Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

HR Planning - Final > Chapter 8 – IT for HR Planning – Week 12 > Flashcards

Chapter 8 – IT for HR Planning – Week 12 Flashcards

1
Q

What is Information Technology (IT)

A

All hardware and software, including networking and communication technologies involved in storing, retrieving, and transmitting information

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Benefits of IT for HRM

A

Can help project supply and demand for HR

Can support succession planning and career development plans

Provides powerful storage and retrieval capabilities

Provides tools for workforce analysis

It can mine HR info faster, cheaper, and more effectively

Overall helps HRM achieve operational and strategic efficiency

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What are typical HR functions with High IT support

A 
Data storage: Pay, vacations, sick time
Transferring data from HR to payroll
Generating organizational charts
Posting job openings
Tracking labour costs
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What are typical HR Functions with Low IT support

A

Employee career development
Employee ergonomic assessments
Measuring diversity needs and results
Self-service or menu-driven employee benefits
Online delivery of Employee Assistance Programs (EAPs)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What are new Service Delivery Functions?

A

Web-Based HR
e-Learning
Enterprise Portals
Self-Service Technology

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Web-Based HR

A

Allows service delivery that pushes employees and managers into doing the transactions themselves
Self-service is an important web-based service delivery model such as online access to information
e-recruiting and e-learning are highly visible applications

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

e-Learning

A

The process of learning contents distributed in digital format via computers over the Internet or other network

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Enterprise Portals

A

Knowledge communities that allow employees from a single or multiple companies to access and benefit from specialized knowledge associated with tasks
E.g. SAP, PDS, PeopleSoft

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Self-Service Technology

A

A technology platform that enables employees and managers to access and modify their data via a web browser from a desktop or centralized kiosk
ESS: Employee self-service application
MSS: Manager self-service application

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What are the different IT Solutions for Different Needs

A

HR Information System (HRIS)

Specialty products (specialized software solutions)

Enterprise Commercial software Systems

Big Data

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

HR Information System (HRIS)

A 
A comprehensive across-the-board software system for HRM that includes subsystems or modules such as:
Recruitment and selection 
Time and attendance management
Payroll
Training and development 
Pension administration
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Specialty products (specialized software solutions)

A

Software solutions for specific or specialized applications that may or may not interface with the main database
Address specific needs as they are focused on a single area of HRM
Go in-depth into a particular business activity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Enterprise Commercial software systems

A

Commercial software systems that automate and integrate many or most of a firm’s business processes
An ERP can integrate HR data with other systems in the firm (e.g., finance, logistics, production, and accounting)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Big Data

A

Integration of digitized data from multiple sources and in multiple formats including structured and unstructured
Also, big data represents the integration and analysis of many different types of data from a wise variety of data sources
Marketing, finance, operations and HR, customer satisfaction, social media etc.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Types of Big Data

A

May be categorized into 2 forms and may come from various sources, internal and external:

(i) Structured data
May be organized into columns and rows – spreadsheets

(ii) Unstructured data
A mismatch of various types of files and data you may have on your computer – text documents, email, text messages, audio, presentations, images
Does not conform to a pre-established structure

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

5 Pillars of Big Data

To consider when assessing readiness for data

A
  1. Volume – Organizations collect a staggering amount of data and are required to collect more and more
    Do you have the capacity to store overwhelming volume of data
  2. Velocity – Requirement to transfer large amounts of data in a reasonable period of time
    Can the data be searched and accessed in a reasonable period of time?
  3. Variety – Big data comes in many formats
    Does my organization have the ability to deal with the variety of data
  4. Veracity – It is important to consider the authenticity of the data, considering some data is unstructured
    Incorrect data means incorrect information and incorrect decisions
  5. Value – It is difficult, given the volume to determine what is valuable and important and what is not
17
Q

What is Artificial Intelligence and Machine Learning?

A

the ability of a piece of software to learn

Ranges from reward-based to unsupervised learning
Reinforcement learning is also used on machines
- Machine is given clear objectives
- Machine tries many simulations until it achieves the appropriate outcome
May be used to sift through big data

18
Q

What are some ethical issues with AI

A

Issues of privacy – what are they? (i.e. if someone is able to hack the system and the info get’s into the wrong hands)

AI cannot explain the rules around decision-making – transparency issues

Unclear as to whether the software company or the employer (e.g. Legal Aid) is responsible for decisions and predictions which may be wrong

When is it a bug or when is it a decision flaw?

If HR is replaced by AI and the machine fails, what happens? What’s the risk to the organization?

19
Q

Employers have a _____ obligation to protect employees’ personal, medical and employment records

A

Legal

20
Q

What are the two (2) golden rules for ensuring data security?

A

Information should only be used for the purpose for which it was obtained or compiled

Only authorized people should have access to employee data

21
Q

What six (6) HR Planning functions does IT support?

A 
HR Metrics and workforce analytics
Workforce management and scheduling
Forensic reporting 
Skills inventories
Replacement charts
Succession management
22
Q

Workforce Analytics

A

Statistical modelling and software for gathering information about employees and work in order to optimize the use of human resources in the organization

uses include:

Predicting the probably success of a candidate
Identifying and quantifying the physical risk to employees
Measuring workforce characteristics that contribute to fraud
Measuring employee engagement and predicting turnover
Identifying obsolete departments and or positions

23
Q

Business intelligence

A

Includes the applications and technologies for gathering, storing, analyzing, and providing access to data to help users make better business decisions

24
Q

Workforce Management and Scheduling

A

Workforce management and scheduling are often quite complex
Workforce scheduling and optimization software provides applications for deploying employees most effectively
Based on forecasts, which are then used to create schedules

25
Q

Forensic Reporting

A

A detailed technical analysis of data that leads to conclusions about why certain behaviours occur within the HR function
Can be used to monitor employees, for the good of the organization and employees
Examples are policy compliance, identify at-risk employees

26
Q

Steps (5) for selecting HRM Technology solutions

A
  1. Conduct a needs analysis
    Is there truly a need? What is the need?
  2. Explore the marketplace
    What’s out there?
  3. Request for proposal
    How do I sift through?
  4. Evaluate vendors and products
    Do they meet my requirements? What am I willing to forgo? Is there more?
    Scripted Demo - An in-person demonstration of the product that follows a clear agenda (in fact, a written script) that you have prepared for the vendors
    Used to evaluate both the vendor and the software product
  5. Implementing and evaluating technology
27
Q

What are some pitfalls of IT implementation

A 
Lack of user involvement
Incomplete definition of needs
Change of needs
Lack of management support, planning, and resources
Lack of planning
Lack of resources
New technology
Size and complexity of project 
Lack of technical knowledge 
Lack of knowledge on new technologies
Project no longer needed
Unrealistic expectations
Unclear goals
Unrealistic time frames
28
Q

The extent to which users intend or actually use technology as a regular part of their jobs

A

Technology acceptance:

29
Q

What are examples of ways to assess effectiveness of technology

A 
Attitude
Usefulness
Information satisfaction
System satisfaction
Information quality
System quality

HR Planning - Final (8 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions