TEST BANK
Human Resource Information Systems: Basics,
Applications, and Future Directions
by Richard D Johnson
Sixth Edition
N
U
R
SE
D
O
C
S
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems: The
Role of Information Technology
Multiple Choice Questions
1. The alignment of the HRM function with organizational goals is referred to as:
A. an HR balanced scorecard
*B. Strategic human resources management (Strategic HRM)
C. concreteness or congruence
D. Human Resources program evaluation
N
2. To add value to HRM, the use of an HRIS is focused primarily on increasing which of the following kind
of tasks or activities?
U
A. transactional
B. benchmarking
*C. transformational
R
D. re-engineering
3. Decision support systems:
*A. enable users to develop “what if” scenarios.
SE
B. computations and calculations used to review and document human resources decisions and
practices.
C. systems that recommend actions the user can take based on the information provided.
D. the set of topics on which the human resource information system collects and maintains
information.
D
4. To improve the effectiveness of the HR function, activities that can be handled through
computerization are:
A. strategic planning
O
B. transactional
C. transformational
D. all of the above
C
5. In the systems model of organizational functioning in the book, the general factor that can cause
changes for all the other factors of the total system is:
A. the HR strategy of other firms in the market place
S
B. the amount and sophistication of HRIS technology
C. the strategic management system
*D. the national culture where the organization operates
6. The systems model of organizational functioning indicates that the strategy of the firm, the HR
strategy, and HR programs:
*A. should be in alignment with each other
B. should impact only on HR metrics
C. should drive the competition for resources
D. should define proper HRIS development & use
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
7. The change in focus of the HRM function as adding value to the organization’s product or service is
characteristic of the era.
A. computerization
B. post-war
*C. cost-effectiveness
D. social issues
8. A key benefit of any HRIS is:
A. the number of software applications in the system
N
B. comprehensive reports on employees’ health status
*C. the generation of reports
D. up-to-date technical hardware & software
U
9. According to the book, an HRIS:
A. is defined only by the software-hardware configuration it uses
B. is used to store data for use by the MIS department
R
*C. includes people, forms, policies, procedures, and data.
D. cannot be used to manipulate and analyze data
10. The resources that are available to organizations to compete in the market place are:
SE
A. Technology, human, inventory
B. Physical, human, technology
C. Financial, technology, inventory
*D. Financial, physical, and human
11. The effective management of human resources in a firm to gain a competitive advantage in the
D
market place requires:
*A. timely and accurate information on current employees
B. a vice-president representing the HR function
C. the use of Decision Support Systems (DSS)
O
D. outsourcing of transaction HR activities
12. The activities during the pre-World War II era included all the following except for:
A. record keeping of employee information
C
*B. the growth of trade unions
C. “scientific management” was the prevailing philosophy
D. very few government influences in employment relations
S
13. The historical era in which employees started forming trade unions was:
A. Pre-World War II era
*B. Post-World War II ear
C. Social Issues era
D. Cost-effectiveness era
14. It has been estimated that most HR departments spend approximately on
transactional activities.
A. 15% to 30%
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
B. 5% to 15%
*C. 65% to 75%
D. 50% to 65%
15. In the development and implementation of an HRIS, the two most important aspects are:
A. the proposal to management and the needs analysis
B. the system specifications and the system design,
C. the documentation and the system design
*D. the documentation and evaluation
N
16. An HRIS that supports regular and ongoing decisions are called:
A. Transactional Systems
*B. Management Information Systems,
C. Executive Information Systems
U
D. Transformational Systems
R
True/False Questions
17. Entering employee payroll information is an example of an HR transactional activity.
*A. True
SE
B. False
18. Recruiting new employees from the external labor market is an example of an HR transactional
activity.
A. True
*B. False
D
19. The recruitment and training functions of an HR department are traditional activities.
*A. True
B. False
O
20. A DSS focuses on decision making, enabling users to work intimately with the data, developing
multiple “what if” scenarios and queries with the system.
*A. True
C
B. False
21. The continual interaction between HRIS and the HR program evaluation results is the main factor in
the use of the HR workforce scorecard.
S
A. True
*B. False
22. Management Information Systems (MIS) refers to structured information flows of business
functions to aid managers in performing traditional activities.
