BUSINGYE, JOAN ANITAH2019-09-032019-09-032018-02Busingye, Joan Anitah (2018) Performance Management Systems and Employee Performance at United Nations Regional Service Centre Entebbehttps://hdl.handle.net/20.500.12305/470The study investigated the relationship between performance management systems and employee performance at United Nations Regional Service Center-Entebbe. The specific objectives were; (i) To establish the relationship between performance planning and employee performance at United Nations Regional Service Center-Entebbe, (ii) To find out the relationship between performance monitoring and employee performance at United Nations Regional Service CenterEntebbe and (iii) To investigate the relationship between performance evaluation and employee performance at United Nations Regional Service Center-Entebbe. A correlation research design was adopted where quantitative data was collected from 103 employees and 2 key informants using a survey questionnaire and interview guide respectively. Data was analyzed by use of the Statistical Package for Social Sciences (SPSS) and thematic content analysis. Pearson Correlation Coefficient results showed that there was a positive significant relationship between performance planning and employee performance [r = 0.691, p-values 0.004< 0.05], performance monitoring and employee performance [r = 0.519, p-value 0.009<0.05] and performance evaluation with employee performance [r = 0.381, p-value, 0.008<0.05]. Regression analysis results for performance planning was [r = 0.568, p-value, 0.007<0.05], performance monitoring [r = 0.690, p-value, 0.003<0.05] and performance evaluation [r = 0.744, p-value, 0.002<0.05]. It was concluded that performance planning had a positive significant relationship with employee performance. The influence of performance planning towards employee performance was low. Performance monitoring had a significant relationship with employee performance and the variable possess a moderate effect towards employee performance. Performance monitoring was the second determinant for employee performance and performance evaluation had a positive significant relationship with employee performance and with a high effect towards employee performance. It was recommended that management of UNRSCE through the Board of Governors should supplement performance planning with performance monitoring and evaluation since findings showed that this variable has proved to have a weak influence/effect towards employee performance, Performance monitoring should be carried out along with performance evaluation by the management of UNRSCE though its departments to be able to ascertain results in terms of employee performance and management of UNRSCE should invest more resources in performance evaluation of its employees. This is because performance evaluation was the most determinant for employee performance as per this study.enPerformance Management SystemsEmployee PerformanceUnited Nations Regional Service CentreThesis