TEST BANK FOR HUMAN
RESOURCE INFORMATION
SYSTEMS BASICS, APPLICATIONS,
AND FUTURE DIRECTIONS 5TH
EDITION JOHNSON CHAPTER 1-17
Test Bank for Human Resource Information Systems: Basics, Applications, and Future Directions (5th
Edition)
Chapter 1: Introduction to 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
Rationale: Strategic HRM is defined as the alignment of the HRM function with organizational goals to
contribute to competitive advantage. This involves integrating HR policies and practices with the
strategic objectives of the organization.
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
Answer: C
,Rationale: Transformational activities are those that add value to the organization through cultural or
organizational change, structural realignment, strategic redirection, and increasing innovation. These
activities are strategic in nature and focus on improving organizational effectiveness.
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. All of these
Answer: A
Rationale: One of the risks of implementing an HRIS is employee stress and resistance to change.
Employees may feel threatened by the new technology or be resistant to changing established work
processes. While increased training costs may occur, they are typically considered an implementation
cost rather than a risk. Increased recruitment costs are not a direct risk of HRIS implementation.
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
Answer: B
Rationale: One of the major advantages of implementing an HRIS is to reduce the amount of time HR
staff must spend on transactional activities (such as record keeping, payroll entry, and benefits
administration), allowing them to spend more time on traditional and transformational activities that
add greater strategic value.
5. The birth of the field of human resource management took place during the _____ era.
A. "the Cloud" and Mobile Technology
B. post-World War II
C. Cost-Effectiveness
D. Social Issues
Answer: D
,Rationale: The birth of the field of human resource management took place during the Social Issues Era
(1963-1980). This era was characterized by significant social legislation and changes in employment
practices that led to the formalization of HRM as a distinct field.
6. When do an individual's first experiences with an employer's HRIS occur?
A. when they are hired
B. when they are fired
C. when they consider working for a firm
D. on the first anniversary of their hiring
Answer: C
Rationale: An individual's first experiences with an employer's HRIS occur when they consider working
for a firm. This is because job seekers typically interact with the organization's recruitment website or
applicant tracking system before they are hired.
7. According to the book, an HRIS
A. is defined only by the software-hardware configuration it uses
B. is used to store data for use by the MIS department
C. includes people, forms, policies, procedures, and data
D. cannot be used to manipulate and analyze data
Answer: C
Rationale: According to the textbook, an HRIS includes people, forms, policies, procedures, and data. It
is not merely a software-hardware configuration but encompasses the entire system of HR information
management, including the human elements and organizational processes.
8. To compete in the marketplace, firms need what resources to achieve, profit, and survive?
A. technology, human, and inventory
B. physical, human, and technology
C. financial, technology, and inventory
D. physical, organizational, and human
Answer: D
Rationale: To compete in the marketplace, firms need physical, organizational, and human resources.
These three types of resources are essential for achieving profit and surviving in competitive markets.
, Physical resources include tangible assets, organizational resources include structure and systems, and
human resources include the workforce.
9. What does eHRM stand for?
A. electronic human resource management
B. efficient human resource management
C. educational human resource management
D. esoteric human resource management
Answer: A
Rationale: eHRM stands for electronic human resource management. It reflects a philosophy for the
delivery of HR using information technology, particularly the web, as the central component of
delivering efficient and effective HR services.
10. The activities during the pre-World War II era included all the following EXCEPT for
A. record keeping of employee information
B. an unprecedented increase in the amount of labor legislation
C. scientific management was the prevailing philosophy
D. very few government influences in employment relations
Answer: B
Rationale: The pre-World War II era was characterized by record keeping of employee information,
scientific management as the prevailing philosophy, and very few government influences in employment
relations. An unprecedented increase in labor legislation did not occur until later eras, particularly the
Social Issues Era.
