Question 1

Even though e-HRM and HRISs have reduced administration workload of HR the implementation of HRIS has not always been successful.There are several factors that need to be considered before, during, and after HRIS implementation.List and give examples of the factors that should be considered before, during and after HRIS implementation.

Accepted Answer

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Question 2

The contemporary SHRM application tool could assist an international organisation with hiring managers in different subsidiaries, in different departments, in different geographic locations to:

Accepted Answer

The contemporary SHRM application tool can assist an international organisation with hiring managers in different subsidiaries, in different departments, in different geographic locations to ensure managers collaborate in real-time to achieve the same hiring quality throughout the organisation, establish HRIS to incorporate HR planning architecture to enable real-time workflows, and produce company-wide HR data and specific HR data worldwide. Therefore, all of the above options are correct.

Question 3

HR managers should take steps to ascertain the forces affecting an organisation's climate prior to new technology is implemented and aligned.This is called:

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Question 4

Within an organisation how can managers effectively integrate HRM and technology to leverage resources? Explore this question considering virtual HRM.

Accepted Answer

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Question 5

Technology failure within e-HRM is attributable to:

Accepted Answer

Technology failure within e-HRM can be attributed to both ineffective strategic integration and human factors such as lack of training or resistance to change. Additionally, technical factors such as system bugs or compatibility issues can also contribute to technology failure. Therefore, both choices A and B are correct.

Question 6

In order for employees to feel confident with the use of technology in an organisation it is essential they believe their personal information will remain private.This can be enhanced by:

Accepted Answer

All of the options (A, B, and C) are necessary to enhance employees' confidence in the use of technology in the organization. Ensuring HR portal security measures, clear rules about accessing employee information, and clear rules about the use of employee information will make employees feel secure about their personal information, and therefore, more confident with the use of technology.

Question 7

As described by Beatty (2005) what are the 6 indicators of a holistic approach to e-HRM that need to be strategically aligned for implementation of a HRIS system? State two reasons why it is important to have a holistic approach to e-HRM?

Accepted Answer

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Question 8

The intranets of many organisations have an HR portal.HR portals:

Accepted Answer

HR portals serve as a link to all HR-related matters, store personnel and personal information about employees, and save the organisation time, reduce errors and are easily updated. Therefore, all of the above choices are the best answer.

Question 9

Online learning refers to virtual training and development which occurs at a time and place of the employee's own choosing.Explore this statement providing four advantages of online learning for either the organisation or the employee.

Accepted Answer

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Question 10

Organisations interface technology with HRM activities through self-service systems.Which of the following is NOT a function of a self-service system?

Accepted Answer

Allowing organisational members to access information about other employees could potentially compromise their privacy and confidentiality. Self-service systems typically do not include this function.

Question 11

The type of industry in which an organisation operates will often affect whether or not it adopts technology-based HRM systems.For example, the introduction of HRM technology at a construction site would be least suited to:

Accepted Answer

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Question 12

Which of the following is not a positive outcome of the introduction of new technology in an organisation?

Accepted Answer

The introduction of new technology may lead to increased efficiency, cost savings, productivity, and goal achievement. However, it may also result in job displacement through automation and may not necessarily lead to increased employment and recruitment.

Question 13

Which of the following is not an advantage of a strategic information system?

Accepted Answer

Getting rid of older employees is not an advantage of a strategic information system. In fact, this goes against ethical and legal business practices, and is not a sustainable way of achieving success. The other options are advantages of a strategic information system.

Question 14

Name the six phases that are required for the effective implementation of an HRIS.Describe what occurs at each of the six phases.

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Question 15

What are the advantages and disadvantages of having an internal or external supplier of HRISs?

Accepted Answer

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Question 16

Several internal environmental factors impact on the implementation of online learning.These include:

Accepted Answer

Organisational culture plays a crucial role in the implementation of online learning as it can significantly impact the adoption and success of new learning technologies. Emerging strategies and employee values and attitudes also have a significant impact on the implementation of online learning as they can influence the level of support and resistance to change within the organisation. While emerging technologies are also important, they are not as significant as the other factors listed in the options. Therefore, option C is the best choice as it includes the three most significant internal environmental factors that impact on the implementation of online learning.

Quiz 5: Technology and Strategic Human Resource Management