This study assessed evaluate the effect of reward management on sustainability of gateway bus service limited: a case of gateway bus service limited. The objectives of the study were: (1) To assess the effect of Reward and management on sustainability of gateway bus service limited. And (2) To evaluate the effect of reward management on sustainability of gateway bus service limited. The transport industry is an important aspect of any growing economy like Uganda. Many private individuals and companies do participate in the transport business and Gateway bus service limited is one of them. Gateway bus service was established in 1982 and is one of the pioneer Bus Companies in Uganda with over 200 employees. It operates both locally and internationally. The study was aimed at examining the relationship between HRM Reward and sustainability of Gateway bus service limited, focusing on reward and motivational, Reward and management, and reward management. Simple random and purposive sampling techniques were used in the motivational of respondents. Data was collected and analysed using quantitative and qualitative methods where questionnaires and interviews were used as the instruments to collect data.

The findings of the study indicate that there was no reward and motivational management, no room for many people to apply and those who came looking for jobs rarely got employed. Financial and no-financial were most commonly used Reward for reward and motivational activities, it was inconsistent and discriminatory, hence reward and motivational at Gateway bus service limited was not professionally handled. It was further discovered that the company had no Reward management to help guide on issues of Reward of the staff, hence the company relied on informal programs of Reward done once at the time of entry. It was also discovered that the company had no reward management; rewards were determined by the directors based on their judgement and were not uniform. Many were not satisfied with their remuneration, the staffs were mainly rewarded with allowances and salary. The researcher recommends that the management of Gateway bus service should set up a reward and motivational management to help in guiding on issues to do with employment of people into the company, and must be handled by a human resource specialist. The researcher further recommends that there must be an establishment of a Reward management to provide a framework within which decisions can be made and supported with regard to the Reward and management of individuals and groups within the company. It was also recommended that a reward management be established to help in the formulation and implementation of ways to best handle issues to do with the rewarding of employees.