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Questions Flashcards

1
Q

What is the purpose of client-server architecture?

A

To spread out low-powered processing capability,
Two-tier architecture allowed access to the dozens of PCs now being used across the enterprise.

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2
Q

Which new architectural model has become prevalent in the last decade?

A

Cloud computing technology allows businesses to use applications without having to undergo a complex installation process.

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3
Q

True or False
With a cloud-based human resource information system (HRIS), there is a large up-front cost.

A

False

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4
Q

What is the main difference between 3-tier architecture and N-tier architecture?

A

N-tier architecture is expandable to multiple web servers and application servers to handle load balancing. Web servers can be geographically dispersed to provide worldwide access. 3-tier architecture is restricted locally to a server, a database, and an access point.

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5
Q

What is an example of a traditional human resources (HR) activity?

A

Performance management

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6
Q

True or False
Implementing a human resource information system (HRIS) will reduce training costs.

A

True

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7
Q

How can a human resource information system (HRIS) add value to an organization?

A

1.It automates many activities.
2.It helps managers make better decisions.

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8
Q

What is a viable human resource (HR) system option for a small organization?

A

File management

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9
Q

Which historical period resulted in the need for a human resource information system (HRIS)?

A

Social Issues Era

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10
Q

Which act was passed in the cloud and mobile technologies era that placed more regulations on organizations, thereby creating an increased need for data to be in compliance?

A

Patient Protection and Affordable Care Act

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11
Q

A manager of an organization adopts industry-recognized standard practices.

A

Best-practice

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12
Q

What are two primary outcomes of a human resource information system (HRIS) for managers

A

1.Allowing real-time access to accurate data that facilitates decision-making
2.Providing almost continuous data about the status of the organization

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13
Q

Which type of position accesses more areas of the human resource information system (HRIS) than any other user?

A

Analyst

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14
Q

True or False
Each user of the human resource information system (HRIS) will have the same needs with regard to what information they will be using.

A

False

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15
Q

Describe three ways managers use a human resource information system (HRIS).

A
  1. Managers use the system to gain real-time access to accurate data that facilitate decision-making with regard to their people.
  2. They may also use HRIS data for performance management, recruiting and retention, team management, project management, and employee development.
  3. They use the HRIS for information necessary to help make decisions that will contribute to the achievement of the unit’s strategic goals and objectives.
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16
Q

True or False
Best of breed (BoB) options can create a much more powerful solution than a stand-alone human resource information system (HRIS).

A

True

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17
Q

Which two benefits do optical character recognition (OCR) programs provide to organizations

A

1.Eliminating rekeying of applicant data

2.Running background checks

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18
Q

What is the best way to address gaps identified in the implementation phase?

A

Identified gaps should be closed.

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19
Q

Describe a fit-gap analysis.

A

A fit-gap analysis helps a company understand where organizational processes and the software processes mesh (fit) and where they do not (gap). Any gaps that are identified need to be fixed by modifying organizational processes, configuring the human resource information system (HRIS) application to perform in a certain manner, or customizing the software.

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20
Q

A human resources (HR) administrator wants to implement a human resource information system (HRIS) to automate day-to-day transactional activities.

Which activity fulfills this administrator’s requirement?

A

Updating benefits

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21
Q

A human resources (HR) administrator at an enterprise-level company is demonstrating how nonsupervisory employees can use the employee self-service (ESS) HR portal of a human resource information system (HRIS).
Which activity can the employees perform in this portal?

A

Add a new dependent to benefits

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22
Q

A company is aware that the effectiveness of its recruiting efforts could be impacted by employee comments on social media. The human resources (HR) department creates a social media policy that addresses this potential situation.

Which relationship between human resources (HR) enterprise resource planning systems (ERPs), human resources management (HRM) practices, and strategic HRM does this scenario demonstrate?

A

Strategic HRM influencing HRM practices

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23
Q

A company has a goal of increasing efficiency through automation. Several systems are implemented in different departments, including human resources (HR). Efficiency goals are met, including implementing an online open enrollment process and self-service access to the human resource information system (HRIS).

Which HRIS customer type benefited directly from the HRIS changes?

A

Employees

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24
Q

Which activity causes human resources analysts to be the most demanding users of a human resource information system (HRIS)?

A

Understanding the data structure for querying the database

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25
Q

Which traditional activities have human resource information systems (HRISs) supported since their earliest versions?

