Question 1

Decision support systems

Accepted Answer

A)  enable users to develop "what if" scenarios 
B)  make computations and calculations used to review and document human resources decisions and practices 
C)  are systems that recommend actions the user can take based on the information provided 
D)  are the set of topics on which the human resource information system collects and maintains information 
A)  enable users to develop "what if" scenarios 
B)  make computations and calculations used to review and document human resources decisions and practices 
C)  are systems that recommend actions the user can take based on the information provided 
D)  are the set of topics on which the human resource information system collects and maintains information A

Question 2

The alignment of the HRM function with organizational goals is referred to as ______.

Accepted Answer

A)  an HR balanced scorecard 
B)  strategic human resources management (strategic HRM) 
C)  concreteness or congruence 
D)  human resources program evaluation 
A)  an HR balanced scorecard 
B)  strategic human resources management (strategic HRM) 
C)  concreteness or congruence 
D)  human resources program evaluation B

Question 3

An HRIS that supports regular and ongoing decisions is called a(n)______.

Accepted Answer

A)  transactional system 
B)  management information system 
C)  executive information system 
D)  transformational system 
A)  transactional system 
B)  management information system 
C)  executive information system 
D)  transformational system B

Question 4

Organizations became more aware that there was not one best way to strategically deploy HR resources.Thus,researchers increasingly emphasize the best-practice approach to strategic HRM as opposed to the best-fit approach.

Accepted Answer

A) True 
 B)False

Question 5

What are four important advantages to firms using an HRIS?

Accepted Answer

1.Providing a comprehensive information

Question 6

To compete in the marketplace,firms need to what resources to achieve,profit,and survive?

Accepted Answer

A)  technology, human, and inventory 
B)  physical, human, and technology 
C)  financial, technology, and inventory 
D)  physical, organizational, and human 
A)  technology, human, and inventory 
B)  physical, human, and technology 
C)  financial, technology, and inventory 
D)  physical, organizational, and human

Question 7

What factors affect a firm's ability to harness the potential of an HRIS?

Accepted Answer

1.the size of the organization,with larg

Question 8

The recruitment and training functions of an HR department are traditional activities.

Accepted Answer

A) True 
 B)False

Question 9

The data centrality of the HRIS is pictured in Figure 1.3 on page 19 in the textbook.There are several aspects of this model that are critical.Discuss one,and provide an example.

Accepted Answer

anss will vary.Student responses should

Question 10

It has been estimated that most HR departments spend approximately ______ on transactional activities.

Accepted Answer

A)  15% to 30% 
B)  5% to 15% 
C)  65% to 75% 
D)  50% to 65% 
A)  15% to 30% 
B)  5% to 15% 
C)  65% to 75% 
D)  50% to 65%

Question 11

What are the main factors that led to the evolution of strategic HRM?

Accepted Answer

1.Contingency perspective and fit
2.Reso

Question 12

Advances in technology have enabled HRIS to expand their functionality and breadth in the support of human resource management.

Accepted Answer

A) True 
 B)False

Question 13

A key benefit of any HRIS is

Accepted Answer

A)  the number of software applications in the system 
B)  comprehensive reports on employees' health status 
C)  the generation of reports 
D)  up-to-date technical hardware and software 
A)  the number of software applications in the system 
B)  comprehensive reports on employees' health status 
C)  the generation of reports 
D)  up-to-date technical hardware and software

Question 14

The historical era in which employees started forming trade unions was ______.

Accepted Answer

A)  Pre-World War II Era 
B)  Post-World War II Era 
C)  Social Issues Era 
D)  Cost-Effectiveness Era 
A)  Pre-World War II Era 
B)  Post-World War II Era 
C)  Social Issues Era 
D)  Cost-Effectiveness Era

Question 15

The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires

Accepted Answer

A)  timely and accurate information on current employees 
B)  a vice president representing the HR function 
C)  the use of decision support systems (DSS) 
D)  outsourcing of transaction HR activities 
A)  timely and accurate information on current employees 
B)  a vice president representing the HR function 
C)  the use of decision support systems (DSS) 
D)  outsourcing of transaction HR activities

Question 16

Entering employee payroll information is an example of an HR transactional activity.

Accepted Answer

A) True 
 B)False

Question 17

The continual interaction between HRIS and the HR program evaluation results is the main factor in the use of the HR workforce scorecard.

Accepted Answer

A) True 
 B)False

Question 18

To add value to the organization,the use of an HRIS is focused primarily on structural realignment and strategic redirection.This an example of which of the following tasks or activities?

Accepted Answer

A)  transactional 
B)  benchmarking 
C)  transformational 
D)  re-engineering 
A)  transactional 
B)  benchmarking 
C)  transformational 
D)  re-engineering

Question 19

HRIS tends to be more focused on how HR functionality is delivered,and an eHRM is more focused on the systems and technology underlying the design and acquisition of systems supporting the move to an HRIS.

