The study examined how human resource management interventions affect employee performance in Uganda’s health sector. Thus, its main objectives were to examine the influence of performance appraisal, the effect of rewards and staff development programmes on employee performance in the sector. The study used a cross-sectional research design, using both qualitative and quantitative research methods (particularly questionnaires) to collect data froma sample size of 70 respondents, who were selected using purposive sampling technique. The study was undertaken in order to domesticate the theoretical postulations of scholars such as Garacia.P, Chawla.M (2006), McCourt & Eldridge (2003, 2009), Baratton (1999), Armstrong (1999), Osland, Joyce S. (2007) and Parasuraman, Zeithaml and Berry, (1990) to the Ugandan health sector context. The findings show that there was a positive relationship between performance appraisal and employee performance within Mulago National Referral Hospital, given the correlation coefficient value ofr=0.651 at significance level p=0.000.
There was also a strong positive relationship between rewards and employee performance in Mulago National Referral Hospital given the correlation coefficient value of r =0.792 atsignificance level p=0.000. Furthermore, there was a strong positive relationship between staff development and employee performance within Mulago National Referral Hospital given the correlation coefficient value of r =0.898 at significance level p=0.000. There was a stronger positive relationship between job design and employee performance in Mulago Hospital because of a correlation coefficient value of r =0.617 at significance level p=0.000. The study recommends that Mulago National Referral Hospital identifies what the employees’ strong and weak points and design programmes to address them.