Chapter 3: Human Resource Management and Technology

Question 1

ICT

Answer 1

Information and communication technology

Question 2

Automation reduces the need for ______________

Answer 2

Manual Labour

Question 3

From 2003 to 2013, goods-producing industries experienced ____% percent job loss (with growth concentrated in Alberta), while services-producing industries experienced almost ____% job growth.

Answer 3

1.1%

18%

Question 4

According to the Department of Finance Canada, ______,_________,________ has been the main source of job creation since 2008

Answer 4

high skilled, high wage, and private sector employment

Question 5

What accounts for the shift?

Answer 5

First, more manufacturing jobs have moved to low-wage countries for global competition

Furthermore, higher productivity enables manufacturers to produce more with fewer workers

Question 6

Canada spends about ____ percent of its GDP on ICT, which triples the world average.

Answer 6

6

Question 7

ICT increases ________ and the ________ between various functional areas

Answer 7

workers’ flexibility

degree of integration

Question 8

ICT decreases the degree of _______ in the organization, resulting in a _______ of organizational structures.

Answer 8

centralization

flattening

Question 9

Is all use of technology in the workplace positive:?

Answer 9

No

Employees can receive interruptions every day from instant messages, texts, emails, phone, and Skype, which can be distracting for some employees, thereby reducing productivity and resulting in longer hours of work

Question 10

A survey conducted by salary.com found that _____ percent of respondents admitted to wasting time at work daily

Answer 10

64

Respondents of the survey identified that they wasted time due to a lack of incentive, job dissatisfaction, or sheer boredom

Question 11

work–life balance

Answer 11

given that technology has blurred the lines between personal and professional space. Employees may be expected to work remotely, respond to emails immediately outside of regular working hours, or have no clarity as to what regular working hours might be.

Question 12

Human capital

Answer 12

refers to the knowledge, skills, and abilities of a firm’s workers.

Question 13

Human resource managers now list “_____________” and “_______________” as the two skills most likely to increase in importance over the next few years

Answer 13

critical thinking/problem solving

information technology application

Question 14

Where are the IT clusters in Canada today?

Answer 14

There are four major clusters (Greater Toronto Area, Montréal, Ottawa, Vancouver metropolitan regions) and some smaller ones (Hamilton, Calgary, Québec City, Edmonton, Saskatchewan, Regina, and Victoria)

Question 15

When new employees are hired, they are required to provide information such as

Answer 15

first and last name, address, emergency contacts, banking information, beneficiary information for pension and benefits, marital status, and social insurance number on a variety of HR and employment-related forms.

Question 16

HR by the Numbers: Technology-Enabled Delivery of HR

Answer 16

10%
of companies in a 32 countries, 1 025 companies surveyed identify that they use mobile HR applications

59%
of the 1 025 companies surveyed offer an HR portal to employees

106 000
additional workers were projected to be required in the Information and Communications Technology (ICT) sector from 2011 to 2016, according to the Information Technology Association of Canada

40%
of research and development (R&D) spending by Canada’s business sector is spent on activities associated with ICT

4%
forecasted an increase in ICT spending in Canada annually

75%
of the ICT workforce is male

Question 17

HR technology

Answer 17

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

Question 18

HRIS

Answer 18

human resource information systems

Question 19

ETV

Answer 19

Employee Television Network

Question 20

A strong strategic relationship between HR and technology will enable HR to achieve three key objectives:

Answer 20

1) strategic alignment with business objectives
2) business intelligence provides users with relevant data
3) effectiveness and efficiency changes how HR work is performed by reducing lead times and costs, and increasing service levels

Question 21

A Mercer survey suggested that more than _____- percent of Chief Financial Officers continue to view HR as a cost centre that primarily executes administrative and compliance functions, and only 15 percent of CFO believed that HR was focused on strategic activities

Answer 21

60

Question 22

How has technology changed / impacted the HR role?

Answer 22

• enabled HR to decrease its involvement in transactional (administrative) activities
• increase its focus on how to improve its delivery of strategic services.

Question 23

HR plays an active role in the establishment and execution of overall strategy

Answer 23

through identifying, forecasting, and facilitating organizational responses to an ever-changing internal workforce and often volatile external pressures.

