Reward Systems And Employees Performance In Ministery Of Telecommunication And Postal Service Hergiesa, Republic Of Somaliland

ABSTRACT

The general objective of the study was to establish the relationship between Reward

system and Employee Performance in Ministry of Telecommunication and postal service

Mogadishu, republic Somalia.

Study used a cross-sectional study design on a sample of 105 respondents. Data was

collected using a questionnaire and was presented using frequencies and percentages,

mean and standard deviation, correlation and regression analyses.

The study found out that although there was a high level of use of a multiplicity of

bonus schemes to reward employees, there was a low level of external pay equity or

fairness, consideration of cost of living adjustment, meeting labor market trends, basic

salary and merit pay in the monetary reward system usage.

The study found a very high level of opportunities offered by the organization in the

non-monetary reward system and a high level of observance of non-monetary rewards.

The non monetary rewards were low in · areas of provision of challenging job

opportunities and a very low level of fairness in the promotion and transfers in Ministry

of telecommunication and postal service Mogadishu, Somalia.

The study found that employee performance was high in relation to being on duty in

time but was low in relation to meeting performance targets, satisfaction of supervisor,

with the quality of work produced, quality of work outputs and attending to the

required number of customers. The study found out that employee reward system had

a high positive significant relationship with the level of employee performance.

The study recommends that to achieve the desired level of employee performance in

the ministry of communications and telecommunication services, the government of the

republic of Somalia should conduct job evaluations to establish the level of pay similar

organizations in the private and public sector pay for similar positions to restored external pay equity or fairness, and meeting the labor market trends.