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

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

2. Recruiting new employees from the external labor market is an example of an HR transactional activity.

Ans: F 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. The recruitment and training functions of an HR department are traditional activities.

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 4. The mobilization of labor during World War II was the main factor leading to the development of the HR balanced scorecard.

Ans: F Learning Objective: 1-2: Explain the purpose and nature of an HRIS. Cognitive Domain: Comprehension Answer Location: ERPs and Strategic HRM (1990 to 2010) Difficulty Level: Medium AACSB Standard: Application of knowledge 5. HR has been slower than other business functions in adopting computer technology.

Ans: T 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. The system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization’s human resources is called the traditional information system.

Ans: F Learning Objective: 1-1: Describe three types of HR activities.

Cognitive Domain: Comprehension Answer Location: What Is an HRIS? Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Advances in technology have enabled HRIS to expand their functionality and breadth in the support of human resource management.

Ans: T 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. HR activities or programs that increase the strategic importance and visibility of the HR function in the firm are referred to as transformational activities.

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 9. Time and motion studies influenced the scientific management philosophy of managing employees.

Ans: T 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: Medium AACSB Standard: Application of knowledge 10. Business process reengineering and the creation of the HR scorecard was characteristic of the Cost-Effectiveness era.

Ans: F 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 (1990–2010) Difficulty Level: Medium AACSB Standard: Application of knowledge 11. Because there is not one best way to strategically deploy HR resources, researchers increasingly emphasize the best-practice approach to strategic HRM as opposed to the best-fit approach.

Ans: F 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 (1990–2010) Difficulty Level: Medium AACSB Standard: Application of knowledge 12. In recent years, cloud-based HR systems have become less popular.

Ans: F Learning Objective: 1-1: Describe three types of HR activities.

Cognitive Domain: Comprehension

Answer Location: ―The Cloud‖ and Mobile Technologies (2010—present) Difficulty Level: Easy AACSB Standard: Application of knowledge 13. While eHRM is a way of conducting HR, the HRIS is the technology through which eHRM is enabled.

Ans: T Learning Objective: 1-3: Describe the differences between eHRM and HRIS. Cognitive Domain: Analysis Answer Location: eHRM and HRIS Difficulty Level: Medium AACSB Standard: Application of knowledge 14. One of the advantages of using a HRIS is management by computer and substitution of technology for human judgment.

Ans: F Learning Objective: 1-4: Explain the value and risks associated with the use of a HRIS. Cognitive Domain: Analysis Answer Location: The Value and Risks of HRIS Difficulty Level: Medium AACSB Standard: Application of knowledge Essay 1. What are four important advantages to firms using an HRIS? Ans: 1. Providing a comprehensive information picture as a single, comprehensive database; this enables organizations to provide structural connectivity across units and activities and increase the speed of information transactions.

2. Increasing competitiveness by improving HR operations and improving management processes.

3. Collecting appropriate data and converting them to information and knowledge for improved timeliness and quality of decision making.

4. Producing a greater number and variety of accurate and real-time HR-related reports.

5. Streamlining and enhancing the efficiency and effectiveness of HR administrative functions.

6. Shifting the focus of HR from the processing of transactions to strategic HRM. 7. Reengineering HR processes and functions.

8. Improving employee satisfaction by delivering HR services more quickly and accurately to them.

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 2. What factors affect a firm’s ability to harness the potential of an HRIS? Ans:

1. The size of the organization, with large firms generally reaping greater benefits.

2. The amount of top-management support and commitment.

3. The availability of resources (time, money, and personnel).

4. The HR philosophy of the company as well as its vision, organizational culture, structure, and systems.

5. Managerial competence in cross-functional decision making, employee involvement, and coaching.

6. The ability and motivation of employees in adopting change, such as increased automation across and between functions.

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 3. What are the main factors that led to the evolution of strategic HRM? Ans: 1. Contingency perspective and fit.

