Test Bank for Human Resource Information Systems: Basics, Applications, and Future Directions, 6th Edition by Johnson, Carlson & Kavanagh — All 17 Chapters with Answers

This is the complete Test Bank for Human Resource Information Systems: Basics, Applications, and Future Directions, Sixth Edition, by Richard D. Johnson, Kevin D. Carlson, and Michael J. Kavanagh. The document contains a full bank of multiple-choice, true/false, and essay questions organized by chapter, with each item followed by the correct answer, learning objective, cognitive domain level, answer location, difficulty level, and AACSB standard tag. Chapter coverage spans the full HRIS curriculum: the evolution of HRM and HRIS (transactional, traditional, and transformational HR activities; the historical eras from pre-World War II through cloud and mobile technology; strategic HRM; eHRM versus HRIS; the value and risks of HRIS); systems considerations in the design of an HRIS (users and customers including analysts/power users, managers, HRIS experts, clerical employees, and job seekers; hardware architectures from mainframes to cloud computing and bring your own device; best-of-breed solutions; planning for system implementation); the systems development life cycle and HRIS needs analysis (SDLC stages, gap analysis, data collection methods including interviews, focus groups, and observation, management's role, and reporting deliverables); system design and acquisition (data versus process views, data flow diagrams and balancing, logical versus physical models, RFPs, vendor selection, and technical, economic, operational, and legal/political feasibility); change management and system implementation (Lewin's change model, Kotter's process of leading change, Nadler's congruence model, change agents, user acceptance, and system conversion approaches including direct, parallel, phased, and pilot); cost-justifying HRIS investments (benefit-cost analysis, justification strategies including risk avoidance, cost reduction, and organizational enhancement, direct versus indirect costs and benefits, average employee contribution, benchmarking, internal assessment, and common CBA problems); HR administration and HRIS (self-service portals, shared service centers, outsourcing, offshoring, service-oriented architecture and XML, EEO-1 reporting, OSHA record keeping, the Age Discrimination in Employment Act, the Civil Rights Act, and the balanced scorecard); talent management and HR planning (talent management life cycle, KSAs, high performers and high potentials, human resource planning phases, job analysis and job descriptions, workforce analytics, and social networking); recruitment and selection in an internet context (online recruitment objectives including cost, speed, psychological contract fulfillment, and diversity; applicant tracking systems; website usability, navigability, and content; realistic job previews; adverse impact; utility analysis; bandwidth versus fidelity; and unproctored testing); training and development (learning organizations, Senge's five disciplines, the systems model of training and development, training needs analysis, transfer of training, e-learning and blended learning, learning management systems, and benefit-cost analysis of training); rewarding employees and HRIS (performance management cycle, compensation components including base pay, merit pay, short-term and long-term incentives, perquisites, recognition awards, and retention awards; benefits programs including pension plans, insurance, and paid time off; payroll systems; ERISA and Sarbanes-Oxley; and equity theory); strategic considerations in HRIS (eHRM domain including implementation, content, design, effects, and target groups; HRM strategies including bureaucrat, group-focused, and market-oriented; operational, relational, and transformational eHRM; shifting roles of HR professionals; and artificial intelligence in eHRM); HRIS and international HRM (international, multinational, and global corporations; parent-country, host-country, and third-country nationals; expatriate failure and causes; predeparture training and repatriation; the balance-sheet and going-rate approaches to international compensation; and global diversity and inclusion); HR metrics and workforce analytics (decision-based view of HR, dashboards, data mining and big data, predictive analytics, operational experiments, HR process efficiency, operational effectiveness, strategic realignment, workforce modeling, benchmarking, and communicating results through push and pull methods); HRIS privacy and security (information security and the CIA triad, the McCumber Cube, security threats including hackers, viruses, worms, Trojans, spyware, phishing, human error, disgruntled employees, and natural disasters; U.S. privacy laws, the European General Data Protection Regulation, and best practices for information security policies); the role of social media in HR (recruitment and selection through LinkedIn, Facebook, and Twitter; passive candidates and employee referrals; training and development through e-learning; internal communication and employee engagement; concerns over inappropriate posts and productivity; diversity concerns; National Labor Relations Act Section 7; and corporate social media policies); and the future of HRIS (demographic workforce changes, health and wellness and the Affordable Care Act, growing complexity of legal compliance, globalization, virtualization of work, bring your own device, Web 2.0 and social networking, open-source software, blockchain, artificial intelligence, and people analytics). Students and instructors can use this test bank for exam preparation, content review, homework support, and practice applying HRIS concepts across all seventeen chapters covered in the textbook. All information in this listing is based strictly on the uploaded document.