Solutions Manual for Human Resource Information Systems Basics, Applications, and Future
Directions 6e Richard Johnson, Kevin Carlson, Michael Kavanagh (All Chapters 1-15, 100%
Original Verified, A+ Grade)
Solutions Manual (C) ToturSection (C) Chapters 1-15
Johnson, Human Resource Information Systems, 6e
Answers to Questions in the Text SAGE Publishing, 2025
Chapter 1: The Evolution of HRM and HRIS
Discussion Questions
1. Describe the differences between transactional, traditional HR and transformational
HR activities? When might an organization choose to focus on each of these
activities?
Transactional HR activities focus on the day-to-day administrative tasks necessary
to maintain HR operations. These activities are often repetitive and can be
automated, such as processing payroll, onboarding new hires, and managing
employee benefits. The goal is to streamline processes and reduce administrative
burdens.
Traditional HR activities focus on the implementation of standard HR processes and
policies. This includes tasks like recruiting, performance management, and training
and development.
Transformational HR activities are strategic, focusing on aligning HR practices with
the organization's overall business objectives. It involves initiatives that drive
organizational change and improve performance, such as talent management,
organizational development, and employee engagement.
2. Describe the four components of an HRIS and how they work together to create a
functioning system.
An HRIS consists of four key components: people, processes, data, and technology.
The People component includes the internal and external stakeholders who interact
Test Bank
with the system (e.g., applicants, employees, HR staff, retirees, etc.). The process
component focuses on the HR activities supported by the HRIS, such as recruitment,
performance management, and payroll. Data are any attribute of people and the work
they do that can be represented digitally and can be stored in an information system.
Technology refers to the hardware, software, and network infrastructure that enables
the HRIS to function.
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, Johnson, Human Resource Information Systems, 6e
Solutions Manual (C) ToturSection (C) SAGE Publishing, 2025 Chapters 1-15
A well-designed HRIS effectively integrates these components to support HR
operations and strategic initiatives.
3. Describe two HRM processes that have been enhanced through the strategic use of
an HRIS?
This question can serve as the basis for an interesting course discussion. The major
goal of this question is to get the students to think about the major goals of HRM,
the processes that support their goals, and what technology has done to enhance
those processes. Students will likely rely on Table 1.1 to answer this question.
If a student were to focus on recruitment, they could talk about how the use of an
AI-enabled chatbot would be able to interact with potential job applicants and handle
tasks such as communicating job openings or scheduling interviews. By deploying
a chatbot it can free recruiters’ time to focus on tasks such as how to build stronger
talent pipelines or building a better candidate experience. In turn this should lead to
organizations getting stronger applicants and in turn better fit and performing
applicants.
If a student were to focus on one-way video interviews, they could argue that this
technology can improve the candidate experience because they can complete the
interview at a time and location convenient to them. In addition, if these videos were
evaluated automatically by technology it could lead to increased consistency and
standardization in the interview process. This should lead to more effective
evaluation of candidates and the ability to better support hiring decisions.
4. Which internal and external stakeholders who interact with an HRIS are likely to be
the most critical to its ongoing success?
This question is focused on getting students to consider the various stakeholders of
the HRIS. As such, students could list any of the stakeholders as long as they provide
Test Bank
support for why they believe that that specific stakeholder is the most important.
This can also be an excellent discussion question to tease out the different
perspectives that students will bring to this question.
Below we provide sample answers for two stakeholders that we believe to be the
most important.
C) TutorSection (C
Chapters 1-15 (C) ToturSection (C) Solutions Manual
, Johnson, Human Resource Information Systems, 6e
Solutions Manual (C) ToturSection (C) SAGE Publishing, 2025 Chapters 1-15
a) Technicians – These are the internal HRIS experts and the bridge between the
HR professionals, technical staff, and any external consultants. These are the
individuals who can articulate the needs of the HR professionals to the technical
staff and consultants. In addition, they have the technical skills to understand the
system’s capabilities and limitations and can communicate this to the
organization’s employes. As such they will play a critical role in ensuring that
the system is implemented and supported in a way that enhances the
effectiveness of HR.
b) HR Analysts – These individuals are HR employees whose major focus is
supporting the decision needs for both internal HR managers and external
managers. The value of the HRIS is not simply in its ability to streamline
processes, but to help managers make more informed decisions about their
people. As such the ability of the HR Analyst to understand HR capabilities,
technology capabilities, and the needs of different business functions (e.g.
accounting, finance, supply chain, manufacturing, etc.) will help decision-
makers use accurate and timely to make more informed choices about their
employees and processes.
5. In what ways have HRIS contributed to ongoing improvements in HRM processes?
There are several ways that an HRIS contributes to the improvement of HRM
processes. First, by automating HR processes, the HRIS improves the efficiency of
HR processes across all HR functions. In addition, by developing a centralized
repository for all employee data, it ensures better data accuracy and availability.
Second, HRIS improves decision-making by allowing HR and managers to generate
more sophisticated algorithms and reports to help them make more informed and
effective decisions. Finally, the HRIS can help executives (e.g., the C-suite) make
better strategic decisions and better deploy key organizational initiatives. For
example, data from these systems can be used to support workforce planning,
succession planning, and other strategic organizational initiatives.
