Deck 1: A Brief History and Overview of Technology in HR

Question 1

To compete in the marketplace,firms need to what resources to achieve,profit,and survive?

A) technology, human, and inventory
B) physical, human, and technology
C) financial, technology, and inventory
D) physical, organizational, and human

Answer 1

D

Question 2

Decision support systems

A) enable users to develop "what if" scenarios
B) make computations and calculations used to review and document human resources decisions and practices
C) are systems that recommend actions the user can take based on the information provided
D) are the set of topics on which the human resource information system collects and maintains information

Answer 2

A

Question 3

The alignment of the HRM function with organizational goals is referred to as ______.

A) an HR balanced scorecard
B) strategic human resources management (strategic HRM)
C) concreteness or congruence
D) human resources program evaluation

Answer 3

B

Question 4

It has been estimated that most HR departments spend approximately ______ on transactional activities.

A) 15% to 30%
B) 5% to 15%
C) 65% to 75%
D) 50% to 65%

Question 5

The system used to acquire,store,manipulate,analyze,retrieve,and distribute information regarding an organization's human resources is call the enterprise resource planning system (ERPS).

Question 6

To add value to the organization,the use of an HRIS is focused primarily on structural realignment and strategic redirection.This an example of which of the following tasks or activities?

A) transactional
B) benchmarking
C) transformational
D) re-engineering

Question 7

The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires

A) timely and accurate information on current employees
B) a vice president representing the HR function
C) the use of decision support systems (DSS)
D) outsourcing of transaction HR activities

Question 8

The historical era in which employees started forming trade unions was ______.

A) Pre-World War II Era
B) Post-World War II Era
C) Social Issues Era
D) Cost-Effectiveness Era

Question 9

Entering employee payroll information is an example of an HR transactional activity.

Question 10

To improve the effectiveness of the HR function,activities that can be handled through computerization are ______.

A) traditional
B) transactional
C) transformational
D) all of these

Question 11

The continual interaction between HRIS and the HR program evaluation results is the main factor in the use of the HR workforce scorecard.

Question 12

An HRIS that supports regular and ongoing decisions is called a(n)______.

A) transactional system
B) management information system
C) executive information system
D) transformational system

Question 13

The activities during the pre-World War II era included all the following EXCEPT for this:

A) record keeping of employee information
B) the growth of trade unions
C) scientific management was the prevailing philosophy
D) very few government influences in employment relations

Question 14

A key benefit of any HRIS is

A) the number of software applications in the system
B) comprehensive reports on employees' health status
C) the generation of reports
D) up-to-date technical hardware and software

Question 15

Management information systems (MIS)refer to structured information flows of business functions to aid managers in performing traditional activities.

Question 16

According to the book,an HRIS

A) is defined only by the software-hardware configuration it uses
B) is used to store data for use by the MIS department
C) includes people, forms, policies, procedures, and data
D) cannot be used to manipulate and analyze data

Question 17

The change in focus of the HRM function as adding value to the organization's product or service took place during the ______ Era.

A) "the Cloud" and Mobile Technology
B) post-World War II
C) Cost-Effectiveness
D) Social Issues

Question 18

Recruiting new employees from the external labor market is an example of an HR transactional activity.

Question 19

The recruitment and training functions of an HR department are traditional activities.

Question 20

Advances in technology have enabled HRIS to expand their functionality and breadth in the support of human resource management.

Question 21

What are the main factors that led to the evolution of strategic HRM?

Question 22

What are the three types of HR activities? Define them with examples.

Question 23

What are four important advantages to firms using an HRIS?

Question 24

Time and motion studies influenced the scientific management philosophy of managing employees.

Question 25

What is the desired effect of the implementation of an HRIS on the three types of HR activities?

Question 26

As the HR director,you were given the task of providing awards to all employees with 10,20,and 30 years of service to the organization.However,your company has 25,000 employees globally.Explain how an HRIS can assist you in completing this task.

Question 27

Business process reengineering and the creation of the HR or Workforce Scorecard was characteristic of the Technological Advancement Era.

Question 28

While eHRM is a way of conducting HR,the HRIS is the technology through which eHRM is enabled.

Question 29

Describe the distinction between eHRM and HRIS.

Question 30

A focus on data,storage,processing,and flows at the operational level and efficient transaction processing is referred to as a management information system (MIS).

Question 31

HR activities or programs that increase the strategic importance and visibility of the HR function in the firm are referred to as transformational activities.

Question 32

Organizations became more aware that there was not one best way to strategically deploy HR resources.Thus,researchers increasingly emphasize the best-practice approach to strategic HRM as opposed to the best-fit approach.

Question 33

The data centrality of the HRIS is pictured in Figure 1.3 on page 19 in the textbook.There are several aspects of this model that are critical.Discuss one,and provide an example.

Question 34

What factors affect a firm's ability to harness the potential of an HRIS?

Question 35

HRIS tends to be more focused on how HR functionality is delivered,and an eHRM is more focused on the systems and technology underlying the design and acquisition of systems supporting the move to an HRIS.