A

Recruiting, selecting, and training employees

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26
Q

A manager acknowledges and rewards employees who are closely involved in going from brick-and-mortar to e-commerce.

Which stage in Kotter’s Eight-Stage Change Process does this scenario describe?

A

Generate short-term wins

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27
Q

A manager prepares employees to accept a change in technology by providing reasons why the technology is needed to improve customer relations within the organization.

Which step in Lewin’s Three-Stage Model of Change does this scenario describe?

A

Unfreezing

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28
Q

True or False

Nadler’s Congruence Model suggests that an improvement in one component of the operating organization will cause improvements in the other components.

A

False

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29
Q

change agent aka change leader

A

A change agent is a person who is responsible for leading an organizational change or who is influential and can communicate and motivate others to accept a change by informal means.

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30
Q

Lewin’s three-step change model

A

One of the earliest key contributions to organizational change, Lewin’s framework serves as a general model for understanding planned change.

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31
Q

Gleicher’s Change Equation Formula

A

C = (D × V × F) > R,

where C is change, D is dissatisfaction with the status quo, V is vision, F is the first steps toward the vision, and R is resistance to change.

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32
Q

Nadler’s Congruence Model

A

The operating organization is composed of four components: (1) work activities, (2) the people that do the work, (3) the formal organization, and (4) the informal organization.

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33
Q

Kotter’s Eight-Stage Change Process

A

1.Establishing a Sense of Urgency
2.Creating a Guiding Coalition
3.Developing a Vision and Strategy
4.Communicating the Vision
5.Empowering Broad-Based Action
6.Generating Short-Term Wins
Consolidating Gains and 7.Producing More Change
8.Anchoring New Approaches in the Culture

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34
Q

Scope Creep

A

Undocumented, unapproved changes to the project scope.

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35
Q

True or False
Indirect costs are made up of costs that cannot be known or measured beforehand but may come up in the process of implementing a system.

A

True

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36
Q

What is the primary disadvantage of benchmarking?

A

The information may not generalize to your firm.

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37
Q

Which two actions are examples of a direct benefit?

A

1.Minimize travel expenses for employees
2.Conduct custom e-learning training module development for other organizations

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38
Q

Describe the internal assessment method used for estimating benefit magnitude.

A

Internal assessment involves the use of a firm’s own internal metrics or other forms of the firm’s specific data as the basis for estimates. The use of this method requires that the organization has maintained historical records on previous information system projects. Internal assessment is best done when investment scopes are large and direct estimation or benchmarking suggests that benefits may not be dramatically higher or lower than costs (e.g., less than ±30%). Internal assessment requires that the organization possess the capabilities to gather the data about its own processes necessary to support these analyses.

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39
Q

A human resources (HR) manager is evaluating whether a new human resource information system (HRIS) met a department’s needs.

Which phase of the systems development life cycle (SDLC) would this HR manager be doing?

A

Maintenance

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40
Q

Which type of maintenance in a systems development life cycle (SDLC) accommodates new government regulations affecting human resources (HR)?

A

Adaptive

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41
Q

A project manager instructs human resource information system (HRIS) analysts to organize focus group meetings with diverse groups of internal stakeholders as part of the needs analysis of a new HRIS.

What should this project manager recommend for an effective meeting?

A

Explain the objectives clearly

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42
Q

A business analyst is developing a data flow diagram (DFD) to document the human resource information system (HRIS) function of administering job requisitions.

Which symbol should this business analyst use to represent the job requisitions?

A

Data store

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43
Q

A human resources (HR) director is in an advanced stage to replace an existing human resource information system (HRIS). Hiring managers have reported a need for a faster turnaround time from HR during recruitment processes. Though the director is taking a data perspective for the new HRIS, eight new technicians will need to be hired before the new HRIS system can be implemented.

What should the HR director do to respond to this feedback?

A

Change the HR business process

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44
Q

Which payroll functionality is an essential component for software testing when considering a human resource information system (HRIS)?

A

Avoidance of double or missing payments

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45
Q

Which information should be requested from a vendor in a request for proposal (RFP) for a human resource information system (HRIS)?

A

Availability of customer support

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46
Q

A human resources (HR) manager must justify the cost of implementing a human resource information system (HRIS). The HR manager is working on a business-cost analysis (BCA) to determine the average employee contribution (AEC).

Which indirect formula should this HR manager use to calculate this cost?

