Talent Categorization & Justice Perception: An Empirical Study

In a large manufacturing setup employees are categorized either as learner (low performer), competent (average performer) or leader (high performer) by their superiors during annual performance appraisal. This paper investigates and analyzes as to how this categorization and perception as frozen out during yearly talent reviews affects outcomes on (a)individual mindset in human resource parlance with respect to job satisfaction, turnover intention and job engagement and (b) justice perception. The study has used the empirical method of analysis and field based research to examine the concepts and based on the findings concludes that talent differentiation has an impact on individual mindset and justice perception.