2. Resource-based view of the firm and social capital.

3. HR system components and structure.

4. Business process reengineering.

5. Added evidence on the ROI of the HR function.

6. Measuring the outcomes of SHRM (e.g., balanced scorecard approach).

7. The transformation of technology supporting HR. 8. Adoption and use of HR metrics.

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 (1990–2010) Difficulty Level: Medium AACSB Standard: Application of knowledge 4. What are the three types of HR activities? Define them with examples.

Ans: Transactional activities involve day-to-day transactions that have to deal mostly with record keeping--for example, entering payroll information, employee status changes, and the administration of employee benefits. Traditional activities involve HR programs such as planning, recruiting, selection, training, compensation, and performance management. These activities can have strategic value for the organization if their results or outcomes are consistent with the strategic goals of the organization. Transformational activities are those activities that add value to the organization--for example, cultural or organizational change, structural realignment, strategic redirection, and increasing innovation.

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

5. What is the desired effect of the implementation of an HRIS on the three types of HR activities?

Ans: One of the major advantages of the design, development, and implementation of an HRIS is to reduce the amount of time the HR staff have to spend on transactional activities, allowing the staff to spend more time on traditional and transformational activities.

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 6. Describe the distinction between eHRM and HRIS. Ans: eHRM reflects a philosophy for the delivery of HR, using information technology, particularly the web, as the central component of delivering efficient and effective HR services. Conversely, as conceptualized in this book, an HRIS is the technology and processes underlying this new way of conducting human resource management.

Another way of looking at the differences between eHRM and HRIS is that eHRM tends to be more application and/or HR function focused (e.g., e-recruitment and e-training), and an HRIS is more focused on the systems and technology underlying the design and acquisition of systems supporting the move to eHRM. Learning Objective: 1-3: Describe the differences between eHRM and HRIS. Cognitive Domain: Analysis Answer Location: eHRM and HRIS Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Why is there not one best way to strategically deploy HR resources for every organization throughout the world?

Ans: Because companies have different human resources environments and organizational environments and they operate in countries with different labor laws.

Also, companies differ in size, availability of resources, HR philosophy, vision, organizational culture, structure, systems, and managerial competence.

Learning objective: 1-8: Understand how HRM and HRIS fit within a comprehensive model of organizational functioning in global business environments.

Cognitive domain: Comprehension Answer location: The Value and Risks of HRIS | HRIS Within the Broader Organization and Environment Difficulty Level: Medium AACSB standard: Application of Knowledge 8. As the HR director, you were given the task of providing awards to all employees with 10, 20, and 30 years of service to the organization. However, your company has 25,000 employees globally. Explain how an HRIS can assist you in completing this task.

Ans: Varies. Student responses should include how, in the past, this task would have required the HR director to manually review paper files for each employee to retrieve their start date with the organization. However, an HRIS with accurate information for all locations can allow the HR director to quickly run a report containing this information.

Potential challenges may include the need to run reports in multiple systems if the

systems vary for each location or region, but even this would be quicker than reviewing 25,000 paper files.

Learning Objective: 1-7: Discuss how the data from an HRIS can assist organizational decision making.

Cognitive Domain: Comprehension Answer Location: What Is an HRIS? Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 2: Systems Considerations in the Design of an HRIS Test Bank Multiple Choice 1. In HRIS, the term ―dinosaurs‖ refers to ______.

A. mainframe computers B. client-server architecture C. cloud computing D. paper-based HR systems Ans: A Learning Objective: 2-2: Discuss the differences between the five general hardware architectures that are presented, from ―dinosaur‖ to ―cloud computing‖ to ―bring your own device.‖ Cognitive Domain: Knowledge Answer Location: Introduction Difficulty Level: Easy AACSB Standard: Application of knowledge 2. HRIS users are ______.

A. employees only B. nonemployees only C. employees and nonemployees D. none of these Ans: C Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: HRIS Customers/Users: Data Importance Difficulty Level: Medium AACSB Standard: Application of knowledge 3. The ______ is perhaps the most demanding user of the HRIS. A. clerical employee B. manager

C. technical expert D. analyst or power user Ans: D Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Analysts (Power Users) Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Which of the following is a part of N-tier architecture but not of three-tier architecture?

