Human Resources Chapter 1 Homework During The Technological Advancement Era The Increased Use Of technology Changed The Focus

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Johnson, Human Resource Information Systems, 5e

SAGE Publishing, 2021

Answers to Questions in the Text

Chapter 1: The Evolution of HRM and HRIS

1. What are the factors that changed the primary role of HRM from a caretaker of

records to a strategic partner?

The major factors were as follows:

• The mobilization and utilization of labor during World War II had a great

impact on the development of the personnel function. Managers realized that

employee productivity and motivation had a significant impact on the

profitability of the firm. The human relations movement after the war

emphasized that employees were motivated not just by money but also by

social and psychological factors such as recognition of work achievements and

work norms.

• During the Social Issues era, there was an increasing need to be in compliance

with numerous pieces of employee protection legislation or suffer significant

monetary penalties. This made senior managers aware of the importance of the

HRM function. In other words, effective and correct practices in HRM were

starting to affect the “bottom line” of the firms, so there was a significant

growth of HR departments.

Johnson, Human Resource Information Systems, 5e

SAGE Publishing, 2021

2. Describe the historical evolution of HRM and HRIS in terms of the changing role of

HRM and the influence of computer technology on HRM.

• The role of HRM in the firm has changed over time from primarily being

concerned with routine transactional and traditional HR activities to dealing

with complex transformational ones. Transactional activities are the routine

bookkeeping tasks—for example, changing an employee’s home address or

health care provider. Traditional HR activities are focused on HR programs like

selection, compensation, and performance appraisal. However, transformational

HR activities are those actions of an organization that “add value” to the

consumption of the firm’s product or service. Transformational activities

increase the strategic importance and visibility of the HR function in the firm.

• The historical evolution of HRM can be classified in terms of five broad phases

of the historical development of industry in the United States. These phases are

Pre–World War II, Post–World War II, Social Issues, Cost-Effectiveness, and

Technological Advancement Era.

Johnson, Human Resource Information Systems, 5e

SAGE Publishing, 2021

recognition of people and people management in contemporary organizations,

strategic human resource management (strategic HRM) has become critically

important in management thinking and practice. Technology is key to the

implementation of strategic HRM.

3. What is required for the effective management of human resources in a firm to gain

a competitive advantage in the marketplace?

• The effective management of human resources in a firm to gain a competitive

advantage in the marketplace requires timely and accurate information on

been greatly enhanced through the creation of HRIS.

4. Describe the emergence of strategic human resources management (strategic HRM)

and the influence of computer technology. What are some of the approaches used in

HRM to facilitate the use of strategic HRM in a firm’s business strategy?

• The development of HRIS helped enable HRM to become a strategic partner in

organizations, which then led to the emergence of strategic HRM. While

technology is key to the implementation of strategic HRM, strategy is not

5. How does technology help deliver transactional, traditional, and transformational

HR activities more efficiently and effectively?

One of the major advantages of the design, development, and implementation

of an HRIS is to reduce the amount of time the HR staff have to spend on

Johnson, Human Resource Information Systems, 5e

SAGE Publishing, 2021

6. Justify the need for an HRIS.

There are several advantages to firms in using HRIS. They include the following:

• Providing a comprehensive information picture as a single, comprehensive

database; this enables organizations to provide structural connectivity across

units and activities and increase the speed of information transactions

• Increasing competitiveness by improving HR operations and improving

management processes

7. Describe and differentiate the major types of information systems.

Listed below are examples of the types of information systems and the types of

information they provide.

Transaction Processing System

• Improved transaction speed and accuracy

• Improved efficiency in the processing of daily business transactions

Johnson, Human Resource Information Systems, 5e

SAGE Publishing, 2021

• Provides key data to managers

• Supports regular and ongoing decisions

• Provides defined and ad hoc reporting

Executive Information System

• Provides aggregate, high-level data

• Helps managers with long-range planning

• Supports strategic direction and decisions

Decision Support System

• Interactive and iterative managerial decision making

• Supports forecasting and “what–if” analysis

• Supports business simulations

Expert System

• Embeds human knowledge into information systems

• Automates decisions with technology

Johnson, Human Resource Information Systems, 5e

SAGE Publishing, 2021