The International Journal Of Humanities & Social Studies ( ISSN 2321 - 9203) www.theijhss.com 127 Vol 6 Issue 3 March, 2018 THE I NTERNATI ONAL JOURNAL OF HUMANI TI ES & SOCI AL STUDI ES Relationship between High Performance Work Practices and Employee Performance: A Case of Mumias Sugar Company Limited, Kenya 1. Introduction 1.1. Background of the Study Organizational performance could be enhanced by aligning the performance management techniques with HRM practices (Hartog et al., 2004). Globally and more significantly in Kenya, the sugar industry has evolved in the past 46 years into a formidable force that has transformed the social and economic well-being of many people. Performance in the Sugar Companies in Kenya is important since it contributes to the economic prosperity of any entity Giuca and Barrette, (2011). Performance enhances profitability of the organization (Gul et al., 2012). Though performance is considered as a top strategic priority amongst organizations, very few have achieved it and even fewer have been found to sustain it. In order to cope with increasingly dynamic environments which, demand rapid innovation and continuous changes, organizations are forced to shift their nature of work to more self-directed and decentralized way so that employees can use their initiative to solve the problems facing them and change the existing organizational settings (Parker, Williams, & Turner, 2006). Namayi Ochomo Peter Talent Management Assistant, Mumias Sugar Company Limited, Kenya Abstract: In order to cope with increasingly dynamic environments that demand rapid innovation and continuous changes, organizations shift its work nature to more decentralized and self-directed so that employees can use their initiatives to solve the problems and change the existing organizational settings. Organization’s success and sustained competitive advantage depend on appropriate human resources (HR) strategies that promote employee well-being and care to foster employees’ personal initiatives and proactive behavior. High performance Work Practices (HPWPs) are expected to increase workers effective discretionary effort, leading to improved employee performance in terms of product quality and higher profits as well as to a more satisfied workforce. Absence of High Performance Work Practices leads to increased labour turn over, poor organizational image, low profits, poor employee relations, increased work place accidents, emotional labour, burn out, intention to leave and lower levels of discretionary efforts. The international Labour Organization’s global report on Work-life balance in 2010 found Kenya to have the highest prevalence of long working hours thus lack of Quality of work life which leads to reduced performance levels. The main objective of this study is to investigate the relationship between High Performance Work Practices and employee Performance at Mumias Sugar Company (MSC). The specific objective will be to determine how extensive Training influence employee performance at Mumias Sugar Company, To examine the influence of information sharing on employee performance at Mumias Sugar Company, To determine the extent to which self managed teams and decentralized decision making influence employee performance at Mumias Sugar Company, To investigate the influence of flexible work arrangement on employee performance at Mumias Sugar Company and to establish the extent to which moderating effect of managerial support influence the relationship between High Performance work Practices and employee Performance at Mumias Sugar Company. Survey research design will be carried out at Mumias Sugar Company. Descriptive research design will be used in this study. Primary data will be collected by use of questionnaires and interviews while secondary data will be collected from journals, books and reports. Data will be analyzed through descriptive statistic and inferential (Multiple linear regression and correlation coefficient using statistical package for social sciences (SPSS). This technique gives simple summary about the sample data and present quantitative descriptions in a manageable form. Keywords: Gross development product , high performance work practices , human resource management , human r esour ce, International labour organization, flexible work arrangements , teams and decentralized decision making, work life balance, extensive employee training, employee involvement , information sharing, best fit