Test Bank — Human Resource Information Systems: Basics, Applications, and Future Directions, 3rd Edition — Michael J. Kavanagh & Richard D. Johnson

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Human Resource Information Systems:
UV Basics, Applications, and Future
IA_ Directions – 3rd Edition
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TEST BANK
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Michael J. Kavanagh
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Richard D. Johnson




Comprehensive Test Bank for Instructors

and Students

© Michael J. Kavanagh & Richard D. Johnson

All rights reserved. Reproduction or distribution without permission is prohibited.


Created by MedConnoisseur ©2025/2026

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TABLE OF CONTENTS
Human Resource Information Systems: Basics, Applications, and
UV
Future Directions – 3rd Edition
Michael J. Kavanagh & Richard D. Johnson
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1. Evolution of Human Resource Management and Human Resource
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Information Systems: The Role of Information Technology
2. Database Concepts and Applications in Human Resource Information
Systems PR
3. Systems Considerations in the Design of an HRIS: Planning for
Implementation
4. Human Resource Information Systems Needs Analysis
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5. System Design and Acquisition
6. Project Management and Human Resource Management Advice for
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Human Resource Information Systems Implementation
7. HR Metrics and Workforce Analytics
8. Cost Justifying HRIS Investments
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9. Change Management: Implementation, Integration, and Maintenance of
the Human Resource Information System
10.Human Resources Administration and Human Resource Information
Systems
11.Talent Management
12.Recruitment and Selection in an Internet Context
13.Training and Development: Issues and Human Resource Information
Systems Applications
14.Performance Management, Compensation, Benefits, Payroll, and the
Human Resource Information System
15.Human Resource Information Systems and International Human
Resource Management
16.HRIS Privacy and Security
17.The Future of Human Resource Information Systems: Emerging Trends
in HRM and IT




Created by MedConnoisseur ©2025/2026

, Human Resource Information Systems: Basics, Applications, and Future Directions, 3e
by Michael J. Kavanagh and Richard D. Johnson

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Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems: The
Role of Information Technology

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Multiple Choice Questions

1. The alignment of the HRM function with organizational goals is referred to as:
A. an HR balanced scorecard
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*B. Strategic human resources management (Strategic HRM)
C. concreteness or congruence
D. Human Resources program evaluation



of tasks or activities?
A. transactional
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2. To add value to HRM, the use of an HRIS is focused primarily on increasing which of the following kind


B. benchmarking
*C. transformational
D. re-engineering

3. Decision support systems:
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*A. enable users to develop “what if” scenarios. OV
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.
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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
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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

, Human Resource Information Systems: Basics, Applications, and Future Directions, 3e
by Michael J. Kavanagh and Richard D. Johnson

ST
7. The change in focus of the HRM function as adding value to the organization’s product or service is
characteristic of the ________________ era.
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A. computerization
B. post-war
*C. cost-effectiveness
D. social issues
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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 AP
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
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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


A. Technology, human, inventory
B. Physical, human, technology
C. Financial, technology, inventory
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10. The resources that are available to organizations to compete in the market place are:



*D. Financial, physical, and human ED
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
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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%