Human Resource Information Systems, Kavanagh - Exam Preparation Test Bank

1. The alignment of the HRM function with organizational goals 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 2. To add value to HRM, the use of an HRIS is focused primarily on increasing which of the following kind of tasks or activities? A. transactional B. benchmarking C. transformational D. re-engineering ANS: C 3. Decision support systems: A. enable users to develop “what if” scenarios. B. computations and calculations used to review and document human resources decisions and practices. C. systems that recommend actions the user can take based on the information provided. D. the set of topics on which the human resource information system collects and maintains information. ANS: A 4. To improve the effectiveness of the HR function, activities that can be handled through computerization are: A. strategic planning B. transactional C. transformational D. all of the above ANS: B This study resource was shared via CourseH This study source was downloaded by from CourseH on :45:20 GMT -05:00 Human Resource Information Systems: Basics, Applications, and Future Directions, 2e by Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson 5. In the systems model of organizational functioning in the book, the general factor that can cause changes for all the other factors of the total system is: A. the HR strategy of other firms in the market place B. the amount and sophistication of HRIS technology C. the strategic management system D. the national culture where the organization operates ANS: D 6. The systems model of organizational functioning indicates that the strategy of the firm, the HR strategy, and HR programs: A. should be in alignment with each other B. should impact only on HR metrics C. should drive the competition for resources D. should define proper HRIS development & use ANS: A 7. The change in focus of the HRM function as adding value to the organization’s product or service is characteristic of the ________________ era. A. computerization B. post-war C. cost-effectiveness D. social issues ANS: C 8. A key benefit of any HRIS is: A. the number of software applications in the system B. comprehensive reports on employees’ health status C. the generation of reports D. up-to-date technical hardware & software ANS: C 9. 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. can not be used to manipulate and analyze data ANS: C This study resource was shared via CourseH This study source was downloaded by from CourseH on :45:20 GMT -05:00 Human Resource Information Systems: Basics, Applications, and Future Directions, 2e by Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson 10. The resources that are available to organizations to compete in the market place are: A. Technology, human, inventory B. Physical, human, technology C. Financial, technology, inventory D. Financial, physical, and human ANS: D 11. The effective management of human resources in a firm to gain a competitive advantage in the market place requires: A. timely and accurate information on current employees B. a vice-president representing the HR function C. the use of Decision Support Systems (DSS) D. outsourcing of transaction HR activities ANS: A 12. The activities during the pre-World War II era included all the following except for: A. record keeping of employee information B. the growth of trade unions C. scientific management was the prevailing philosophy D. very few government influences in employment relations ANS: B 13. The historical era in which employees started forming trade unions was: A. Pre-World War II era B. Post-World War II ear C. Social Issues era D. Cost-effectiveness era ANS: B 14. It has been estimated that most HR departments spend approximately ________________on transactional activities. A. 15% to 30% B. 5% to 15% C. 65% to 75% D. 50% to 65% ANS: C This study resource was shared via CourseH This study source was downloaded by from CourseH on :45:20 GMT -05:00 Human Resource Information Systems: Basics, Applications, and Future Directions, 2e by Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson 15. In the development and implementation of an HRIS, the two most important aspects are: A. the proposal to management and the needs analysis B. the system specifications and the system design, C. the documentation and the system design D. the documentation and evaluation ANS: D 16. An HRIS that supports regular and ongoing decisions are called: A. Transactional Systems B. Management Information Systems, C. Executive Information Systems D. Transformational Systems ANS: B True/False Questions 1. Entering employee payroll information is an example of an HR transactional activity. ANS: T 2. Recruiting new employees from the external labor market is an example of an HR transactional activity. ANS: F 3. The recruitment and training functions of an HR department are traditional activities. ANS: T 4. A DSS focuses on decision making, enabling users to work intimately with the data, developing multiple “what if” scenarios and queries with the system. ANS: T This study resource was shared via CourseH This study source was downloaded by from CourseH on :45:20 GMT -05:00 Human Resource Information Systems: Basics, Applications, and Future Directions, 2e by Michael J. Kavanagh, Mohan Thite, and Richard D. Johnson 5. The continual interaction between HRIS and the HR program evaluation results is the main factor in the use of the HR workforce scorecard. ANS: F 6. Management Information Systems (MIS) refers to structured information flows of business functions to aid managers in performing traditional activities