Effect of Reward System, Job Security and Training on Job Performance of Technical Assistants at the Irrigation Department in Ampara District, Sri Lanka

Abstract

According to Campbell (1990), job performance can be defined as reaching toward goals or set of goals within a job, role or organization. Human resource is one of most significant resources and the only living resource in an organization. Employees are considered as the primary business resources facilitating the daily operations of an organization. "The management of the man" is a very important work since it is the dynamism of the workforce. Organizations try to use their resources efficiently and effectively to achieve their goals and objectives. Therefore, organizations always focus on and search ways to be effective and efficient. Here they engage with employee performance whether it is a profitable or non-profitable organization. Employee performance is what they get as a result of whole industrial processes. Most organizations pay attention to productivity, profitability, and goodwill of the company. Employees expect good working conditions, bonuses, promotions. Both of the employee performance and their expectations and final output are interconnected. According to Campbell (1990), performance is what the organization hires one to do, and do well. This is why many organizations consider about the factors which affect the employee job performance.