Array Incentivos intrínsecos al servidor público para una gestión por resultados eficiente

Abstract

The PNMGP, published in January 2013, considers the Meritocratic Civil Service as one of
its pillars, if not the most important. As the policy points out, human resource management is
a critical area in every type of organization, since it is people who define objectives, formulate
plans, lineament, assign resources and manage them through processes (Decreto Supremo N°
004-2013-PCM, 2013).
However, there may be innumerable norms, systems, programs, processes, procedures, guidelines,
guides, assigned budget, etc. But it is the human factor that determines its compliance and
implementation and consequently the results. It is the personal decisions framed not only in their
academic training, experience or skills, but also in their interests, motivations and incentives,
which affect management.
This article aims to research, clarify and present a vision of the way intrinsic incentives—if
considered correctly and linked to indicators—can generate motivations that contribute to
improving the performance of public servants. This way, effective and efficient work will be
achieved, and objectives and goals (results) will be met through the production of quality goods
and services with public value.