Chapter 1: Evolution of Human Resource Management and Human Resource Information
Systems: The Role of Information Technology
Multiple Choice Questions
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
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
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.
,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
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
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
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
,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
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. cannot be used to manipulate and analyze data
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
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
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
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
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%
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
16. An HRIS that supports regular and ongoing decisions are called:
A. Transactional Systems
*B. Management Information Systems,
Systems: The Role of Information Technology
Multiple Choice Questions
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
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
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.
,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
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
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
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
,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
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. cannot be used to manipulate and analyze data
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
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
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
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
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%
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
16. An HRIS that supports regular and ongoing decisions are called:
A. Transactional Systems
*B. Management Information Systems,
