Chapter 3 HRM – Flashcards
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1) Technology that is used to attract, hire, retain, and maintain human resources, support HR administration, and optimize HRM is called: A) HRIS. B) HR management. C) PeopleSoft. D) HR technology. E) HR server.
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D. HR TECHNOLOGY
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2) HR technology has: A) made is difficult to have access to information. B) increased the administrative burden on the HR department. C) reduced the administrative burden on the HR department. D) prevented employees from accessing their personnel information. E) not contributed to any changes in the HR department.
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C. REDUCED THE ADMINISTRATIVE BURDEN ON THE HR DEPARTMENT
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3) HR technology has evolved over the years. The evolution of HR technology is characterized by: A) 3 stages. B) 5 stages. C) 4 stages. D) 6 stages. E) none of the above.
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C. 4 STAGES
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4) Nelu is part of the HR department of a production company. The HR department was the sole custodian of all HR-related data. Therefore Nelu spends most of her time handling employee queries on personnel questions. The company has: A) advanced HR technology. B) one-on-one coaching. C) a counseling procedure. D) a paper-based system. E) PeopleSoft.
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D. A PAPER-BASED SYSTEM
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5) During the evolution of HR technology, there was a migration of the information resident in the paper-based system to PCs and local area network systems. These HR databases were able to produce reports that simply listed what is knows as: A) personnel data. B) tombstone information. C) tombstone data. D) employee data. E) personnel information.
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C. TOMBSTONE DATA
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6) Company High Tech has three branches across Canada and the US. Both locations are managed by one HR department. All employee data is fed in from each of the locations and updates a central database, which can be accessed by each of the locations in return. The HR database is also linked to their performance management system, payroll/benefits and attendance tracking system. This is an example of: A) video conferencing. B) a paper-based system. C) an interactive database. D) a relational database. E) none of the above.
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D. A RELATIONAL DATABASE
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7) A telephone technology in which a touch-tone phone is used to interact with a database to acquire information from it or enter data into it is called a(n): A) client server. B) interactive voice response. C) interactive database. D) web-based application. E) relational database.
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B. INTERACTIVE VOICE RESPONSE
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8) In company Smith & Cole, employees can access the applications from any computer with a connection to the internet. Each person has a password-protected login page. The company has a: A) interactive voice response. B) interactive database. C) web-based application. D) relational database. E) all of the above.
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C. WEB-BASED APPLICATION
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9) Deploying highly developed HR technology to manage HR functions will enable members of an HR department to: A) increase their efficiency. B) focus on transforming information to knowledge. C) relinquish the role of the ʺsole custodianʺ of employee information. D) delegate to managers and employees the ability to use HR information to solve their problems. E) all of the above.
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C. RELINQUISH THE ROLE OF THE "SOLE CUSTODIAN" OF EMPLOYEE INFORMATION
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10) An integrated system that is used to gather, store and analyze information regarding an organizationʹs human resource is known as: A) HRIS. B) an interactive database. C) a relational database. D) a web database. E) HR technology.
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A. HRIS
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11) Today there are more than 140 HRI systems being offered by Canadian vendors. Having a human resource information system can help the HR department because: A) it can act as an internal consultant to line managers. B) it can substitute for HR professionals in the decision-making process. C) it can reduce the time spent coaching line staff. D) it can reduce administration and record keeping for HR. E) none of the above.
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E. NONE OF THE ABOVE
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12) HRIS has several components called subsystems. Which of the following is a subsystem of HR? A) performance evaluation. B) pension administration. C) labour relations. D) time and attendance. E) all of the above.
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E. ALL OF THE ABOVE
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13) 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? A) training and development B) performance evaluation C) organizational management D) employee administration E) employment equity
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A. TRAINING AND DEVELOPMENT
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14) Sheila is an HR generalist of a newly formed organization. It has 50 employees and is expected to grow up to about 100 during the upcoming year. The company is thinking of purchasing an HR system. As the HR specialist, Sheilaʹs recommendation will be to: A) not purchase an HRIS. B) purchase employment equity and health and safety subsystems. C) use a paper-based system since the employee base is small. D) purchase employee administration and time/attendance subsystems. E) purchase a comprehensive HRIS with all subsystems.
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D. PURCHASE EMPLOYEE ADMINISTRATION AND TIME/ATTENDANCE SUBSYSTEMS
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15) The HRIS is made up of a number of systems that can store data. This data can be used to create information that will serve different purposes for many different stakeholders. One of the key functions of an HRIS is to: A) define organizational climate. B) provide information to HR. C) provide information to managers. D) discipline employees. E) provide information to HR and managers.
