ABSTRACT The information presented in this study was obtained from Ilemela district in general and in Kirumba, Nyakato and Buswelu wards in particular. The main objective of this study was to investigate the effects of training and development on employee work performance in public organizations in Ilemela district. The study was guided by three objectives; to investigate the worth of training and development programs provided to employees in Ilemela district in relation to work performance; to examine factors that affect training and development and employee’s work performance in various government organizations in Ilemela district. To establish some measures which will add value to the training and development programs that would result in better employee work performance in Ilemela district. The qualitative and quantitative methodology was used to cover the objective of this study. The researcher intended to use the findings to benefit the policy makers, the human resource professionals and academicians. Also the findings are expected to add knowledge in the field of Human Resource Management (HRM) will stimulate future researchers for they will have a place to start. Results show that training and development programmes provided to employees do not bring much effect upon employees’ work performance because only a few types of training programmes are given to employees. This leads to poor performance. The study established that the factors that affect training and development in government organizations include government bureaucracy, nepotism, corruption and favouritism. Others are lack of fund, poor implementation of government policies, fiddling and embezzlement of funds directed to training and development, and lack of serious consideration to training and development. The combinations of these factors cause employees not to perform according to the expectations. xvi In order for training and development programmes to add value and result to better employees’ work performance the following must be considered; budget for training and development to be set aside to cover the objective, heads of departments have to avoid nepotism, favouritism and corruption in providing training and development should be avoided. Also training and needs assessment must be conducted before training programmes are given to employees. Follow up and accountability must be ensured to restrict fund fiddling and embezzlement by heads of departments and all responsible organs.