A. web browser B. user interface C. database server D. application server Ans: A Learning Objective: 2-2: Discuss the differences between the five general hardware architectures that are presented, from ―dinosaur‖ to ―cloud computing‖ to ―bring your own device.‖ Cognitive Domain: Comprehension Answer Location: Three-Tier and N-Tier Architecture Difficulty Level: Medium AACSB Standard: Application of knowledge 5. A user-friendly and easy to navigate website that clearly communicates the benefits of being a member of the organization will be particularly useful for ______.

A. power users B. technical experts C. strategic partners D. job seekers Ans: D Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Job Seekers Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Two of the different data categories for an HRIS database are ______.

A. information about people and information about the organization B. information about people and information about the competitive environment C. information about the organization and information about the competitive environment D. information about people and information about market trends Ans: A Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Important Data

Difficulty Level: Medium AACSB Standard: Application of knowledge 7. An important feature of ―cloud‖ architecture is that cloud computing ______.

A. delivers functionality over the internet, anytime, any place B. requires no software installation by an organization C. places the responsibility for upgrades on the delivering vendor D. all of these Ans: D Learning Objective: 2-2: Discuss the differences between the five general hardware architectures that are presented, from ―dinosaur‖ to ―cloud computing‖ to ―bring your own device.‖ Cognitive Domain: Comprehension Answer Location: Cloud Computing—Back to the Future?

Difficulty Level: Medium AACSB Standard: Application of knowledge 8. A good method to determine whether to customize your software’s architect or stay with the vanilla software version is to complete a ______.

A. competitive analysis B. cost-benefit analysis C. needs assessment D. version assessment Ans: B Learning Objective: 2-4: Discuss the ―best of breed‖ approach to HRIS acquisition and the various options available for each functional area of HR. Cognitive Domain: Comprehension Answer Location: Employee Benefits Difficulty Level: Medium AACSB Standard: Application of knowledge 9. To facilitate decision making on complex issues, the manager usually relies on the ______ to complete some type of analysis before making a decision.

A. systems analyst B. statistical software C. program evaluator D. analyst or power user Ans: D Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Managers Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Many HRIS products provide real-time reporting and even screen-based historical information about the employees and/or the functional unit that can provide the ______ with the information he or she needs to make important business decisions.

A. clerical employee

B. manager C. external consultant D. analyst/power user Ans: B Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Managers Difficulty Level: Medium AACSB Standard: Application of knowledge 11. The ______ must take what the technical staff provides and interpret that into language HR users understand so as to indicate how processes and activities might change.

A. manager B. HRIS expert C. external consultant D. analyst or power user Ans: B Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Technicians (HRIS Experts) Difficulty Level: Medium AACSB Standard: Application of knowledge True/False 1. Successful implementation is the central goal of every HRIS project, and it begins with a comprehensive design for the system.

Ans: T Learning Objective: 2-5: Develop an understanding of the general steps and factors that affect system implementation.

Cognitive Domain: Knowledge Answer Location: Introduction Difficulty Level: Easy AACSB Standard: Application of knowledge 2. The implementation process does not provide opportunities to reengineer and systematically improve nonsoftware processes to reflect best practices in HRM. Ans: F Learning Objective: 2-5: Develop an understanding of the general steps and factors that affect system implementation.

Cognitive Domain: Knowledge Answer Location: Introduction Difficulty Level: Easy AACSB Standard: Application of knowledge

3. The analyst is referred to as a power user because this person accesses more areas of the HRIS than almost any other user.

Ans: T Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Analysts (Power Users) Difficulty Level: Medium AACSB Standard: Application of knowledge 4. HRIS experts ensure that appropriate HR staff have all the access, information, and tools necessary to do their jobs.

Ans: T Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Technicians (HRIS Experts) Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Clerical employees rarely interact with the HRIS. Ans: F Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Clerical Employees Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Cloud service providers always keep sensitive corporate data in the same country as the client.

Ans: F Learning Objective: 2-3: Discuss, very generally, the main concepts of hardware and database security.

