A. Quit your job immediately. B. Insist on making comments. C. Learn from the review.
3. What should you do if you do not agree with the bad performance review?（）
A. Tell the boss directly that you do not agree with the review. B. Make a written statement on your own behalf if it is allowed. C. Do not express your different understanding in a written statement. 4. How do you improve a bad performance review?（） A. Understand the established performance standards. B. Learn more about what the employee wants or expects. C. Learn what the person who gives the review may think.
5. Why should we understand the cause of a bad performance review?（） A. Because it helps the employee to get promoted immediately. B. Because it encourages and motivates the worker to do better. C. Because it prevents the employee from professional growth. 二、阅读理解：根据文章内容，判断正误（共50分）。
Performance Management and Performance Appraisal
Performance management aims to acknowledge employee achievements, support their personal and professional development, and motivate and empower them to perform their work effectively. Performance management helps employees to develop their
understanding, knowledge and skills so that they can contribute to the achievement of the enterprise's goals and gain personal and job satisfaction. It is a vital part of any quality human resource system. Every enterprise wants and should expect high performance from each employee.The elements of a competency-based performance management system will, if implemented well, enable high performance which will define enterprise and personal success. Using performance management processes, an enterprise can be better placed to meet competitive challenges. This is done by: ●identifying the critical positions
●determining the most important competencies for those positions
●providing the education, training and feedback required by employees
●holding each person accountable for their results
The key to the performance management process is ‘performance appraisal'. Performance appraisal is simply an evaluation of how well an employee performs his or her job compared to a set of predetermined standards. It is a systematic process of feedback on an employee's work performance, and agreement to future training plans, job goals and job aspirations.
To be effective, a performance appraisal needs to have a set of
agreed criteria that will be the basis of feedback as well as of setting future goals. Units of competency provide a very effective tool for setting benchmarks or criteria for work performance. The performance criteria within units of competency can be used as measures to assess against in a performance appraisal or review. 操作提示：正确选T，错误选F。
1. Performance management is a very important part of any quality human resource system.（T）
2. The aim of performance management is to punish the unqualified employees.（F）
3. An enterprise can be better placed to meet competitive challenges by providing the education, training and feedback required by employees, for example.（T）
4. Every enterprise can expect high performance from each employee.（F） 5. “Performance management” is also called “performance appraisal”.（F）
电大《管理英语4》形考任务(单元自测5)参考答案
