HRM 200 Test 1 Questions and Answers
What is HRIS? - Answer-Human Resources
Information System: integrated system used to gather, store, and analyze information regarding an organization's human resources
What is the strategic importance of HRIS? - Answer-Recruitment and applicant tracking...
HRM 200 Test 1 Questions
and Answers
What is HRIS? - Answer-Human Resources
Information System: integrated system used to gather, store, and analyze information
regarding an organization's human resources
What is the strategic importance of HRIS? - Answer-Recruitment and applicant tracking
Time and attendance
Payroll interface
How can we use HRIS? - Answer-Create and maintain employee records
Forecasting and planning HR requirements
Talent management/knowledge management
What are the stages for selecting and implementing HRIS? - Answer-(1) Adoption—
Determining the Need: needs analysis based on background and considerations
(2) Implementation: privacy and security considerations
(3) Integration: train and get users confortable
What are the uses of self-service? - Answer-Employee Self-Service: enables employees
to access and manage personal information directly
Management Self-Service: enables managers to access a range of information about
themselves and about employees
What is job design? What must you consider? - Answer-The process of systematically
organizing work into tasks required to perform a job
What is a job? - Answer-A group of related activities/duties for one or more employees
What is a position? - Answer-A collection of tasks/responsibilities performed by one
person
, What is job analysis? - Answer-Procedure for determining tasks, duties and
responsibilities of each job and the human attributes (knowledge, skills, abilities)
required to perform it
What are the Qualitative methods for collecting job data? - Answer-(1) Interviews
(individual, group, supervisory)
(2) Questionnaires
(3) Observation
(4) Participant Diary/Log
What are the Quantitative methods for collecting job data? - Answer-(1) Position
Analysis Questionnaire: a questionnaire used to collect quantifiable data concerning the
duties and responsibilities of various jobs.
(2) Functional Job Analysis: a quantitative method for classifying jobs based on types
and amounts of responsibility for data, people, and things.
(3)The National Occupational Classification: a reference tool for writing job descriptions
and job specifications.
What is the difference between a job description and a job specification? - Answer-Job
Description
a list of the accountabilities, responsibilities, reporting relationships, and working
conditions of a job.
Job Specification
a list of the "human requirements," that is, the requisite knowledge, skills, and abilities,
needed to perform the job
What is HRP? Why is it important? - Answer-Human Resources Planning:
the process of forecasting future human resources requirements to ensure that the
organization will have the required number of employees with the necessary skills to
meet its strategic objectives shortages/surpluses
This is basic supply and demand (jobs vs people)
What are the steps in creating a HRP? - Answer-(1) Forecasting demand for labor(how
many people want to work for us)
(2) Analyzing the labor supply (how many jobs we have)
(3) Planning and implementing HR programs to balance supply and demand
What quantitative methods are used to forecast future HR needs (demand)? - Answer-
Quantitative Approaches:
Trend analysis: review past employment levels
Ratio analysis: ratio of business activity and number of employees needed
Scatter plot: used to determine whether two factors are related
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