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E. PROVIDE INFORMATION TO HR AND MANAGERS
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16) HR professionals and managers utilize information from the recruitment, training and development, and administration subsystems to develop long-term plans for staffing. This is an example of which of the following benefits of an HRIS? A) compliance B) HR planning and forecasting C) strategic alignment D) maintenance of employee records E) talent and knowledge management
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B. HR PLANNING AND FORECASTING
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17) The primary central storage repository for all data collected by an organizationʹs business systems is known as: A) a data warehouse. B) employee records. C) a data repository. D) a subsystem. E) HRIS.
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A. A DATA WAREHOUSE
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18) 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. One of the most commonly requested reports from an HRIS includes: A) number of vacation days taken. B) performance evaluations. C) basic information such as name and address. D) compensation reports. E) all of the above.
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E. ALL OF THE ABOVE
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19) The use of HRIS data to assess the performance of an organizationʹs workforce using statistics and research design techniques is referred to as: A) workforce data. B) tombstone data. C) workforce analytics. D) data warehousing. E) workforce calculations.
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C. WORKFORCE ANALYTICS
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20) Compliance is a subsystem of the HRIS mainly used by: A) HR and managers. B) HR only. C) employees and managers. D) HR and employees. E) HR, managers and employees.
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B. HR ONLY
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21) Talent Management is a subsystem of the HRIS mainly used by: A) HR and managers. B) HR and employees. C) HR, managers and employees. D) HR only. E) employees and managers.
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C. HR, MANAGERS, AND EMPLOYEES
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22) Targus Inc. is a sports equipment retailer with 500 employees that has just implemented a HRIS. One would expect the decision making subsystem of the HRIS to be mainly used by: A) HR and managers. B) HR only. C) employees and managers. D) HR, managers and employees. E) HR and employees.
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D. HR, MANAGERS, AND EMPLOYEES
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23) Selecting and implementing an HRIS can be time consuming as well as costly. Before an organization decides to purchase a system, it is important to ask which of the following questions? A) What type of system does the organization need? B) Does the employee base have the required IT skills? C) What do the employees expect of an HRIS? D) Is the organization ready for an HRIS? E) What do the competitors do?
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A. WHAT TYPE OF SYSTEM DOES THE ORGANIZATION NEED?
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24) A system that supports enterprise-wide or cross-functional requirements, rather than a single department or group within the organization, is known as a(n): A) enterprise-wide system. B) intranet. C) relational database. D) HRIS. E) electronic HR.
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A. ENTERPRISE-WIDE SYSTEM
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25) Talent Management is a subsystem of the HRIS mainly used by: A) HR and managers. B) HR, managers and employees. C) HR and employees. D) HR only. E) employees and managers.
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B. HR, MANAGERS, AND EMPLOYEES
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26) 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: A) faster processing of information only. B) helping the organization to achieve goals only. C) faster processing of information, cost savings, and helping the organization to achieve goals. D) cost savings only. E) cost savings and faster processing of information.
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C. FASTER PROCESSING OF INFORMATION, COST SAVINGS, AND HELPING THE ORGANIZATION TO ACHIEVE GOALS
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27) Typically organizations follow a process to select an HRIS. Which of the following states the three phases accurately and in proper order? A) adoption, implementation and follow-up B) adoption, institutionalization and follow-up C) needs analysis, adoption and implementation D) needs analysis, implementation and institutionalization E) adoption, implementation and institutionalization
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E. ADOPTION, IMPLEMENTATION AND INSTITUTIONALIZATION
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28) 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. A) implementation phase B) adoption phase C) institutionalization phase D) selection phase E) none of the above
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B.. ADOPTION PHASE
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29) What are some of the areas factored in to pricing during the adoption phase? A) additional hardware requirements B) ongoing support requirements C) training costs D) additional staffing needs E) all of the above
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E. ALL OF THE ABOVE
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30) A company has concluded its adoption phase and has sent a request to vendors to schedule demonstrations of the various systems available. The company will ultimately choose one that most closely aligns with their needs analysis, budget and management requirements. This is known as: A) the adoption phase. B) request for proposal. C) request for information. D) the implementation phase. E) selecting a proposal.
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B. REQUEST OF PROPOSAL
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31) Gavin Chen is the VP of HR in Motion.com. It has recently concluded its adoption phase and entered the implementation phase of an HRIS. Gavin is faced with the task of putting together a project team for the implementation phase. He should include the following: A) outside consultants who have change management and legal compliance skills and subject matter experts from HR and payroll. B) outside consultants who have technical skills. C) outside consultants who have technical and change management skills and subject matter experts from HR and payroll. D) a senior project manager to lead the team. E) subject matter experts from HR and payroll.