Cognitive Domain: Comprehension Answer Location: Security Challenges Difficulty Level: Medium AACSB Standard: Application of knowledge 7. BoB solutions reduce the complexity of the software architecture.

Ans: F Learning Objective: 2-4: Discuss the ―best of breed‖ approach to HRIS acquisition and the various options available for each functional area of HR. Cognitive Domain: Comprehension Answer Location: Employee Benefits Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Proper planning can guarantee successful system implementation.

Ans: F Learning Objective: 2-5: Develop an understanding of the general steps and factors that affect system implementation.

Cognitive Domain: Knowledge Answer Location: Planning for System Implementation Difficulty Level: Easy AACSB Standard: Application of knowledge 9. The technical expert is perhaps the most demanding user of the HRIS. Ans: F Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Analysts (Power Users) Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Employees may interface with the HRIS through a web portal.

Ans: T Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Organizational Employees Difficulty Level: Medium AACSB Standard: Application of knowledge 11. The HRIS expert must take what the technical staff provides and interpret that into language HR users understand so as to indicate how processes and activities might change.

Ans: T Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Technicians (HRIS Experts) Difficulty Level: Medium AACSB Standard: Application of knowledge 12. With cloud computing, organizations cannot customize the software to fully meet their needs.

Ans: T Learning Objective: 2-2: Discuss the differences between the five general hardware architectures that are presented, from ―dinosaur‖ to ―cloud computing‖ to ―bring your own device.‖ Cognitive Domain: Comprehension Answer Location: Cloud Computing—Back to the Future?

Difficulty Level: Medium AACSB Standard: Application of knowledge

Essay 1. In what ways would you expect a manager to use a HRIS system?

Ans: • Managers use the system to gain real-time access to accurate data that facilitate decision making with regard to their people (Miller, 1998).

• Managers use the HRIS data for performance management, recruiting and retention, team management, project management, and employee development (Fein, 2001).

• Managers use the HRIS for information necessary to help make decisions that will contribute to the achievement of the unit’s strategic goals and objectives (Hendrickson, 2003).

Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: Managers Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Discuss what is meant by cloud computing.

Ans: Cloud computing is a computing architecture that uses the internet and central remote servers to maintain data and applications. To achieve this, a ―server cloud,‖ or group of computers, is operated off-site, and hosted services are then delivered over the internet to the client organization. Cloud computing technology allows businesses to use applications without actually having to own the hardware and software. The underlying goal of cloud computing is to reduce software and equipment capital outlays.

Cloud computing technology allows businesses to use applications without having to go through the complex installation process.

Learning Objective: 2-2: Discuss the differences between the five general hardware architectures that are presented, from ―dinosaur‖ to ―cloud computing‖ to ―bring your own device.‖ Cognitive Domain: Comprehension Answer Location: Cloud Computing—Back to the Future?

Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Discuss the pros and cons of best-of-breed (BoB) solutions.

Ans: BoB options can create a much more powerful solution than a stand-alone HRIS. The BoB alternative also creates system flexibility, as each application can be managed and upgraded independently. BoBs introduce additional complexity into the software architecture and may be more costly to the IT department and the organization.

Learning Objective: 2-4: Discuss the ―best of breed‖ approach to HRIS acquisition and the various options available for each functional area of HR. Cognitive Domain: Comprehension Answer Location: Benefits Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Which HRIS users need the most HR knowledge, and why?

Ans: (1) Technicians (HRIS experts), because they have to understand HR practices.

(2) Analysts (power users), because they have to help managers make HR decisions.

(3) Managers, because they have to make HR decisions.

Learning Objective: 2-1: Understand the different types of users or customers of the implemented HRIS and their different data needs.

Cognitive Domain: Comprehension Answer Location: HRIS Customers/Users: Data Importance Difficulty Level: Medium AACSB Standard: Application of knowledge 5. A colleague of yours just told you she or he will be the project manager on the implementation of the organization’s HRIS. What three pieces would you tell him or her that will be critical to the successful implementation? Please be sure to provide the rationale you would give him or her on why these three pieces are critical.

