Given the labor and productive deficiency that the Peruvian public administration has in all its areas, it is urgent to develop results-based management as a basic tool to assess the capacity of the staff working in the various strata of the public sector.
Management by results is said to be measured by its indicators. Certainly, many of these variables are and will always be a bit arbitrary, but this system is the closest to knowing with some precision what is happening in the public sector. The indicators will reveal what type of management is carried out to achieve the institution's objectives. Management can be evaluated from the correct application of adequate internal controls to risk management, through training, experience and knowledge of the position of public servant. That is, "know how" and "expertise" together.
Emphasis is also placed on induction of personnel to familiarize them with the objectives of the organization. This aspect is especially important for the new staff that begins in the institution. Not only is it enough to know what type of work is going to be carried out, but also to be imbued with the operational strategic plan that the institution has.
It is customary in the organization, generally from the private sector, for new staff to receive some induction talks. In the public sector some entities carry out this task, but always for new personnel.
However, I believe that this option should also apply to staff who have already worked in the organization for some time. Not all have participated in the elaboration of the strategic plan, which is why it is urgent to share with them the new design (vision, mission, objectives and goals) that the organization has planned. To the extent that the staff is "involved" in the organization, the better their job performance, as well as their identification to understand exactly where to direct their efforts.
It is also said that respect for the career line is a basic condition in institutional activity. I think that one of the problems that the public sector has is precisely the lack of a public career line that allows servers to be more competitive, efficient and effective in their work. Generally, key positions are filled by "trusted personnel", often not trained for the position or without the adequate profile to fill it. This decision often limits the development of career personnel who are sometimes frustrated by their just aspirations.
Another positive aspect of managing for results is related to the remuneration policy. It is affirmed that a technical study of remunerations starts from the support of the increases that are warranted. That is, they will earn more, those who know the most or those who have been most successful in their management, which is certainly above simple administration. Public management has to do with continuous training, successful experience, knowledge of the position and the subject, and development of ethical values.
Likewise, some tools that workers can use can be considered in results-based management. The first is certainly the use of new information technologies. The use of technology not only helps the organization's development processes, but many times it mitigates possible acts of corruption, which has almost become institutionalized in the public administration.
Another element that results-based management contributes to server training is continuous training. If this policy were applied, the public servant would be in constant challenges, forcing him in a way to train himself in various aspects related to the nature of the work. A more skilled boss will be a better-prepared leader, and a trained subordinate will also be a more efficient worker.
In conclusion, managing for results is the best incentive for the server to be more competitive, efficient, effective and ethical. But not only are there personal benefits, but as a result, the organization will achieve its objectives within the established deadlines as a result of the training of the leader; It will be more competitive in the various markets where it operates, through the new knowledge of its workers; and it will be a modern institution that complies with international standards of social and environmental development, as a result of the application of better public policies.
