Test Bank Complete_
Human Resource Information Systems: Basics, Applications,
And Future Directions 6th Edition, (2024)
By Richard D Johnson (Editor), Kevin D. Carlson (Editor), Michael J. Kavanagh (Editor)
All Chapters 1-17| Verified Answers
,Table of Contents
Chapter 1: The Evolution Of HRM And HRIS ........................................................................................... 3
Chapter 2: Systems Considerations In The Design Of An HRIS ............................................................. 19
Chapter 3: The Systems Development Life Cycle And HRIS Needs Analysis ......................................... 29
Chapter 4: System Design And Acquisition ........................................................................................... 33
Chapter 5: Change Management And System Implementation ........................................................... 45
Chapter 6: Cost-Justifying HRIS Investments ........................................................................................ 55
Chapter 7: HR Administration And HRIS ............................................................................................... 67
Chapter 8: Talent Management And HR Planning ................................................................................ 80
Chapter 9: Recruitment And Selection In An Internet Context ............................................................ 92
Chapter 10: Training And Development ............................................................................................. 109
Chapter 11: Rewarding Employees And HRIS ..................................................................................... 124
Chapter 12: Strategic Considerations In HRIS ..................................................................................... 139
Chapter 13: HRIS And International HRM ........................................................................................... 156
Chapter 14: HR Metrics And Workforce Analytics .............................................................................. 172
Chapter 15: HRIS Privacy And Security ............................................................................................... 187
Chapter 16: The Role Of Social Media In HR ....................................................................................... 199
Chapter 17: The Future Of HRIS .......................................................................................................... 215
HRM- (Human Resource Management)
HRIS- (Human Resource Information Systems)
,Chapter 1: The Evolution Of HRM And HRIS
Richard D Johnson: Human Resource Information Systems: Basics, Applications, and Future Directions 6th Edition, (2024)
MULTIPLE CHOICE
1. The Alignment Of The HRM Function With Organizational Goals To Contribute
To Competitive Advantage 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
ANS: B.
Strategic Human Resources Management (Strategic HRM) Refers To The Proactive
Management Of People. It Involves Aligning The HRM Function With The
Organization's Strategic Goals To Ensure That The Workforce Contributes To The
Overall Competitive Advantage. This Approach Goes Beyond Traditional HR
Functions By Integrating HR Strategies Into The Broader Business Strategy, Enabling
Organizations To Respond Effectively To Changes In The Market And Improve
Performance.
Learning Objective: 1-5: Describe The Historical Evolution Of HRM, Including The
Changing Role Of The Human Resources (HR) Professional.
Cognitive Domain: Comprehension
Answer Location: Erps And Strategic HRM (1990 To 2010) Difficulty Level: Medium
AACSB Standard: Application Of Knowledge
2. To Add Value To The Organization, The Use Of An HRIS Is Focused Primarily On
Structural Realignment And Strategic Redirection. This Is An Example Of Which Of
The Following Tasks Or Activities?
A. Transactional
B. Benchmarking
C. Transformational
D. Reengineering
,ANS: C.
Transformational Activities In HR Focus On Making Significant Changes To
Enhance Organizational Effectiveness And Improve Strategic Alignment. The Use Of
A Human Resource Information System (HRIS) For Structural Realignment And
Strategic Redirection Exemplifies This Transformation, As It Involves Rethinking
And Reshaping HR Processes To Better Support Organizational Goals. Unlike
Transactional Tasks, Which Are Routine And Administrative, Transformational
Efforts Aim For Long-Term Improvements And Innovations In HR Practices That
Contribute To Overall Business Success.
Learning Objective: 1-1: Describe Three Types Of HR Activities. Cognitive Domain:
Knowledge
Answer Location: HR Activities Difficulty Level: Easy
AACSB Standard: Application Of Knowledge
3. Which Of The Following Is A Risk Of An HRIS?
A. Employee Stress And Resistance
B. Increased Training Costs
C. Increased Recruitment Costs
D. Reduced Quality Of Decision Making
ANS: A.
