Deck 3: Human Resource Information Management Systems

Question 1

HRIMS contains data necessary for all of the following except:

A) succession planning.
B) market trend analysis.
C) human resource forecasting.
D) career planning.

Answer 1

market trend analysis.

Question 2

The major benefit of HRIMS is:

A) the historical data it contains.
B) ease of access to personnel data.
C) accurate and timely access to data.
D) its ability to predict market trends.

Answer 2

accurate and timely access to data.

Question 3

The driving mechanism of HRIMS is:

A) database management.
B) storage capacity.
C) knowledge management.
D) the internet.

Answer 3

database management.

Question 4

There are two schools of thought relating to the issue of HR versus payroll systems. One argument is that payroll and HR are separate activities and should be treated as such. The second argument is that:

A) HR does not really require such a system, and to try to coordinate HR activities by using such a system only serves to complicate things.
B) much of the data used in making HR decisions is qualitative and not easily transferred to such a system.
C) payroll systems are best outsourced and HR systems are best kept in-house.
D) HR and payroll systems should be integrated to create and maintain a 'complete' system and to prevent unnecessary duplication of effort.

Question 5

Payroll is considered by many to be an accounting function, while the key function of an HRIMS is:

A) monitoring the movement of employees in the organisation.
B) managerial planning and decision making.
C) keeping track of employee performance and attitude.
D) determining the suitability of employees for advancement.

Question 6

The HRIMS is dependent upon what to be effective?

A) Employee support
B) database management
C) knowledge management
D) accessibility by all employees

Question 7

The use of a HR intranet to provide information such as HR policies, recruitment, training and compensation:

A) allows free access by employees to otherwise scarce information.
B) ensures that all employees are aware of their role within the organisation.
C) frees up the HR manager for more strategic work.
D) provides a convenient media release for the organisation.

Question 8

An important feature of an HRIMS is:

A) relative cost.
B) ease of use.
C) flexibility.
D) accessibility.

Question 9

For employees, a key concern associated with the use of HRIMS is:

A) cost of establishment.
B) user friendliness.
C) data accuracy.
D) privacy.

Question 10

HR managers of global organisations must ensure that their HRIMS:

A) is compatible with international communication networks.
B) can be translated into the language of trading partners.
C) satisfies international data privacy laws.
D) is compatible with overseas cultural customs.

Question 11

Employee abuse of the internet and email is called:

A) cybersurfing.
B) cyberloafing.
C) misdemeanours.
D) pilfering.

Question 12

To guard against employee abuse of the internet and email facilities many companies:

A) require employees to pay for the private use they make of these facilities.
B) require employees to keep a record of their private use of these facilities.
C) now ban employees from any use of these facilities during working hours.
D) use filtering software to manage employee internet use.

Question 13

Which type of management involves the input, storage, manipulation, and output of data?

A) Database
B) Knowledge
C) Output
D) Information

Question 14

Which type of management deals with an organisation's ability to collect, store, share, and apply knowledge in order to enhance its survival and success?

A) Database
B) Knowledge
C) Output
D) Information

Question 15

Programs that require firms to make special efforts to recruit, hire, and promote women and/or members of minority groups are known as:

A) affirmative action.
B) equal opportunity.
C) workers' rights.
D) anti-discrimination.

Question 16

According to one expert, many HRIMS fall down in their implementation because of the lack of:

A) interest.
B) resources.
C) commitment.
D) strategic vision.

Question 17

An organisation has three viable choices when introducing an HRIMS. These include all of the following EXCEPT:

A) designing an in-house system.
B) designing several separate functional systems.
C) buying a system off-the-shelf.
D) buying a system and then modifying it.

Question 18

An off-the-shelf HRIMS has the benefit over an in-house system of:

A) giving users some comfort because set-up costs are known.
B) providing flexibility in its design and capabilities.
C) providing functions that are specific to the organisation.
D) dependency on the IS department of the organisation.

Question 19

Which of the following statements is NOT true in respect of establishing a HRMIS?

