BUSMHR 3200 EXAM 2 ACTUAL TEST
SCRIPT 2026 FULL QUESTIONS AND
CORRECT ANSWERS VERIFIED PASS
●● Benefits for employees:.
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:.
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.
Answer: Provides a framework for making good hiring, development
and compensation decisions
Allows the organization to improve and be successful
,●● Performance Management Cycle.
Answer: Rewards -> Setting Accountabilities -> Developmental Review
- > Performance Review
●● Accountabilities Benefits.
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.
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.
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.
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.
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.
Answer:
●● Career discussion Skills.
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.
Answer: 1) Ranking
2) Forced distribution
3) Graphic rating scales
SCRIPT 2026 FULL QUESTIONS AND
CORRECT ANSWERS VERIFIED PASS
●● Benefits for employees:.
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:.
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.
Answer: Provides a framework for making good hiring, development
and compensation decisions
Allows the organization to improve and be successful
,●● Performance Management Cycle.
Answer: Rewards -> Setting Accountabilities -> Developmental Review
- > Performance Review
●● Accountabilities Benefits.
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.
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.
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.
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.
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.
Answer:
●● Career discussion Skills.
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.
Answer: 1) Ranking
2) Forced distribution
3) Graphic rating scales