One Of The Primary Risks Associated With Implementing A Human Resource
Information System (HRIS) Is The Potential For Employee Stress And Resistance To
Change. When Organizations Introduce New Technologies, Employees May Feel
Overwhelmed Or Anxious About Learning New Systems And Altering Their
Established Routines. This Resistance Can Hinder The Effective Adoption Of The
HRIS, Leading To Decreased Morale And Productivity. While Increased Training
Costs And Recruitment Costs Can Be Considerations, They Are More Manageable
And Do Not Directly Impact Employee Well-Being As Significantly As Stress And
Resistance Do. Moreover, A Well-Implemented HRIS Can Ultimately Enhance
Decision-Making Quality, Making Option D Less Relevant In This Context.
, Learning Objective: 1-4: Explain The Value And Risks Associated With The Use Of A
HRIS. Cognitive Domain: Comprehension
Answer Location: The Value And Risks Of HRIS Difficulty Level: Medium
AACSB Standard: Application Of Knowledge
4. One Of The Major Purposes Of The Implementation Of An HRIS Is To Allow HR
Employees To Spend Less Time On:
A. Traditional Activities
B. Transactional Activities
C. Transformational Activities
D. Theoretical Activities
ANS: B.
The Primary Goal Of Implementing A Human Resource Information System (HRIS)
Is To Streamline Operations, Allowing HR Employees To Spend Less Time On
Transactional Activities. These Activities Include Routine, Administrative Tasks Such
As Payroll Processing, Employee Record Management, And Benefits Administration.
By Automating These Tasks, An HRIS Frees Up Time For HR Professionals To
Focus On More Strategic And Transformational Activities, Such As Talent
Management, Employee Engagement, And Organizational Development. This Shift
Enhances The Overall Efficiency Of The HR Department And Allows For A Greater
Focus On Activities That Drive Business Value And Support The Organization’s
Strategic Goals.
Learning Objective: 1-1: Describe Three Types Of HR Activities. Cognitive Domain:
Knowledge
Answer Location: HR Activities Difficulty Level: Medium
AACSB Standard: Application Of Knowledge
5. The Birth Of The Field Of Human Resource Management Took Place During The:
A. “The Cloud” And Mobile Technology
B. Post–World War II
C. Cost-Effectiveness
Human Resource Information Systems: Basics, Applications,
And Future Directions 6th Edition, (2024)
By Richard D Johnson (Editor), Kevin D. Carlson (Editor), Michael J. Kavanagh (Editor)
All Chapters 1-17| Verified Answers
,Table of Contents
Chapter 1: The Evolution Of HRM And HRIS ........................................................................................... 3
Chapter 2: Systems Considerations In The Design Of An HRIS ............................................................. 19
Chapter 3: The Systems Development Life Cycle And HRIS Needs Analysis ......................................... 29
Chapter 4: System Design And Acquisition ........................................................................................... 33
Chapter 5: Change Management And System Implementation ........................................................... 45
Chapter 6: Cost-Justifying HRIS Investments ........................................................................................ 55
Chapter 7: HR Administration And HRIS ............................................................................................... 67
Chapter 8: Talent Management And HR Planning ................................................................................ 80
Chapter 9: Recruitment And Selection In An Internet Context ............................................................ 92
Chapter 10: Training And Development ............................................................................................. 109
Chapter 11: Rewarding Employees And HRIS ..................................................................................... 124
Chapter 12: Strategic Considerations In HRIS ..................................................................................... 139
Chapter 13: HRIS And International HRM ........................................................................................... 156
Chapter 14: HR Metrics And Workforce Analytics .............................................................................. 172
Chapter 15: HRIS Privacy And Security ............................................................................................... 187
Chapter 16: The Role Of Social Media In HR ....................................................................................... 199
Chapter 17: The Future Of HRIS .......................................................................................................... 215
HRM- (Human Resource Management)
HRIS- (Human Resource Information Systems)
,Chapter 1: The Evolution Of HRM And HRIS
Richard D Johnson: Human Resource Information Systems: Basics, Applications, and Future Directions 6th Edition, (2024)
MULTIPLE CHOICE
1. The Alignment Of The HRM Function With Organizational Goals To Contribute
To Competitive Advantage 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
ANS: B.
