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Organization > Technology Management > Flashcards

Technology Management Flashcards

1
Q

Big data changed technology in

A
  • Volume
  • Velocity
    • Ex: real time info
  • Variety
    • Ex: video and audio recordings
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2
Q

Cloud computing

A
  • Data is saved to remote servers that are connected through the Internet
  • Popular way to manage increasing amounts of data.
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3
Q

Big data makes it more possible to

A
  • See patterns and trends
  • Create models that isolate possible causes and predict outcomes
  • Reliable, current and analyzable data
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4
Q

HR can use big data by

A
  • Collect new data
  • Use data more effectively
  • Better strategic analaysis
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5
Q

Information system (IS) is

A

Way to collect, organize, store, analyze, and share data.

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6
Q

Information system (IS) components

A
  • Presentation tier
  • Logic tier
  • Data tier
  • Communications tier
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7
Q

Presentation tier

A
  • Is the user interface
  • Where user can request and receive responses
  • Can be computer/phone
  • Should incorporate level of security to control assets
  • Adaptable to users with different physical abilities (sight, hearing, etc)
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8
Q

Logic tier (business tier)

A
  • Software and aplication software that enables operations
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9
Q

System software

A
  • Includes the operating system
    • Runs interface with presentation tier
    • Moves data back and forth between data tier and software
    • Communicates with hardware
    • Controls system resources
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10
Q

Application software

A
  • Offers specific functionality
    • Ex: project management software, budgeting tools
  • Must be customized to talk to system software
  • May be located on hard drive or on-premise server or public network (internet/cloud)
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11
Q

Data tier

A
  • Stores info that will be used by aplication tier to respond to user inquires
  • Data stored on local drivers, removable divices and servers
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12
Q

Communications tier

A
  • Enables sharing of data and applications by networking a computer (or phone) with other computers and servers
  • Network can be private VPN
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13
Q

VPN

A
  • Used to extend secure and private local networks to remote users by means of public networks
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14
Q

Integration

A

Extend that the users in a system share the same data

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15
Q

Enterprise resource planning (ERP)

A
  • Business management software
  • Allows different parts of an organization to access the same data and perform more efficiently
  • Used to collect, store, manage, and interpret data from many business activities.
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16
Q

Scalability of big data

A

Issue with the increase amount of data without increasing processing time

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17
Q

Cloud computing

A
  • Service subscribers pay only for the amount of memory, processing time, or bandwidth that it uses.
  • Service managers maintain hardware and guarentee security
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18
Q

Benefits of cloud computing

A
  • Flexibility and cost savings
  • Easiest way for mobile users to access organization’s data
  • Saves organization costs of servers and server rooms
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19
Q

Risks of cloud computing

A
  • If provider is equpped to prevent loss of data (ex: backup system)
  • Blocking unauthrized access to stored data
  • Secrity patches and updates
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20
Q

Concerns with technology security

A
  • Vulnerabilities created through integration
  • Managing users’ security levels
  • Governance (able to document all transactions)
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21
Q

HR tech products can

A
  • Automate complex processes
  • Produce data that can be used for other applications
  • Support data analaysis
  • Support compliance-related activities
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22
Q

Software as a service (SaaS)

A
  • Software that is owned, delivered, and managed remotely
  • Delivered over the Internet to contracted customers on a pay-foruse basis or as a subscription based on use metrics.
  • Typically run over the cloud (users must have internet)
  • Delivered to multiple customers simultaneously and secure
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23
Q

Artificial intelligence (AI)

A

Ability of a computer to imitate human thought and behavior.

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24
Q

IT purchasing process

A
  1. Identify needs that can be solved through technology
  2. Develop requirements
  3. Identify and assess offerings
  4. Develop business case
  5. Implement new technology
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25
Q

IT as a partner in determining tech to purchase

A
  • They know
    • Current tech
    • Requirements and capabilities of many tech products
  • Know how to research technology
  • They have their own needs that may affect HR tech
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26
Q

Assess whose technology needs

A
  • HR needs
  • User needs
  • Organizational needs
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27
Q

Integrated solutions advantages

A
  • Common look and feel for applications (learning and transition is easier)
  • Recuse needs of multiple architectures
  • Ease of integrating data from multiple HR functions
  • Reduces complexity of vendor managment (only one vendor)
  • Less expensive per application than BOB
28
Q

Integrated solutions disadvantages

A
  • Minimal customization options
  • Not always the best solution for each functional area
  • Challenging to upgrade, challenge to one function may have dramatic impacts on others
  • Slow down introduction of other features and upgrades due to complexity
29
Q

Best-of-Breed solutions advantages

A
  • Best fit for each functional area
  • Quicker implimentation, system is simplier and affects fewer employees
  • Do not lock a single vendor for all needs
  • Vendors can be more responsive to user needs
  • Possible to purchase only the functionality need
30
Q

Best-of-Breed solutions disadvantages

A
  • Difficulties in integrating data across applications
  • Increased learning curves for each application with consistent interface
  • Careful management of relationships needed with multiple vendors
  • Demand among different applications may vary
31
Q

Approaches to delivering technology

A
  • On premise
  • Hosted
  • Software as service
32
Q

On-premises approach

A
  • Organization purchases and installs hardware and software on internal machines
  • Supported by internal IT staff or IT vendor
  • Critical to discuss IT’s availability and willingness to accomidate and support technology
33
Q

Hosted approach

A
  • Applications are purchased and installed for the organization
  • Applications located at the vendor’s site and supported by external IT staff.
34
Q

Software as a service approach

A
  • Firm does not purchase or install any software.
  • Instead, the organization subscribes to software that has been developed for multiple users and that runs on the vendor’s hardware.
  • Accessed through the cloud.
35
Q