A) Costs such as training, ongoing development and maintenance are typically underestimated or overlooked.
B) Many systems fail in implementation due to lack of resources.
C) The buy-and-modify approach is generally the best option for most organisations.
D) Legal expert advice should be sought in contract negotiations for the supply of a HRMIS.

Question 20

An off-the-shelf HRIMS often has a large user base. This motivates the provider to:

A) reduce the establishment costs as much as possible.
B) develop systems with a wide range of applications.
C) provide ongoing maintenance and future development.
D) regularly update the system to meet changing organisational needs.

Question 21

An in-house developed HRIMS has the benefit over an off-the-shelf system of:

A) reduced likelihood of an inability to complete the project on time.
B) flexibility to meet user requirements.
C) dependency on the IS department of the organisation.
D) a large user base, promoting future development of the system.

Question 22

Contracting out some (or all) of an organisation's HRIMS activities is referred to as:

A) divestment.
B) devolution.
C) outsourcing.
D) job sharing.

Question 23

Companies are attracted to outsourcing because of:

A) lack of computer knowledge, established systems, time constraints.
B) efficiency, flexibility and knowledge of the contractor.
C) reduced training time, user friendliness, computer literacy.
D) lower costs, simplicity and convenience.

Question 24

Falling costs and the increasing capacity of machines has encouraged HR managers to:

A) transfer work previously done on microcomputers to mainframe computers.
B) transfer work previously done on mainframe computers to minicomputers.
C) transfer work previously done on mainframe computers to microcomputers.
D) transfer work previously done on minicomputers to mainframe computers.

Question 25

The logic, mathematical, and central functions contained in a computer chip:

A) minicomputer.
B) microcomputer.
C) microprocessor.
D) central processing unit (CPU).

Question 26

Minicomputers are:

A) computers that are more powerful than microcomputers but less powerful than mainframes.
B) the smallest and least expensive class of computer (also known as a PC).
C) the logic, mathematical, and central functions contained in a computer chip.
D) the computer's brain.

Question 27

A major barrier to achieving maximum strategic benefit from an HRIMS is:

A) the lack of senior management support for any strategic role for information systems.
B) an unquestioning belief in the continuing need for new systems and hardware.
C) the rising cost of appropriately designed and flexible information systems.
D) opposition from line HR managers for a strategic role in the organisation.

Question 28

HRIMS is a critical tool for:

A) recording employee personnel and work-related data.
B) managing employee annual leave entitlements.
C) monitoring the movement of employees within the organisation.
D) integrating HR information into the business strategy.

Question 29

An antiquated HRIMS is a hindrance because:

A) people do not understand how to use it.
B) it is unable to be used with more sophisticated systems.
C) it is inflexible and may contain questionable data.
D) it is only accessible to a selected personnel.

Question 30

Boudreau found that the HRIMS is largely used for:

A) solving administrative problems.
B) implementing strategic change.
C) employee termination reports.
D) accurate record keeping.

Question 31

For a HRIMS to be successful, it must:

A) make use of up-to-date programs and technology.
B) be easy to understand, implement and change.
C) be aligned with business strategy and HRM objectives.
D) be accessed by those qualified to interpret the data correctly.

Question 32

A HRIMS, if used correctly, can:

A) reduce labour costs.
B) monitor the competition.
C) reduce labour turnover.
D) provide a competitive edge.

Question 33

HRIMS is:

A) an integrated approach to acquiring, storing, analysing, and controlling the flow of HR information throughout an organisation.
B) a sophisticated, computer-based method of calculating future employee requirements.
C) a computerised record of employee personal and work related information.
D) an approach to human resource planning that allows the integration of both qualitative and quantitative predictive data.

Question 34

Benson argues that payroll normally contains the most accurate and up-to-date information in any organisation because:

A) it is audited each pay period by every single employee.
B) it is easy to update and enter new information.
C) the cost to the organisation, if data is not accurate, is substantial.
D) it is used in planning and decision making.

Question 35

Organisations with a bureaucratic culture are more likely to prefer a HRMIS that:

A) enables individual employees to update their personal records.
B) has centralised data input and reporting.
C) is not integrated with payroll systems.
D) allows employees to view their leave records and submit online leave forms.

Question 36

The choice and design of an HRIMS reflects an organisation's:

A) culture and HR practices.
B) commitment and financial layout.
C) understanding and support.
D) commitment to HRM activities.

Question 37

If an HRIMS has sufficient flexibility it should be able to:

A) generate non-standard reports.
B) be accessed by all employees.
C) be updated regularly.
D) provide details of employee performance.

Question 38

To guarantee employee and management confidence in an HRIMS it is important to:

A) have regular consultation between the HR department and employees.
B) ensure that the system is regularly updated and financially affordable.
C) ensure that questions of security and user access are addressed.
D) seek the advice of professional external HRIMS consultants.

Question 39

When dealing with technology use by employees the challenge for employers is to:

A) find the right balance between permissiveness and surveillance.
B) ensure that employees do not have personal email accounts.
C) regularly monitor the type and extent of use by each employee.
D) frequently upgrade the controls they have in place to monitor use.

Question 40

Facebook, Twitter, and YouTube are all examples of:

A) HRIMS site
B) intranet
C) social networking sites
D) social database

Question 41

Since company policies on internet use are often inadequate or poorly communicated:

A) employees' litigation against their employer has increased greatly in recent years.
B) employees continue to misuse and abuse these provided facilities in working hours.
C) companies surveillance costs of their HRIMS are exceeding budgets causing financial problems.
D) employees remain unaware of the dangers of receiving unsolicited communications.

Question 42

An off-the-shelf HRIMS rarely offers:

A) user friendliness.
B) cost savings.
C) confidentiality.
D) flexibility.

Question 43

With the buy-and-modify approach to HRIMS there is a danger that:

A) the system is rebuilt from the ground up, which involves considerable time and cost.
B) the purchase of an incorrect system will make modifying it to meet the organisation's needs impossible.
C) too much modification of a system can reduce its flexibility and ease of use.
D) the system will be purchased with the intention of modifying it, but the modification never gets done.

Question 44

Middle managers will most likely use an HRMIS to:

A) generate regular and ad hoc reports for day-to-day decision-making.
B) use 'what-if' scenarios for strategic planning.
C) process payroll.
D) answer enquiries regarding HR records.

Question 45

When purchasing or developing an HRIMS the HR manager must have a clear picture of the HR function and:

A) the functions of the system chosen.
B) the skills of those expected to use the system.
C) its strategic objectives.
D) the costs associated with system maintenance.

Question 46

The HR manager needs to beware of the 'bells and whistles' trap in selecting a HRMIS. This means that:

A) Purchasers are trapped into buying additional functions for significant additional costs.
B) A HRMIS has a multitude of functions which are of little practical value.
C) A HRMIS is not flexible enough to small and medium sized enterprises.
D) The vendor fails to provide for ad-hoc reporting.

Question 47

To develop a strong partnership with other departments, the HRIMS should:

A) have centralised updating and control of data.
B) generate reports which help line managers to do their jobs.
C) not intrude on the operations of another department.
D) not be used to identify the problems of other departments.

Question 48

Many organisations block access to social networking sites as they fear:

A) employees will waste time networking instead of actually working.
B) employees will criticise their place of work.
C) employees will give away confidential information about the firm.
D) employees will look elsewhere for work.

Question 49

PCs and LANS are NOT suited to which type of organisational structure:

A) downsized.
B) flat.
C) empowered.
D) traditional.

Question 50

What is potential advantage of cloud computing?

A) Data security concerns
B) Accessibility
C) Danger of loss of access
D) Social media access

Question 51

Critically discuss the importance of knowing what the organisation requires from an HRIMS before choosing a system.

Question 52

Describe the three main approaches that might be used when introducing an HRIMS. Identify and discuss the pros and cons of each approach.

Question 53

Critically discuss how an effective HRIMS could be used by the HR manager to improve the performance of both employees and the organisation.

Question 54

Identify and discuss common problems associated with the introduction of an HRIMS, and what impact these might have on the organisation.

Question 55

Discuss the main security issues organisations face when introducing an HRIMS?

Question 56

Outline the potential advantages and disadvantages of cloud computing.