B. K. Punia1 and Renu Siwatch2

Haryana School of Business, Guru Jasmbheshwar University of Science & Technology,
Hisar-125 001, Haryana, India
1E-mail: bkpunia@rediffmail.com, 2E-mail: siwatch7renu@gmail.com


Performance appraisal is a very critical HRD mechanism to provide specific documentation regarding current and future personnel actions. Performance appraisal in the university system has attained particular significance in the changed educational scenario. In higher education, the mechanism of performance appraisal is not as rigid as it is found in the industrial organisations. Performance of faculty as such cannot be well managed until and unless the organisation adopts a well organised system of performance evaluation. Furthermore, the performance evaluation of an organisation cannot give required and actual benefit or results until the employees are well aware about the existing appraisal system of the organisation. Due to its non-linkage with faculty promotion matters, many a times the faculty is not even aware of the prevalence and the significance of existing performance evaluation mechanism.

To explore the views of Indian academia the study has been carried out with a sample size of 500 faculty members from different universities in the country. It has been found that the faculty members working in the central universities, residential universities and general universities have shown the high level of awareness about the existing system as compared to the state university, technical/special character university and affiliating university faculty members. The variations in the views of central and state university respondents have been found statistically significant across gender, designation, designation experience and the organisation category. The newly appointed faculty members working in central universities, special character universities, and residential universities have attributed higher degree of significance to existing appraisal system. Significant variations in the perceived significance have emerged on designation experience, organisation experience, and the organisation structure dimensions.