The purpose of this study is to identify the effect of performance appraisal on employees’ satisfaction in university of Peshawar, Khyber Pakhtunkhwa (KP), Pakistan. We collected data from 60 administrative employees of university of Peshawar using survey questionnaire. We distributed 100 questionnaires among the employees of university of Peshawar, out of which 60 were returned back, so the response rate was 60 %. Findings of this study revealed that performance appraisal significantly and positively affect employee satisfaction in university of Peshawar, KP. It was concluded from this study that fair and accurate performance appraisal keep the employees satisfied and positively affect the efficiency and effectiveness of employees as well as organization. In line with the findings of this study it is recommended for top management of higher education of Pakistan to design such a performance appraisal system which is in accordance with the new challenges and developmental aspect of employees within different universities or organizations. This study has importance for both policy makers and academicians.

It is recognized globally that training and development not only enhances the abilities, knowledge and skills of the staff member but it also changes their attitudes and behaviors. Such change in their attitudes and behaviors makes them committed with their respective organizations. This research work inquired association of training & development along with its dimensions with organizational commitment. We used Smart-PLS to make analysis of the data which were gathered from 320 academic staff of seven public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. The results of this work found a significant influence of training & development and its dimensions on organizational commitment of academic staff. The results further suggested that training and development play crucial role in the enrichment of organizational commitment of academic staff. Committed academic staff not only stays longer with the universities but put more effort and perform better as compared to non-committed academic staff. We also concluded in this study that if the management of the universities intends to enhance the commitment of academic staff with the universities, they need to provide them maximum opportunities of training & development. We also discussed the theoretical and practical implications of the results.

Performance appraisal is considered to be the most significant element of performance management but often the former involves controversial practices, among other variables influenced by accuracy and effectiveness. However, it is generally understood that performance appraisal system commonly result into positive organizational outcomes, yet the accuracy of the measuring tools is still an arguable issue with more criticisms. The ongoing matters are measured and tested as a case study approach by paying attention on higher education institutions. Since higher education is progressively playing a vital role in economic competitiveness of a country. Aiming to examine the effect of rater motivation and rater training on performance appraisal process in public sector universities of Khyber Pakhtunkhwa, Pakistan and recognized as a critical contribution to organizational and people’s performance. Thus, this study finds the effects and consequences of rater motivation and rater training on performance appraisal system. This study is survey based, 300 questionnaires in total were distributed among the faculty of public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. Out of which 160 were received back recording response rate of 53%. Findings of this study indicate that there was positive and significant relationship between rater motivation and performance appraisal and also between rater training and performance appraisal in public sector universities of Khyber Pakhtunkhwa, Pakistan. The current study offers researchers with the opportunity to search performance appraisal from a new perspective which has never been explored before in a developing country like Pakistan.

This research scrutinizes the critical effect of human resource practices on the competitive advantage of supply chain management. It is proposed that HR practices positively affect supply chain management success of small medium enterprises (SMEs) in Pakistan but ignores the relative importance among different factors about organizational performance. Survey responses of 100 were collected via simple random sampling from the manufacturing and services sectors of SME in Pakistan. Confirmatory factor analysis was used to measure the fitness of the measurement model, and subsequently, the structural model was used to test the hypotheses. The findings show that all HR practices are positively related to the improvement in supply chain management as perceived by the employees of the concerned SME organizations. Since the research has integrating by providing valuable visions and understandings for improving the supply chain management by executing these HR practices. So, manufacturing and services industries must focus more on these practices and give new concentration when dealing with their relevant organization to get upper hand over competitors. Results of this study would also be helpful for HRM managers especially in less developed countries that are, Pakistan who intend to improve supply chain management through the implementation of these practices.

The purpose of this article is to find out the importance of organizational justice and its types along with employee satisfaction in the performance appraisal system. Data were collected from a sample of 180 respondents who replied their opinions regarding the variables included in the study. This study used SPSS to analyze collected data. The findings of study found a linkage of three kinds of organizational justice with performance appraisal. Also a strong association of employee satisfaction was found with components of organizational justice. The core restriction is that this study provides information limited to only one source, i.e. employees. This paper has practical effects on human resource development as it gives human resource practitioners and also to managers acting as rater of their employees with different ideas and recommendations.  Such ideas and recommendations typify how to maximize the perceived justice of the performance appraisal system in higher education sector of Pakistan. This study will also add some extra knowledge to the stake holders in higher education sector to understand and pinpoint the role of performance appraisal in academic sector.