BUSMHR 3200 Exam 2 UPDATED
ACTUAL Exam Questions and CORRECT
Answers
Performance Management - CORRECT ANSWER - Organization wide system whereby
managers integrate and the activities of goal setting, monitoring, and evaluating; providing
feedback and coaching; and rewarding employees on a continuous basis
Benefits for employees: - CORRECT ANSWER - Allows employees to
1) Identify their strengths and recognize areas to improve
2) Work with their manager to identify contributions to the team
3) Establish a plan to develop skills
Benefits for managers: - CORRECT ANSWER - Allows managers to
1) Build stronger working relationships with employees
2) Show employees their commitment to helping them meet job standards
3) Identify and solve job performance issues
More benefits - CORRECT ANSWER - Provides a framework for making good hiring,
development and compensation decisions
Allows the organization to improve and be successful
Performance Management Cycle - CORRECT ANSWER - Rewards -> Setting
Accountabilities -> Developmental Review - > Performance Review
Accountabilities Benefits - CORRECT ANSWER - 1) They are each person's "roadmap"
for success in the given fiscal year, and are the basis for update discussions to review progress
2) They provide a clear line of sight and linkage between what each individual does in his/her job
and the organization's overall business objectives
,3) By helping prioritize work, they guide decision making throughout the year
4) Considered at the team level, they help ensure the team is functioning efficiently, working
together effectively, and focused on critical objectives
Developing your Accountabilities - CORRECT ANSWER - 1) The strategic objectives of
the organization
2) The strategic objectives for your business, function, group, etc
3) The strategic goals and objectives established by your managers and his/her team, including
his/her own accountabilities
4) The important and/or critical tactical objectives you have for the year
5) Any other key initiatives or actions you need to take to help drive the success of the
organization
Characteristics of Good Accountabilities - CORRECT ANSWER - 1) Grounded in, and
clearly aligned with strategic objectives
2) "Stretch" but achievable
3) Limited in number (no more than 8-10)
4) Aligned with those of your manger and team members
5) Developed using tools and templates for enterprise-wide consistency
6) SMART (Specific, Measurable, Attainable, Relevant, Time-based)
7) Reviewed on a quarterly basis
Developmental Review Objectives - CORRECT ANSWER - 1) Strengths, relative
weaknesses, and development needs and objectives
2) Career interests and work-related areas for which the employee is passionate
3) Career goals, both short-term and long-term
4) Discussion of potential career planning options
5) Discussion of potential next roles
, Performance review: Manager's Role - CORRECT ANSWER - 1) Provide feedback
(informally and formally)
2) Think about the atmosphere/context for the actual review discussion
3) Potentially ask the individual to do a self-assessment
4) Encourage the individual to actively participate and tell you what he/she thinks
5) Provide the right balance of positive vs. "constructive" feedback
Performance Improvement Plan - CORRECT ANSWER -
Career discussion Skills - CORRECT ANSWER - 1) Setting the Climate - A positive, non-
threatening tone that describes the meeting's purpose
2) Asking Questions - Keep them simple and to the point
3) Listening - Showing you're listening by paraphrasing and reflective listening
4) Seeking Clarification - Asking questions that provide you necessary additional information
5) Providing your opinion - Discuss where you and the individual agree vs. disagree
6) Discussion Career Actions - developmental actions, and or potential next moves
Approaches to Performance Evaluation - CORRECT ANSWER - 1) Ranking
2) Forced distribution
3) Graphic rating scales
4) Critical incidents
5) Behaviorally anchored rating scales (BARS)
6) Management By Objective (MBO)
7) Genreric "results" approahces
Personal Ranking - CORRECT ANSWER - Method of performance measurement that
required managers to rank employees in their group from the highest performer to the poorest
performer
ACTUAL Exam Questions and CORRECT
Answers
Performance Management - CORRECT ANSWER - Organization wide system whereby
managers integrate and the activities of goal setting, monitoring, and evaluating; providing
feedback and coaching; and rewarding employees on a continuous basis
Benefits for employees: - CORRECT ANSWER - Allows employees to
1) Identify their strengths and recognize areas to improve
2) Work with their manager to identify contributions to the team
3) Establish a plan to develop skills
Benefits for managers: - CORRECT ANSWER - Allows managers to
1) Build stronger working relationships with employees
2) Show employees their commitment to helping them meet job standards
3) Identify and solve job performance issues
More benefits - CORRECT ANSWER - Provides a framework for making good hiring,
development and compensation decisions
Allows the organization to improve and be successful
Performance Management Cycle - CORRECT ANSWER - Rewards -> Setting
Accountabilities -> Developmental Review - > Performance Review
Accountabilities Benefits - CORRECT ANSWER - 1) They are each person's "roadmap"
for success in the given fiscal year, and are the basis for update discussions to review progress
2) They provide a clear line of sight and linkage between what each individual does in his/her job
and the organization's overall business objectives
,3) By helping prioritize work, they guide decision making throughout the year
4) Considered at the team level, they help ensure the team is functioning efficiently, working
together effectively, and focused on critical objectives
Developing your Accountabilities - CORRECT ANSWER - 1) The strategic objectives of
the organization
2) The strategic objectives for your business, function, group, etc
3) The strategic goals and objectives established by your managers and his/her team, including
his/her own accountabilities
4) The important and/or critical tactical objectives you have for the year
5) Any other key initiatives or actions you need to take to help drive the success of the
organization
Characteristics of Good Accountabilities - CORRECT ANSWER - 1) Grounded in, and
clearly aligned with strategic objectives
2) "Stretch" but achievable
3) Limited in number (no more than 8-10)
4) Aligned with those of your manger and team members
5) Developed using tools and templates for enterprise-wide consistency
6) SMART (Specific, Measurable, Attainable, Relevant, Time-based)
7) Reviewed on a quarterly basis
Developmental Review Objectives - CORRECT ANSWER - 1) Strengths, relative
weaknesses, and development needs and objectives
2) Career interests and work-related areas for which the employee is passionate
3) Career goals, both short-term and long-term
4) Discussion of potential career planning options
5) Discussion of potential next roles
, Performance review: Manager's Role - CORRECT ANSWER - 1) Provide feedback
(informally and formally)
2) Think about the atmosphere/context for the actual review discussion
3) Potentially ask the individual to do a self-assessment
4) Encourage the individual to actively participate and tell you what he/she thinks
5) Provide the right balance of positive vs. "constructive" feedback
Performance Improvement Plan - CORRECT ANSWER -
Career discussion Skills - CORRECT ANSWER - 1) Setting the Climate - A positive, non-
threatening tone that describes the meeting's purpose
2) Asking Questions - Keep them simple and to the point
3) Listening - Showing you're listening by paraphrasing and reflective listening
4) Seeking Clarification - Asking questions that provide you necessary additional information
5) Providing your opinion - Discuss where you and the individual agree vs. disagree
6) Discussion Career Actions - developmental actions, and or potential next moves
Approaches to Performance Evaluation - CORRECT ANSWER - 1) Ranking
2) Forced distribution
3) Graphic rating scales
4) Critical incidents
5) Behaviorally anchored rating scales (BARS)
6) Management By Objective (MBO)
7) Genreric "results" approahces
Personal Ranking - CORRECT ANSWER - Method of performance measurement that
required managers to rank employees in their group from the highest performer to the poorest
performer
