Question 1

Compliance is a key piece of information provided by HRIS and mainly used by

Accepted Answer

A)  HR only. 
B)  HR, managers, and employees. 
C)  employees and managers. 
D)  HR and employees. 
E)  HR and managers. 
A)  HR only. 
B)  HR, managers, and employees. 
C)  employees and managers. 
D)  HR and employees. 
E)  HR and managers.

Question 2

Wayne Brockbank and David Ulrich of the University of Michigan Business School have identified five key competencies for HR. This new competency model has emerged because

Accepted Answer

A)  line managers and employees no longer see HR as credible. 
B)  HR is moving towards outsourcing of services. 
C)  businesses have demanded that HR have a new competency model. 
D)  HR has decided to play a key role in transactional activities. 
E)  technology has fundamentally changed the role of HR. 
A)  line managers and employees no longer see HR as credible. 
B)  HR is moving towards outsourcing of services. 
C)  businesses have demanded that HR have a new competency model. 
D)  HR has decided to play a key role in transactional activities. 
E)  technology has fundamentally changed the role of HR.

Question 3

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

Accepted Answer

Two points for a definition close to the

Question 4

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?

Accepted Answer

A)  Mastery of technology 
B)  Business knowledge 
C)  HR delivery 
D)  Strategic contribution 
E)  None of the above 
A)  Mastery of technology 
B)  Business knowledge 
C)  HR delivery 
D)  Strategic contribution 
E)  None of the above

Question 5

A form of technology that enables HR professionals to integrate an organization's HR strategies, processes, and human capital to improve overall HR service delivery is known as

Accepted Answer

A)  enterprise-wide HR. 
B)  HR technology. 
C)  stand-alone HR. 
D)  an HRIS. 
E)  electronic HR. 
A)  enterprise-wide HR. 
B)  HR technology. 
C)  stand-alone HR. 
D)  an HRIS. 
E)  electronic HR.

Question 6

At Smith & Cole Co., managers and employees can access HR self-service options to access and manage information directly without having to go through HR or its manager. The company has a

Accepted Answer

A)  web-based application. 
B)  interactive voice response. 
C)  interactive database. 
D)  relational database. 
E)  data mining capability. 
A)  web-based application. 
B)  interactive voice response. 
C)  interactive database. 
D)  relational database. 
E)  data mining capability.

Question 7

An HRIS is primarily a transaction processor, editor, and record keeper, maintaining employee, organizational, and HR-related data.

Accepted Answer

A) True 
 B)False

Question 8

Stacey works for a large organization and she scans her company's website to determine if there is any online training to help her improve her presentation skills. What part of the company's website will Stacey find available online training?

Accepted Answer

A)  Skills exchange blog 
B)  Instructional database 
C)  Training menu 
D)  Learning portal 
E)  Skills module 
A)  Skills exchange blog 
B)  Instructional database 
C)  Training menu 
D)  Learning portal 
E)  Skills module

Question 9

A decision to purchase an HRIS can vary from one organization to another based on their existing technology, ability to afford technology, and the size and culture of the company. However, there is some common ground that all companies can agree on for adopting HR technology. Those reasons are

Accepted Answer

A)  cost savings, employee record keeping, and faster processing of information. 
B)  faster processing of information, cost savings, and helping the organization to achieve goals. 
C)  cost saving, skills assessment, and employee equity planning. 
D)  higher efficiency in data processing, ease of scheduling work, and linking compensation to performance. 
E)  maintaining employee records, developing labour relations, and data miming. 
A)  cost savings, employee record keeping, and faster processing of information. 
B)  faster processing of information, cost savings, and helping the organization to achieve goals. 
C)  cost saving, skills assessment, and employee equity planning. 
D)  higher efficiency in data processing, ease of scheduling work, and linking compensation to performance. 
E)  maintaining employee records, developing labour relations, and data miming.

Question 10

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

Accepted Answer

A)  systems requiring frequent updates from vendors. 
B)  lack of motivation to use such systems. 
C)  technology not being user-friendly. 
D)  systems not providing adequate features. 
E)  frequent systems malfunctions. 
A)  systems requiring frequent updates from vendors. 
B)  lack of motivation to use such systems. 
C)  technology not being user-friendly. 
D)  systems not providing adequate features. 
E)  frequent systems malfunctions.