Question 24

As a result of the technologically enabled environment, the traditional HR role has changed in three major ways:

Answer 24

(1) decreased transactional activities,
(2) increased client/customer focus,
(3) increased delivery of strategic services.

Question 25

(1) decreased transactional activities,

Answer 25

Technology enables the reduction of the administrative burden, resulting in lowering basic transaction costs.

Selecting the appropriate technology and ensuring that it is deployed appropriately are very important activities to ensure the organization can meet its goals

Question 26

What skills are most important for an HR specialist to develop?

Answer 26

1) Technical skills such as software and Internet literacy

2) Database skills

Question 27

(2) increased client/customer focus,

Answer 27

In organizations, HR deals with many internal customers, including managers, employees, and all the other departments in the organization.

Customers expect HR to understand and respond to their requests quickly, reduce bureaucracy, and provide information that is meaningful, useful, and accurate

Question 28

(3) increased delivery of strategic services.

Answer 28

HR fulfilled traditional roles, such as policy drafting, adaption, and implementation, as well as employees’ administrative needs

Today, HR professionals are increasingly involved in both formulating and implementing organizational strategy

Question 29

HR and the IT Department: Developing Good Working Relationships

Answer 29

it is important for HR to exhibit knowledge of different types of HR systems, technology delivery methods, best practices of other organizations, and the types of technology enhancements that set these organizations apart

Question 30

There are more than _____ human resources information systems being offered by over a hundred vendors in the United States and Canada

Answer 30

140

Question 31

The costs of implementing a human resources information systems (HRIS) system range from _______ to ______

Answer 31

$1000 to $12 million

Question 32

The information needs of a small company with ____ employees may only require the use of a simple Microsoft Word or Microsoft Excel file to keep basic employee data.

Answer 32

40

Question 33

human resources information systems (HRIS) definition

Answer 33

(HRIS) integrated systems used to gather, store, and analyze information regarding an organization’s human resources

These systems consist of software applications that work in conjunction with an electronic database

Question 34

data warehouse

Answer 34

A specialized type of database that is optimized for reporting and analysis and is the raw material for manager’s decision support

Question 35

An HRIS is the composite of

Answer 35

databases, computer applications, hardware, and software necessary to collect, record, store, manage, deliver, manipulate, and present data regarding human resources

Its primary function is to provide information to its clients, such as employees, managers, payroll staff, and HR professionals.

Question 36

systems

Answer 36

refers not just to the technical hardware and software.

From an HR perspective, “systems” is about the people, policies, procedures, and data required to manage the HR function.

Question 37

The Relationship between HRM and HRIS

Answer 37

An HRIS must allow for the assimilation and integration of HR policies and procedures in addition to operating the computer hardware and software applications

Question 38

Metrics, also known as workforce analytics

Answer 38

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

Question 39

An example of a metric

Answer 39

is the cost of the HR department per employee, calculated as the total cost of the HR department for a given period of time divided by the total number of employees employed during that time

Question 40

Metrics can help managers

Answer 40

identify opportunities to improve performance and control costs

Question 41

An example in the area of health and safety is obtaining HRIS data on

Answer 41

the number of accidents and injuries and also on the causes of these injuries

Question 42

Information from the system can help organizations align more effectively with their strategic plans

Answer 42

For example, if an organization’s plan was to enter into a new market and it required a certain number and type of employees, the data from the system can provide the manager with a barometer as to whether the organization is moving toward the goal and the manager can leverage the information on the skills employees possess to help the organization effectively obtain the goal.

Question 43

Benchmarking

Answer 43

Shows how your human resource management system’s performance compares to the competition

However, it may not reveal the extent to which your firm’s HR practices are supporting its strategic goals.

Question 44

Strategy-based metrics

Answer 44

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

Question 45

Thus, for a hotel, the strategic HR metrics might include

Answer 45

100 percent employee testing, 80 percent guest returns, incentive pay as a percent of total salaries, and sales up 50 percent.

