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Ans: C Learning Objective: Describe the three types of HR activities AACSB Standard: Application of knowledge Cognitive Domain: Knowledge Answer Location: HR Activities Difficulty Level: Easy Ans: A Learning Objective: Describe the different types of HRIS AACSB Standard: Application of […]

in contemporary organizations, strategic HRM (SHRM) has become critically important in management thinking and practice. SHRM derives its theoretical significance from the resource-based view of the firm that treats human capital as a strategic asset and a competitive advantage in […]

❖ Be able to define Six Sigma, balanced scorecard, and the contingency perspective and fit model of HRM ❖ Describe the differences between e-HRM and HRIS ❖ Understand how HRM and HRIS fit within a comprehensive model of organizational functioning […]

us what activities, duties, and tasks are involved in the job as well as what knowledge, skills, and abilities (KSA) are required to perform the job. This is an actual job description that can be analyzed to show the alignment […]

database is a component of a DBMS. A database management system is a set of software applications (i.e., programs) combined with a database. The main functions of a DBMS are to create the database; insert, read, update, and delete database […]

in recruiting HR professionals for small to medium firms using Microsoft (MS) Access. This activity should include a reflection on how to describe the process that would be used when creating the specified database and how it would be presented […]

managing data and turning data into information is a competency necessary to succeed in today’s marketplace. ● Today’s HRIS consist of business applications that work in conjunction with an electronic database. Together, these software programs transform data into information that […]

Ans: B Learning Objective: Know where data in a database are stored AACSB Standard: Application of knowledge Cognitive Domain: Knowledge Answer Location: Entities and Attributes Difficulty Level: Easy Ans: D Learning Objective: Identify problems with early database structures AACSB Standard: […]

The largest political necessity is to identify and address the needs of the key stakeholders beat out the competition. There are a number of aspects of the case that showcase the needs for a strong human resource information system or […]

increase the probability that the completed software installation will adequately meet the needs of the human resources management (HRM) function and the organization. ● System implementation success is the result of careful planning, a dedicated team, top-management support, and an […]

1. Information about people, such as biographical information and competencies (knowledge, skills, abilities, and other factors) 2. Information about the organization, such as jobs, positions, job specifications, organizational structure, compensation, employee/labor relations, and legally required data Instructor Resource Kavanagh and […]

Ans: C Learning Objective: Understand the different types of users or customers of the implemented HRIS and their different data needs AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: HRIS Customers/Users: Data Importance Difficulty Level: Medium Ans: D […]

Ans: B Learning Objective: Outline the main stages of needs analysis AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Needs Analysis Difficulty Level: Medium Ans: D Learning Objective: Identify what is involved in an HRIS needs analysis, including […]

● An HRIS needs analysis usually takes on a particularly prominent role in the planning and analysis stages of an HRIS system development project, prior to significant design and implementation activities. ● The needs analysis for the HRIS continues through […]

discuss all three questions. The groups can then each present to the class, and the similarities and differences in each group’s approach can be discussed. This can provide an opportunity to see that there is likely not one right answer. […]

will guide the design and subsequent implementation of a new or upgraded HRIS. Specifically, analysis helps the organization determine what needs to be added or changed to the current system to accomplish HR’s goals for the new (or updated) system. […]

Ans: C Learning Objective: AACSB Standard: Cognitive Domain: Answer Location: Design Considerations During the Systems Development Life Cycle Difficulty Level: Ans: C Learning Objective: Understand the three choices or options that organizations have when moving into physical design Instructor Resource […]

● This chapter focuses on the design phase by briefly discussing the role and features of structuring of a system’s requirements through process system modeling, where analysts use DFDs to model the business processes that the system will use to […]

1. There is freedom from committing to the technical implementation of the system too early. Instructor Resource Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e SAGE Publishing, 2018 Sample Answers to Discussion Questions Chapter 5: […]

design to an ATS. It also showcases the importance of both the data perspective and the process perspective when implementing HR systems within an organization. b. Describe the importance of the data view versus the process view for the design […]

organizations and HR leaders must master. ● By better understanding the field of knowledge and competencies related to managing change, HR professionals can better manage change in organizations and reap the rewards that accrue to successful change initiatives. ● However, […]

