The Influence of Reward System on Employee Performance in the Public Sector: A Case of Nairobi Metropolitan Services

Abstract

Employees play a significant role in the performance of the organization. This is mostly attributed to the manner, which performance evaluation; recognition and relevant information are managed. Employees are a significant asset in any association. The central concern of this examination is to inspect the effect of remuneration frameworks as an inspiration apparatus for employee‟s performance in the Kenyan association. As such, the study was guided by the following objectives; to determine the influence of recognition on employee‟s performance in Nairobi Metropolitan Services, to assess the impact of benefits on employee‟s performance in Nairobi Metropolitan Services and to determine the influence of training on employee‟s performance in Nairobi Metropolitan Services. The findings of this investigation will be utilized by researchers to additionally investigate various elements of remuneration frameworks, for example, decency, unpredictability, and so forth to analyze their effect on worker execution, representative fulfillment and motivation. The research study will likewise be critical in further adding to the writing survey relating to improving the presentation level of the employees. The study adopted descriptive research design, which consolidated both quantitative and qualitative exploration ways to deal with better comprehend the connection between variables in the research problem. The target population comprised 200 Nairobi Metropolis employees at City Hall. The respondents comprised of top and middle level management from all the departments. The sample size determination was based on proportionate sampling to allocate the number of participants in each department depending on the ratio of respondents. The respondents from each stratum was randomly selected. The study employed primary data which was gathered through questionnaires. This was augmented by primary data gathered by questionnaires. In the analysis, questionnaires for both organized and unstructured questions were used. Raw data from the field is hard to comprehend; these data must be washed, encoded, keypunched into a machine, and examined. Data was obtained, presented in tabular form, and evaluated for clarification using SPSS version 24 tools. The qualitative data was evaluated using content analysis of the participants' input. To calculate the influence of each parameter on the sample, a multivariate regression model was used. According to the report, 80.81 percent of managers have good performance reviews. The majority of the sampled employees firmly disagreed that supervisors honor outstanding performers by awarding awards, and that they profit from the organization by receiving jaunts at this institution. According to the findings of the report, the majority of workers were unhappy with their salaries. The results of the analysis have showed that incentives such as vacations, promotions, food coupons, and on-call payments have little effect on employee happiness. According to the report's regression analysis, acknowledgement, incentives, and preparation, as well as publicly traded company results, are positively and substantially associated. According to the report, staff can be compensated based on their qualifications, success, and years of professional experience. Leadership can perform a work assessment to decide how to better compensate its personnel. The study further suggests that management offer promotions and benefits to staff on a daily basis in order to boost morale.