Question 11

The impact of technology has fundamentally changed the role of HR. It has enabled HR to

Accepted Answer

A)  increase its involvement in transactional services. 
B)  decrease the time spent with employees and line staff. 
C)  decrease its involvement in transactional activities. 
D)  decrease focus on the customer. 
E)  increase time spent on administrative tasks. 
A)  increase its involvement in transactional services. 
B)  decrease the time spent with employees and line staff. 
C)  decrease its involvement in transactional activities. 
D)  decrease focus on the customer. 
E)  increase time spent on administrative tasks.

Question 12

HR technology has

Accepted Answer

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.

Question 13

Liana is conducting a needs analysis to determine the right HRIS system to adopt for her company. She is analyzing the types of data required in order to produce reports for HR and other departments. Which area of the adoption phase is Liana focusing on?

Accepted Answer

A)  Company background 
B)  Management considerations 
C)  Technical considerations 
D)  HR considerations 
E)  Cost considerations 
A)  Company background 
B)  Management considerations 
C)  Technical considerations 
D)  HR considerations 
E)  Cost considerations

Question 14

When new employees are hired, they are required to provide personal information such as full name, address, banking information, and their social insurance number. However, the company cannot ask them about their marital status.

Accepted Answer

A) True 
 B)False

Question 15

Which system allows managers to access a range of information not only about themselves but also about the employees who report to them?

Accepted Answer

A)  ESS 
B)  MSS 
C)  the internet 
D)  HRIS 
E)  MIS 
A)  ESS 
B)  MSS 
C)  the internet 
D)  HRIS 
E)  MIS

Question 16

Targus Inc. is a sports equipment retailer with 500 employees that has just implemented an HRIS. One would expect the decision making subsystem of the HRIS to be mainly used by

Accepted Answer

A)  HR only. 
B)  HR, managers, and employees. 
C)  employees and managers. 
D)  HR and employees. 
E)  HR and managers. 
A)  HR only. 
B)  HR, managers, and employees. 
C)  employees and managers. 
D)  HR and employees. 
E)  HR and managers.

Question 17

All staff of a company that has purchased an HRIS are undergoing systems training. Which phase is the company in?

Accepted Answer

A)  Training phase 
B)  Implementation phase 
C)  Adoption phase 
D)  Institutionalization phase 
E)  Cost analysis phase 
A)  Training phase 
B)  Implementation phase 
C)  Adoption phase 
D)  Institutionalization phase 
E)  Cost analysis phase

Question 18

Joseph's company is undergoing fast growth. He would like to begin maintaining records of the skill level of candidates that have applied to the company for employment so he can have a pool of talent to go to when needed. Which subsystem of the company's HRIS will Joseph use to do this?

Accepted Answer

A)  Labour relations 
B)  Payroll interface 
C)  Organizational management 
D)  Administration 
E)  Recruitment and applicant tracking 
A)  Labour relations 
B)  Payroll interface 
C)  Organizational management 
D)  Administration 
E)  Recruitment and applicant tracking

Question 19

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

Accepted Answer

A)  a data warehouse. 
B)  an HRIS. 
C)  employee records. 
D)  a data repository. 
E)  a subsystem. 
A)  a data warehouse. 
B)  an HRIS. 
C)  employee records. 
D)  a data repository. 
E)  a subsystem.

Question 20

What three objectives will HR be able to achieve due to the strong strategic relationship between HR and technology?

Accepted Answer

A)  Strategic alignment, business intelligence, effectiveness and efficiency 
B)  Strategic alignment, human capital planning, administrative coordination 
C)  Administrative coordination, human capital planning, effectiveness and efficiency 
D)  Competitive positioning, strategic alignment, administrative coordination 
E)  Competitive positioning, business intelligence, effectiveness and efficiency 
A)  Strategic alignment, business intelligence, effectiveness and efficiency 
B)  Strategic alignment, human capital planning, administrative coordination 
C)  Administrative coordination, human capital planning, effectiveness and efficiency 
D)  Competitive positioning, strategic alignment, administrative coordination 
E)  Competitive positioning, business intelligence, effectiveness and efficiency

Compliance is a key piece of information provided by HRIS and mainly used by

Wayne Brockbank and David Ulrich of the University of Michigan Business School have identified five key competencies for HR. This new competency model has emerged because

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

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?