A

Number of employees who have left divided by the average number of employees multiplied by 100

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47
Q

A company’s HR works from the idea that the managers and leaders within the company are the HR department’s customers. HR aims to add value to other departments and reduce their costs.

Which HR structure is this department operating under?

A

Shared-service center

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48
Q

What are two disadvantages that companies may experience when using a shared-service center

A

1.Unanticipated power shifts
2.Depersonalization

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49
Q

A company wants to implement a system that allows it to control costs by reducing the number of HR inquiries that require direct staff involvement.

Which system should the organization apply to achieve this goal?

A

Self-service portals

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50
Q

A human resources (HR) administrator wants to implement a human resource information system (HRIS) to automate day-to-day transactional activities.

Which activity fulfills this administrator’s requirement?

A

Updating benefits

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51
Q

A human resources (HR) administrator at an enterprise-level company is demonstrating how nonsupervisory employees can use the employee self-service (ESS) HR portal of a human resource information system (HRIS).

Which activity can the employees perform in this portal?

A

Add a new dependent to benefits

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52
Q

What is a time-saving feature that specifically benefits the IT department?

A

An employee list can be generated to assign employees to company computers.

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53
Q

True of False
The systems development life cycle (SDLC) is the process of documentation for a new system

A

False

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54
Q

Which phase of the systems development life cycle documents current capabilities, identifies new needs, and defines the scope of the HRIS?

A

Planning

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55
Q

Which maintenance stage involves tweaking and improving the existing system?

A

Perfective

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56
Q

Describe two ways to conduct a needs analysis interview.

A

Interviews can be completely unstructured or very scripted.
1.Unstructured interviews are when a general topic is introduced for discussion and the interviewer lets the interview progress naturally.
2. In a structured interview, the interviewer asks specific questions in a predetermined order and respondents select from a set of alternative answers.

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57
Q

True or False
Focusing on the physical design of a system will highlight important functions needed for the HR process.

A

False

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58
Q

Why is it important that both process perspective and data perspective be considered when designing an HRIS?

A

Each perspective represents a portion of the total HRIS.

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59
Q

What is the highest level of a data flow diagram?

A

Context diagram

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60
Q

An organization has a goal of working with a credible vendor when choosing an HRIS.

A

One with a positive reputation

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61
Q

True or False
A request for proposal (RFP) should include all possible business and technical requirements

A

False

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62
Q

A manager focuses on how well the proposed system fits in with the current and future organizational environment.
Which term accurately describes this scenario?

A

Operational feasibility

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63
Q

A manager solicits proposals and bids for proposed work from potential consultants or vendors and defines the organization’s goals and requirements for the new HRIS.
Which term describes this scenario?

A

Request for proposals (RFP)

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64
Q

Describe two key recommendations to ensure a successful RFP.

A
  1. The first recommendation is to review the needs analysis and redesign of business processes to understand the specific requirements that should be included in the RFP.
  2. Another recommendation is to keep it simple. This means that if it is not something that is important to the HR department and reflective of the business processes modeled in the DFDs, it is best not to include it.
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65
Q

A manager acknowledges and rewards employees who are closely involved in going from brick-and-mortar to e-commerce.
Which stage in Kotter’s Eight-Stage Change Process does this scenario describe?

A

Generate short-term wins

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66
Q

A manager prepares employees to accept a change in technology by providing reasons why the technology is needed to improve customer relations within the organization.
Which step in Lewin’s Three-Stage Model of Change does this scenario describe?

A

Unfreezing

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67
Q

True or False
Nadler’s Congruence Model suggests that an improvement in one component of the operating organization will cause improvements in the other components.

A

False

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68
Q

Describe the role of a change agent.

A

A change agent is a person who is responsible for leading an organizational change or who is influential and can communicate and motivate others to accept a change by informal means.

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69
Q

True or False
A common reason why HRIS implementations fail is due to technology that is poorly designed. True

A

False

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70
Q

What is the definition of scope creep?

A

An extension of the original project duties

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71
Q

What is the benefit of getting end users involved in the development of an HRIS?

A

User acceptance

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72
Q

Describe the importance of system documentation.

A

System documentation is a record of the design specifications and code of the HRIS. This documentation is important for the system designers and IT staff who maintain the software because it helps them better understand how to work with the code and the system itself. User documentation is the documentation that contains the instructions about how the user can interact with and use the HRIS.

