Emmanuel Okello2026-06-152026-06-152026-04-24https://hdl.handle.net/20.500.12311/3332UndergraduateThe impact of reward systems on the performance of the employees in the Hima Cement Limited as a case study has been discussed in this paper. The study has been informed by three objectives; the plan was to determine the impact of monetary reward systems, to compare the impact of the non- monetary reward systems and the overall impact of the two reward systems on the performance of the employee. The method and research design is quantitative approach and cross-sectional. The sample used to provide data was one hundred and thirty-three (123) out of 180 employees sampled to use purposive and simple random sampling methods. Primary data were collected using structured questionnaires, and were analyzed using descriptive statistics, Pearson correlation analysis, and multiple regression analysis. These results showed that monetary rewards influence positively employee performance significantly but cannot be adopted because they possess a number of weaknesses like late payment and subjectivity. It was also realized that the non-monetary rewards were better and lasting on the performance of the staff, specifically the increase of motivation, job satisfaction and commitment. The research also indicated that a mix of the monetary and non-monetary reward systems bring significant percentage change to workers performance and hence reward systems combined are more effective than those that employ one reward system. The conclusion of the paper is that the application of financial rewards is important on a larger scale but may not be applied independently to encourage the workers to work regularly. Non monetary rewards would be of great significance since the promotion of the intrinsic motivation and balanced reward system is also essential to get the best results. This study concludes that the management of the Hima Cement Limited should contemplate the adoption of a holistic total reward strategy that not only incorporates a non-monetary element but also a monetary element, but must be fair, transparent and must be adopted in good time. This will boost the morale, output and performance of the organization.enDissertation