TEST BANK
All Chapters Included
, Table of Contents
Part I: Human Resource Information Systems (HRIS)
Chapter 1: The Evolution of HRM and HRIS - Richard D. Johnson and Kevin
D. Carlson
Chapter 2: Systems Considerations in the Design of an HRIS - Michael D.
Bedell and Michael L. Canniff
Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis -
Lisa M. Plantamura and Richard D. Johnson
Chapter 4: System Design and Acquisition - Richard D. Johnson and James H.
Dulebohn
Chapter 5: Change Management and System Implementation - Richard D.
Johnson and Michael J. Kavanagh
Chapter 6: Cost-Justifying HRIS Investments - Kevin D. Carlson and Michael
J. Kavanagh
Part III: Human Resource Information Systems Applications
Chapter 7: HR Administration and HRIS - Linda C. Isenhour and Christopher
J. Hartwell
Chapter 8: Talent Management and HR Planning - Richard D. Johnson and
Michael J. Kavanagh
Chapter 9: Recruitment and Selection in an Internet Context - Kimberly M.
Lukaszewski and David N. Dickter
Chapter 10: Training and Development - Ralf Burbach and Steven D. Charlier
Chapter 11: Rewarding Employees and HRIS - Charles H. Fay and Hadi El-
Farr
Chapter 12: Strategic Considerations in HRIS - Huub Ruël and Tanya
Bondarouk
Part IV: Advanced HRIS Applications and Future Trends
Chapter 13: HRIS and International HRM - Michael J. Kavanagh and Miguel
R. Olivas-Luján
,Chapter 14: HR Metrics and Workforce Analytics - Kevin D. Carlson and
Michael J. Kavanagh
Chapter 15: HRIS Privacy and Security - Humayun Zafar and Dianna L. Stone
Chapter 16: The Role of Social Media in HR - Stephanie L. Black and Andrew
F. Johnson
Chapter 17: The Future of HRIS - Richard D. Johnson and Kevin D. Carlson
Editors’ Note
, TEST BANK FOR Human Resource Information Systems Basics, Applications,
and Future Directions 5th Edition Johnson Chapter 1-17
Chapter 1: The Evolution of HRM and
HRIS
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
ANSWER: B
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 an example of which of
the following tasks or activities?
A. transactional
B. benchmarking
C. transformational
D. reengineering
ANSWER: C
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
All Chapters Included
, Table of Contents
Part I: Human Resource Information Systems (HRIS)
Chapter 1: The Evolution of HRM and HRIS - Richard D. Johnson and Kevin
D. Carlson
Chapter 2: Systems Considerations in the Design of an HRIS - Michael D.
Bedell and Michael L. Canniff
Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis -
Lisa M. Plantamura and Richard D. Johnson
Chapter 4: System Design and Acquisition - Richard D. Johnson and James H.
Dulebohn
Chapter 5: Change Management and System Implementation - Richard D.
Johnson and Michael J. Kavanagh
Chapter 6: Cost-Justifying HRIS Investments - Kevin D. Carlson and Michael
J. Kavanagh
Part III: Human Resource Information Systems Applications
Chapter 7: HR Administration and HRIS - Linda C. Isenhour and Christopher
J. Hartwell
Chapter 8: Talent Management and HR Planning - Richard D. Johnson and
Michael J. Kavanagh
Chapter 9: Recruitment and Selection in an Internet Context - Kimberly M.
Lukaszewski and David N. Dickter
Chapter 10: Training and Development - Ralf Burbach and Steven D. Charlier
Chapter 11: Rewarding Employees and HRIS - Charles H. Fay and Hadi El-
Farr
Chapter 12: Strategic Considerations in HRIS - Huub Ruël and Tanya
Bondarouk
Part IV: Advanced HRIS Applications and Future Trends
Chapter 13: HRIS and International HRM - Michael J. Kavanagh and Miguel
R. Olivas-Luján
,Chapter 14: HR Metrics and Workforce Analytics - Kevin D. Carlson and
Michael J. Kavanagh
Chapter 15: HRIS Privacy and Security - Humayun Zafar and Dianna L. Stone
Chapter 16: The Role of Social Media in HR - Stephanie L. Black and Andrew
F. Johnson
Chapter 17: The Future of HRIS - Richard D. Johnson and Kevin D. Carlson
Editors’ Note
, TEST BANK FOR Human Resource Information Systems Basics, Applications,
and Future Directions 5th Edition Johnson Chapter 1-17
Chapter 1: The Evolution of HRM and
HRIS
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
ANSWER: B
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 an example of which of
the following tasks or activities?
A. transactional
B. benchmarking
C. transformational
D. reengineering
ANSWER: C
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
