TEST BANK
Human Resource Information Systems: Basics, Applications and Future Directions
Richard D Johnson
5th Edition
PR
O
FD
O
C
,Table of Contents
1. Chapter 1: The Evolution of HRM and HRIS
2. Chapter 2: Systems Considerations in the Design of an HRIS
3. Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis
4. Chapter 4: System Design and Acquisition
5. Chapter 5: Change Management and System Implementation
6. Chapter 6: Cost-Justifying HRIS Investments
7. Chapter 7: HR Administration and HRIS
8. Chapter 8: Talent Management and HR Planning
9. Chapter 9: Recruitment and Selection in an Internet Context
PR
10.Chapter 10: Training and Development
11.Chapter 11: Rewarding Employees and HRIS
12.Chapter 12: Strategic Considerations in HRIS
13.Chapter 13: HRIS and International HRM
O
14.Chapter 14: HR Metrics and Workforce Analytics
15.Chapter 15: HRIS Privacy and Security
FD
16.Chapter 16: The Role of Social Media in HR
17.Chapter 17: The Future of HRIS
O
C
,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
PR
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
O
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
FD
following tasks or activities?
A. transactional
B. benchmarking
C. transformational
D. reengineering
Ans: C
O
Learning Objective: 1-1: Describe three types of HR activities.
Cognitive Domain: Knowledge
Answer Location: HR Activities
C
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.
PR
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
O
era.
A. ―the Cloud‖ and Mobile Technology
B. post–World War II
FD
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
O
Answer Location: Social Issues Era (1963–1980)
Difficulty Level: Medium
AACSB Standard: Application of knowledge
C
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
Human Resource Information Systems: Basics, Applications and Future Directions
Richard D Johnson
5th Edition
PR
O
FD
O
C
,Table of Contents
1. Chapter 1: The Evolution of HRM and HRIS
2. Chapter 2: Systems Considerations in the Design of an HRIS
3. Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis
4. Chapter 4: System Design and Acquisition
5. Chapter 5: Change Management and System Implementation
6. Chapter 6: Cost-Justifying HRIS Investments
7. Chapter 7: HR Administration and HRIS
8. Chapter 8: Talent Management and HR Planning
9. Chapter 9: Recruitment and Selection in an Internet Context
PR
10.Chapter 10: Training and Development
11.Chapter 11: Rewarding Employees and HRIS
12.Chapter 12: Strategic Considerations in HRIS
13.Chapter 13: HRIS and International HRM
O
14.Chapter 14: HR Metrics and Workforce Analytics
15.Chapter 15: HRIS Privacy and Security
FD
16.Chapter 16: The Role of Social Media in HR
17.Chapter 17: The Future of HRIS
O
C
,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
PR
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
O
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
FD
following tasks or activities?
A. transactional
B. benchmarking
C. transformational
D. reengineering
Ans: C
O
Learning Objective: 1-1: Describe three types of HR activities.
Cognitive Domain: Knowledge
Answer Location: HR Activities
C
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.
PR
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
O
era.
A. ―the Cloud‖ and Mobile Technology
B. post–World War II
FD
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
O
Answer Location: Social Issues Era (1963–1980)
Difficulty Level: Medium
AACSB Standard: Application of knowledge
C
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