Test Bank
6. Describe different technology architectures available for deploying an HRIS.
The two major architectures used by organizations today are on-premise and cloud
computing. When using an on-premise approach, the organization purchases the
hardware (HW) and software (SW) and owns each of these. Only their organizations
HR data are stored and maintained on the HW & SW (e.g. single tenant). Typically,
C) TutorSection (C
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, Johnson, Human Resource Information Systems, 6e
Solutions Manual (C) ToturSection (C) SAGE Publishing, 2025 Chapters 1-15
on-premise solutions have a large capital outlay up front when they purchase the
HW & SW.
The second approach is cloud computing. With cloud computing, an external vendor
owns the HW & SW, and the organization pays an ongoing annual fee to access and
use the software and data. In addition, multiple organizations data will be captured
and stored on the same instance of the software (e.g., multitenant).
7. Contrast the potential sources of value and risk that result from using an HRIS.
There are several potential sources of value and risks that an HRIS can provide a
firm. These are summarized in Table 1.2. Below, we provide an example answer
which a student might provide. In analyzing student responses, the goal of this
question is to get students to consider the different business functions, the HRIS
processes, and the potential for benefits and harms.
For most firms, the first benefits which they will realize from an HRIS are the
efficiency gains from reducing paperwork and streamlining HR tasks such as HR
administration, recruitment, training and compensation. Organizations can also
benefit from better information to support decision-making, providing both HR
employees and employees with the capabilities for improved decision-making
quality. Finally, the use of algorithms as part of decision-making should reduce bias
and improve the objectivity of decision-making.
However, there are several risks associated with the use of an HRIS. First, data
privacy and security can be challenging. Applicants and employees may feel that
their data are accessed and used by those in the organization. In addition, inaccurate
information can stigmatize employees. Second, although the HRIS and the
algorithms embedded within it can automate many tasks and improve decisions,
there is a risk that managers may base their decisions (e.g., performance evaluations,
compensation recommendations, etc.) on output from the system and neglect the
importance of human interaction and empathy in HR practices.
Test Bank
8. Discuss the historical evolution of HRM and HRIS, including the changing role of
the human resources (HR) professional.
At a high level, we see HR starting out as a record-keeping and administrative
function within the firm, but over time as regulations have grown and as
organizations have realized the importance of its people to its strategic success, HR
C) TutorSection (C
Chapters 1-15 (C) ToturSection (C) Solutions Manual
Directions 6e Richard Johnson, Kevin Carlson, Michael Kavanagh (All Chapters 1-15, 100%
Original Verified, A+ Grade)
Solutions Manual (C) ToturSection (C) Chapters 1-15
Johnson, Human Resource Information Systems, 6e
Answers to Questions in the Text SAGE Publishing, 2025
Chapter 1: The Evolution of HRM and HRIS
Discussion Questions
1. Describe the differences between transactional, traditional HR and transformational
HR activities? When might an organization choose to focus on each of these
activities?
Transactional HR activities focus on the day-to-day administrative tasks necessary
to maintain HR operations. These activities are often repetitive and can be
automated, such as processing payroll, onboarding new hires, and managing
employee benefits. The goal is to streamline processes and reduce administrative
burdens.
Traditional HR activities focus on the implementation of standard HR processes and
policies. This includes tasks like recruiting, performance management, and training
and development.
Transformational HR activities are strategic, focusing on aligning HR practices with
the organization's overall business objectives. It involves initiatives that drive
organizational change and improve performance, such as talent management,
organizational development, and employee engagement.
2. Describe the four components of an HRIS and how they work together to create a
functioning system.
An HRIS consists of four key components: people, processes, data, and technology.
The People component includes the internal and external stakeholders who interact
Test Bank
with the system (e.g., applicants, employees, HR staff, retirees, etc.). The process
component focuses on the HR activities supported by the HRIS, such as recruitment,
performance management, and payroll. Data are any attribute of people and the work
they do that can be represented digitally and can be stored in an information system.
Technology refers to the hardware, software, and network infrastructure that enables
the HRIS to function.
C) TutorSection (C
Chapters 1-15 (C) ToturSection (C) Solutions Manual
, Johnson, Human Resource Information Systems, 6e
Solutions Manual (C) ToturSection (C) SAGE Publishing, 2025 Chapters 1-15
A well-designed HRIS effectively integrates these components to support HR
operations and strategic initiatives.
3. Describe two HRM processes that have been enhanced through the strategic use of
an HRIS?
This question can serve as the basis for an interesting course discussion. The major
goal of this question is to get the students to think about the major goals of HRM,
the processes that support their goals, and what technology has done to enhance
those processes. Students will likely rely on Table 1.1 to answer this question.
If a student were to focus on recruitment, they could talk about how the use of an
AI-enabled chatbot would be able to interact with potential job applicants and handle
tasks such as communicating job openings or scheduling interviews. By deploying
a chatbot it can free recruiters’ time to focus on tasks such as how to build stronger
talent pipelines or building a better candidate experience. In turn this should lead to
organizations getting stronger applicants and in turn better fit and performing
applicants.
