The HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness) defines performance management as a continuous process designed to align individual performance with organizational goals while supporting employee learning and development.
A key part of an effective performance appraisal process is a development-focused discussion that includes career and learning goals followed by a concrete action plan.
Extract:
“Performance management systems support learning and development by guiding discussions on employee goals and identifying developmental actions to enhance performance.”
(HRPA Competency Framework – Organizational Effectiveness, CHRP Level, Key Competency: Manage Performance and Development Processes)
Option Analysis:
A: Limited to subordinate feedback, not comprehensive.
B: Describes a 360-degree feedback process, which is one input, not the full developmental component.
C: Correct — explicitly integrates career and learning goals into performance discussions.
D: Focuses only on advancement aspirations, not overall learning.
Therefore, C. Guidance for the manager and employee to discuss the employee’s career and learning goals with a subsequent action plan is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework – Organizational Effectiveness
CHRP Knowledge Exam Blueprint – Performance Management and Development
HRPA Exam Preparation Guide – Coaching and Performance Appraisal
