performance management systems (pms): challenges and opportunities in the public sector

In many scholars' public institutions should have effective and efficient performance management systems (pms) in place to promote and develop the performance of civil servants. in the public sector, good management of staff performance is fundamental for efficient service delivery. the mandate of public institutions is to offer sustainable service delivery to the public; as a result, public institutions' performance is scrutinized by the public, who have higher expectations from the government. these expectations are based on the votes cast and the taxes paid by the public. thus, public institutions should monitor and enhance each employee's performance and productivity to ensure efficient provision of public services. this article seeks to analyse the challenges encountered by the public sector in executing pms and suggest the strategies the public sector can use to enhance staff performance. the qualitative approach was adopted to meet the objective of this study, by sourcing rich literature that speaks to the challenges encountered in the pms implementation phase and the possible benefits of this system. the author concluded that pms is a viable tool that can be used in the public sector to improve employee performance through recognition and rewarding of good performance, training opportunities, employee engagement, and an effective appraisal system. the most notable challenge of this system is that implementers lack the skills to effectively execute the pms. this poses a serious threat; hence the poor implemented pms can demotivate employees.