This paper examines the implications of training on employee performance in regulatory organizations in Uganda. Using a sample of 80 respondents out of the expected 108 (response rate of 81%), the paper demonstrates a significant relationship between training and employee performance in UCC which formed the case study. This study used a questionnaire to collect the data among key stakeholders. Prior to field research, the questionnaire was tested for reliability using alpha coefficients and it measured above 0.7 which is satisfactory when analyzing data. Similarly, a non-parametric chi-square test (x2) was used to test the association of responses within the variables. The fact that significance values were generally below 0.05 showed that results got from most responses were not by chance but rather a reality. In the recent ever-changing business environment, organisations constantly search for ways to remain competitive. This becomes a driver behind the effort to develop individual employees’ skills, knowledge, and competence in order to improve individual and organisational performance (Ketter, 2006). As such the decision to develop individual employee is as a result of the introduction of new technology and increasing nature of economic activities which has reduced the influence of conventional way of carrying out business activities in such a highly competitive environment. In view of this, training the workforce in delivering quality service(s) has received attention from other organisations.

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