If a student were to focus on one-way video interviews, they could argue that this
technology can improve the candidate experience because they can complete the
interview at a time and location convenient to them. In addition, if these videos were
evaluated automatically by technology it could lead to increased consistency and
standardization in the interview process. This should lead to more effective
evaluation of candidates and the ability to better support hiring decisions.
4. Which internal and external stakeholders who interact with an HRIS are likely to be
the most critical to its ongoing success?
This question is focused on getting students to consider the various stakeholders of
the HRIS. As such, students could list any of the stakeholders as long as they provide
Test Bank
support for why they believe that that specific stakeholder is the most important.
This can also be an excellent discussion question to tease out the different
perspectives that students will bring to this question.
Below we provide sample answers for two stakeholders that we believe to be the
most important.
C) TutorSection (C
Chapters 1-15 (C) ToturSection (C) Solutions Manual
, Johnson, Human Resource Information Systems, 6e
Solutions Manual (C) ToturSection (C) SAGE Publishing, 2025 Chapters 1-15
a) Technicians – These are the internal HRIS experts and the bridge between the
HR professionals, technical staff, and any external consultants. These are the
individuals who can articulate the needs of the HR professionals to the technical
staff and consultants. In addition, they have the technical skills to understand the
system’s capabilities and limitations and can communicate this to the
organization’s employes. As such they will play a critical role in ensuring that
the system is implemented and supported in a way that enhances the
effectiveness of HR.
b) HR Analysts – These individuals are HR employees whose major focus is
supporting the decision needs for both internal HR managers and external
managers. The value of the HRIS is not simply in its ability to streamline
processes, but to help managers make more informed decisions about their
people. As such the ability of the HR Analyst to understand HR capabilities,
technology capabilities, and the needs of different business functions (e.g.
accounting, finance, supply chain, manufacturing, etc.) will help decision-
makers use accurate and timely to make more informed choices about their
employees and processes.
5. In what ways have HRIS contributed to ongoing improvements in HRM processes?
There are several ways that an HRIS contributes to the improvement of HRM
processes. First, by automating HR processes, the HRIS improves the efficiency of
HR processes across all HR functions. In addition, by developing a centralized
repository for all employee data, it ensures better data accuracy and availability.
Second, HRIS improves decision-making by allowing HR and managers to generate
more sophisticated algorithms and reports to help them make more informed and
effective decisions. Finally, the HRIS can help executives (e.g., the C-suite) make
better strategic decisions and better deploy key organizational initiatives. For
example, data from these systems can be used to support workforce planning,
succession planning, and other strategic organizational initiatives.
Test Bank
6. Describe different technology architectures available for deploying an HRIS.
The two major architectures used by organizations today are on-premise and cloud
computing. When using an on-premise approach, the organization purchases the
hardware (HW) and software (SW) and owns each of these. Only their organizations
HR data are stored and maintained on the HW & SW (e.g. single tenant). Typically,
C) TutorSection (C
Chapters 1-15 (C) ToturSection (C) Solutions Manual
, Johnson, Human Resource Information Systems, 6e
Solutions Manual (C) ToturSection (C) SAGE Publishing, 2025 Chapters 1-15
on-premise solutions have a large capital outlay up front when they purchase the
HW & SW.
The second approach is cloud computing. With cloud computing, an external vendor
owns the HW & SW, and the organization pays an ongoing annual fee to access and
use the software and data. In addition, multiple organizations data will be captured
and stored on the same instance of the software (e.g., multitenant).
7. Contrast the potential sources of value and risk that result from using an HRIS.
There are several potential sources of value and risks that an HRIS can provide a
firm. These are summarized in Table 1.2. Below, we provide an example answer
which a student might provide. In analyzing student responses, the goal of this
question is to get students to consider the different business functions, the HRIS
processes, and the potential for benefits and harms.
For most firms, the first benefits which they will realize from an HRIS are the
efficiency gains from reducing paperwork and streamlining HR tasks such as HR
administration, recruitment, training and compensation. Organizations can also
benefit from better information to support decision-making, providing both HR
employees and employees with the capabilities for improved decision-making
quality. Finally, the use of algorithms as part of decision-making should reduce bias
and improve the objectivity of decision-making.
However, there are several risks associated with the use of an HRIS. First, data
privacy and security can be challenging. Applicants and employees may feel that
their data are accessed and used by those in the organization. In addition, inaccurate
information can stigmatize employees. Second, although the HRIS and the
algorithms embedded within it can automate many tasks and improve decisions,
there is a risk that managers may base their decisions (e.g., performance evaluations,
compensation recommendations, etc.) on output from the system and neglect the
importance of human interaction and empathy in HR practices.
Test Bank
8. Discuss the historical evolution of HRM and HRIS, including the changing role of
the human resources (HR) professional.
At a high level, we see HR starting out as a record-keeping and administrative
function within the firm, but over time as regulations have grown and as
organizations have realized the importance of its people to its strategic success, HR
C) TutorSection (C
Chapters 1-15 (C) ToturSection (C) Solutions Manual