Question 46

Data mining

Answer 46

the set of activities used to find new, hidden, or unexpected patterns in data

Data mining sifts through huge amounts of employee data to identify correlations that employers use to improve their employee selection and other practices

Question 47

generic subsystems that comprise an HRIS:

Answer 47

administration, recruitment, time and attendance, training and development, pension administration, employment equity, performance evaluation, compensation and benefit administration, organization management, health and safety, labour relations, and payroll

Question 48

HR Administration

Answer 48

The day-to-day details of maintaining and updating employee records take an enormous amount of time

Question 49

One study found that ____ percent of HR employees’ time was devoted to transactional tasks, such as checking leave balances, maintaining address records, and monitoring employee benefits distributions

Answer 49

71

Question 50

Recruitment and Applicant Tracking

Answer 50

Metrics here might include quality of new hires and which recruitment sources produce the most new hires

Question 51

applicant tracking system (ATS)

Answer 51

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

Question 52

ATS vendors include:

Answer 52

Authoria, PeopleFilter, Wonderlic, eContinuum, and PeopleClick

Question 53

analyzing recruitment effectiveness using ATS software involves two basic steps:

Answer 53

1) First, the employer (and vendor) decides how to measure the performance of new hires
2) Second, the applicant tracking system then enables the employer to track the recruitment sources that correlate with superior hires

Question 54

Intelligent automated résumé screening

Answer 54

online applicant tracking software to identify likely candidates based on résumé key words or phrases (such as “chemical engineer”)

Question 55

Time and Attendance

Answer 55

Things such as vacation entitlement can be found in an HRIS - which would require the hire date, leaves of absence (paid or not), termination date, and other relevant events

Other data that can be found with respect to time and attendance include information on absenteeism (the number of days an employee was absent), leaves of absence, whether these leaves were sabbatical or personal, parental leaves, and the dates the employee started and ended the leave.

Question 56

Training and Development/Knowledge Management

Answer 56

Employers use Internet-based learning to deliver almost all the types of training

Question 57

Learning portal

Answer 57

A section of an employer’s website that offers employees online access to training courses

Question 58

e-learning companies

Answer 58

SkillSoft, Plateau Systems, and Employment Law Learning Technologies.

Question 59

Learning management systems (LMS)

Answer 59

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

Examples: Blackboard and WebCT

Question 60

Pension Administration

Answer 60

For organizations that sponsor retirement plans for their employees, information necessary to produce annual pension statements will be recorded

-Includes date of plan entry, normal retirement date, employee elections regarding contributions, and the annual company contribution

Question 61

Employment Equity Information

Answer 61

Federally regulated organizations are responsible for annual reporting of their employment equity information to the government.

For example, organizations that are subject to employment equity legislation are required to file an annual repor

Question 62

Some HRIS software interfaces directly with the Workplace Equity Information Management System (WEIMS) provided by the _____

Answer 62

government

Question 63

Performance Evaluation

Answer 63

Employers increasingly use computerized or Internet-based appraisal systems.

These enable managers to compile computerized notes on subordinates during the year, and then to merge these with ratings for the employee on several performance traits

Question 64

Compensation and Benefits Administration

Answer 64

The HRIS includes information regarding the company’s compensation and benefits plans and its policies relating to these plans.

For example, information can include the pay increase associated with a promotion, data regarding pay grades and ranges for each position, the bonus structure, and which positions are entitled to a bonus

Question 65

Organization Management

Answer 65

This subsystem identifies the organizational structure and stores job descriptions for each position in the structure

It may also have a field to enter the National Occupational Classification (NOC) codes

Question 66

personnel inventory and development record form

Answer 66

compiles qualifications information on each employee

The information includes education, company-sponsored courses taken, career and development interests, languages, desired assignments, and skills.

Question 67

Personnel replacement charts

Answer 67

Company records showing present performance and promotability of inside candidates for the most important positions

Question 68

position replacement card

Answer 68

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

Question 69

Health and Safety

Answer 69

Managers should routinely inspect for problems using safety audit/checklists as aids

Also, investigate all accidents and “near misses.”

Set up employee safety committees to evaluate safety adequacy, conduct and monitor safety audits, and suggest ways for improving safety.

