Deck 5: Technology and Strategic Human Resource Management

Question 1

An organisation's intranet system is an internal network that can be accessed by anyone; people outside the organisation as well as people who are members of the organisation:

Answer 1

False

Question 2

Which of the following is an example of an e-HRM transactional activity?

A) advertising vacant positions on the web, such as using seek.com.au or careerone.com
B) communicating via email with employees about organisational change
C) compensating employees by depositing their wages directly into their bank accounts
D) using computer simulations to train employees

Answer 2

C

Question 3

A Human Resource Information System (HRIS) allows the manager to conduct skills audits to monitor individual performance and see if employees have the relevant qualifications or experience for promotions.The main purpose of the system is to:

A) improve the wellbeing of employees and the organisation
B) accumulate, maintain and access employee information
C) improve the efficiency and effectiveness of the HR department
D) develop high quality information systems about employees

Answer 3

C

Question 4

The implementation of an HRIS proceeds is six straightforward steps; there is no need to go back to any previous steps in the plan:

Question 5

The internet can be used to communicate information about the organisation, such as its mission and vision, to people inside and outside the organisation:

Question 6

Though e-HRM has only been used in organisations for a short time productivity gains, cost reductions and faster processes have been noted:

Question 7

When implementing new technology in an organisation the most important factor is that the goal of the new HRIS is clear to all organisational stakeholders:

Question 8

Sending email is an effective way to communicate because:

A) it is fast and efficient to reach people across geographical boundaries
B) they can be sent and received any time and not restricted by trading hours
C) the email can to accessed at a later date for organisational knowledge
D) all of the above

Question 9

An HRIS is an example of what type of system?

A) a human resource control system
B) a data storage system
C) a knowledge management system
D) an information retrieval system

Question 10

One of the benefits of a standardised HRIS is that employees can access a system that is consistent in its function, appearance and procedures, regardless of when and where the system is accessed:

Question 11

If an HRIS is implemented strategically with the organisation's structure, culture and processes, there is a high probability that it will yield satisfactory results:

Question 12

When implementing an HRIS several factors need to be considered as they will impact on the type of system that is installed.These factors include:

A) who will provide the required employee training and selection activities
B) how data entry errors will be controlled and fixed
C) how differential access to and use of technology will be managed
D) all of the above

Question 13

There are six phases in the implementation of an HRIS however the implementation may be:

A) a continuous cycle
B) outdated and superseded
C) constantly maintained and updated
D) both a and c

Question 14

There is a link between the implementation process of an HRIS and the roles played by external and internal suppliers.What capabilities does an organisation require from external suppliers of HRIS:

A) expert skills in HRIS development and installation
B) a long term history and interest in the company
C) maintenance of software currency and relevance
D) both a and c

Question 15

The HR specialist can adopt several roles during the implementation of a new HRIS system.The role that is most likely to lead to the successful adoption of the new IT by employees is the:

A) HR reactive role
B) HR supportive role
C) HR proactive role
D) HR change agent role

Question 16

Cross cultural implications and access to technology present challenges when implementing a HRIS system.In which geographical region would consideration be most needed:

A) North America
B) Eastern Europe
C) Western Europe
D) Asia-Pacific

Question 17

Which of the following is NOT included in the HRM technology environment?

A) internet and intranets
B) shared systems and HR portals
C) paper-based employee information
D) email and online learning

Question 18

While technology in HRM can easily cross international borders, national culture of organisational members is likely to affect access to, and use of, technology:

Question 19

Employee self-service (ESS) systems are more likely to permit employees to edit information than manager self-service systems (MSS):

Question 20

During the implementation of technology change, employees will often experience fears and anxiety about job security, ability to control their work and confidence in their skills:

Question 21

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.

Question 22

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

A) ensure managers collaborate in real-time to achieve the same hiring quality throughout the organisation
B) establish HRIS to incorporate HR planning architecture to enable real-time workflows
C) produce company-wide HR data and specific HR data worldwide
D) all of the above

Question 23

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:

A) restraining analysis
B) gap analysis
C) driving analysis
D) cultural analysis

Question 24

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

Question 25

Technology failure within e-HRM is attributable to:

A) ineffective strategic integration
B) human factors
C) technical factors
D) both a and b

Question 26

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:

A) ensuring the HR portal employs sufficient security measures
B) ensuring there are clear rules about who can access employee information
C) ensuring there are clear rules about the uses of employee information
D) all of the above

Question 27

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?

Question 28

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

A) are a link to all HR-related matters
B) store personnel and personal information about employees
C) save the organisation time, reduce errors and are easily updated
D) all of the above

Question 29

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.

Question 30

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

A) it allows organisational members to access company policies or documents
B) it allows organisational members to access information about other employees
C) it allows organisational members to change their personal details
D) it allows managers to view and update employee records

Question 31

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:

A) communicating with employees via email
B) storing employee information
C) giving employees access to the organisation's policies and documents
D) enabling employee access to the internet

Question 32

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

A) increased efficiency and effectiveness
B) increased employment and recruitment
C) increased cost savings and productivity
D) increased goal achievement and organisational improvement

Question 33

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

A) it is a value-adding component to organisational success
B) it is a way of gaining a competitive advantage
C) it is a way of effectively managing information
D) it is a way of getting rid of older employees

Question 34

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

Question 35

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

Question 36

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

A) emerging strategies, employee values and attitudes and emerging technologies
B) organisational structure, organisational culture and political influences
C) organisational culture, emerging strategies and employee values and attitudes
D) sociocultural influences, emerging technologies and political influences