BUSMHR 3200 Exam 2 QUESTIONS WITH ANSWERS

BUSMHR 3200 Exam 2 QUESTIONS WITH |\ |\ |\ |\ |\ |\




ANSWERS

Performance Management - CORRECT ANSWERS ✔✔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 ANSWERS ✔✔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 ANSWERS ✔✔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 ANSWERS ✔✔Provides a framework for
|\ |\ |\ |\ |\ |\ |\ |\ |\


making good hiring, development and compensation decisions
|\ |\ |\ |\ |\ |\




Allows the organization to improve and be successful
|\ |\ |\ |\ |\ |\ |\

,Performance Management Cycle - CORRECT ANSWERS |\ |\ |\ |\ |\ |\


✔✔Rewards -> Setting Accountabilities -> Developmental Review
|\ |\ |\ |\ |\ |\


- > Performance Review
|\ |\ |\ |\




Accountabilities Benefits - CORRECT ANSWERS ✔✔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 ANSWERS ✔✔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 ANSWERS |\ |\ |\ |\ |\ |\ |\


✔✔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 ANSWERS ✔✔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 ANSWERS ✔✔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 ANSWERS ✔✔ |\ |\ |\ |\ |\ |\




Career discussion Skills - CORRECT ANSWERS ✔✔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 ANSWERS
|\ |\ |\ |\ |\ |\ |\


✔✔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 ANSWERS ✔✔Method of
|\ |\ |\ |\ |\ |\ |\


performance measurement that required managers to rank |\ |\ |\ |\ |\ |\ |\