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73
Q

Which three benefits can an HRIS provide to the primary infrastructure of a system?

A

1.Deliver HR programs
2.Ensure HR regulatory compliance
3.Produce metrics used to evaluate HR programs

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74
Q

True or False
A risk avoidance strategy is implemented when investments are believed to remove or reduce future risks faced by an organization.

A

True

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75
Q

When should a benefit-cost analysis (BCA) be performed?

A

Before beginning detailed work on the project

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76
Q

What is the purpose of risk avoidance strategies?

A

Risk avoidance strategies are used when investments are believed to eliminate or mitigate significant future risks faced by the organization. The potential obsolescence of legacy computing systems was a prototypical risk avoidance scenario.

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77
Q

Which two actions are examples of a direct benefit?

A

1.Conduct custom e-learning training module development for other organizations
2.Minimize travel expenses for employees

78
Q

A human resources (HR) generalist is supporting a human resource information system (HRIS) project by testing the system and reviewing data conversion from the old system to the new system.
Which phase of the systems development life cycle (SDLC) is this HR generalist supporting?

A

Implementation

79
Q

A human resources manager (HRM) is vetting vendors during the fifth and final request-for-proposal (RFP) stage. The HRM needs to determine which department manager to partner with during this process.
Which department should this HRM select for support?

A

Information technology

80
Q

A human resources (HR) manager is evaluating whether a new human resource information system (HRIS) met a department’s needs.
Which phase of the systems development life cycle (SDLC) would this HR manager be doing?

A

Maintenance

81
Q

A project manager instructs human resource information system (HRIS) analysts to organize focus group meetings with diverse groups of internal stakeholders as part of the needs analysis of a new HRIS.
What should this project manager recommend for an effective meeting?

A

Explain the objectives clearly

82
Q

A business analyst is developing a data flow diagram (DFD) to document the human resource information system (HRIS) function of administering job requisitions.
Which symbol should this business analyst use to represent the job requisitions?

A

Data store

83
Q

A human resources (HR) director is in an advanced stage to replace an existing human resource information system (HRIS). Hiring managers have reported a need for a faster turnaround time from HR during recruitment processes. Though the director is taking a data perspective for the new HRIS, eight new technicians will need to be hired before the new HRIS system can be implemented.

What should the HR director do to respond to this feedback?

A

Change the HR business process

84
Q

What is an information technology (IT) architectural and integration concern when choosing a vendor to buy a human resource information system (HRIS)?

A

Software is a standalone system

85
Q

An organization has implemented a new human resource information system (HRIS). The implementation team is surprised to find 43% of the departments are behind schedule in implementing the new system. Additionally, the past three implementation meetings had only 50% attendance from end users.
Which step of the physical design process was ineffective?

A

Developing an implementation schedule

86
Q

What is an advantage of purchasing a commercial off-the-shelf software (COTS) system?

A

the system can be quickly installed and implemented.

87
Q

Which information should be requested from a vendor in a request for proposal (RFP) for a human resource information system (HRIS)?

A

Availability of customer support

88
Q

Which type of feasibility is assessed when reviewing who is likely to resist the implementation of a new system?

A

Political

89
Q

Why do human resource information system (HRIS) implementation costs often exceed estimates?

A

Inadequate time and effort spent to complete an investment analysis

90
Q

An organization is expanding due to a recent merger. The organization is considering which human resource information system (HRIS) vendor would be best for its future organizational environment.
Which type of feasibility approach will help make this determination?

A

Operational

91
Q

What is a basic input component in Nadler’s organizational performance model?

A

Environment

92
Q

What do Kotter’s, Nadler’s, and Lewin’s change models have in common?

A

Predictable and manageable plans

93
Q

What is the objective of unfreezing in Lewin’s change model?

A

To create awareness of the need for change and improve motivation

94
Q

What does a gap analysis indicate when considering the human resource information system (HRIS) implementation process?

A

Current state compared to future state

95
Q

Why do change leaders use change models?

A

To enhance understanding and provide a common language

96
Q

A company’s benefit-cost team asks an expert to use direct estimation to determine whether a new human resource information system (HRIS) makes sense.
Which type of benefit is this method used to estimate?

A

Legal requirements compliance

97
Q

Human resources (HR) and the finance department are working together to understand the first-year indirect benefits associated with their human resource information system (HRIS) investment. They are reviewing separation costs and notice that sales representatives in the organization have been leaving at a higher rate than other positions.
Which organizational considerations should be made when measuring these costs?

