Question 1

An organization's human resource department wants to ensure that the technology it adopts allows workers to gain access to knowledge repositories and other e-HR functions.What is this service delivery model called?
A)enterprise portals
B)self-service systems
C)personnel data systems
D)web-based HR

Accepted Answer

Enterprise portals are platforms that provide access to various resources and services, including knowledge repositories and e-HR functions, facilitating efficient information access and management for employees.

Question 2

What are three HR apps that have become popular through the use of mobile technology?
A)training,benefits,and employment data
B)employee assistance programs,pensions,and vacations
C)people search applications,benefits administration,and talent management
D)legal information,health and safety,and employment testing

Accepted Answer

People search applications, benefits administration, and talent management are HR apps that have become popular through the use of mobile technology. These apps help in recruiting and managing employees, which is an essential task for HR departments. They can also be easily accessed through mobile phones, making them more convenient and efficient to use.

Question 3

What is the first step in defining an organization's needs regarding a new technology solution for HRM?
A)explore the marketplace
B)develop a proposal
C)conduct a needs analysis
D)evaluate data security

Accepted Answer

The first step in defining an organization's needs regarding a new technology solution for HRM is to conduct a needs analysis. This involves assessing the current HRM processes, identifying areas for improvement, and determining the specific requirements for the new technology solution. Only after conducting a needs analysis can an organization begin to explore the marketplace, develop a proposal, and evaluate data security.

Question 4

Which of the following is a strategic HR application that is beginning to benefit from the capabilities of automation?
A)succession management
B)organizational charts
C)employee payroll
D)employee benefits

Accepted Answer

Succession management is a strategic HR application that involves identifying and developing high-potential employees for future leadership roles within the organization. Automation tools are beginning to benefit this process as they can help identify and track key talent metrics and provide data-driven insights for succession planning. Organizational charts, employee payroll, and employee benefits are important HR functions but are more transactional in nature and may not benefit as much from automation as strategic HR applications.

Question 5

What term is best defined as a software-based ability to demonstrate learning and decision making?
A)talent management data
B)Big data
C)artificial intelligence
D)web-based database

Accepted Answer

Artificial intelligence (AI) is the software-based ability to demonstrate learning and decision making. It involves the development of algorithms and computer programs that can learn from and make decisions based on data inputs. Talent management data, big data, and web-based databases are not specific to AI and do not necessarily involve learning and decision making.

Question 6

The role of workforce analytics can be placed into one or more of three categories.What analytic domain describes what happened?
A)descriptive analytics
B)predictive analytics
C)prescriptive analytics
D)functional analytics

Accepted Answer

Descriptive analytics describe what has happened in the past. This includes examining historical data to identify patterns or trends.

Question 7

Organizations go through various stages as they decide to use technology to help manage the workforce.What would be the first stage?
A)The organization supplements employee data by drawing from other sources.
B)The organization codifies employee data such as name,job,and compensation.
C)The organization updates employee data such as career profiles.
D)The organizations uses data to predict employee behaviour such as turnover.

Accepted Answer

The first stage in using technology to manage the workforce is typically to codify employee data such as name, job, and compensation. This involves organizing and centralizing the data in a system that can be easily accessed and updated as needed.

Question 8

The use of information technology (IT)for HRM planning provides better data storage,information retrieval,and tools for analysis alleviating the burden of operational activities.What role can HR dedicate more time and resources to resulting from the use of IT?
A)functional role
B)transactional role
C)strategic role
D)operational role

Accepted Answer

The answer of The use of information technology (IT)for HRM...

Question 9

Technology initiatives need to be evaluated in a variety of ways.What are two effectiveness items that are useful in this evaluation process?
A)information satisfaction and system quality
B)information usefulness and system satisfaction
C)system quality and information attitude
D)system satisfaction and information usefulness

Accepted Answer

The answer of Technology initiatives need to be evaluated in...

Question 10

What are three apps for HR functions offered through the use of mobile technology?
A)self-service,training,and compensation
B)employee assistance programs,pensions,and vacations
C)recruitment,benefits administration,and talent management
D)legal information,health and safety,and employment testing

Accepted Answer

Recruitment, benefits administration, and talent management are all common HR functions that can be performed through mobile technology. These apps allow for a streamlined process and enhanced accessibility for both HR professionals and employees. Self-service, training, and compensation could also be viable options, but do not cover the breadth of HR functions that the options in choice C do. Employee assistance programs, pensions, vacations, legal information, health and safety, and employment testing could all be useful apps for HR, but are not as commonly offered or utilized through mobile technology.

Question 11

The use of information technology (IT)for HRM planning helps HR help alleviate the burden of operational activities.What HR role is being reduced by IT?
A)strategic role of business partner
B)strategic role of change agent
C)transactional role
D)functional role

Accepted Answer

The use of IT for HRM planning helps to reduce the transactional role of HR, which involves administrative tasks such as data entry, record keeping and reporting. By automating some of these tasks through IT, HR can free up time to focus on more strategic roles such as business partnering and change management.

Question 12

HR planners want to ensure that the technology they adopt enables workers to access and modify their data via a web browser using their laptop computer.What is this service delivery model called?
A)web-based HR
B)self-service systems
C)personnel data systems
D)enterprise portals

Accepted Answer

Self-service systems allow employees to access and modify their own data via a web interface, which aligns with the requirement described.

