SHRM-CP Organization-Technology Management Predicted Questions and Answers 2024

Technology Opportunities and Risks- Opportunities such as the ability to: - Gather information. • Share information with more employees. • Analyze information for patterns and causes. • Support quicker and more complete communication. Technology Opportunities and Risks-Vulnerabilities such as: - • Over-collection of information. • Potential loss of privacy. • Overreliance. • Lost productivity when systems are down or services or data are unavailable. Technology Impact on HR - Efficiencies may result in HR becoming smaller. Core HR activities will change, and HR may being to behave more like a marketing organization. HR may play a bigger role in evaluating and implementing external technology applications. Information management (IM) - is the use of technology to collect, process, and condense information with a goal of efficient management of information as an organizational resource. IM evaluates the kinds of data/information an organization requires in order to function and progress effectively. Considers complexity (e.g., "big data"), openness, and real-time interactions there are challenges for organizations in how they manage information and knowledge. - • Complexity.Technology has introduced the era of "big data." • Openness. • Real time. Complexity.Technology has introduced the era of "big data." - Big data refers to very large sets of dissimilar data (e.g., images, words, tables) from disparate sources (sometimes users) that arrive in real time (as opposed to periodic uploads). This type of data can yield treasures of information (which helps explain the term "data mining"), but it requires novel approaches to processing and very large processing capabilities Real time. - Users are accustomed to interactions that occur in real time. For example, a customer places an order online. The transaction is created at that time, not later that day. The invoice is created and sent, the shipping order is created and forwarded to the warehouse, the inventory is updated, and orders for replenishment from suppliers may be made. This same degree of currency is now expected in all interactions. Members of teams assume that they are seeing the same data and working with the most recent documents. Achieving real-time processing requires different approaches to data architecture and routing. Openness - Openness encourages innovation and collaboration, but it requires transparency and access. Transparency risks loss of privacy and data security. Special steps must be taken to protect data from unauthorized internal and external access and to "anonymize" data used for research and analysis—removing all characteristics of the data that might be used to connect it to identified individuals. Equitable access is decreasing as a concern, as broadband and wireless connectivity spreads. In some areas, however, a "digital divide" persists—a gap between those individuals and economies with access to technology and those without access or with marginal access. This gap, for example, can impede the collecting and sharing of information in organizations with subsidiaries that operate in regions or communities without high-speed Internet access. According to Levenson, HR needs to expand and improve what it knows, and he identifies three ways big data can help: - • Collecting new data. New data collection about when, where, and how employees do their jobs to provide business process insights, reduce errors, and increase efficiencies. • Using existing data more effectively. To better understand employee engagement and motivation and why employees do what they do. • Better strategic analysis. Mapping how information flows in organizations and the relationships that people rely on to do their work. Data analytics - is the process of studying data to detect patterns and relationships that can be used to make predictions and improve decisions.