CHAPTER 8 Flashcards
The hardware and software, including networking and communication technologies involved in storing, retrieving, and transmitting information.
INFORMATION TECHNOLOGY
This mobile app allows recruiters to mine social media to pull information.
PEOPLE SEARCH APPLICATIONS
This app allows employees to request vacation time, track their use of benefits, and submit claims.
BENEFITS ADMINISTRATION
The app allows managers and employees to view current skills, job histories, and succession plans as well as get data on open positions, head counts, turnover, and other HR planning metrics.
TALENT MANAGEMENT
Allows service delivery that pushes employees and managers into making transactions.
WEB-BASED HR
Knowledge communities that allow employees from a single or multiple companies to access and benefit from specialized knowledge associated with tasks.
ENTERPRISE PORTALS
A technology platform that enables employees and managers to access and modify their data via a web browser from a desktop or centralized kiosk.
SELF-SERVICE
A comprehensive across-the-board software system for HRM that includes subsystems or modules.
HRIS
Software solutions for specific specialized applications that may or may not interface with the main database.
SPECIALTY PRODUCTS
Commercial software systems that automate and integrate many or most of a firm’s business processes.
ENTERPRISE RESOURCE PLANNING
A database that can share information across multiple tables or files, which allows the same information to exist in multiple files simultaneously.
RELATIONAL DATABASE
The integration of digitized data from multiple sources and in multiple formats, including structured and unstructured data.
BIG DATA
2 types of big data:
- STRUCTURED DATA
- UNSTRUCTURED DATA
Any form of data that can be organized into columns and rows.
STRUCTURED DATA
These forms of data include the various kinds of files you might have on your computer such as text documents, email, text messages, etc.
UNSTRUCTURED DATA
5 pillars of big data:
- VOLUME
- VELOCITY
- VARIETY
- VERACITY
- VALUE
The first resource requirement for organizations to consider is to have the capacity to store this.
VOLUME
This refers to the requirement to be able to transfer large amounts of data in a reasonable period of time.
VELOCITY
Big data can come in many formats, as suggested by the possible types of unstructured data.
VARIETY
As the variety and volume of data increase, data might be more error prone.
VERACITY
More valuable data can be given greater attention so that it is gathered with less error.
VALUE
A software-based ability to demonstrate learning and decision making.
ARTIFICIAL INTELLIGENCE
The applications and technologies for gathering, storing, analyzing, and providing access to data help users make better business decisions.
BUSINESS INTELLIGENCE
Summary measures of HR outcomes that are relevant to the performance of the HR function.
HR METRICS
An aggregation of useful or relevant HR metrics or performance indicators that provide a summary snapshot of performance.
HR DASHBOARDS
A snapshot measure of system performance that demonstrates the success of strategy implementation in terms of cost, quality, or time.
KPI
Extent to which users intend or actually use technology as a regular part of their job.
TECHNOLOGY ACCEPTANCE