Question 70

Evidence-based safety and security-related metrics to audit include

Answer 70

injury and illness rates, workers’ compensation cost per employee, at-risk behaviour reduction, and safety training exercises

Question 71

To ensure that the audit results in improvements

Answer 71

trend the audit data

track the corrective actions (through to completion)

Question 72

Labour Relations

Answer 72

Information such as union membership, seniority lists, grievances, and resolutions can be found in this subsystem.

Question 73

Payroll Interface

Answer 73

Payroll administration is one of the first functions most employers computerize or outsource, and for good reaso

Question 74

HR audit

Answer 74

an analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR function

Question 75

Human resource managers often collect data on matters such as employee turnover and safety via _________

Answer 75

human resource audits

Question 76

The HR audit generally involves

Answer 76

reviewing the company’s human resource functions (recruiting, testing, training, etc.), usually using a checklist, as well as ensuring that the firm is adhering to regulations, laws, and company policies.

Question 77

In conducting the HR audit, managers often ________ their results to those of comparable companies

Answer 77

benchmark

Question 78

Typical areas audited include

Answer 78

1) roles and headcount (including job descriptions, and employees categorized by exempt or nonexempt and full- or part-time)
2) compliance with federal, provincial, and local employment-related legislation
3) recruitment and selection (including use of selection tools, background checks, etc.)
4) compensation (policies, incentives, survey procedures, etc.)
5) employee relations (union agreements, performance management, disciplinary procedures, employee recognition)
6) mandated benefits (Pension plans, unemployment insurance, workers’ compensation, etc.)
7) group benefits (insurance, time off, flexible benefits, etc.)
8) payroll (such as legal compliance)

9) documentation and record keeping; for example, whether files contain information including résumés and applications, offer letters, job descriptions, performance evaluations, benefit enrollment forms, payroll change notices, and documentation related to personnel actions such as employee handbook acknowledgments176
training and development (new employee orientation, workforce development, technical and safety, career planning, etc.)

10) employee communications (employee handbook, newsletter, and recognition programs)
11) termination and transition policies and practices.

Question 79

Talent Management Analytics

Answer 79

Managers use special workforce (or talent) analytics software tools to convert their workforce data into actionable information

Analytics improves performance.

Question 80

Employers are using talent analytics to answer six types of talent management questions:

Answer 80

1) Human capital facts
2) Analytical HR
3) Human capital investment analysis
4) Workforce forecasts
5) Talent value model
6) Talent supply chain

Question 81

1) Human capital facts

Answer 81

For example, “What are the key indicators of my organization’s overall health?”

Question 82

2) Analytical HR

Answer 82

For example, “Which units, departments, or individuals need attention?”

Question 83

3) Human capital investment analysis

Answer 83

For example, “Which actions have the greatest impact on my business?”

Question 84

4) Workforce forecasts

Answer 84

Dow Chemical uses a computerized model. This predicts future required headcount for each business unit based on predictions for things, such as sales trends.

Question 85

5) Talent value model

Answer 85

For example, “Why do employees choose to stay with—or leave—my company?”

Question 86

6) Talent supply chain

Answer 86

For example, “How should my workforce needs adapt to changes in the business environment?”

Question 87

The choice of technology for an HRIS revolves around two basic questions:

Answer 87

(1) What is the desired amount of customization? and

(2) What type of system is required or preferred?

Question 88

Regardless of the type of system selected, the key reasons for purchase of an HRIS are generally

Answer 88

cost savings, faster processing of information, and access to relevant information that will help the organization achieve its goals

Question 89

An effective HRIS matches its________with the needs of the organization

Answer 89

technical capabilities

Question 90

Smaller firms might use

Answer 90

very generic software applications such as Microsoft Excel and Access. These firms might only require payroll and benefits administration, time and attendance reporting, and an employee scheduling function.

Question 91

Mid-size firms typically require

Answer 91

compliance tracking and reporting, health claims administration, payroll, and compensation and benefits administration

Managers may require information on performance appraisal, time and attendance, succession planning, skills testing, and employee scheduling.

