Question 1

A needs analysis indicates the differences between the current state of affairs in the organization and the desired future state.

Accepted Answer

A) True 
 B)False

Question 2

Organizational climate is an organization’s collective values, beliefs, experiences, and norms that shape the behavior of the group and the individuals within it.

Accepted Answer

A) True 
 B)False

Question 3

Discuss the role of the change agent.

Accepted Answer

A change agent is a person who

Question 4

Discuss three reasons why employees might be resistant to change.

Accepted Answer

Resistance to change may happen for seve

Question 5

Which of the following are three of the five categories of the key factors related to HRIS implementation failures?

Accepted Answer

A)  leadership, communication, and financial planning 
B)  leadership, planning, and communication 
C)  communication, training, and development 
D)  change management, communication, and finance 
A)  leadership, communication, and financial planning 
B)  leadership, planning, and communication 
C)  communication, training, and development 
D)  change management, communication, and finance

Question 6

Kotter's model of change is an organizational performance model that is built on the view that organizations are and there needs to be a "fit" between the various organizational subsystems for optimal performance.

Accepted Answer

A) True 
 B)False

A needs analysis indicates the differences between the current state of affairs in the organization and the desired future state.

Organizational climate is an organization’s collective values, beliefs, experiences, and norms that shape the behavior of the group and the individuals within it.

Discuss the role of the change agent.

Discuss three reasons why employees might be resistant to change.

Which of the following are three of the five categories of the key factors related to HRIS implementation failures?

Kotter's model of change is an organizational performance model that is built on the view that organizations are and there needs to be a "fit" between the various organizational subsystems for optimal performance.

A Brief History and Overview of Technology in HR

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

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 6: Change Management and Implementation

A needs analysis indicates the differences between the current state of affairs in the organization and the desired future state.

Organizational climate is an organization’s collective values, beliefs, experiences, and norms that shape the behavior of the group and the individuals within it.

Discuss the role of the change agent.

Discuss three reasons why employees might be resistant to change.

Which of the following are three of the five categories of the key factors related to HRIS implementation failures?

Kotter's model of change is an organizational performance model that is built on the view that organizations are and there needs to be a "fit" between the various organizational subsystems for optimal performance.

A Brief History and Overview of Technology in HR

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

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