A) reduced the administrative burden on the HR department. B) prevented employees from accessing their personnel information. C) made it difficult to have access to information. D) increased the administrative burden on the HR department. E) not contributed to any changes in the HR department. A) reduced the administrative burden on the HR department. B) prevented employees from accessing their personnel information. C) made it difficult to have access to information. D) increased the administrative burden on the HR department. E) not contributed to any changes in the HR department.

Exam 3: Human Resources Management and Technology

Recent surveys of ESS and MSS systems users indicate that, though 80% of respondents agree that web-based self-service systems can lower HR operational costs, only 40% believe that their company is actually achieving this result.This discrepancy may be due to

(Multiple Choice)

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Question 21

Describe how an HRIS system can support the key functions of legal compliance, forecasting and planning HR requirements, talent management/knowledge management, and strategic alignment.Provide specific examples how an HRIS supports each key function.

(Essay)

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Question 22

Web-based HR applications have enabled companies to shift responsibility for viewing and updating records onto employees, thus changing the manner in which employees acquire information and relate to their departments.Two of the most popular web-based HR applications are

(Multiple Choice)

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Question 23

The HR function, with its newly developed strategic focus, is expected to demonstrate a measurable impact on business results.

(True/False)

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Question 24

The internet has enabled organizations to do which of the following?

(Multiple Choice)

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Question 25

What are some of the areas factored into pricing during the adoption phase?

(Multiple Choice)

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Question 26

What is an HRIS? Identify and briefly describe four of the major components of an HRIS.

(Essay)

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Question 27

An enterprise-wide system is defined as a system that supports enterprise-wide or cross-functional requirements rather than a single department or group within the organization.One of the well-recognized enterprise-wide systems is

(Multiple Choice)

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Question 28

HR technology has

(Multiple Choice)

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Question 29

The primary central storage repository for all data collected by an organization's business systems is known as

(Multiple Choice)

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Question 30

Some of the common employee self-service (ESS)applications include allowing employees to

(Multiple Choice)

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Question 31

Having an HRIS enables managers to make a more informed decision.It also provides information that is relevant, useful, timely, and accurate.Reports are generated to facilitate this process.The most commonly requested reports from an HRIS are

(Multiple Choice)

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(41)

Question 32

A company in the banking industry has decided to purchase an HRIS and wants to choose a system.The organization is conducting a review of company background, management and HR considerations, and technical considerations.The company is in the ________ of the selection process.

(Multiple Choice)

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Question 33

Typically organizations follow a process to select an HRIS.Which of the following states the three phases accurately and in proper order?

(Multiple Choice)

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Question 34

An HR professional who is trying to develop an understanding of key drivers of organizational productivity and to become aware of costs associated with enhancing the efficiency and effectiveness of the workforce, is fulfilling which of the competencies described in the Ulrich model?

(Multiple Choice)

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Question 35

Which of the following phases involve activities such as getting the system running in a controlled environment, conversion of existing data into the new system, and establishing security profiles?

(Multiple Choice)

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Question 36

Learning Inc.has an HRIS which has a subsystem that includes data on employee skills and competencies, development activities, and career planning in terms of which positions might be most appropriate for an employee based on skills/competencies.Which type of subsystem does Learning Inc.have?

(Multiple Choice)

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Question 37

HR began to integrate with other business-related systems with the move towards enterprise-wide systems.

(True/False)

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Question 38

An integrated system that is used to gather, store, and analyze information regarding an organization's human resources is known as

(Multiple Choice)

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Question 39

The subcontracting of work that is not considered part of a company's core business is called

(Multiple Choice)

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Question 40

Showing 21 - 40 of 67

Recent surveys of ESS and MSS systems users indicate that, though 80% of respondents agree that web-based self-service systems can lower HR operational costs, only 40% believe that their company is actually achieving this result.This discrepancy may be due to

Describe how an HRIS system can support the key functions of legal compliance, forecasting and planning HR requirements, talent management/knowledge management, and strategic alignment.Provide specific examples how an HRIS supports each key function.

Web-based HR applications have enabled companies to shift responsibility for viewing and updating records onto employees, thus changing the manner in which employees acquire information and relate to their departments.Two of the most popular web-based HR applications are

The HR function, with its newly developed strategic focus, is expected to demonstrate a measurable impact on business results.

The internet has enabled organizations to do which of the following?

What are some of the areas factored into pricing during the adoption phase?

What is an HRIS? Identify and briefly describe four of the major components of an HRIS.

An enterprise-wide system is defined as a system that supports enterprise-wide or cross-functional requirements rather than a single department or group within the organization.One of the well-recognized enterprise-wide systems is

HR technology has

The primary central storage repository for all data collected by an organization's business systems is known as

Some of the common employee self-service (ESS)applications include allowing employees to

Having an HRIS enables managers to make a more informed decision.It also provides information that is relevant, useful, timely, and accurate.Reports are generated to facilitate this process.The most commonly requested reports from an HRIS are

A company in the banking industry has decided to purchase an HRIS and wants to choose a system.The organization is conducting a review of company background, management and HR considerations, and technical considerations.The company is in the ________ of the selection process.

Typically organizations follow a process to select an HRIS.Which of the following states the three phases accurately and in proper order?

An HR professional who is trying to develop an understanding of key drivers of organizational productivity and to become aware of costs associated with enhancing the efficiency and effectiveness of the workforce, is fulfilling which of the competencies described in the Ulrich model?

Which of the following phases involve activities such as getting the system running in a controlled environment, conversion of existing data into the new system, and establishing security profiles?

Learning Inc.has an HRIS which has a subsystem that includes data on employee skills and competencies, development activities, and career planning in terms of which positions might be most appropriate for an employee based on skills/competencies.Which type of subsystem does Learning Inc.have?

HR began to integrate with other business-related systems with the move towards enterprise-wide systems.

An integrated system that is used to gather, store, and analyze information regarding an organization's human resources is known as

The subcontracting of work that is not considered part of a company's core business is called

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

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