Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
Chapter 1: A Brief History and Overview of Technology in HR
Test Bank
Multiple Choice
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 the organization, the use of an HRIS is focused primarily on
structural realignment and strategic redirection. This an example of which of the
following 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. make computations and calculations used to review and document human resources
decisions and practices
c. are systems that recommend actions the user can take based on the information
provided
d. are 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. traditional
b. transactional
c. transformational
d. all of these
5. The change in focus of the HRM function as adding value to the organization’s
product or service took place during the ______ Era.
a. “the Cloud” and Mobile Technology
b. post–World War II
c. Cost-Effectiveness
d. Social Issues
6. 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 and software
7. 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
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
d. cannot be used to manipulate and analyze data
8. To compete in the marketplace, firms need to what resources to achieve, profit, and
survive?
a. technology, human, and inventory
b. physical, human, and technology
c. financial, technology, and inventory
d. physical, organizational, and human
9. The effective management of human resources in a firm to gain a competitive
advantage in the marketplace 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
10. The activities during the pre–World War II era included all the following EXCEPT for
this:
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
11. The historical era in which employees started forming trade unions was ______.
a. Pre–World War II Era
b. Post–World War II Era
c. Social Issues Era
d. Cost-Effectiveness Era
12. 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%
13. An HRIS that supports regular and ongoing decisions is called a(n) ______.
a. transactional system
b. management information system
c. executive information system
d. transformational system
1. Entering employee payroll information is an example of an HR transactional activity.
2. Recruiting new employees from the external labor market is an example of an HR
transactional activity.
3. The recruitment and training functions of an HR department are traditional activities.
4. The continual interaction between HRIS and the HR program evaluation results is the
main factor in the use of the HR workforce scorecard.
5. Management information systems (MIS) refer to structured information flows of
business functions to aid managers in performing traditional activities.
6. The system used to acquire, store, manipulate, analyze, retrieve, and distribute
information regarding an organization’s human resources is call the enterprise resource
planning system (ERPS).
7. Advances in technology have enabled HRIS to expand their functionality and breadth
in the support of human resource management.
8. HR activities or programs that increase the strategic importance and visibility of the
HR function in the firm are referred to as transformational activities.
9. Time and motion studies influenced the scientific management philosophy of
managing employees.
10. Business process reengineering and the creation of the HR or Workforce Scorecard
was characteristic of the Technological Advancement Era.
11. Organizations became more aware that there was not one best way to strategically
deploy HR resources. Thus, researchers increasingly emphasize the best-practice
approach to strategic HRM as opposed to the best-fit approach.
12. A focus on data, storage, processing, and flows at the operational level and efficient
transaction processing is referred to as a management information system (MIS).
13. While eHRM is a way of conducting HR, the HRIS is the technology through which
eHRM is enabled.
14. HRIS tends to be more focused on how HR functionality is delivered, and an eHRM
is more focused on the systems and technology underlying the design and acquisition of
systems supporting the move to an HRIS.
Essay
1. What are four important advantages to firms using an HRIS?
Ans:
2. What factors affect a firm’s ability to harness the potential of an HRIS?
Ans:
3. What are the main factors that led to the evolution of strategic HRM?
Ans:
4. What are the three types of HR activities? Define them with examples.
5. What is the desired effect of the implementation of an HRIS on the three types of HR
activities?
6. Describe the distinction between eHRM and HRIS.
7. The data centrality of the HRIS is pictured in Figure 1.3 on page 19 in the textbook.
There are several aspects of this model that are critical. Discuss one, and provide an
example.
8. As the HR director, you were given the task of providing awards to all employees with
10, 20, and 30 years of service to the organization. However, your company has 25,000
employees globally. Explain how an HRIS can assist you in completing this task.