親愛的朋友們，大家好！Welcome back to Keke English, BEC World, This is your friend, Charlie. In this section, I would like to share some amazing materials on Business English Certificate with you, which might give you some insights about the test.

TODAY’S TOPIC
Staff Appraisals and feedback

1. Performance appraisal is on the up and up. It used to represent the one time of year when getting on with the work was put on hold while enormous quantities of management hours were spent in the earnest ritual of rating and ranking performance.
2. Now the practice is even more frequent. This of course makes it all the more important how appraisal is conducted.
3. Human resources professionals claim that managers should strive for objectivity and thus for feedback rather than judgment
4. But the simple fact of the matter is that the nature of hierarchy distorts the concept of feedback because performance measures are conceived hierarchically.
5. Unfortunately, all too many workers suffer from the injustices that this generates.
6. The notion behind performance appraisal- that workers should be held accountable for their performance- is plausible
7. However, the evidence suggests that the premise is wrong. Contrary to assumptions, appraisal is not an effective means of performance improvement- it is judgment imposed rather than feedback.
8. Useful feedback, on the other hand, would be information that told both the manager and worker how we ll the work system functioned, and suggested ways to make it better.

Performance appraisal 績效評估
Human resources professionals 人力資源專家
Be held accountable for 對···負責
Plausible 似乎合理的
Contrary to assumptions 與假設相反的是

All right, I think it time to call it a day, let’s discuss something tomorrow, hope you find this useful, good bye.