Abstract:
Purpose
Performance appraisal has given been deemed as the HR’S department most significant and
complex activity. In the light ofrecent events this has been established that performance
appraisal have an effect on improving employee motivation to enhance their performance. To
explore this phenomenon, the study examines the relationship between performance appraisal
fairness and how this motivates employees to improve their performance. As performance
appraisal fairness is merely an employee perception, depending upon how an employee
materializes this concept as it varies from one employee to another.
Methodology & Design
In order to evaluate employee’s perception ofperformance appraisal fairness selected
dimensions ofperformance appraisal fairness (procedural, distributive, interactive justice) to get
an understanding of how employees working in the higher educational institution sector
materialize this concept. The data was gathered through the use ofquestionnaire from 300
respondents working in Higher Educational Institution to get their viewpoint regarding the
fairness dimension (procedural, distributive, interactive justice) in their respective organization.
The data gathered was analyzed using a statistical metric (SPSS) which helps established the
understanding regarding what employees perceive to be fair.