A

Termination of administrative expenses, replacement costs, and exit interviews

98
Q

A human resources (HR) manager needs to justify the total cost of implementing a human resource information system (HRIS). The HR manager is working on a business-cost analysis (BCA) to determine the average employee contribution (AEC).
Which indirect formula should this HR manager use to calculate this cost?

A

Gross profit divided by the number of full-time

99
Q

The vice president of human resources (HR) of a hospital wants to implement a peer-recognition human resource information system (HRIS) in nursing.
What is an anticipated indirect benefit?

A

Improvement in employee engagement and pulse survey results

100
Q

A human resources (HR) director is preparing for a meeting with operations management. A new human resource information system (HRIS) is being implemented that impacts 40% of the managers’ day-to-day activities.
What is the primary benefit to share about the new HRIS?

A

Increased work productivity

101
Q

A company’s HR works from the idea that the managers and leaders within the company are the HR department’s customers. HR aims to add value to other departments and reduce their costs.
Which HR structure is this department operating under?

A

Shared-service center

102
Q

What are two disadvantages that companies may experience when using a shared-service center (SSC)?

A

1.Depersonalization
2.Unanticipated power shifts

103
Q

A company wants to implement a system that allows it to control costs by reducing the number of HR inquiries that require direct staff involvement.
Which system should the organization apply to achieve this goal?

A

Self-service portals

104
Q

Which aspect of record-keeping and human resource information system (HRIS) tasks for Occupational Safety and Health Administration (OSHA) do human resources (HR) professionals need to follow?

A

Covered employers need to submit an annual report to OSHA of all reportable work-related injuries or illnesses.

105
Q

Which legality do human resources (HR) professionals need to be aware of when using an EEO-1 report?

A

Online reporting of the EEO-1 is required through the EEO-1 online filing system.

106
Q

What are two benefits that using a human resource information system (HRIS) has for mandated Equal Employment Opportunity Commission (EEOC) and Occupational Safety and Health Administration (OSHA) reporting?

A

1.HRIS allows for self-reporting, which can be more accurate for compliance reporting.
2.HRIS allows recorded compliance information to be secured within minutes.

107
Q

Describe two of the four components of the balanced scorecard.

A

Two of the four components of the balanced scorecard are financial and learning and growth. Compliance with HR law supports financial success because lawsuits can be expensive. Finally, compliance with HR law supports learning and growth success because diverse workplaces can be more innovative.

108
Q

What is the major goal of workforce analytics for talent management?

A

Model the KSAs (knowledge, skills, abilities) of successful employees

109
Q

How can a human resource information system (HRIS) support diversity initiatives within a company?

A

Providing the data used to identify high-potential underrepresented talent

110
Q

True or False
Talent management software is segmented into offerings for different industries and for different sizes of companies.

A

True

111
Q

What are two ways that social networking can help with talent management?

A

Social networking sites can increase the flow of information for making social connections between candidates and the organization. In addition, they can enhance corporate branding and can reach a broader audience. If recent college graduates are a company’s target audience for recruiting, social networks can provide a direct and efficient link to potential applicants.

112
Q

What is the first stage of human resource planning (HRP)?

A

Analysis and investigation

113
Q

Which stage of human resource planning is concerned with the identification of strategic options and the creation of human resources (HR) scenarios about labor force demand and supply?

A

Forecasting

114
Q

Which two facts about job descriptions add value to the hiring process?

A

1.They help develop compensation structures.
2.They can be stored in a human resource information system (HRIS) for future changes.

115
Q

What is one reason why human resources (HR) planning is important for companies?

A

HR planning is important for several reasons. HR planning helps ensure that the best people are working in the right jobs at the right moments in time. This allows the company to correctly forecast the people it needs, and it can recruit and train people at the right times.

116
Q

Why would a company use an applicant tracking system (ATS)?

A

It reduces administrative burdens.

117
Q

A candidate visits a company website to learn more about the company culture and reads about the company on a review site. The candidate decides that the company may not be the right fit and decides not to apply for the open job position.
Which term is described in this example?

A

Self-selection

118
Q

What are two ways to assess the effectiveness of recruitment

A

1.Speed of filling the job vacancy
2.The quality of applicants

119
Q

How can the navigability of a company website impact its recruiting efforts?