Question 13

What three types of security features are used to ensure data security?
A)data field security,record security,and information security
B)row-level security,information security,and system security
C)record security,login security,and data field security
D)login security,row-level security,and field-level security

Accepted Answer

Login security ensures that only authorized users can access the system, row-level security restricts access to specific rows or records, and field-level security controls access to individual data fields. These features provide comprehensive data security measures.

Question 14

If an organization is interested in trying to link phenomena together in order to detect trends or predict behaviours,what type of reporting should management use?
A)financial
B)forensic
C)activity-based
D)scanning

Accepted Answer

The answer of If an organization is interested in trying...

Question 15

HR metrics functions largely within one domain.Which of the following is this initial workforce analytic domain?
A)predictive analytics
B)functional analytics
C)descriptive analytics
D)prescriptive analytics

Accepted Answer

The initial workforce analytic domain that HR metrics functions largely within is descriptive analytics, which involves collecting and summarizing data to describe past and current workforce trends and characteristics. Predictive analytics involves using historical data and statistical models to make future workforce projections, while prescriptive analytics involves using data and insights to make recommendations for future workforce decisions. Functional analytics involves measuring HR processes and functions to improve efficiency and effectiveness.

Question 16

What is a new service delivery model that would allow an organization to adopt e-learning and e-recruiting processes?
A)web-based HR
B)self-service systems
C)personnel data systems
D)enterprise portals

Accepted Answer

Web-based HR would provide an online platform for both e-learning and e-recruiting processes. It allows the organization to store all HR-related data in one central location and provides access to various HR services to employees and employers through a web-based interface. This service delivery model is cost-effective and efficient, as it eliminates the need for a physical HR department and paper-based processes.

Question 17

In order for data security systems to be effective,there must be a proper balance between what an individual is expected to divulge and another factor.What is this second factor?
A)what information employment and management decisions require
B)what the security system costs and the known or projected benefits
C)what level of technology acceptance and user satisfaction is expected
D)what the size of the organization is relative to its external environment

Accepted Answer

The second factor is what information employment and management decisions require, as data security systems should only collect and store information that is necessary for the functioning of the organization and its decision-making processes. Collecting unnecessary information can lead to breaches in privacy and security, as well as add to the cost and complexity of maintaining the system. Therefore, there needs to be a balance between the need for information and the need for security.

Question 18

If an HR manager requires a comprehensive across-the-board software system that integrates subsystems and modules,what does the manager need?
A)MSS
B)HRMSP
C)HRIS
D)IHRIM

Accepted Answer

HRIS (Human Resource Information System) is a comprehensive software system that can integrate various subsystems and modules of HR management, including payroll, benefits, recruiting, onboarding, performance evaluation, compliance, and analytics. It provides a centralized database and a user-friendly interface for HR professionals to manage employee data and workflows efficiently. Other options are not complete or accurate terms for this purpose.

Question 19

The role of workforce analytics can be placed into one or more of three categories.What analytic domain describes what should happen?
A)prescriptive analytics
B)explanatory analytics
C)descriptive analytics
D)predictive analytics

Accepted Answer

Prescriptive analytics deals with providing recommendations on what should be done in a specific situation or problem. It goes beyond just predicting and explaining the data, but also provides actionable insights and solutions. Therefore, it is the most appropriate choice for describing what should happen in the workforce.

Question 20

What is a new service delivery model that would allow an organization's workers to access,input,and edit personal information in a timely manner?
A)compensation data systems
B)self-service systems
C)personnel data systems
D)human resource data systems

Accepted Answer

Self-service systems would allow for workers to access, input, and edit personal information in a timely manner without needing to go through a middleman or HR representative. This can create efficiencies and save time for both the employee and the organization.

Quiz 8: Information Technology for HR Planning

An organization's human resource department wants to ensure that the technology it adopts allows workers to gain access to knowledge repositories and other e-HR functions.What is this service delivery model called?

What are three HR apps that have become popular through the use of mobile technology?

What is the first step in defining an organization's needs regarding a new technology solution for HRM?

Which of the following is a strategic HR application that is beginning to benefit from the capabilities of automation?

What term is best defined as a software-based ability to demonstrate learning and decision making?

The role of workforce analytics can be placed into one or more of three categories.What analytic domain describes what happened?

Organizations go through various stages as they decide to use technology to help manage the workforce.What would be the first stage?

The use of information technology (IT) for HRM planning provides better data storage,information retrieval,and tools for analysis alleviating the burden of operational activities.What role can HR dedicate more time and resources to resulting from the use of IT?

Technology initiatives need to be evaluated in a variety of ways.What are two effectiveness items that are useful in this evaluation process?

What are three apps for HR functions offered through the use of mobile technology?

The use of information technology (IT) for HRM planning helps HR help alleviate the burden of operational activities.What HR role is being reduced by IT?

HR planners want to ensure that the technology they adopt enables workers to access and modify their data via a web browser using their laptop computer.What is this service delivery model called?

What three types of security features are used to ensure data security?

If an organization is interested in trying to link phenomena together in order to detect trends or predict behaviours,what type of reporting should management use?

HR metrics functions largely within one domain.Which of the following is this initial workforce analytic domain?

What is a new service delivery model that would allow an organization to adopt e-learning and e-recruiting processes?

In order for data security systems to be effective,there must be a proper balance between what an individual is expected to divulge and another factor.What is this second factor?

If an HR manager requires a comprehensive across-the-board software system that integrates subsystems and modules,what does the manager need?

The role of workforce analytics can be placed into one or more of three categories.What analytic domain describes what should happen?

What is a new service delivery model that would allow an organization's workers to access,input,and edit personal information in a timely manner?