This study tries to identify the factors that motivate employees as human resources in local government that serve as a basis for increasing the service quality. In this study, a structured questionnaire were used in order to collect data from respondents. The questions get answers from respondents about their motivation regarding their performance assessment within municipalities they work. The data was collected using primary and secondary resources. Secondary data were collected from books, textbooks, online articles, magazines, etc. The analyses of the findings from the study show the importance of motivation that is affected by the process of performance assessment. Setting standards and building evaluation systems help strengthen governance of local authorities. In this way municipalities will improve transparency, accountability, and build a corporate culture in the local government management and a better service to the citizens of those municipalities. From the obtained results, salary of workers, professional advancement and opportunity for promotion appear to be among the most important factors of motivation. The other important factors that the study revealed are work conditions, as well as the evaluation and the objective assessment of performance measurement. The data and results will provide additional information for managers of rural and urban municipalities of the Republic of Kosovo about their drafting strategies for a more efficient management of human resources which will increase the quality of services at the local level and beyond.
Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407). As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.)that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level. Main problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level. Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time? For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but also for its employees to develop policies, to build structures and apply procedures who will enable management technology to increase the salary management system as a key influential factors for high performance level within public sector in Kosovo.
Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs. As motivating factors are: wage increase in career, work place safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work, and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of human resources, the conclusion is that the salary is one of the most important motivating factors for employee performance level. Research questions are: Which is unsatisfactory level within worker's salary? What is the salary structure? What is actual legal framework? The paper used combined methodology: collection of primary data, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, help human resource and executives managers at all levels, but also for its employees to develop policies and apply procedures which will enable management technology to increase the salary management system as a key influential factor for higher performance level within public sector in Kosovo.Keywords: public administration, salaries, performance measurement, Kosovo Efficient and professional public administration prepared to respond to citizens' demands is the common aspiration of all the institutions of the Republic of Kosovo. To achieve this goal, of special importance is the establishment of standards that contribute not merely to increasing the effectiveness and quality of operations Corresponding author: Naim Ismajli, Ph.D. candidate, assistant lecturer, AAB University, Prishtinë, Kosovo; research fields: local public administration, public management, human resource management, e-governance, performance management, and public-private partnerships. E-mail: naimismajli@yahoo.com.Ibrahim Krasniqi, Ph.D., professor, University for Business and Technology, Prishtinë, Kosovo; research fields: strategic management, public policy and public administration, public policy and public management, resource management, energy policy, human resource management, e-governance, quality management and innovation, public-private partnerships, environmental economics, and project management. E-mail: ibrakrasniqi@gmail.com.Ermira Qosja, Ph.D., assistant professor, European University, Tirana, Albania; research fields: strategic management, public administration, public management, policy analysis, human resource management, performance management, and public-private partnerships. E-mail: info@uet.edu.al. but also, more generally, the quality of working life of employees in the state administration. Establishment of such standards for the management of human resources is particularly important not only because it presents powerful device for measuring the fulfillment of the employed...
The purpose of this article is to explore the status and challenges of human resources and development in Kosovo. Literature review suggested that government intervention, vocational and technical education, social network, and organizational structures are the key factors that influence human resources and development practices in the country. Beyond that the paper aims to compare the evaluation of performance in other sectors of well and then through comparison has a purpose to promote value-added production and skilled workforce in the organizations via developing various national labor enhancement policies, strategies and regulations and providing a set of training subsidies for employee in all sectors. Human resource development has become an essential component the development process. This is due to the fact that any development process is driven by the human factor. It is further urge, that policy formulation is a journey with challenges. The strength of the policy implementation lies in identifying such challenges, and finding ways of overcoming them. Lastly, the discussion reveals that human resource development is closely linked to other human resource factors that pertain at a given period, such as recruitment policies, labor market patterns, the age and experience of staff etc. Human resource development policies therefore must be reviewed from time to time to keep in step with the changing environment. It also highlights the key challenges faced, the lessons learnt and the way forward in enhancing sustainable human resource development in the country.
IntroductionManaging human resources is a very important concept because the human factor as a resource can generate the comparative advantages for organizations. So, in today's highly competitive environment, HRM is the key to the success of any organization, and an important resource to be cultivated and managed as a strategy that is required by all the organizations. Measuring performance will be qualitative when performance standards are objective, measurable, realistic, and are transparent to all employees. Standards should be written, stating the conditions and specific measurements that will be used in order to assess performance. The quality of performance measurement has a close connection with the establishment of quality standards. If local authorities succeed in establishing standards of performance that will be objective, measurable, realistic and transparent for all employees, then the quality of performance during service delivery to citizens will be higher.Reporting and communication affects performance in achieving successful management of human resources in local authorities. This process is critical and important to the successful management of performance, because it directly relates to how unique performance and achievement of objectives are intended by the organization that needs to be communicated to the employees. An institution or organization in order to achieve its goals, it must have at the disposal the necessary resources, and using them very effectively. The available resources for organizations or institutions are: human, financial, physical and information resources [1]. The human resources compared to other resources in an organization are the most important for a successful performance for any organization.According to Peter Drucker [2] as the most valuable asset of the 20th century were production machineries. But the most valuable asset of the 21st century, for all types of organizations is knowledgeable AbstractThis study tries to identify the factors that motivate employees as human resources in local government that serve as a basis for increasing the service quality. In this study, a structured questionnaire was used in order to collect data from respondents. The questions get answers from respondents about their motivation regarding their performance assessment within municipalities they work. The data was collected using primary and secondary resources. Secondary data were collected from books, textbooks, online articles, magazines, etc. The analyses of the findings from the study show the importance of motivation that is affected by the process of performance assessment. Setting standards and building evaluation systems help strengthen governance of local authorities. In this way municipalities will improve transparency, accountability, and build a corporate culture in the local government management and a better service to the citizens of those municipalities. From the obtained results, salary of workers, professional advancement and opportunity for promotion appear to...
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