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D356 HR Technology Study Guide Questions and
Answers
What is HRIS?
o :## Systems used to acquire, store, manipulate, analyze, retrieve, and distribute
information regarding an organization's human resources.
What are the three ways HRIS adds value to an organization?
o :## 1) They automate HR processes to conduct transactional activities more
efficiently.
2) By providing accurate and timely information to the HR personnel and managers, an
HRIS can help them make better decisions
3) By providing new forms of information, HRIS can help HR more fully support the
strategic mission of the firm.
What is eHRM?
o :## This technology-enabled collection of HR processes.
What happens when technology enables eHRM?
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o :## Enables the HR function to be done differently, allows transactional things
to be done while HR staff focuses on transformational.
What is the main function of eHRM and HRIS?
o :## eHRM is a way of conducting HR and HRIS is the technology through
which hrm is enabled.
What are the advantages of HRIS?
o :## 1) providing a comprehensive information picture as a single, integrated
database; this enables organizations to provide structural connectivity across units
and activities and to increase the speed of information transactions 2)
increasing competitiveness by improving HR operations and management processes;
3) improved timeliness and quality of decision making;
streamlining and enhancing the efficiency and effectiveness of HR administrative
functions 4)
shifting the focus of HR from the processing of transactions to strategic HRM 5)
improving employee satisfaction by delivering HR services more quickly and accurately.
6) the implementation of a HRIS can lead to dramatic cost and time savings.
What factors decide the usage of HRIS?
o :## 1) the size of the organization, with large firms generally reaping greater
benefits;
2) the amount of top management support and commitment;
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3) the availability of resources (time, money, and personnel);
4) the HR philosophy of the company as well as its vision, organizational culture,
structure, and systems;
5) managerial competence in cross-functional decision making, employee involvement,
and coaching;
6) the ability and motivation of employees in adopting change, such as increased
automation across and between functions
What are some risks of HRIS?
o :## 1) management by computer and substitution of technology for human
judgment—managers may begin to base performance evaluations exclusively on
the data captured by the HRIS. Thus, soft-skill behaviors such as teamwork and
customer service may not be fully considered.
2) privacy concerns—employees and applicants may feel that their data are being
accessed and used by those internal and external to the organization.
3) system rigidity and lack of flexibility—standardization of HR processes can benefit the
organization, but some systems may not allow for the inevitable exceptions that arise
and as the HR legal environment changes.
4) employee stress and resistance to the use of electronic performance monitoring.
5) performance reduction in complex tasks when performance monitoring systems are
used.
What are the critical aspects of the model for HRIS?
D356 HR Technology Study Guide Questions and
Answers
What is HRIS?
o :## Systems used to acquire, store, manipulate, analyze, retrieve, and distribute
information regarding an organization's human resources.
What are the three ways HRIS adds value to an organization?
o :## 1) They automate HR processes to conduct transactional activities more
efficiently.
2) By providing accurate and timely information to the HR personnel and managers, an
HRIS can help them make better decisions
3) By providing new forms of information, HRIS can help HR more fully support the
strategic mission of the firm.
What is eHRM?
o :## This technology-enabled collection of HR processes.
What happens when technology enables eHRM?
, 2024/2025 2|Page
o :## Enables the HR function to be done differently, allows transactional things
to be done while HR staff focuses on transformational.
What is the main function of eHRM and HRIS?
o :## eHRM is a way of conducting HR and HRIS is the technology through
which hrm is enabled.
What are the advantages of HRIS?
o :## 1) providing a comprehensive information picture as a single, integrated
database; this enables organizations to provide structural connectivity across units
and activities and to increase the speed of information transactions 2)
increasing competitiveness by improving HR operations and management processes;
3) improved timeliness and quality of decision making;
streamlining and enhancing the efficiency and effectiveness of HR administrative
functions 4)
shifting the focus of HR from the processing of transactions to strategic HRM 5)
improving employee satisfaction by delivering HR services more quickly and accurately.
6) the implementation of a HRIS can lead to dramatic cost and time savings.
What factors decide the usage of HRIS?
o :## 1) the size of the organization, with large firms generally reaping greater
benefits;
2) the amount of top management support and commitment;
, 2024/2025 3|Page
3) the availability of resources (time, money, and personnel);
4) the HR philosophy of the company as well as its vision, organizational culture,
structure, and systems;
5) managerial competence in cross-functional decision making, employee involvement,
and coaching;
6) the ability and motivation of employees in adopting change, such as increased
automation across and between functions
What are some risks of HRIS?
o :## 1) management by computer and substitution of technology for human
judgment—managers may begin to base performance evaluations exclusively on
the data captured by the HRIS. Thus, soft-skill behaviors such as teamwork and
customer service may not be fully considered.
2) privacy concerns—employees and applicants may feel that their data are being
accessed and used by those internal and external to the organization.
3) system rigidity and lack of flexibility—standardization of HR processes can benefit the
organization, but some systems may not allow for the inevitable exceptions that arise
and as the HR legal environment changes.
4) employee stress and resistance to the use of electronic performance monitoring.
5) performance reduction in complex tasks when performance monitoring systems are
used.
What are the critical aspects of the model for HRIS?
