Performance management system has of late being popular as a tool that would help in improving the performance of both individual and organization. This justified the need to carry out this study in titled Impact of performance management system on motivation in Public Institutions. The main objective of the study was to establish the impact of performance management system in motivating public officers. The study required in-depth information on the implementation of performance management system in public institutions. Therefore both in-depth interviews and focus group discussions were used in collecting data. The study find out that the performance management system in public institutions does not provide feedback to the officers, and that the majority of the supervisors lacks knowledge and skills to implement the performance management system in public institutions, furthermore, it was noted that the public instructions were not using the results of performance management system in making administrative decisions, the study observed that public institutions had no policy on the management of perception towards performance management system. The study established that the psychological contract was also at sometimes being violated. All these negatively affected the morale of the public officers as individuals and organizations as a whole.
The study made recommendations if indeed the public institutions are to increase motivation of its officers and thereafter have positive impacts on performance management system. The study recommended the need for public institutions to have a communication strategy on performance management system and that must be communicated to all public officers, the study recommended that the orientation package for the newly recruited public officers must include a package on the implementation of performance management system, the study underscore the importance of giving feedback on performance appraisal therefore it was recommended that performance management system in public institutions must strive to give feedback to the public officers on how their performance had been for the past year. Furthermore the study recommended the use of results from the performance management system in making administrative decisions, The study highlights the importance of managing perception of public officers in an organization or department, therefore it was recommended that the public institutions must have the perception management policy and finally the study recommended that the performance appraisal form must be designed in relation to one’s responsibility and not one form for all public officers.
Author Keywords: Public sector, performance management system, motivation