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C. OUTSIDE CONSULTANTS WHO HAVE TECHNICAL AND CHANGE MANAGEMENT SKILLS AND SUBJECT MATTER EXPERTS FROM HR AND PAYROLL
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32) 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? A) institutionalization phase. B) implementation phase. C) needs analysis phase. D) follow up phase. E) adoption phase.
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B. IMPLEMENTATION PHASE
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33) You are the Director HR at an accounting firm and as such are responsible for overseeing implementation of the HRIS. To address privacy and security risks what should you have the security profile of the HRIS determine? A) No security profile is necessary. B) Who can view information. C) Who has access to the system and who can view the information. D) Who can enter, view, and change information and who can access the system. E) Who can enter information.
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D. WHO CAN ENTER, VIEW, AND CHANGE INFORMATION AND WHO CAN ACCESS THE SYSTEM
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34) All staff of a company that has purchased an HRIS is undergoing systems training. Which phase is the company in? A) implementation phase B) institutionalization phase C) adoption phase D) training phase E) none of the above
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B. INSTITUTIONALIZATION PHASE
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35) A form of technology that enables HR professionals to integrate an organizationʹs HR strategies, processes, and human capital to improve overall HR service delivery is known as: A) an HRIS. B) enterprise-wide HR. C) stand-alone HR. D) HR technology. E) electronic HR.
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E. ELECTRONIC HR
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36) A network that is interconnected within an organization, using web technologies for sharing information internally, is called: A) an intranet. B) an HRIS. C) a portal. D) a subsystem. E) the internet.
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A. AN INTRANET
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37) The internet has enabled organizations to do which of the following? A) harness web-based technology and applications to assist strategy development B) outsource HR functions to HR technology companies C) assist the adoption and implementation stages of an HRIS D) reduce the number of HR staff for increased effectiveness E) harness web-based technology and applications to enhance HR services
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E. HARNESS WEB-BASED TECHNOLOGY AND APPLICATIONS TO ENHANCE HR SERVICES
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38) 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: A) employee and management self -service. B) HR and management self -service. C) HRIS and management self -service. D) HRIS and employee self -service. E) HR and employee self-service.
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A. EMPLOYEE AND MANAGEMENT SELF-SERVICE
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39) A single site that can be accessed within an existing internet site is called: A) a web site. B) an intranet. C) a portal. D) e-HR. E) none of the above.
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C. A PORTAL
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40) Some of the common employee self -service (ESS) applications include allowing employees to: A) make changes to payroll information for themselves. B) update HR and related policies. C) update their own personal information. D) update the information of other employees. E) change salary deductions.
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C. UPDATE THEIR OWN PERSONAL INFORMATION
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41) Employee self-service (ESS) systems have fundamentally changed the way employees relate to their HR departments because: A) HR no longer provides related services. B) ESS has made HR redundant in the organization. C) they are able to access information relevant to themselves. D) they need to visit HR regularly for personnel information. E) line managers and employees have taken over HR.
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C. THEY ARE ABLE TO ACCESS INFORMATION RELEVANT TO THEMSELVES
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42) Which of the systems allow managers to access a range of information not only about themselves but also about the employees who report to them? A) HRIS B) the internet C) ESS D) MIS E) MSS
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E. MSS
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43) 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: A) lack of motivation to use such systems. B) systems requiring frequent updates from vendors. C) systems not providing adequate features. D) frequent systems malfunctions. E) technology not being user-friendly.
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E. TECHNOLOGY NOT BEING USER-FRIENDLY
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44) The management of human capital is critical to be able to attract, retain and develop talent within an organization. The use of e-HR systems including web-based job sites, portals and kiosks to attract job applicants is becoming a necessity. Two technologies that have made e-recruiting a reality are: A) internet job boards and applications. B) ESS and MSS. C) internet and job boards. D) HRIS and job boards. E) internet only.
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A. INTERNET JOB BOARDS AND APPLICATIONS
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45) Targus Inc. is a mid-size sports clothing retailer in Canada. Components of an HRIS system that are likely to be cost effective and efficient for it include: A) payroll and benefits administration only. B) employee scheduling only. C) systems which allow for many users such as People Track inc. and Organization Plus. D) generic software applications only like Microsoft Excel. E) an enterprise-wide system which has many HR Modules.
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A. PAYROLL AND BENEFITS ADMINISTRATION ONLY
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46) 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: A) Taleo. B) Deploy. C) SAP. D) People Track. E) none of the above.
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C. SAP
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47) HRIS can be stand-alone because not all organizations require sophisticated systems, and there are many different vendors who offer different sizes and types of products. This is because: A) organizations prefer to use paper-based systems. B) most sophisticated systems are not user-friendly. C) HR departments donʹt support the use of such systems. D) organizations have to consider the cost aspect. E) not all systems provide all features.