A form of technology that enables HR professionals to integrate an organization's HR strategies, processes, and human capital to improve overall HR service delivery is known as

At Smith & Cole Co., managers and employees can access HR self-service options to access and manage information directly without having to go through HR or its manager. The company has a

An HRIS is primarily a transaction processor, editor, and record keeper, maintaining employee, organizational, and HR-related data.

Stacey works for a large organization and she scans her company's website to determine if there is any online training to help her improve her presentation skills. What part of the company's website will Stacey find available online training?

A decision to purchase an HRIS can vary from one organization to another based on their existing technology, ability to afford technology, and the size and culture of the company. However, there is some common ground that all companies can agree on for adopting HR technology. Those reasons are

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

The impact of technology has fundamentally changed the role of HR. It has enabled HR to

HR technology has

Liana is conducting a needs analysis to determine the right HRIS system to adopt for her company. She is analyzing the types of data required in order to produce reports for HR and other departments. Which area of the adoption phase is Liana focusing on?

When new employees are hired, they are required to provide personal information such as full name, address, banking information, and their social insurance number. However, the company cannot ask them about their marital status.

Which system allows managers to access a range of information not only about themselves but also about the employees who report to them?

Targus Inc. is a sports equipment retailer with 500 employees that has just implemented an HRIS. One would expect the decision making subsystem of the HRIS to be mainly used by

All staff of a company that has purchased an HRIS are undergoing systems training. Which phase is the company in?

Joseph's company is undergoing fast growth. He would like to begin maintaining records of the skill level of candidates that have applied to the company for employment so he can have a pool of talent to go to when needed. Which subsystem of the company's HRIS will Joseph use to do this?

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

What three objectives will HR be able to achieve due to the strong strategic relationship between HR and technology?

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

Onboarding and Training

Career and Management Deveopment

Performance Management

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 3: Human Resources Management and Technology

Compliance is a key piece of information provided by HRIS and mainly used by

Wayne Brockbank and David Ulrich of the University of Michigan Business School have identified five key competencies for HR. This new competency model has emerged because

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

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?

A form of technology that enables HR professionals to integrate an organization's HR strategies, processes, and human capital to improve overall HR service delivery is known as

At Smith & Cole Co., managers and employees can access HR self-service options to access and manage information directly without having to go through HR or its manager. The company has a

An HRIS is primarily a transaction processor, editor, and record keeper, maintaining employee, organizational, and HR-related data.

Stacey works for a large organization and she scans her company's website to determine if there is any online training to help her improve her presentation skills. What part of the company's website will Stacey find available online training?

A decision to purchase an HRIS can vary from one organization to another based on their existing technology, ability to afford technology, and the size and culture of the company. However, there is some common ground that all companies can agree on for adopting HR technology. Those reasons are

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

The impact of technology has fundamentally changed the role of HR. It has enabled HR to

HR technology has

Liana is conducting a needs analysis to determine the right HRIS system to adopt for her company. She is analyzing the types of data required in order to produce reports for HR and other departments. Which area of the adoption phase is Liana focusing on?

When new employees are hired, they are required to provide personal information such as full name, address, banking information, and their social insurance number. However, the company cannot ask them about their marital status.

Which system allows managers to access a range of information not only about themselves but also about the employees who report to them?

Targus Inc. is a sports equipment retailer with 500 employees that has just implemented an HRIS. One would expect the decision making subsystem of the HRIS to be mainly used by

All staff of a company that has purchased an HRIS are undergoing systems training. Which phase is the company in?

Joseph's company is undergoing fast growth. He would like to begin maintaining records of the skill level of candidates that have applied to the company for employment so he can have a pool of talent to go to when needed. Which subsystem of the company's HRIS will Joseph use to do this?

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

What three objectives will HR be able to achieve due to the strong strategic relationship between HR and technology?

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

Onboarding and Training

Career and Management Deveopment

Performance Management

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters