100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
logo-home
Previously searched by you
Previously searched by you
logo
Test Bank for Human Resource Information Systems Basics, Applications, and Future Directions 5th Edition Johnson $9.49
Add to cart
Quickly navigate to
Preview
  2.  
  3. Human Resource Information Systems
  4.  
  5. Human Resource Information Systems

Exam (elaborations)

Test Bank for Human Resource Information Systems Basics, Applications, and Future Directions 5th Edition Johnson
 0 purchase
  • Course
  • Human Resource Information Systems
  • Institution
  • Human Resource Information Systems

Test Bank for Human Resource Information Systems Basics, Applications, and Future Directions 5th Edition Johnson

Preview 4 out of 154  pages

Document information

  • April 10, 2024
  • 154
  • 2023/2024
  • Exam (elaborations)
  • Questions & answers

Subjects

  • test bank for human
  • test bank for human
  • test bank for human resource information systems
  • test bank for human resource information
  • test bank for human resource
  • test bank for human resource
  • t

Written for

  • Human Resource Information Systems
All documents for this subject (29)

Seller

avatar-seller
a_plus_work

Reviews received

Content preview

Test Bank for
Human Resource Information Systems Basics, Applications, and Future Directions 5th
Edition Johnson
Chapter 1-17


Chapter 1: The Evolution of HRM and HRIS
Test Bank

Multiple Choice

1. The alignment of the HRM function with organizational goals to contribute to
competitive advantage 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
Ans: B
Learning Objective: 1-5: Describe the historical evolution of HRM, including the
changing role of the human resources (HR) professional.
Cognitive Domain: Comprehension
Answer Location: ERPs and Strategic HRM (1990 to 2010)
Difficulty Level: Medium
AACSB Standard: Application of knowledge

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. reengineering
Ans: C
Learning Objective: 1-1: Describe three types of HR activities.
Cognitive Domain: Knowledge
Answer Location: HR Activities
Difficulty Level: Easy
AACSB Standard: Application of knowledge

3. Which of the following is a risk of an HRIS?
A. employee stress and resistance
B. increased training costs
C. increased recruitment costs

,D. reduced quality of decision making
Ans: A
Learning Objective: 1-4: Explain the value and risks associated with the use of a HRIS.
Cognitive Domain: Comprehension
Answer Location: The Value and Risks of HRIS
Difficulty Level: Medium
AACSB Standard: Application of knowledge

4. One of the major purposes of the implementation of an HRIS is to allow HR
employees to spend less time on ______.
A. traditional activities
B. transactional activities
C. transformational activities
D. theoretical activities
Ans: B
Learning Objective: 1-1: Describe three types of HR activities.
Cognitive Domain: Knowledge
Answer Location: HR Activities
Difficulty Level: Medium
AACSB Standard: Application of knowledge

5. The birth of the field of human resource management took place during the ______
era.
A. ―the Cloud‖ and Mobile Technology
B. post–World War II
C. Cost-Effectiveness
D. Social Issues
Ans: D
Learning Objective: 1-5: Describe the historical evolution of HRM, including the
changing role of the human resources (HR) professional.
Cognitive Domain: Comprehension
Answer Location: Social Issues Era (1963–1980)
Difficulty Level: Medium
AACSB Standard: Application of knowledge

6. When do an individual’s first experiences with an employer’s HRIS occur?
A. when they are hired
B. when they are fired
C. when they consider working for a firm
D. on the first anniversary of their hiring
Ans: C
Learning Objective: 1-2: Explain the purpose and nature of an HRIS.
Cognitive Domain: Comprehension
Answer Location: What Is an HRIS?
Difficulty Level: Medium
AACSB Standard: Application of knowledge

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
D. cannot be used to manipulate and analyze data
Ans: C
Learning Objective: 1-2: Explain the purpose and nature of an HRIS.
Cognitive Domain: Comprehension
Answer Location: What Is an HRIS?
Difficulty Level: Medium
AACSB Standard: Application of knowledge

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
Ans: D
Learning Objective: 1-2: Explain the purpose and nature of an HRIS.
Cognitive Domain: Comprehension
Answer Location: Introduction
Difficulty Level: Medium
AACSB Standard: Application of knowledge

9. What does eHRM stand for?
A. electronic human resource management
B. efficient human resource management
C. educational human resource management
D. esoteric human resource management
Ans: A
Learning Objective: 1-3: Describe the differences between eHRM and HRIS.
Cognitive Domain: Comprehension
Answer Location: eHRM and HRIS
Difficulty Level: Easy
AACSB Standard: Application of knowledge

10. The activities during the pre–World War II era included all the following EXCEPT for
______.
A. record keeping of employee information
B. an unprecedented increase in the amount of labor legislation
C. scientific management was the prevailing philosophy
D. very few government influences in employment relations
Ans: B
Learning Objective: 1-5: Describe the historical evolution of HRM, including the
changing role of the human resources (HR) professional.
Cognitive Domain: Comprehension
Answer Location: Pre–World War II
Difficulty Level: Hard
AACSB Standard: Application of knowledge

, 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
Ans: B
Learning Objective: 1-5: Describe the historical evolution of HRM, including the
changing role of the human resources (HR) professional.
Cognitive Domain: Comprehension
Answer Location: Post–World War II (1945–1960)
Difficulty Level: Medium
AACSB Standard: Application of knowledge

12. It has been estimated that most HR departments spend approximately ______ on
transformational activities.
A. 15%–30%
B. 5%–15%
C. 65%–75%
D. 50%–65%
Ans: B
Learning Objective: 1-1: Describe three types of HR activities.
Cognitive Domain: Knowledge
Answer Location: HR Activities
Difficulty Level: Medium
AACSB Standard: Application of knowledge

13. A company that led the ERP market in the late 1990s was ______.
A. Apple
B. SAP
C. Tesla
D. Toshiba
Ans: B
Learning Objective: 1-6: Discuss the evolution of the technology of HRIS.
Cognitive Domain: Knowledge
Answer Location: ERPs and Strategic HRM (1990 to 2010)
Difficulty Level: Medium
AACSB Standard: Application of knowledge


True/False

1. Entering employee payroll information is an example of an HR transactional activity.
Ans: T
Learning Objective: 1-1: Describe three types of HR activities.
Cognitive Domain: Knowledge
Answer Location: HR Activities
Difficulty Level: Easy
AACSB Standard: Application of knowledge

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller a_plus_work. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for $9.49. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

69052 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 15 years now

Start selling

Recently viewed by you

Summary ·

(0)

Les 11: Psychodynamische concepten en menopauze

$9.49
  • (0)
Add to cart
Added