A

Navigability that easily allows candidates to browse through the website to locate information of interest can allow candidates to better assess whether a job is a good fit and makes it more likely that they will apply if the process is clear and easily done.

120
Q

True or False
Using biometrics during a digital test or assessment is a fail-safe method of ensuring that the candidate is the person taking the test.

A

False

121
Q

What is a concern that human resource information system (HRIS) experts must be aware of when collecting and analyzing big data about job candidates?

A

The ethics of using big data if users have not explicitly given permission

122
Q

What are two reasons why a human resource information system (HRIS) is important for job candidate selection?

A

1.Assessments can help identify employees who are likely to succeed.
2.Employee selection is regulated by antidiscrimination laws.

123
Q

Describe two general concerns about the digital administration of selection procedures that human resource information system (HRIS) experts need to be aware of when using selection systems.

A

One concern that HRIS experts need to keep in mind is whether digital testing presents any privacy or test security issues when these assessments can be taken without supervision. Another concern is how closely the digital assessment matches the tasks and responsibilities of the actual job responsibilities.

124
Q

How can a company create a culture of knowledge management?

A

By rewarding learning

125
Q

What is a company engaging in if it has plans to help employees acquire knowledge, skills, and abilities (KSA) in order to do specific tasks?

A

Training

126
Q

True or False
Adults learn best when they are internally rather than externally motivated to learn.

A

True

127
Q

Explain the difference between the concept of a learning organization and organizational learning.

A

Organizational learning occurs with a company’s training and development efforts. When this is done well, it can lead to the ultimate state of a learning organization, where the organization facilitates learning at all levels and is able to continually transform

128
Q

Which type of training is a company providing if the training is stand-alone and does not require external access for collaboration or resources?

A

Computer-based learning

129
Q

What are two issues that may arise as a result of the implementation of human resource information system (HRIS) training and development (T&D) applications?

A

HRIS T&D projects fail to meet the expectations of key decision makers because the decision makers may have false expectations of what the T&D can provide and fail to note the intangible gains. Employees may not use the system, or they may not be satisfied with it, which can mean that employees do not finish e-learning programs.

130
Q

What has become a widely utilized human resource information system (HRIS) tool to address employee inquiries on salary, incentives, benefits, and performance results?

A

Chatbots

131
Q

True or False
Performance management (PM) records should be kept for both traditional employees and contingent workers in a company’s human resource information system (HRIS) software.

A

True

132
Q

What is a typical data input for an individual in a performance management system?

A

Unit Goals

133
Q

Describe a benefit of using an artificial intelligence (AI)-enabled performance management solution.

A

AI-enabled performance management solutions can give immediate performance feedback to both individuals and teams. Because the feedback happens in real time, employees can make quicker adjustments to their performance.

134
Q

How can artificial intelligence (AI)-enabled performance management systems help organizations when integrated with payroll?

A

Understand which incentives positively impact employee behaviors

135
Q

True or False
Compensation software is critical in defining commission levels and designing compensation plans, but some aspects of compensation are still done manually.

A

True

136
Q

What is an example of an external human resource information system (HRIS) data input?

A

Market surveys

137
Q

How can a human resource information system (HRIS) help compensation programs with the Fair Labor Standards Act (FLSA)?

A

The FLSA differentiates exempt and nonexempt workers and creates reporting requirements. An HRIS helps HR professionals create reports about hours worked and the pay involved for both exempt and nonexempt workers.

138
Q

True or False
Web-based services that offer decision support to employees deciding what levels of benefits coverage can improve and simplify benefits administration.

A

True

139
Q

Which two benefits do companies gain from using an artificial intelligence (AI)-enabled payroll solution

A
  1. Ensures Legal Compliance
  2. Reduce the number of errors
140
Q

Which human resource information system (HRIS) report gives human resources (HR) professionals the total value of all compensation and benefits received by an employee during the year?

A

Rewards Scorecard

141
Q

There are human resource information system (HRIS) benefits modules with different purposes, and each requires a different type of data input.
Briefly describe one set of functions and what type of data input is needed.

A

incentive programs, help define what types of behavior outcomes ar being encouraged

142
Q

Which role should information technology play in electronic human resource management (eHRM) design?

A

Facilitating role

143
Q

What is an undesirable consequence of electronic human resource management (eHRM)?

A

Increased administrative burdens

144
Q

Why is electronic human resource management (eHRM) more challenging for global firms?