Ans: B Learning Objective: Understand the management of change through the perspectives of various change models AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Lewin’s Change Model Difficulty Level: Medium Ans: A Learning Objective: Understand the management of […]

introducing both small and large changes within an organization. It deepens the understanding of change management, the implementation process, and the behaviors and organizational factors required for success. It addresses the requirement of an effective blend of good technical and […]

central problems with the reported failures. Increasingly, the failure to successfully implement information systems has less to do with the hardware or software aspects of the new system and more to do with the skills of the change leader and […]

Ans: B Learning Objective: Explain why a CBA is critical for a successful HRIS project AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Approaches to Investment Analyses Make a Difference: Some Guidelines Difficulty Level: Medium Ans: B Learning […]

to be directly derived from expected benefits. Estimating costs first might lead to overestimates or under estimates since the benefits of the system are unknown. It might also lead to early rejection of the investment since management may see the […]

HR regulatory compliance, and produce the metrics that are used to evaluate not only the HR function but also the contribution of the organizations’ human resources to the accomplishment of firm-level strategic objectives. configuration continues to evolve and to expand. […]

functionality will play a critical role in HRIS investment decisions in the foreseeable future. A renewed interest in detailed investment analysis is healthy and should be embraced by analysts and decision makers. In addition to supporting improved investment decisions, detailed […]

required to purchase products or services from external providers, such as contract administration, licenses, and delivery services, with those incurred in providing the same product or service internally by using, for example, additional personnel, retraining employees, and purchasing hardware or […]

Ans: A Learning Objective: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring) AACSB Standard: Application of knowledge Cognitive Domain: Analysis Answer Location: Self-Service Portals and HRIS […]

administering labor contracts are all examples of HRM administration associated with managing an organization’s workforce. ● Research has shown that approximately 65% to 75% of all HR activities are transactional. Human resource information systems (HRISs) are vital tools in managing […]

due to increasing employee costs. This case highlights the key business issues that arise for human resource administration with HRIS. The case also showcases how HR operations contribute to the company’s success. Lastly, the case gives students the opportunity to […]

better since the introduction of the work–life balance policy last year, and his family has settled well into the idyllic English countryside. As the global head of people and talent, he still has problems though—just different ones. The talent strategy, […]

❖ Discuss the steps in the development and use of an HRP program ❖ Explain the use of HRP in forecasting supply and demand of new employees ❖ Explain the importance of job analysis and job descriptions to talent management […]

Ans: C Learning Objective: Understand the origin of talent management and how it fits within human resources planning (HRP), human capital management, workforce management, strategic HRM, and corporate strategy AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Importance […]

of how an HRP program can assist in achieving the effective use of the human capital of the company. Thus, the strategic goals will drive the need for employees, either positive or negative. 2. The knowledge, skills, and abilities (KSA) […]

filling a job opening, speed of filling a job opening, psychological contract fulfillment, employee satisfaction, retention rates, quality of applicants, quantity of applicants, and diversity of applicants. ● We also discuss the impact of the attributes of the organizational website […]

Ans: A Learning Objective: Understand the relationship between the Internet and organizational recruiting objectives Cognitive Domain: Comprehension Answer Location: The Impact of Online Recruitment on Recruitment Objectives Difficulty Level: Medium Ans: A Learning Objective: Understand the relationship between the Internet […]

discussion. Go through all of the recruiting objectives mentioned in Question 1 (above), and discuss how online recruiting may positively or negatively impact each objective. This will help students understand that online recruiting can be both help and hinder recruiting […]

Instructor Resource Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e SAGE Publishing, 2018 Case Notes Chapter 10: Recruitment and Selection in an Internet Context Continuing the Case from Chapter 9 Case Summary On the basis […]

activity of the systematic approach and essentially serves to identify any discrepancies, the T&D “gap,” between existing KSA and those required in the present and in the future. • Because of the crucial importance and comprehensive nature of the TNA, […]

Ans: B Learning Objective: Understand the essential features of the culture of a learning organization AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium Ans: C Instructor Resource […]

improve and transform themselves perpetually to remain competitive. In the new global economy, knowledge is now the new lever for success, since knowledge potentially adds more value than the traditional factors of production—capital, raw material, and labor (Harrison, 2005). This […]

applications, learning portals, and specialized learning management systems. However, it is also apparent that careful planning is essential to avoid compatibility issues and to ensure a consistent global flow of HR and T&D-related information. problems they are now being faced […]