Ways to research providers before contacting vendors

A
  • Internet search and review general articles and vendor websites
  • Review analyst reports
  • Ask for recommendations from HR colleagues in other organizations
  • Contact existing vendors with good records of service to see if they offer a product with the needed features
  • Attend HR professional meetings and tech shows for presentations
36
Q

How to select a provider

A
  • Send request for proposal to several providers
  • Providers response will show demonstrations of the product with specific refrences on how HR will use it
  • Providers are selected in the same way of HR outsourcing
    • Criteria selected and weighed for importance
    • Provider is scored
37
Q

Testing technology benefits

A
  • Opportunity to correct product
  • Stengthens training
  • Builds acceptance of new technology by core influences
38
Q

Opportunities and risks with security

A
  • Data and system security
  • Data privacy
  • Social and ethical implications
39
Q

Organization’s tech security measures should address

A
  • Exposure of electronically stored sensitive data
  • Loss of sensitive personnel data
  • Unautorized updates of key data
40
Q

General IT security protections include

A
  • Limiting logical and physical access to data and systems
  • Encryption
  • Protecting against hacking and social engineering
41
Q

Firewalls

A

Software and/or hardware that filters incoming and outgoing communication according to preset rules.

42
Q

Encryption

A
  • Conversion of data into a format that protects or hides its natural presentation or intended meaning.
  • Used with stored or transmitted data
  • Software can also alert users when there has been an effort to decrypt data
43
Q

Hacking

A

Act of deliberately accessing computer data without permission.

44
Q

Social engineering

A

In a computer context, tricking a user into sharing information that can then be used to access systems.

45
Q

Common social engineering tactics

A
  • Phshing
  • Fake e-cards or job opening information
  • Phony security alerts
  • Click this link scams
46
Q

Phishing

A

E-mails, phone calls, texts, or instant messages that ask for information or ask the user to click an embedded link

47
Q

Spear phishing

A
  • Attacks known data about user to create idea of legitmacy
  • Ex: email from address of executives in ones organization
48
Q

Social engineering training should include

A
  • Never disclose a password
  • Do not give private information to anyone you do not know or ho does not have a ligimate need
  • Click links only from trusted sources
  • Delete unsolicited emails (no forward, reply, etc).
  • Assess the request and investigate if seems unusual
49
Q

General Data Protection Regulation (GDPR)

A
  • Created by EU
  • Benchmark on organizations design and assessment of data practicies
50
Q

GDPR Data Security Themes

A
  • Transparency
  • Individual rights of access to and control over data
  • Legality of processing
  • Data quality and minimization
  • Data sharing
  • Data transfers
  • Data breaches (intentional or accidental, through external hacking or internal actions, such as accidental e-mailing of employee data)
  • Accountability
51
Q

HR response to Transparency (how data will be used)

A

Update privacy notices to employees and applicants that seek explicit permission to use data.

52
Q

HR response to individual rights of access to and control over data

A
  • Define who owns data (the employee/applicant, the organization, the vendor) and who has a business right to use it.
  • Ensure that HR can reply promptly to employee requests to access or correct data.
53
Q

HR response to legality of processing

A
  • Remove use of and references to “employee consent to data use” in handbook and agreements. (These agreements are not sufficient. Data use must be based in the law.)
  • Document valid legal grounds for all data processing activities.
54
Q

HR response to data quality and minimization

A
  • Formalize internal and vendor data retention limits.
  • Develop and implement policies on data collection and retention.
55
Q

HR response to data sharing

A

Implement data sharing agreements with internal functions and outside vendors.

56
Q

HR response to data transfers

A

Map internal flow of data to identify data that falls within GDPR rules.

57
Q

HR response to data breaches

A
  • Implement data security measures.
  • Develop and implement data breach policies to ensure reporting of breaches within 72 hours.
  • Review post-employment agreements regarding use of organizational data.
58
Q

HR response to accountability

A
  • Maintain comprehensive records for authorities.
  • Conduct an assessment of current practices (e.g., employee monitoring and background checks).
  • Implement training and governance systems (internal data protection officer, audits, disciplinary guidelines).
59
Q

Equal access to data

A
  • Issue with recruiting
  • Self-service portals
  • Social media serches
  • HR records of employees used to discriminate
  • Algorithim biases
60
Q

Bring Your Own Device (BYOD)

A
  • Employees using personal devices to work and communicate when not in office
61
Q

Disadvantages of BYOD

A
  • Security threats on insufficently protected divices
  • Legal aspect on compensating employees
62
Q

BYOD policy should

A
  • Restrict use of personal divices while employee is working in workplace during work hours
  • State what divices will be supported by IT and the requirements of the divice
  • Clarify finanical arangements and legal rights
  • Define security measures
63
Q

Social networks

A

Online clustering of individuals in groups with common or shared interests.

64
Q

When creating social netwok policies

A
  • Identify key risks
  • Review organizations handbook for related policies
  • Discuss risks and concerns with IT or consultant
  • Consult legal for key compliance issues
  • Align proposed policy with culture and values
  • Develop written policies and secure through review and commitment from leaders
  • Communicate policies and require acknowledgement signitures
  • Enforce policies consistently, for both employees and management
  • Keep policies up-to-date as necessary
65
Q

Social network policies should include

A
  • Prohibitions about use of organization’s resources and right to monitor
  • Prohibitations from posting or disclosing confidential, proprietary or intellectual property info
  • Situations requiring employer approval for postings regarding the employer’s facilities, products or services
  • Rules about personal endorcement of org products and services
  • Rules for personal posts about colleagues
  • Statement holding emplooyees accountable for violations of laws and policies (including anonymous postings)
66
Q

Situations when organizations need to monitor employee communication involves

A
  • Telling the employee ahead of time
  • Notify employee about potential monitoring may deter inappropriate communications

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