―Do you know where I can repair my motorcar？ ―

―Haven't seen you for ages.What are you busy doing now？ ―

―I think I have made a great mistake. ―

―Over-the-top？ You mean… ―

―Why didn't you come to my birthday party yesterday？ ―

A child's character is greatly influenced by his home .

At a rough ，we will take another four weeks to finish this plan.

Good work good pay.

Linda walked at the head， by her colleagues.

My leather shoes cost me the last pairs I bought.

Please ask the solicitor what his would be to take the case to court.

The workmen want to the number of working hours and to increase pay.

They have come to the conclusion this winter will be even colder than before.

Wendy suggests that we tomorrow.

Without his assistance，I the research last month.

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. 1.Performance management is a very important part of any quality human resource system. 2.The aim of performance management is to punish the unqualified employees. 3.An enterprise can be better placed to meet competitive challenges by providing the education，training and feedback required by employees，for example. 4.Every enterprise can expect high performance from each employee. 5.Performance management is also called performance appraisal.

HOW TO HANDLE A BAD PERFORMANCE REVIEW Getting a bad performance review can make you feel angry，unappreciated，defeated，and hopeless.But it's not the end of the world.Remember that the way you respond to this appraisal can make all the difference in the next one.Even if you believe that the review is inaccurate and that your boss is completely wrong，you will benefit by reacting in a mature，adult manner. Here are some suggestions： Stay calm.Relax.Breathe.Do not overreact and be objective.Especially，do not say things that will likely be regretted later.Besides，the person giving the performance review may or may not be the one who has written the bad review. WHAT TO DO WHEN RECEIVING A BAD PERFORMANCE REVIEW It's best to listen attentively.And make comments or remarks only when asked for them. Besides，during the performance review，you will be given the chance to respond and may disagree. WHAT TO DO AFTER RECEIVING A BAD PERFORMANCE REVIEW Don't be intimidated by the bad performance review and want to quit the job；instead，learn from it.Also，if the organization allows their employees to make a written statement on their own behalf，do make one.It is important for the worker to show why she does not agree with the bed performance review；for instance，an employee may express their different understanding and，at the same time，a willingness to comply with any constructive suggestions. WAYS TO IMPROVE A BAD PERFORMANCE REVIEW A way to improve a bad performance review is to set self-reviews，that is，establish performance standards.Another way to improve a bad review is to learn more about what the manager，supervisor，or boss wants or expects from his/her employees.Learning what it was that caused a bad performance review helps to improve professional growth and encourages as well as motivates the worker to do better in order to receive a good review next time. 1.What should you do when you are given a bad performance review？ 2.What should you do after you are given a bad performance review？ 3.What should you do if you do not agree with the bad performance review？ 4.How do you improve a bad performance review？ 5.Why should we understand the cause of a bad performance review？