*A. True
B. False
Human Resource Information Systems: Basics,
Applications, and Future Directions
by Richard D Johnson
Sixth Edition
N
U
R
SE
D
O
C
S
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems: The
Role of Information Technology
Multiple Choice Questions
1. The alignment of the HRM function with organizational goals is referred to as:
A. an HR balanced scorecard
*B. Strategic human resources management (Strategic HRM)
C. concreteness or congruence
D. Human Resources program evaluation
N
2. To add value to HRM, the use of an HRIS is focused primarily on increasing which of the following kind
of tasks or activities?
U
A. transactional
B. benchmarking
*C. transformational
R
D. re-engineering
3. Decision support systems:
*A. enable users to develop “what if” scenarios.
SE
B. computations and calculations used to review and document human resources decisions and
practices.
C. systems that recommend actions the user can take based on the information provided.
D. the set of topics on which the human resource information system collects and maintains
information.
D
4. To improve the effectiveness of the HR function, activities that can be handled through
computerization are:
A. strategic planning
O
B. transactional
C. transformational
D. all of the above
C
5. In the systems model of organizational functioning in the book, the general factor that can cause
changes for all the other factors of the total system is:
A. the HR strategy of other firms in the market place
S
B. the amount and sophistication of HRIS technology
C. the strategic management system
*D. the national culture where the organization operates
6. The systems model of organizational functioning indicates that the strategy of the firm, the HR
strategy, and HR programs:
*A. should be in alignment with each other
B. should impact only on HR metrics
C. should drive the competition for resources
D. should define proper HRIS development & use
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
7. The change in focus of the HRM function as adding value to the organization’s product or service is
characteristic of the era.
A. computerization
B. post-war
*C. cost-effectiveness
D. social issues
8. A key benefit of any HRIS is:
A. the number of software applications in the system
N
B. comprehensive reports on employees’ health status
*C. the generation of reports
D. up-to-date technical hardware & software
U
9. According to the book, an HRIS:
A. is defined only by the software-hardware configuration it uses
B. is used to store data for use by the MIS department
R
*C. includes people, forms, policies, procedures, and data.
D. cannot be used to manipulate and analyze data
10. The resources that are available to organizations to compete in the market place are:
SE
A. Technology, human, inventory
B. Physical, human, technology
C. Financial, technology, inventory
*D. Financial, physical, and human
11. The effective management of human resources in a firm to gain a competitive advantage in the
D
market place requires:
*A. timely and accurate information on current employees
B. a vice-president representing the HR function
C. the use of Decision Support Systems (DSS)
O
D. outsourcing of transaction HR activities
12. The activities during the pre-World War II era included all the following except for:
A. record keeping of employee information
C
*B. the growth of trade unions
C. “scientific management” was the prevailing philosophy
D. very few government influences in employment relations
S
13. The historical era in which employees started forming trade unions was:
A. Pre-World War II era
*B. Post-World War II ear
C. Social Issues era
D. Cost-effectiveness era
14. It has been estimated that most HR departments spend approximately on
transactional activities.
A. 15% to 30%
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
B. 5% to 15%
*C. 65% to 75%
D. 50% to 65%
15. In the development and implementation of an HRIS, the two most important aspects are:
A. the proposal to management and the needs analysis
B. the system specifications and the system design,
C. the documentation and the system design
*D. the documentation and evaluation
N
16. An HRIS that supports regular and ongoing decisions are called:
A. Transactional Systems
*B. Management Information Systems,
C. Executive Information Systems
U
D. Transformational Systems
R
True/False Questions
17. Entering employee payroll information is an example of an HR transactional activity.
*A. True
SE
B. False
18. Recruiting new employees from the external labor market is an example of an HR transactional
activity.
A. True
*B. False
D
19. The recruitment and training functions of an HR department are traditional activities.
*A. True
B. False
O
20. A DSS focuses on decision making, enabling users to work intimately with the data, developing
multiple “what if” scenarios and queries with the system.
*A. True
C
B. False
21. The continual interaction between HRIS and the HR program evaluation results is the main factor in
the use of the HR workforce scorecard.
S
A. True
*B. False
22. Management Information Systems (MIS) refers to structured information flows of business
functions to aid managers in performing traditional activities.
*A. True
B. False