A

Global firms must consider the regulations of many different countries when implementing and using eHRM. Some countries have stringent data storage and protection laws that may impact eHRM. Some countries have work councils or participation councils that have a voice in decisions as well.

145
Q

Which type of electronic human resource management (eHRM) relates to the implementation and use of eHRM to support human resource management (HRM) service processes?

A

Relational eHRM

146
Q

What is at the core of electronic human resource management (eHRM)?

A

people

147
Q

What are two goals of using electronic human resource management (eHRM)?

A

1.Improving the strategic orientation of human resources (HR)
2.Improving the quality of service to human resource management (HRM) clients

148
Q

How will electronic human resource management (eHRM) affect the roles of human resource management (HRM) professionals?

A

The changes that eHRM is bringing to HRM professionals include that HRM professionals can spend less time on basic transactions and more time on strategy and keeping an eye on eHRM innovations. In addition, HRM professionals will need greater levels of education. eHRM is also increasing the variety of roles in HRM.

149
Q

Which human resources (HR) metric measures the period from job requisition approval to the new hire start date?

A

Time to fill

150
Q

What are two ways balanced scorecards have refined thinking about human resources (HR) metrics?

A

1.It recognizes the limitations of organizations’ heavy reliance on financial indicators of performance.
2.It helps managers identify causal sequences that lead to critical organizational outcomes.

151
Q

Which human resources (HR) metric would be used if a company wanted to calculate an employee’s pay increase appropriate to the period of time worked?

A

Prorating merit increases

152
Q

What was one limitation of early attempts at human resources (HR) metrics?

A

Early efforts tended to aggregate data to the level of the organization. The data were produced “after the fact,” resulting in slow responses to problems or opportunities.

153
Q

What is a method for creating useful comparisons of human resources (HR) metrics between or within organizations?

A

Benchmarking

154
Q

What does veracity refer to in data mining?

A

The quality of the data collected by the organizations

155
Q

What does veracity refer to in data mining?

A

The quality of the data collected by the organizations

156
Q

What are two advantages to using artificial intelligence (AI) or machine learning for human resources (HR) metrics?

A

1.Data can be processed more quickly
2.Ability to understand and anticipate customer needs

157
Q

Explain how predictive analyses using human resources (HR) metrics can benefit an organization.

A

Predictive analysis involves attempts to predict future outcomes and understand the consequences of hypothetical changes in an organization. For example, if the organization discovered a correlation between employee job satisfaction and turnover, HR could use these data to suggest modifications to the employees’ work situation or their benefits with the goal of increasing employee satisfaction.

158
Q

A company recognizes that many of its skilled workers will reach retirement age in the next 10 years. They set up long-term plans to replace the workers as they retire.
Which term does this scenario describe?

A

Strategic realignment

159
Q

True or False
An example of strategic realignment involves analyzing workforce analytics to help managers determine whether changes to employee engagement could produce better outcomes

A

False

160
Q

Why is the staffing cycle framework important for human resources (HR) professionals to understand?

A

The staffing cycle framework highlights the decisions that are made in staffing each position. The framework can help guide workforce analytics as it helps identify the decisions that are made as well as the critical processes that influence these decisions

161
Q

A human resources (HR) professional wants to put an HR metric in context.
Which two reporting metrics should be included to accomplish this

A
  1. Benchmark
    2.Trends
162
Q

What is a common concern among individuals who construct metrics and analytics reports?

A

No one will pay attention to the information

163
Q

How is the success of any metrics and analytics project measured?

A

The impact of the results on decisions

164
Q

Why is it important to put human resources (HR) metrics and analytics in context?

A

HR metrics data alone is ineffective because the data needs to be placed into context so the decision maker can find meaning in it. For example, the rate of turnover in an organization becomes more meaningful when it can be compared to earlier rates. This allows stakeholders to determine whether the rate is rising or falling, which can help them make decisions based on both the data and the context.

165
Q

An organization learns that the cost of human resources (HR) administration is less expensive in other countries or regions. To take advantage of these reduced costs, the company creates a subsidiary in another country or region.
Which approach is being used for HR administration?

A

Offshore ownership

166
Q

An organization compares internal human resources implementation expenses to using external vendor features. The organization decides to purchase from the external vendor.
Which approach did this organization use to make its decision?

A

Transaction cost theory

167
Q

What is a task that service-oriented architecture (SOA) reduces or eliminates

A

File integration between systems

168
Q

An organization had a fatal accident the previous year. An Occupational Safety and Health Act (OSHA) representative was notified within 24 hours. During an annual review, an auditor notes an issue.

