Deck 1: Evolution of Human Resource Management and Human Resource Information Systems: the Role of Information Technology

Question 1

The resources that are available to organizations to compete in the market place are:

A)Technology, human, inventory
B)Physical, human, technology
C)Financial, technology, inventory
D)Financial, physical, and human

Answer 1

D

Question 2

The historical era in which employees started forming trade unions was:

A)Pre-World War II era
B)Post-World War II ear
C)Social Issues era
D)Cost-effectiveness era

Answer 2

B

Question 3

The systems model of organizational functioning indicates that the strategy of the firm, the HR strategy, and HR programs:

A)should be in alignment with each other
B)should impact only on HR metrics
C)should drive the competition for resources
D)should define proper HRIS development & use

Answer 3

A

Question 4

The change in focus of the HRM function as adding value to the organization's product or service is characteristic of the ________________ era.

A)computerization
B)post-war
C)cost-effectiveness
D)social issues

Question 5

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

Question 6

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 7

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 & software

Question 8

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

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 9

An HRIS that supports regular and ongoing decisions are called:

A)Transactional Systems
B)Management Information Systems,
C)Executive Information Systems
D)Transformational Systems

Question 10

In the development and implementation of an HRIS, the two most important aspects are:

A)the proposal to management and the needs analysis
B)the system specifications and the system design,
C)the documentation and the system design
D)the documentation and evaluation

Question 11

The effective management of human resources in a firm to gain a competitive advantage in the market place 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 12

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

A)strategic planning
B)transactional
C)transformational
D)all of the above

Question 13

Decision support systems:

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

Question 14

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

Question 15

To add value to HRM, the use of an HRIS is focused primarily on increasing which of the following kind of tasks or activities?

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

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)can not be used to manipulate and analyze data

Question 17

In the systems model of organizational functioning in the book, the general factor that can cause changes for all the other factors of the total system is:

A)the HR strategy of other firms in the market place
B)the amount and sophistication of HRIS technology
C)the strategic management system
D)the national culture where the organization operates

Question 18

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

Question 19

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

Question 20

A DSS focuses on decision making, enabling users to work intimately with the data, developing multiple "what if" scenarios and queries with the system.

Question 21

Describe the distinction between e-HRM and HRIS.

Question 22

What are the five general phases of the System Development Life Cycle?

Question 23

Management Information Systems (MIS)refers to structured information flows of business functions to aid managers in performing traditional activities.

Question 24

When does the development and implementation of a new HRIS begin?

Question 25

Management scholars have argued that future economic and strategic advantage will rest with the organizations that can most effectively attract, develop and retain a diverse group of the best and the brightest human talent in the market place.

Question 26

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

Question 27

Context is a crucial element in Strategic Human Resources Management (Strategic HRM)and researchers increasingly emphasize the "best-practice" approach to Strategic HRM as opposed to the "best-fit" approach.

Question 28

In the organizational model in the book, what is the role of the HRIS?

Question 29

The system used to acquire, store, manipulate, analyse, retrieve, and distribute information regarding an organization's human resources is call the Enterprise Resource Planning System (ERPS).

Question 30

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

Question 31

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

Question 32

A set of steps or phases in the formal design of any information processing system that include analysis through evaluation is referred to as the System Development Life Cycle (SDLC).

Question 33

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

Question 34

An HR activities or program that increases the strategic importance and visibility of the HR function in the firm is referred to as a transformational activity.

Question 35

What is the critical factor that affects the successful development and implementation of an HRIS?

Question 36

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

Question 37

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 38

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