Chapter 3

Question 1

Automation-

Answer 1

reduces the need for manual labour

Question 2

Information and Communication Technology (ICT)

Answer 2

increases workers’ flexibility, and the degree of integration between various functional areas. It also decreases the degree of centralization in the organization , resulting in a flattening of organizational structures.

Question 3

Human capital

Answer 3

the knowledge , education, training, skills, and expertise of a firm’s workers.

Question 4

HR technology

Answer 4

any technology that is used to attract, hire, retain and maintain talent, support workforce administration, and optimize workforce management.

Question 5

Strong strategic relationship between HR and technology

Answer 5

1. Strategic Alignment–> with business objectives
2. Business intelligence–> providing users with relevant data
3. Effectiveness and efficiency–> changing how HR work is performed by reducing lead ties and costs, and increasing service levels.

Question 6

How has technology change the HR role

Answer 6

decreases involvement in transactional (administrative) activities and to increase its focus on how to improve its deliver strategic services

Question 7

Seven key competencies (emerging role of HR professional

Answer 7

1. Mastery of HR technology
2. Strategic contribution (increased client and customer focus
3. Business knowledge
4. Personal credibility
5. Data management
6. Financial management
7. HR delivery

Question 8

Human resources information system (HRIS)

Answer 8

integrated states used to gather, store, and analyze information regarding an organization’s human resources.
Information a form the system can help organizations align more effectively with their strategic plans .

Question 9

Data warehouse-

Answer 9

a specialized type of database that is optimized for reporting and analysis and is the raw material for managers; decision support.

Question 10

HRIS system uses

Answer 10

pg. 60

Question 11

Metrics (workforce analytics)

Answer 11

statistical measures of the impact of HRM practice on the performance of an organization’s human capital .

Question 12

Strategy-based metrics-

Answer 12

metics that specifically focus on measuring the activities that contribute to achieving a company’s strategic aims.

Question 13

Data mining-

Answer 13

algorithmic assessment of vast amounts of employee data to identify correlations that employers then use to improve their employee-selection and other practices.

Question 14

Components of HRIS (subsystems)-

Answer 14

employment, equity, administration, time and attendance, training and development/knowledge management, pension administration , compensation and benefits administration, payrol, performance evaluation, labour ralations, health and safety, organizational management, recruitment and applicant tracking

Question 15

Applicant tracking systems (ATS) (HRIS system)-

Answer 15

online systems that help employers attract, gather, screen, compile, and manage applicants

Question 16

learning portal (Training and development/knowledge management )

Answer 16

a section of an employer’s website that offers employees online access to train courses

Question 17

Learning management system (training and development/knowledge management)

Answer 17

special software tools that support internet training by helping employers identify training needs, and to schedule, deliver, assess, and manage the online training itself.

Question 18

Pension administration

Answer 18

keeps track of data in regards to retirement plans

Question 19

Employment equity information

Answer 19

• organizations need to file an annual report, reports can b even erased with ease if information has been recorded and maintained by HRIS system.

Question 20

Organization management

Answer 20

personnel replacement charts– company records showering present performance and promotability of inside candidates for the most important positions

Question 21

Organization management

Answer 21

position replacement card– a card prepared for each position in a company to show possible replacement candidates and their qualifications

Question 22

HR audits

Answer 22

analysis by which an organization measures where it currently stands and detained what it has to accomplish to improve its HR functions.

Question 23

Enterprise-wide system ‘ enterprise resource planning (ERP) system-

Answer 23

a system that supports enterprise-wide or cross-functional requirements rather than a single department within the organization

Question 24

Stand-Alone system -

Answer 24

a self-contained system that does not rely on other systems to operate

Question 25

Steps to choosing a HRIS system

Answer 25

. Phase 1: adoption-determining the need
Phase 2: implementation
Phase 3: integration

Question 26

Request for proposal (RFP

Answer 26

a document requesting that vendors provide a proposal detailing how the implementation of their particular HRIS will meet the organization’s needs.

Question 27

Electronic HR (e-HR)

Answer 27

a form of technology that enables HR professionals to integrate and organization’s HR strategies, processes, and human capital to improve overall HR service delivery .

Question 28

HR portal -

Answer 28

a single internet access point for customized and personalized HR services.

Question 29

Employee self-service (ESS)-

Answer 29

enables employees to access and manage their personal information directly.

Question 30

management self-service (MSS)-

Answer 30

enables managers to access a range of information about themselves and the employees who report to them and to process HR-related paperwork that pertains to their staff