Employees may use the system to aid in career development

Question 92

In mid-sized systems, all HRIS functions typically flow through_______ system so data redundancies can be identified and eliminated

Answer 92

one single

Question 93

Large organizations typically require

Answer 93

greater functionality than mid-sized firms. In addition to those functions mentioned above, these firms will require employee screening, résumé processing and tracking, and additional compliance and reporting requirements, such as employment equity

They may also require self-service options, which are Web-based applications that enable managers and employees to access and manage information directly without having to go through HR or the manager.

Question 94

Enterprise-wide or enterprise resource planning (ERP) system

Answer 94

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

Question 95

An ___________ typically includes several HR modules, such as a payroll module and a training and development module

Answer 95

enterprise-wide system

Question 96

stand-alone system

Answer 96

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

These systems are not enterprise-wide, but they do perform specific HR-related functions

Examples include Saba Software Inc. and Sage HRMS Inc

Question 97

Typically, organizations follow a three-step process to choose an HRIS

Answer 97

(1) adoption phase,
(2) implementation phase, and
(3) integration (institutionalization) phase.

Question 98

Phase 1: Adoption—Determining the Need

Answer 98

In this phase, organizations typically engage in a needs analysis to determine what type of system they will purchase. A needs analysis helps the organization decide on what the system should be capable of doing and what the technical specifications will be.

Question 99

Phase 2: Implementation

Answer 99

In this phase, the company selects a project team that typically includes outside consultants who have knowledge and expertise on the technical side and expertise in change management to help the organization with the implementation. In addition to the outside consultants, there is usually a senior project manager who leads the team, subject matter experts from HR and payroll, and management from the various functional areas across the organization

Question 100

Phase 3: Integration

Answer 100

The final step in implementing an HRIS system is to train the users on the system. The organization’s goal is for the stakeholders to use the system and reap the benefits identified through the needs analysis. However, many difficulties can arise with the implementation of a new system and, as with any change, people need to become comfortable with it.

Question 101

A ________ helps the organization decide on what the system should be capable of doing and what the technical specifications will be.

Answer 101

needs analysis

Question 102

There are several main areas to be considered in a needs analysis:

Answer 102

• company background,
• management considerations,
• technical considerations,
• HR considerations,
• and cost considerations

Question 103

Company Background:

Answer 103

The industry, the size of the company, and the projected growth are important elements to consider. Typically, organizations require HR software after they reach 100 employees.

Question 104

Management Considerations:

Answer 104

Normally, management would have some preconceived views regarding what they want the system to do and the type of software that might be required. They may want a complex system with enterprise-wide capabilities or a stand-alone system.

Question 105

Technical Considerations:

Answer 105

Elements such as hardware, operating systems, networking, databases, and telecommunications all need to be considered. It is important to understand the kind of technology the company currently has and is able to support.

Question 106

HR Considerations:

Answer 106

The HR department must consider its own needs. What type of daily requests and which employee transactions would make the most sense to automate? What types of forms, reports, or listings are maintained?

Question 107

Cost Considerations:

Answer 107

Factored into the price that an organization can afford are considerations such as additional hardware purchases required, the number of additional staff needed during the implementation phase, training costs, and ongoing support costs.

Question 108

management self-service (MSS)

Answer 108

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

Question 109

Privacy and Security

Answer 109

There are major privacy concerns when setting up an HRIS because of the sensitive personal nature of much of the data stored there, such as medical claims

Careful decisions must be made regarding who will have access to the computer hardware, software, and databases, and who will be able to modify the databases

Question 110

Establishing _________ is a very important activity when implementing an HRIS

Answer 110

security profiles

Question 111

A final, critical piece of HRIS security is making sure the system users clearly understand and adhere to the _______________________________________

Answer 111

company confidentiality policy and code of ethics

Question 112

Electronic HR (e-HR)

Answer 112

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

Question 113

HR portal

Answer 113

A single internet access point for customized and personalized HR services

Question 114

Employee self-service (ESS)

Answer 114

systems enable employees to access and manage their personal information directly on a 24/7 basis without having to go through their HR departments or their managers.

