Influence of performance management on employee productivity in the civil service: a case of the immigration department in Kenya

Abstract

The purpose of the study was to determine the influence of performance management (PM) on employee productivity in the Immigration Department of Kenya. The study adopted a descriptive survey design that was conducted at the Department of Immigration with the main aim of determining the influence of PM on employee productivity in Civil Service. More specifically, the study sought to determine the extent to which performance appraisal, explore the extent to which training and development and determine the extent to which rewarding systems influence employee productivity in Immigration Department of Kenya A total number of 300 staff workers were selected from a population of 1200 through random sampling. Data was collected using a structured questionnaire. The collected data was organized, edited, coded, entered and analysed using descriptive statistics mainly, percentages and frequencies with the aid of Statistical Packages Social for Sciences (SPSS). Tables were used to present the findings. The study established that the majority (79.6%) of the respondents who agreed that Performance appraisal gives recognition for good performance and only a small proportion (1.1%) strongly disagreed with this statement. An average (39.8%) of the respondents is not sure if Training and development (T&D) opportunities are offered regularly to all departmental employees; while very few (11.9%) strongly disagreed. The study further established that T&D policy ensures employees are exposed to relevant skills to improve employee productivity. As to whether there are any links between promotion and performance achievement almost half (44.2%) were not sure. Very few (4.8%) strongly agreed that promotion improves performance. The data also established that those who agree that rewarding systems facilitates implementation of strategy by motivating desired level of performance were a third (36.6%) while a few (7.9%) strongly agreed. The respondents who agreed that performance management system has enabled meet all their work targets and deadlines promptly were the majority (66.2%). Those who were not sure were the least (16.7%) Performance appraisal gives recognition for good performance and suggests changes to improve departmental services and outcomes hence create room for improvement of productivity. The study concluded that Training and development (T&D) promotes encourage staff to be creative with a high percentage. Therefore to increase and maximize employee productivity, the Immigration Department needs to maximise the use of development of performance appraisal and review employee performances on an ongoing basis. The department should also train and develop employee needs with proper knowledge and skills and reward performances‘ not only to motivate them, but also reduce staff turnover