TEST BANK for Human Resource Information
Systems: Basics, Applications, and Future
Directions, 5th Edition by Richard D. Johnson,
Michael J. Kavanagh
COMPLETE CHAPTERS 1-17| EXAM VERIFIED
QUESTIONS & ANSWERS
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, TABLE OF CONTENTS
Part I: Human Resource Information Systems (HRIS)
Chapter 1: The Evolution of HRM and HRIS
Chapter 2: Systems Considerations in the Design of an HRIS
Part II: Managing HRIS Implementations
Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis
Chapter 4: System Design and Acquisition
Chapter 5: Change Management and System Implementation
Chapter 6: Cost-Justifying HRIS Investments
Part III: Human Resource Information Systems Applications
Chapter 7: HR Administration and HRIS
Chapter 8: Talent Management and HR Planning
Chapter 9: Recruitment and Selection in an Internet Context
Chapter 10: Training and Development
Chapter 11: Rewarding Employees and HRIS
Chapter 12: Strategic Considerations in HRIS
Part IV: Advanced HRIS Applications and Future Trends
Chapter 13: HRIS and International HRM
Chapter 14: HR Metrics and Workforce Analytics
Chapter 15: HRIS Privacy and Security
Chapter 16: The Role of Social Media in HR
Chapter 17: The Future of HRIS
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, Chapter 1: The Evolution of HRM and HRIS
1. Multiple Choice 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 CORRECT ANSWER: 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. reengineerin g CORRECT ANSWER: 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
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C. increased recruitment costs
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, D. reduced quality of decision making CORRECT ANSWER: 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 CORRECT ANSWER:
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 CORRECT ANSWER: 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
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Systems: Basics, Applications, and Future
Directions, 5th Edition by Richard D. Johnson,
Michael J. Kavanagh
COMPLETE CHAPTERS 1-17| EXAM VERIFIED
QUESTIONS & ANSWERS
Ar
ch
Do
1
c
, TABLE OF CONTENTS
Part I: Human Resource Information Systems (HRIS)
Chapter 1: The Evolution of HRM and HRIS
Chapter 2: Systems Considerations in the Design of an HRIS
Part II: Managing HRIS Implementations
Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis
Chapter 4: System Design and Acquisition
Chapter 5: Change Management and System Implementation
Chapter 6: Cost-Justifying HRIS Investments
Part III: Human Resource Information Systems Applications
Chapter 7: HR Administration and HRIS
Chapter 8: Talent Management and HR Planning
Chapter 9: Recruitment and Selection in an Internet Context
Chapter 10: Training and Development
Chapter 11: Rewarding Employees and HRIS
Chapter 12: Strategic Considerations in HRIS
Part IV: Advanced HRIS Applications and Future Trends
Chapter 13: HRIS and International HRM
Chapter 14: HR Metrics and Workforce Analytics
Chapter 15: HRIS Privacy and Security
Chapter 16: The Role of Social Media in HR
Chapter 17: The Future of HRIS
Ar
ch
Do
2
c
, Chapter 1: The Evolution of HRM and HRIS
1. Multiple Choice 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 CORRECT ANSWER: 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. reengineerin g CORRECT ANSWER: 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
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C. increased recruitment costs
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, D. reduced quality of decision making CORRECT ANSWER: 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 CORRECT ANSWER:
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 CORRECT ANSWER: 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
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ch
Do
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