Question 115

Some common ESS options allow employees to

Answer 115

update personal information, such as address, phone number, emergency contact name and number; revise banking information; enroll in benefits programs; research benefit options; view payroll information, such as salary deductions; record vacation time and sick days; record travel expenses; access HR policies; participate in training delivered via the Web; and access company communications and newsletters issued by the HR department

Question 116

A study by HR Focus found that HR generalist workloads were reduced by an average of____ percent after the introduction of an ESS

Answer 116

15

Question 117

Management Self Service (MSS) systems

Answer 117

allow managers to access a range of information about themselves and the employees who report to them

Question 118

MSS systems reduce the workload of HR generalists by more than ____ percent because they are not spending that time on planning annual compensation increases, viewing employee histories, initiating requests for positions, or posting jobs

Answer 118

21

Question 119

Surveys of ESS and MSS system users indicate that although 80 percent of respondents agreed that Web-based self-service systems can lower HR operation costs, only _____ percent believe that their company is actually achieving this result.

Two-thirds of those surveyed agree that Web-based self-service systems can effectively support the transformation of the HR department into a more strategic partner by redirecting some of their responsibilities onto employees, but only ____ percent actually felt there was a change

Answer 119

40

37

Question 120

e-HR is about redistributing administrative HR work to provide HR professionals with more time to focus on the _______ that add value to the bottom line

Answer 120

strategic activities

Question 121

HR professionals must be technically savvy and be able to “_____________________”

Answer 121

“speak the language of business.”

Question 122

According to Canada’s Department of Finance, which of the following has been the main source of job creation post-2008?

QUIZ QUESTION

Answer 122

High skilled, high wage, and private sector employment

Question 123

What is the knowledge, education, training, skills, and expertise of a firm’s workers known as?

QUIZ QUESTION

Answer 123

Human capital

Question 124

Technology that is used to attract, hire, retain, and maintain human resources as well as support HR administration and optimize HRM is called

QUIZ QUESTION

Answer 124

HR technology

Question 125

According to the textbook, which of the following are the three key objectives that HR will be able to achieve due to the strong strategic relationship between HR and technology?

QUIZ QUESTION

Answer 125

Strategic alignment, business intelligence, effectiveness and efficiency

Question 126

The impact of technology has fundamentally changed the role of HR. It has enabled HR to

QUIZ QUESTION

Answer 126

decrease its involvement in transactional activities

Question 127

Statistical measures of the impact of HRM practices on the performance of an organization’s human capital are referred to in the textbook as

QUIZ QUESTION

Answer 127

workforce analytics

Question 128

An HRIS is primarily a transaction processor, editor, and record keeper, maintaining employee, organizational, and HR-related data.

QUIZ QUESTION

Answer 128

True

Question 129

Joseph’s company is undergoing fast growth. He would like to begin maintaining records of the skill level of candidates that have applied to the company for employment so that he can have a pool of talent to go to when needed. Which information will Joseph use to do this?

QUIZ QUESTION

Answer 129

Recruitment and applicant tracking

Question 130

Stacey needs to ensure that her team has completed health and safety training. Which software tool will help her

QUIZ QUESTION

Answer 130

Learning management systems

Question 131

The choice of technology revolves around two basic questions: (1) What is the desired amount of customization? and (2) What

QUIZ QUESTION

Answer 131

type of system is required/preferred?

Question 132

During the adoption phase, a company has requested that vendors schedule demonstrations of their various human resources information systems that they have available. What is this request known as?

QUIZ QUESTION

Answer 132

Request for proposal

Question 133

All staff of a company that has purchased an HRIS are undergoing systems training. Which phase is the company in?

QUIZ QUESTION

Answer 133

Integration

Question 134

What is a single internet access point for customized and personalized HR services called?

QUIZ QUESTION

Answer 134

An HR Portal

Question 135

Employee self-service (ESS) systems have fundamentally changed the way employees relate to their HR department because

QUIZ QUESTION

Answer 135

they are able to access and manage their personal information directly.

Question 136

Investigating management considerations for purchasing an HRIS is conducted during the implementation stage of the selection process.

QUIZ QUESTION

Answer 136

False

Question 137

There is a positive correlation between engagement and profitability

QUIZ QUESTION

Answer 137

True