A

Reported the accident within 8 hours

169
Q

Which human resource information system (HRIS) consideration is critical for multistate and national reporting compliance?

A

Flexible software

170
Q

What is a legal compliance need that a human resource information system (HRIS) helps meet?

A

Evidence-based hiring in accordance with changing guidelines

171
Q

An hourly veteran employee who is called to active duty for six months notifies the human resources (HR) manager of the deployment. After receiving the notification, the HR manager discusses the Uniformed Services Employment and Reemployment Act (USERRA) with the veteran.
What is the key objective of this act?

A

Protects the civilian employment of military personnel

172
Q

During a corporate strategy meeting, human resources (HR) is asked to predict future hiring needs for the organization.
What does the HR staff need to do to meet this goal in the next five years?

A

Scan the external environment and match it with strategic vision

173
Q

A global manufacturer has centralized its human resources (HR) department so that all HR staff work at the corporate office. The manufacturer has increased HR service offerings by adding vendors to provide leave of absence administration.
Which HR administrative approach did this organization take?

A

Human resources outsourcing (HRO)

174
Q

The human resources (HR) director has been asked to develop a company staffing strategy for the next three years to assist with employee attrition.
Which step in human resource planning (HRP) would accomplish this?

A

Forecasting

175
Q

A hospital is hiring environmental services employees who will collect and dispose of trash.
Which adjustment is needed to the organization’s usual recruitment system to ensure greater candidate diversity?

A

Hold a job fair in a targeted area

176
Q

What is the technical way to reduce the number of applicants for each open position in an applicant tracking system (ATS)?

A

Set up qualifying questions that screen out unqualified candidates

177
Q

An employer fails to link job postings to an application tracking system (ATS).
Which challenge does this employer face?

A

Requirement to retrieve and manually sort résumés

178
Q

What is the key objective of evaluating training and development?

A

Assess return on investment

179
Q

A global manufacturer purchases new production equipment for its division in Mexico. To help ensure the equipment start-up plan is successful, the training and development manager requests a report from the human resource information system (HRIS) reflecting the technicians that have been in their role for over three years and are proficient in speaking and writing Spanish.
What is the training needs analysis level that is the focus of this request?

A

Job requirements

180
Q

A human resources (HR) manager is creating a new supervisory training program. A learning management system (LMS) has been purchased, and the operations manager will provide the training to all new supervisors.
Which component of the program’s development needs review?

A

Content

181
Q

How is a training needs analysis (TNA) like a gap analysis?

A

It identifies current knowledge, skills and abilities, and future requirements.

182
Q

Which data input for performance management in a human resource information system (HRIS) is tied to the individual performance plans?

A

Key tasks, responsibilities, and outcomes

183
Q

What is a benefit of outsourcing for performance management?

A

Achieves strategic goals

184
Q

Which employees should engage in performance management?

A

Contingent

185
Q

A human resources (HR) director creates a new recognition program based on attendance and performance metrics. Employees and managers can view the metrics on their human resource information system (HRIS) dashboard. After six months, absenteeism reduces by 38%, and productivity increases by 24%.
Which outcome was achieved by using an electronic human resource management (eHRM) strategy?

A

Cost-effective workforce

186
Q

An organization sets a strategic goal of improving employee engagement. The organization plans to use its new applicant tracking system (ATS) in the human resource information system (HRIS) to engage talent from the beginning.
Which objective does this goal psychologically fulfill?

A

Improved attitudes about promises between employees and the organization

187
Q

An organization is conducting an assessment for a new human resource information system (HRIS). The organization is known for high-quality products and innovation. The chief executive officer (CEO) implements a group-focused electronic human resource management (eHRM) utilization.
Which eHRM consideration is the area of focus?

A

Strategy

188
Q

A human resources (HR) director has prepared a report to understand how a pandemic has impacted staffing in the organization. The HR director is presenting the report to the executive officer.
Which comprehensive list of factors is used to determine cost per hire?

A

Advertising, employee referrals, recruiter wages and benefits, and new employees

189
Q

What is the benefit of workforce metrics?

A

Identifies the employees to promote or to provide with more training

190
Q

Which function do human resources (HR) managers perform to compare their company to their industry?

A

Benchmarking

HR Technology (4 decks)

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