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There is an increasing need for organizations to providing an effective reward system that drives employee performance and productivity. Organizations are fast becoming unconcerned in the practicing of effective reward system as most rewards offered by management of organizations tends not to be appreciated by their employees. In most cases, these rewards are not based on the employee needs and innermost desires. However, how people are compensated has a significant impact on whether a company or institution survives. As a result, it is crucial that reward systems be reassessed in light of the value that those people contribute. The objective of the study was to determine the effect of employee promotion on employee performance at the Technical University of Kenya. The study's guiding theory was equity theory. The research study design used in this investigation was descriptive. Additionally, stratified random sampling was used. 361 employees—153 academic staff and 208 administrative workers—from both the academic and administrative spheres made up the study's target group. Stratified sampling was used in this study. Piloting was done on 10% of the sample size of 108 to ascertain the validity and reliability of the instrument. This was done through professional advice, content, and construction. Primary data was gathered via semi- structured questionnaires and rated on a 5-point Likert scale. The results indicated that moderately employees get promotion, moderately promotion comes with more responsibility and higher pay, moderately promotion increased employee performance, moderately helped in gaining more skills. The study concluded that employee promotion significantly affects employee performance. Key Words: Employee Promotion, Employee Performance CITATION: Muhati, M., Makhamara, F. (2023). Employee promotion on employee performance at the technical university of Kenya, Nairobi City County, Kenya. The Strategic Journal of Business & Change Management, 10 (1), 413 – 42 6 .
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