11. The historical era in which employees started forming trade unions was ______.
A. pre-World War II era
B. post-World War II era
C. Social Issues era
D. Cost-Effectiveness era
Answer: B
RESOURCE INFORMATION
SYSTEMS BASICS, APPLICATIONS,
AND FUTURE DIRECTIONS 5TH
EDITION JOHNSON CHAPTER 1-17
Test Bank for Human Resource Information Systems: Basics, Applications, and Future Directions (5th
Edition)
Chapter 1: Introduction to 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
Rationale: Strategic HRM is defined as the alignment of the HRM function with organizational goals to
contribute to competitive advantage. This involves integrating HR policies and practices with the
strategic objectives of the organization.
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
Answer: C
,Rationale: Transformational activities are those that add value to the organization through cultural or
organizational change, structural realignment, strategic redirection, and increasing innovation. These
activities are strategic in nature and focus on improving organizational effectiveness.
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. All of these
Answer: A
Rationale: One of the risks of implementing an HRIS is employee stress and resistance to change.
Employees may feel threatened by the new technology or be resistant to changing established work
processes. While increased training costs may occur, they are typically considered an implementation
cost rather than a risk. Increased recruitment costs are not a direct risk of HRIS implementation.
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
Answer: B
Rationale: One of the major advantages of implementing an HRIS is to reduce the amount of time HR
staff must spend on transactional activities (such as record keeping, payroll entry, and benefits
administration), allowing them to spend more time on traditional and transformational activities that
add greater strategic value.
5. The birth of the field of human resource management took place during the _____ era.
A. "the Cloud" and Mobile Technology
B. post-World War II
C. Cost-Effectiveness
D. Social Issues
Answer: D
,Rationale: The birth of the field of human resource management took place during the Social Issues Era
(1963-1980). This era was characterized by significant social legislation and changes in employment
practices that led to the formalization of HRM as a distinct field.
6. When do an individual's first experiences with an employer's HRIS occur?
A. when they are hired
B. when they are fired
C. when they consider working for a firm
D. on the first anniversary of their hiring
Answer: C
Rationale: An individual's first experiences with an employer's HRIS occur when they consider working
for a firm. This is because job seekers typically interact with the organization's recruitment website or
applicant tracking system before they are hired.
7. According to the book, an HRIS
A. is defined only by the software-hardware configuration it uses
B. is used to store data for use by the MIS department
C. includes people, forms, policies, procedures, and data
D. cannot be used to manipulate and analyze data
Answer: C
Rationale: According to the textbook, an HRIS includes people, forms, policies, procedures, and data. It
is not merely a software-hardware configuration but encompasses the entire system of HR information
management, including the human elements and organizational processes.
8. To compete in the marketplace, firms need what resources to achieve, profit, and survive?
A. technology, human, and inventory
B. physical, human, and technology
C. financial, technology, and inventory
D. physical, organizational, and human
Answer: D
Rationale: To compete in the marketplace, firms need physical, organizational, and human resources.
These three types of resources are essential for achieving profit and surviving in competitive markets.
, Physical resources include tangible assets, organizational resources include structure and systems, and
human resources include the workforce.
9. What does eHRM stand for?
A. electronic human resource management
B. efficient human resource management
C. educational human resource management
D. esoteric human resource management
Answer: A
Rationale: eHRM stands for electronic human resource management. It reflects a philosophy for the
delivery of HR using information technology, particularly the web, as the central component of
delivering efficient and effective HR services.
10. The activities during the pre-World War II era included all the following EXCEPT for
A. record keeping of employee information
B. an unprecedented increase in the amount of labor legislation
C. scientific management was the prevailing philosophy
D. very few government influences in employment relations
Answer: B
Rationale: The pre-World War II era was characterized by record keeping of employee information,
scientific management as the prevailing philosophy, and very few government influences in employment
relations. An unprecedented increase in labor legislation did not occur until later eras, particularly the
Social Issues Era.
11. The historical era in which employees started forming trade unions was ______.
A. pre-World War II era
B. post-World War II era
C. Social Issues era
D. Cost-Effectiveness era
Answer: B
