stakeholders to ensure refugees access professional training.