Accepted Answer

A) True 
 B)False

Question 20

Management information systems (MIS)refer to structured information flows of business functions to aid managers in performing traditional activities.

Accepted Answer

A) True 
 B)False

Decision support systems

The alignment of the HRM function with organizational goals is referred to as ______.

An HRIS that supports regular and ongoing decisions is called a(n)______.

Organizations became more aware that there was not one best way to strategically deploy HR resources.Thus,researchers increasingly emphasize the best-practice approach to strategic HRM as opposed to the best-fit approach.

What are four important advantages to firms using an HRIS?

To compete in the marketplace,firms need to what resources to achieve,profit,and survive?

What factors affect a firm's ability to harness the potential of an HRIS?

The recruitment and training functions of an HR department are traditional activities.

The data centrality of the HRIS is pictured in Figure 1.3 on page 19 in the textbook.There are several aspects of this model that are critical.Discuss one,and provide an example.

It has been estimated that most HR departments spend approximately ______ on transactional activities.

What are the main factors that led to the evolution of strategic HRM?

Advances in technology have enabled HRIS to expand their functionality and breadth in the support of human resource management.

A key benefit of any HRIS is

The historical era in which employees started forming trade unions was ______.

The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires

Entering employee payroll information is an example of an HR transactional activity.

The continual interaction between HRIS and the HR program evaluation results is the main factor in the use of the HR workforce scorecard.

To add value to the organization,the use of an HRIS is focused primarily on structural realignment and strategic redirection.This an example of which of the following tasks or activities?

HRIS tends to be more focused on how HR functionality is delivered,and an eHRM is more focused on the systems and technology underlying the design and acquisition of systems supporting the move to an HRIS.

Management information systems (MIS)refer to structured information flows of business functions to aid managers in performing traditional activities.

Database Concepts and Applications in HRIS

Systems Considerations in the Design of an HRIS: Planning for Implementations

The Systems Development Life Cycle and HRIS Needs Analysis

System Design and Acquisition

Change Management and Implementation

Cost Justifying HRIS Investments

HR Administration and HRIS

Talent Management

Recruitment and Selection in an Internet Context

Training and Development: Issues and HRIS Applications

Performance Management, Compensation, Benefits, Payroll, and HRIS

HRIS and International HRM

HR Metrics and Workforce Analytics

HRIS Privacy and Security

HRIS and Social Media

The Future of HRIS: Emerging Trends in HRM and IT

Filters

Exam 1: A Brief History and Overview of Technology in HR

Decision support systems

The alignment of the HRM function with organizational goals is referred to as ______.

An HRIS that supports regular and ongoing decisions is called a(n)______.

Organizations became more aware that there was not one best way to strategically deploy HR resources.Thus,researchers increasingly emphasize the best-practice approach to strategic HRM as opposed to the best-fit approach.

What are four important advantages to firms using an HRIS?

To compete in the marketplace,firms need to what resources to achieve,profit,and survive?

What factors affect a firm's ability to harness the potential of an HRIS?

The recruitment and training functions of an HR department are traditional activities.

The data centrality of the HRIS is pictured in Figure 1.3 on page 19 in the textbook.There are several aspects of this model that are critical.Discuss one,and provide an example.

It has been estimated that most HR departments spend approximately ______ on transactional activities.

What are the main factors that led to the evolution of strategic HRM?

Advances in technology have enabled HRIS to expand their functionality and breadth in the support of human resource management.

A key benefit of any HRIS is

The historical era in which employees started forming trade unions was ______.

The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires

Entering employee payroll information is an example of an HR transactional activity.

The continual interaction between HRIS and the HR program evaluation results is the main factor in the use of the HR workforce scorecard.

To add value to the organization,the use of an HRIS is focused primarily on structural realignment and strategic redirection.This an example of which of the following tasks or activities?

HRIS tends to be more focused on how HR functionality is delivered,and an eHRM is more focused on the systems and technology underlying the design and acquisition of systems supporting the move to an HRIS.

Management information systems (MIS)refer to structured information flows of business functions to aid managers in performing traditional activities.

Database Concepts and Applications in HRIS

Systems Considerations in the Design of an HRIS: Planning for Implementations

The Systems Development Life Cycle and HRIS Needs Analysis

System Design and Acquisition

Change Management and Implementation

Cost Justifying HRIS Investments

HR Administration and HRIS

Talent Management

Recruitment and Selection in an Internet Context

Training and Development: Issues and HRIS Applications

Performance Management, Compensation, Benefits, Payroll, and HRIS

HRIS and International HRM

HR Metrics and Workforce Analytics

HRIS Privacy and Security

HRIS and Social Media

The Future of HRIS: Emerging Trends in HRM and IT

Filters