1 data must be linked to several other systems, including rewards, staffing, training and development, and career development. ● PM systems are used as working tools by managers and must, therefore, be inherently self-explanatory. Much of the data are specific […]

Instructor Resource Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e SAGE Publishing, 2018 Sample Answers to Discussion Questions Chapter 12: Performance Management, Compensation, Benefits, Payroll, and the HRIS 1. Discuss how a manager might make […]

processes. The combined PM, compensation, benefits, and payroll systems constitute some of the most important parts of the HRIS. Money may not be at the forefront of how people talk about the organization and their linkages to it, but if […]

Ans: D Learning Objective: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Performance Planning Difficulty Level: Medium Instructor Resource […]

employees typically have experience with the company and are therefore knowledgeable about the corporate culture, policies, and procedures. existing products and eventually opening facilities in other countries. Their corporate headquarters reside in the parent country. International corporations have foreign operations […]

Ans: C Learning Objective: Discuss the staffing process for individuals working in MNEs AACSB Standard: Application of knowledge Cognitive Domain: Knowledge Answer Location: Selecting Global Managers: Managing Expatriates Difficulty Level: Easy Ans: D Learning Objective: Identify the types of organizational […]

at how IHRM has become increasingly complex by expanding on the traditional HR functions of selection, training, and compensation. The complexity of having diversity of employees (PCNs, HCNs, and TCNs) and of contending with the varying laws and practices of […]

❖ Understand the different types of employees who work in MNEs ❖ Discuss the staffing process for individuals working in MNEs ❖ Understand the problems that handling expatriates poses for the IHRM department ❖ Describe the training needs of and […]

Ans: B Learning Objective: Discuss the roles that activities such as data mining, predictive analytics, and operational experiments play in increasing organizational effectiveness AACSB Standard: Application of knowledge Cognitive Domain: Knowledge Answer Location: Maximizing the Impact of Workforce Analytics Efforts […]

organizations are reaching out to learn more about metrics and analytics and how they can use them to improve organizational effectiveness. Instructor Resource Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e SAGE Publishing, 2018 1 […]

activities provide no return on the organization’s investment unless managers make different and more effective decisions as a result of the information provided by metrics and analytics reports. Therefore, focusing the development of workforce analytics around organizationally important problems and […]

decision making. Instructor Resource Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e SAGE Publishing, 2018 Sample Answers to Discussion Questions Chapter 14: HR Metrics and Workforce Analytics 1. What factors have led to increased organizational […]

some recent issues associated with their use including employee privacy and information security. In particular, the case considers (a) practices that may affect individuals’ perceptions of invasion of privacy, (b) the components of information security, (c) the security threats faced […]

Therefore, it is critical for organizations to understand and pay close attention to what employee data is collected, stored, manipulated, used, and distributed—when, why, and by whom. Organizations also need to carefully consider the internal and external threats to this […]

policies aimed at protecting this employee information. Thus, employees and privacy experts are concerned about four aspects of data use. • Unauthorized access to employee information • Unauthorized disclosure • Data accuracy problems • Stigmatization problems Because of the concerns […]

Ans: A Learning Objective: The important components of and threats to information security AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium Ans: C Learning Objective: The important components of and threats to information […]

• Understand some of the current social media tools and how they are being used. • Discuss the value of using social media within organizations, as well as some of the potential drawbacks. • Discuss the policies and training needed […]

job. Studies have shown that employees who access social media sites while on the job do so for extended periods of time, which diminishes their level of productivity in performing their job duties. Employees that actively use social media sites […]

Ans: A Learning Objective: Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training. AACSB Standard: Application of knowledge Cognitive Domain: Knowledge Answer Location: Global Usage of […]

Ans: D Learning Objective: Discuss the long-term future challenges for HRM and tactics to handle them AACSB Standard: Application of knowledge Cognitive Domain: Knowledge Answer Location: Business Intelligence and People Analytics Difficulty Level: Easy Ans: C Instructor Resource Kavanagh and […]

1 employee data. Early advantages of using computing were that (1) the HR departments could obtain the records much faster for managerial reports (e.g., total number of males and females in the company) and (2) the employee records were more […]

policies and communicate those changes to the workforce in an expedited fashion. Prior to HRIS, employers would need to write the changes then print out new hard-copy manuals, but the advantage of HRIS is that they can be uploaded electronically […]