Assessing the influence of reward system on employee performance in the public sector: A case study of the department of human resource management and development in Malawi

Abstract

The role of employees in the performance of an organization is mostly attributed to how performance evaluation, recognition and relevant information are managed. The central concern of this paper is to examine the effect of remuneration frameworks as an inspiration apparatus for employee performance in the public sector in Malawi. The findings of this investigation can be utilized to explore various elements of remuneration frameworks to analyze their effect on worker execution, representative fulfilment and motivation. The study adopts a descriptive research design, which consolidates both quantitative and qualitative exploration methods. The target population comprises 400 employees, selected on a proportional basis, belonging to top and middle-level management from all departments at Capitol Hill in Lilongwe. According to the findings of the study, the majority of workers were unhappy with their salaries. The results of the analysis have shown that incentives such as vacations, promotions, food coupons, and on-call payments have little effect on employee happiness. The regression analysis shows that acknowledgement, incentives, preparation, and publicly traded company results, are positively and substantially associated. The study suggests that staff packages can be based on their qualifications, success, and years of professional experience.