PERFORMANCE MANAGEMENT PRACTICES AND SERVICE DELIVERY OF THE DEVOLVED GOVERNMENTS: A CASE STUDY OF WAJIR COUNTY, KENYA
- Authors
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Sahara K. Yussuf
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- Keywords:
- Performance Management, Reward System, Training, Service Delivery, Public Sector
- Abstract
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The purpose of this study was to determine the effects of performance management practices on service delivery at Wajir County Government focusing on training and reward system as the performance management practices in Wajir County Government. Anchored on the Achievement Motivation Theory, the study employed a descriptive research design. A total of 172 managers spread across the 13 departments of County Government of Wajir were targeted whereby 99 were sampled. Quantitative data obtained using a structured questionnaire was analysed through descriptive and inferential statistics. The regression analysis findings indicated that both training and the reward system have a positive and statistically significant influence on service delivery in Wajir County. Training recorded a positive coefficient (β = 0.621, P < 0.001), suggesting that an increase in employee training leads to a corresponding improvement in service delivery. Similarly, the reward system was found to have a positive and significant effect on service delivery (β = 0.427, p = 0.005). The results suggest that employees are more motivated to perform efficiently and provide quality services when appropriate reward mechanisms are in place. Based on the regression findings, Wajir County should prioritize continuous employee training and capacity-building initiatives as a strategic approach to improving service delivery. Employees who receive relevant skills development and professional support are better equipped to perform their duties effectively. The county government should therefore invest in regular training programs, mentorship initiatives, skills enhancement workshops, and leadership development courses tailored to the needs of public servants. Additionally, training needs assessments should be conducted periodically to ensure that capacity-building interventions address existing competency gaps and emerging service delivery challenges. Furthermore, Wajir County should strengthen its employee reward and recognition framework by establishing transparent, fair, and performance-based incentives. Such incentives may include promotions based on merit, employee recognition programs, performance bonuses, non-monetary rewards, and opportunities for career advancement. A well-structured reward system is likely to enhance employee motivation, commitment, and job satisfaction, which in turn can lead to improved efficiency and quality of public service delivery. The county should therefore integrate reward management into its human resource policies to foster a high-performance culture within the public service.
- Author Biography
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- 2026-06-19
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