BUSMHR 3200 Exam 2 || Most Recent Exam Actual
Complete Real Exam Questions And Correct Answers
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Success!! Newest Exam | Just Released 2026-2027
Developmental Review Objectives
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
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
,Career discussion Skills
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
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
Method of performance measurement that required managers to rank
employees in their group from the highest performer to the poorest
performer
Forced Distribution Method
Method of performance measurement that assigns a certain percentage of
employees to each category in a set of categories
,Graphic Rating Scale
Method of performance measurement that lists traits and provides a rating
scale for each trait; the employer users the scale to indicate the extent to
which an employee displays each trait
Critical Incidents
identifying and describing specify events (or incidents) where the employee
did something really well or something that needs improvement
Behaviorally Anchored Rating Scales (BARS)
Merthod of performance measurement that rates behavior in terms of scale
showing specific statement of behavior that describe different levels of
performance
Management By Objectives (MBO)
A management model that aims to improve performance of an organization by
clearly defining objectives that are agreed to by both management and
employees
Self-Assessment
The use of information by employees to determine their career interests,
values, aptitudes, behavioral tendencies, and development needs
Development Planning
, Performance goal
targets a specific end result
Learning goal
involves enhancing your knowledge or skill
Monitoring performance
involves measuring, tracking, or otherwise verifying progress and ultimate
performance
360-feedback
is a feedback process where not just your superior but your peers and direct
reports and sometimes even customers evaluate you. You receive an analysis of
how you perceive yourself and how others perceive you.
coaching
is a customized process between two or more people with intent of enhancing
learning and motivating change
law of effect
behavior with favorable consequences tends to be repeated, while bahavior with
unfavorable consequences tends to disappear
continuous reinforcement
if every instance of a target behavior is reinfoced
Complete Real Exam Questions And Correct Answers
(Verified Answers) Already Graded A+ | Guaranteed
Success!! Newest Exam | Just Released 2026-2027
Developmental Review Objectives
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
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
,Career discussion Skills
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
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
Method of performance measurement that required managers to rank
employees in their group from the highest performer to the poorest
performer
Forced Distribution Method
Method of performance measurement that assigns a certain percentage of
employees to each category in a set of categories
,Graphic Rating Scale
Method of performance measurement that lists traits and provides a rating
scale for each trait; the employer users the scale to indicate the extent to
which an employee displays each trait
Critical Incidents
identifying and describing specify events (or incidents) where the employee
did something really well or something that needs improvement
Behaviorally Anchored Rating Scales (BARS)
Merthod of performance measurement that rates behavior in terms of scale
showing specific statement of behavior that describe different levels of
performance
Management By Objectives (MBO)
A management model that aims to improve performance of an organization by
clearly defining objectives that are agreed to by both management and
employees
Self-Assessment
The use of information by employees to determine their career interests,
values, aptitudes, behavioral tendencies, and development needs
Development Planning
, Performance goal
targets a specific end result
Learning goal
involves enhancing your knowledge or skill
Monitoring performance
involves measuring, tracking, or otherwise verifying progress and ultimate
performance
360-feedback
is a feedback process where not just your superior but your peers and direct
reports and sometimes even customers evaluate you. You receive an analysis of
how you perceive yourself and how others perceive you.
coaching
is a customized process between two or more people with intent of enhancing
learning and motivating change
law of effect
behavior with favorable consequences tends to be repeated, while bahavior with
unfavorable consequences tends to disappear
continuous reinforcement
if every instance of a target behavior is reinfoced
