Employee Performance Measurement: A Reform Tool for Public Sector Governance in Tanzania

Abstract

Tanzanian, HRM reforms were initiated to address non-transparent and patronizing HR practices in improving Public Sector Governance. Again, Public Service Reform Programme (PSRP) was initiated in Tanzania to enhance performance and accountability of employees within the public sector. However, Tanzanian National Audit Reports depicted continued inadequacies in HRM practices including employees’ under performance and poor governance. This trend created the need to conduct this study by analysing the influence of employees’ performance measurement on Public Sector Governance. Through a Survey, data, was collected from 276 public sector employees from four different regions of Tanzania. SEM (Structural Equation Modelling) was applied in data analysis. Study findings revealed that employee performance measurement has a significant positive relationship with the accountability part of Public Sector Governance, while OPRAS (Open Performance Review and Appraisal System) was positively related to both transparency and accountability. Moreover, findings revealed that political support, technology and culture, moderate partially the relationship between employees’ performance measurement and Public Sector Governance. The study finally suggests that, in order to improve Public Sector governance, the Tanzanian government has to improve the system of employees’ performance management, control political interference into HRM decisions, digitalise government HR processes, and transform employees’ behaviour.