Resumen
AbstractThe article discusses some of the typical problems associated with the successful implementation of performance appraisal. The problem of inadequate training of managers in how to deal with the face-to-face aspect of performance appraisal is highlighted. A relatively new approach to training in interpersonal skills, namely behaviour modelling, is described. This applied learning approach is aimed initially at changing behaviour rather than attitudes, with the intention that attitudes will later change to fall in line with the new behaviour. A particular performance appraisal system is briefly described and it is then shown how the four phases of behaviour modelling, i.e. key behaviours, modelling, role-playing and transfer of training, may be used to train managers how to appraise performance.Die artikel bespreek sommige van die tipiese probleme wat met die geslaagde implementering van prestasiewaardasie ondervind word. Die probleem van onvoldoende opleiding van bestuurders in die hantering van die mens-tot-mens aspek van prestasie-waardasie word beklemtoon. 'n Relatief nuwe benadering tot opleiding in interpersoonlike vaardighede, te wete gedragsmodellering, word beskryf. Hierdie toegepaste leerbenadering is daarop gemik om aanvanklik gedrag eerder as houdings te verander, met die doel dat houdings later sal verander om by die nuwe gedrag aan te pas. 'n Besondere stelsel van prestasie-waardasie word kortllks beskryf, en dit word dan aangetoon hoe die vier fases van gedragsmodellering: sleuteloptredes of -stappe, modellering, rol-spel en oordrag van opleiding, gebruik kan word om bestuurders op te lei in die praktyk van prestasie-waardasie.