TEST BANK
Human Resource Information Systems: Basics, Applications, and Future
Directions Sixth Edition
by Richard D Johnson, Kevin D. Carlson
LU
XE
LI
BR
AR
Y
, Table of content
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
LU
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
XE
Chapter 8 • Talent Management and HR Planning
Chapter 9 • Recruitment and Selection in an Internet Context
Chapter 10 • Training and Development
LI
Chapter 11 • Rewarding Employees and HRIS
Chapter 12 • Strategic Considerations in HRIS
Part IV • Advanced HRIS Applications and Future Trends
BR
Chapter 13 • HRIS and International HRM
Chapter 14 • HR Metrics and Workforce Analytics
Chapter 15 • HRIS Privacy and Security
AR
Chapter 16 • The Role of Social Media in HR
Chapter 17 • The Future of HRIS
Y
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems: The
Role of Information Technology
Multiple Choice Questions
1. The alignment of the HRM function with organizational goals is referred to as:
A. an HR balanced scorecard
*B. Strategic human resources management (Strategic HRM)
C. concreteness or congruence
LU
D. Human Resources program evaluation
2. To add value to HRM, the use of an HRIS is focused primarily on increasing which of the following kind
of tasks or activities?
A. transactional
XE
B. benchmarking
*C. transformational
D. re-engineering
3. Decision support systems:
*A. enable users to develop “what if” scenarios.
B. computations and calculations used to review and document human resources decisions and
LI
practices.
C. systems that recommend actions the user can take based on the information provided.
D. the set of topics on which the human resource information system collects and maintains
information.
BR
4. To improve the effectiveness of the HR function, activities that can be handled through
computerization are:
A. strategic planning
B. transactional
C. transformational
AR
D. all of the above
5. In the systems model of organizational functioning in the book, the general factor that can cause
changes for all the other factors of the total system is:
A. the HR strategy of other firms in the market place
B. the amount and sophistication of HRIS technology
Y
C. the strategic management system
*D. the national culture where the organization operates
6. The systems model of organizational functioning indicates that the strategy of the firm, the HR
strategy, and HR programs:
*A. should be in alignment with each other
B. should impact only on HR metrics
C. should drive the competition for resources
D. should define proper HRIS development & use
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
7. The change in focus of the HRM function as adding value to the organization’s product or service is
characteristic of the era.
A. computerization
B. post-war
*C. cost-effectiveness
D. social issues
8. A key benefit of any HRIS is:
LU
A. the number of software applications in the system
B. comprehensive reports on employees’ health status
*C. the generation of reports
D. up-to-date technical hardware & software
9. According to the book, an HRIS:
XE
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
10. The resources that are available to organizations to compete in the market place are:
A. Technology, human, inventory
LI
B. Physical, human, technology
C. Financial, technology, inventory
*D. Financial, physical, and human
BR
11. The effective management of human resources in a firm to gain a competitive advantage in the
market place requires:
*A. timely and accurate information on current employees
B. a vice-president representing the HR function
C. the use of Decision Support Systems (DSS)
D. outsourcing of transaction HR activities
AR
12. The activities during the pre-World War II era included all the following except for:
A. record keeping of employee information
*B. the growth of trade unions
C. “scientific management” was the prevailing philosophy
D. very few government influences in employment relations
Y
13. The historical era in which employees started forming trade unions was:
A. Pre-World War II era
*B. Post-World War II ear
C. Social Issues era
D. Cost-effectiveness era
14. It has been estimated that most HR departments spend approximately on
transactional activities.
A. 15% to 30%
Human Resource Information Systems: Basics, Applications, and Future
Directions Sixth Edition
by Richard D Johnson, Kevin D. Carlson
LU
XE
LI
BR
AR
Y
, Table of content
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
LU
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
XE
Chapter 8 • Talent Management and HR Planning
Chapter 9 • Recruitment and Selection in an Internet Context
Chapter 10 • Training and Development
LI
Chapter 11 • Rewarding Employees and HRIS
Chapter 12 • Strategic Considerations in HRIS
Part IV • Advanced HRIS Applications and Future Trends
BR
Chapter 13 • HRIS and International HRM
Chapter 14 • HR Metrics and Workforce Analytics
Chapter 15 • HRIS Privacy and Security
AR
Chapter 16 • The Role of Social Media in HR
Chapter 17 • The Future of HRIS
Y
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems: The
Role of Information Technology
Multiple Choice Questions
1. The alignment of the HRM function with organizational goals is referred to as:
A. an HR balanced scorecard
*B. Strategic human resources management (Strategic HRM)
C. concreteness or congruence
LU
D. Human Resources program evaluation
2. To add value to HRM, the use of an HRIS is focused primarily on increasing which of the following kind
of tasks or activities?
A. transactional
XE
B. benchmarking
*C. transformational
D. re-engineering
3. Decision support systems:
*A. enable users to develop “what if” scenarios.
B. computations and calculations used to review and document human resources decisions and
LI
practices.
C. systems that recommend actions the user can take based on the information provided.
D. the set of topics on which the human resource information system collects and maintains
information.
BR
4. To improve the effectiveness of the HR function, activities that can be handled through
computerization are:
A. strategic planning
B. transactional
C. transformational
AR
D. all of the above
5. In the systems model of organizational functioning in the book, the general factor that can cause
changes for all the other factors of the total system is:
A. the HR strategy of other firms in the market place
B. the amount and sophistication of HRIS technology
Y
C. the strategic management system
*D. the national culture where the organization operates
6. The systems model of organizational functioning indicates that the strategy of the firm, the HR
strategy, and HR programs:
*A. should be in alignment with each other
B. should impact only on HR metrics
C. should drive the competition for resources
D. should define proper HRIS development & use
, Human Resource Information Systems: Basics, Applications, and Future Directions, 6e
by Michael J. Kavanagh and Richard D. Johnson
7. The change in focus of the HRM function as adding value to the organization’s product or service is
characteristic of the era.
A. computerization
B. post-war
*C. cost-effectiveness
D. social issues
8. A key benefit of any HRIS is:
LU
A. the number of software applications in the system
B. comprehensive reports on employees’ health status
*C. the generation of reports
D. up-to-date technical hardware & software
9. According to the book, an HRIS:
XE
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
10. The resources that are available to organizations to compete in the market place are:
A. Technology, human, inventory
LI
B. Physical, human, technology
C. Financial, technology, inventory
*D. Financial, physical, and human
BR
11. The effective management of human resources in a firm to gain a competitive advantage in the
market place requires:
*A. timely and accurate information on current employees
B. a vice-president representing the HR function
C. the use of Decision Support Systems (DSS)
D. outsourcing of transaction HR activities
AR
12. The activities during the pre-World War II era included all the following except for:
A. record keeping of employee information
*B. the growth of trade unions
C. “scientific management” was the prevailing philosophy
D. very few government influences in employment relations
Y
13. The historical era in which employees started forming trade unions was:
A. Pre-World War II era
*B. Post-World War II ear
C. Social Issues era
D. Cost-effectiveness era
14. It has been estimated that most HR departments spend approximately on
transactional activities.
A. 15% to 30%
