The implementation of the performance management programme in Uganda 's public service with specific reference to the Ministry of Public Service

Abstract

Human resources management is a key aspect in Public Administration. In fact, it is argued that people are indeed the most valuable resource to any organisation. However, it is imperative to note that having people within an organisation does not automatically translate into results. Success within an organisation stems from implementing best practice human resources management. Performance management is one of the aspects involved in streamlining human resources management in an organisation. The foundation of this research is therefore based on the realization that performance management is a key factor to achieving results in Uganda’s public sector. Similar to several other countries, Uganda’s public sector has gone through various transitions and reforms. The performance management system that stands in the current public sector is a result of the reforms in the public sector. In order to understand the environment in which public servants operate, this research starts by giving a background to the history of the public sector and the evolution of the public service through the public service reform programme. Attention is then drawn to the theoretical framework by way of identifying the standards required in any given performance management system. Based on these identified standards and the research objectives, an evaluation of the implementation of performance management in Uganda’s public sector is discussed with specific reference to the Ministry of public service. The final chapter of the research gives critical recommendations to improve public sector performance management in the Ministry of public service and the Ugandan Public service as a whole. The research findings indicate that performance management policies in Uganda’s public sector are founded on the right and basic principles of performance management. However, critical measures should be put in place to address the actual implementation of performance management in the public sector in order to improve results.