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D. ORGANIZATIONS HAVE TO CONSIDER THE COST ASPECT
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48) Software can be purchased for any HR-related function in any industry. The software that has been developed to create succession-planning matrices, establish career paths, and create candidate placement scenarios is known as: A) Peoplesoft. B) Halogen. C) ExecuTRACK software. D) Ergowatch. E) SAP.
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C. EXECUTRACK SOFTWARE
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49) The following software, which was initially developed to assess and reduce the risk of back injuries, is now modified to evaluate the risk of repetitive stress injuries to workersʹ hands and arms: A) Halogen. B) Ergowatch. C) Org Plus. D) SAP. E) Deploy.
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B. ERGOWATCH
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50) The impact of technology has fundamentally changed the role of HR. It has enabled HR to: A) increase time spent on administrative tasks. B) decrease the time spent with employees and line staff. C) increase its involvement in transactional services. D) decrease focus on the customer. E) decrease its involvement in transactional activities.
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E. DECREASE ITS INVOLVEMENT IN TRANSACTIONAL ACTIVITIES
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51) 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: A) HR is moving towards outsourcing of services. B) the businesses have demanded that HR have a new competency model. C) line managers and employees no longer see HR to be credible. D) HR has decided to play a key role in transactional activities. E) technology has fundamentally changed the role of HR.
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E. TECHNOLOGY HAS FUNDAMENTALLY CHANGED THE ROLE OF HR
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52) What are the five key competencies in the HR model introduced by David Ulrich? A) mastery of technology, strategic contribution, HR knowledge, business knowledge, integrity B) mastery of technology, transactional contribution, customer service, credibility, HR knowledge C) strategic contribution, HR delivery, business knowledge, personal credibility, HR knowledge D) mastery of technology, strategic contribution, HR delivery, personal credibility, business knowledge E) strategic contribution, HR mastery, HR delivery, mastery of technology, personal credibility
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D. MASTERY OF TECHNOLOGY, STRATEGIC CONTRIBUTION, HR DELIVERY, PERSONAL CREDIBILITY, BUSINESS KNOWLEDGE
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53) An HR professional who is trying to develop 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) strategic contribution B) business knowledge C) HR delivery D) mastery of technology E) none of the above
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B. BUSINESS KNOWLEDGE
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54) An HR professional who engages in environmental scanning together with line managers to develop business goals for an organization is fulfilling which of the competencies described in the Ulrich model? A) HR delivery B) mastery of technology C) strategic contribution D) business knowledge E) all of the above
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C. STRATEGIC CONTRIBUTION
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55) HR needs to work closely with IT in the IT-enabled organization. In order to do this, HR must gain credibility with IT staff and work well with them. This knowledge can be acquired through: A) meeting with software vendors. B) formal IT courses. C) reading about technological trends D) trade shows. E) all of the above.
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E. ALL OF THE ABOVE
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56) The following is a major trend in technology that will influence HR management: A) greater access to technology. B) increased use of portals. C) increased focus on reducing costs. D) enhanced focus on work force analytics. E) all of the above.
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E. ALL OF THE ABOVE
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57) The subcontracting of work that is not considered part of a companyʹs core business is called: A) ESS and MSS. B) RFPs. C) outsourcing. D) outplacement. E) HRIS.
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C. OUTSOURCING
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58) Though research has indicated that those who use technology to manage HR functions will have a significant advantage over those that do not, some companies do not use such technology due to cost.
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TRUE
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59) HR began to integrate with other business-related systems with the move towards enterprise-wide systems.
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FALSE
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60) Recruitment is a subsystem in an HRIS which enables an organization to provide online forms to applicants so that applicants can be tracked and resumes can be scanned for key words to identify skills and experience.
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TRUE
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61) Managers often utilize the HRIS to request reports such as performance evaluations. Managers also utilize the system to perform HR calculations, an example of which is turnover costs.
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TRUE
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62) Investigating management considerations for purchasing an HRIS is carried out during the RFP stage of the selection process.
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FLASE
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63) Creation of security profiles for the HRIS is carried out in the implementation phase and is required because of privacy- and security-related issues.
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TRUE
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64) Managers are receptive to MSS systems because such systems contribute to data integrity and accuracy.
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TRUE
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65) SAP, PeopleSoft and Oracle are enterprise -wide systems because they support enterprise-wide or cross-functional requirements rather than a single department.
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TRUE
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66) Access to a large number of qualified candidates is a disadvantage of e -recruiting.
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FALSE
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67) Outsourcing of HR-related services has grown over the past decade because it is associated with cost reductions, and because it increases the ability of HR to focus on transactional objectives.
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FALSE
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68) The HR function, with its newly developed strategic focus, is expected to demonstrate a measurable impact on business results.
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TRUE