Strategic Human Resources Management (Strategic HRM) Refers To The Proactive
Management Of People. It Involves Aligning The HRM Function With The
Organization's Strategic Goals To Ensure That The Workforce Contributes To The
Overall Competitive Advantage. This Approach Goes Beyond Traditional HR
Functions By Integrating HR Strategies Into The Broader Business Strategy, Enabling
Organizations To Respond Effectively To Changes In The Market And Improve
Performance.
Learning Objective: 1-5: Describe The Historical Evolution Of HRM, Including The
Changing Role Of The Human Resources (HR) Professional.
Cognitive Domain: Comprehension
Answer Location: Erps And Strategic HRM (1990 To 2010) Difficulty Level: Medium
AACSB Standard: Application Of Knowledge
2. To Add Value To The Organization, The Use Of An HRIS Is Focused Primarily On
Structural Realignment And Strategic Redirection. This Is An Example Of Which Of
The Following Tasks Or Activities?
A. Transactional
B. Benchmarking
C. Transformational
D. Reengineering
,ANS: C.
Transformational Activities In HR Focus On Making Significant Changes To
Enhance Organizational Effectiveness And Improve Strategic Alignment. The Use Of
A Human Resource Information System (HRIS) For Structural Realignment And
Strategic Redirection Exemplifies This Transformation, As It Involves Rethinking
And Reshaping HR Processes To Better Support Organizational Goals. Unlike
Transactional Tasks, Which Are Routine And Administrative, Transformational
Efforts Aim For Long-Term Improvements And Innovations In HR Practices That
Contribute To Overall Business Success.
Learning Objective: 1-1: Describe Three Types Of HR Activities. Cognitive Domain:
Knowledge
Answer Location: HR Activities Difficulty Level: Easy
AACSB Standard: Application Of Knowledge
3. Which Of The Following Is A Risk Of An HRIS?
A. Employee Stress And Resistance
B. Increased Training Costs
C. Increased Recruitment Costs
D. Reduced Quality Of Decision Making
ANS: A.
One Of The Primary Risks Associated With Implementing A Human Resource
Information System (HRIS) Is The Potential For Employee Stress And Resistance To
Change. When Organizations Introduce New Technologies, Employees May Feel
Overwhelmed Or Anxious About Learning New Systems And Altering Their
Established Routines. This Resistance Can Hinder The Effective Adoption Of The
HRIS, Leading To Decreased Morale And Productivity. While Increased Training
Costs And Recruitment Costs Can Be Considerations, They Are More Manageable
And Do Not Directly Impact Employee Well-Being As Significantly As Stress And
Resistance Do. Moreover, A Well-Implemented HRIS Can Ultimately Enhance
Decision-Making Quality, Making Option D Less Relevant In This Context.
, Learning Objective: 1-4: Explain The Value And Risks Associated With The Use Of A
HRIS. Cognitive Domain: Comprehension
Answer Location: The Value And Risks Of HRIS Difficulty Level: Medium
AACSB Standard: Application Of Knowledge
4. One Of The Major Purposes Of The Implementation Of An HRIS Is To Allow HR
Employees To Spend Less Time On:
A. Traditional Activities
B. Transactional Activities
C. Transformational Activities
D. Theoretical Activities
ANS: B.
The Primary Goal Of Implementing A Human Resource Information System (HRIS)
Is To Streamline Operations, Allowing HR Employees To Spend Less Time On
Transactional Activities. These Activities Include Routine, Administrative Tasks Such
As Payroll Processing, Employee Record Management, And Benefits Administration.
By Automating These Tasks, An HRIS Frees Up Time For HR Professionals To
Focus On More Strategic And Transformational Activities, Such As Talent
Management, Employee Engagement, And Organizational Development. This Shift
Enhances The Overall Efficiency Of The HR Department And Allows For A Greater
Focus On Activities That Drive Business Value And Support The Organization’s
Strategic Goals.
Learning Objective: 1-1: Describe Three Types Of HR Activities. Cognitive Domain:
Knowledge
Answer Location: HR Activities Difficulty Level: Medium
AACSB Standard: Application Of Knowledge
5. The Birth Of The Field Of Human Resource Management Took Place During The:
A. “The Cloud” And Mobile Technology
B. Post–World War II
C. Cost-Effectiveness
