The main objective of this study was to examine the effect of reward systems on employee job performance at Hariss International Limited. The study was guided by the following specific objectives: to determine the relationship between rewarding system and employee performance, to determine the different forms of rewards used by Hariss International Limited examine the effect of rewards at Hariss International Limited. The study adopted a causal research design with the population consisting of all the 2000 employees at Hariss International Limited. A sample of 95 employees representing 5% of the population was drawn using simple random sampling technique. Primary data collected using structured questionnaire organized on the basis of the research’s specific objectives was used. Data analysis was done using Statistical Package for Social Sciences (SPSS) by applying descriptive and inferential statistical techniques. Data was tabulated and presented in the form of figures and tables. The findings of this study are expected to benefit Hariss International Limited management team, the Hariss International Limited employees and researchers who would use this study as the basis of future research. The finding on employees’ job performance was that job performance was an important criterion for measuring organization performance. Rewarding employees, staff welfare, and continuous training were found to improve employee job performance. Effective internal communication was also found to increase employees’ engagement in business resulting in increased employee job performance. Gifts/ packages was found to greatly affect employee job performance. Salary increment was found to be a motivational factor which encouraged employees to work better. Over time pay encouraged employees to perform better while at the organisation. The study concluded that Job performance was vital in evaluating organizational outcomes; gifts and packages were an important motivator for employees to achieve their goals; employees’ value salary increment much more than overtime pay in increasing their motivation while at the organization. The study recommended that gifts or packages didn’t base on the time the employees spend working but on the set performance targets and corresponding output. Salary increment should be focused on employees' personal growth. Further, organizations should praise and recognize best performing employees. Additionally, Hariss International Limited should research on other factors which when combined with rewards would improve communication at Hariss International Limited leading to improved job performance. The research by Hariss International Limited should explore the reasons why staff time offs do not motivate employees as expected. Thus, Hariss International Limited needs to explore other factors that could be combined with time off to improve the reward system and lead to reliable, well rested work force.