Ans: The answer should include three items from the system implementation process.

Learning Objective: 2-5: Develop an understanding of the general steps and factors that affect system implementation.

Cognitive Domain: Knowledge Answer Location: Planning for System Implementation Difficulty Level: Easy AACSB Standard: Application of knowledge

Chapter 3: The Systems Development Life Cycle and HRIS Needs Analysis Test Bank Multiple Choice 1. The process of thoroughly gathering, prioritizing, and documenting an organization’s HR information requirements is a ______.

A. needs analysis B. business case requirement C. planning analysis D. workflow chart Ans: A Learning Objective: 3-5: Identify what is involved in an HRIS needs analysis, including the types of activities performed.

Cognitive Domain: Knowledge Answer Location: Introduction Difficulty Level: Easy AACSB Standard: Application of knowledge 2. Which of the following is NOT a stage of the needs analysis process?

A. observation

B. implementation C. evaluation D. reporting Ans: B Learning Objective: 3-4: Outline the main stages of needs analysis.

Cognitive Domain: Comprehension Answer Location: Needs Analysis Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Data collection methods for the needs analysis include ______.

A. interviews B. focus groups C. observation D. all of these Ans: D Learning Objective: 3-5: Identify what is involved in an HRIS needs analysis, including the types of activities performed.

Cognitive Domain: Knowledge Answer Location: Collect the Data Difficulty Level: Easy AACSB Standard: Application of knowledge 4. During the ______ phase of the system development life cycle, an organization’s current capabilities are documented, new needs are identified, and the scope of an HRIS is determined.

A. planning B. analysis C. implementation D. maintenance Ans: B Learning Objective: 3-1: Define the systems development life cycle (SDLC).

Cognitive Domain: Knowledge Answer Location: The Systems Development Life Cycle Difficulty Level: Easy AACSB Standard: Application of knowledge True/False 1. Gap analysis is a process of comparing an organization’s needs against its current capabilities.

Ans: T Learning Objective: 3-4: Outline the main stages of needs analysis.

Cognitive Domain: Comprehension Answer Location: Identify Performance Gaps Difficulty Level: Medium AACSB Standard: Application of knowledge

2. SDLC refers to the process of system documentation for a new system.

Ans: F Learning Objective: 3-1: Define the systems development life cycle (SDLC).

Cognitive Domain: Knowledge Answer Location: The Systems Development Life Cycle Difficulty Level: Easy AACSB Standard: Application of knowledge 3. Maintenance is not one of the stages of the systems development life cycle.

Ans: F Learning Objective: 3-1: Define the systems development life cycle (SDLC).

Cognitive Domain: Knowledge Answer Location: The Systems Development Life Cycle Difficulty Level: Easy AACSB Standard: Application of knowledge 4. It is not important to obtain top management support for needs analysis.

Ans: F Learning Objective: 3-6: List the typical participants involved in an HRIS needs analysis.

Cognitive Domain: Knowledge Answer Location: Determine Management’s Role Difficulty Level: Easy AACSB Standard: Application of knowledge 5. The final needs analysis report is often viewed as a sales presentation to management.

Ans: T Learning Objective: 3-7: State the key deliverables of an HRIS needs analysis.

Cognitive Domain: Knowledge Answer Location: Reporting Difficulty Level: Easy AACSB Standard: Application of knowledge Essay 1. Why is it important for senior management to be involved in a new implementation project?

Ans: Senior management sponsorship and a visible presence are critical to the success of the project, and mutual respect and honesty will allow the team to acquire the information needed to perform the analysis and make suitable recommendations. This group acts as a steering committee that will guide the team, resolve issues, and set priorities.

Learning Objective: 3-3: Describe the purpose of needs analysis and why it is important.

Cognitive Domain: Knowledge Answer Location: Needs Analysis Planning | Determine Management’s Role Difficulty Level: Easy AACSB Standard: Application of knowledge

2. Why are person-to-person interviews more effective than handing out questionnaires?

Ans: Compared to interviews, questionnaires have much lower response rates and lack personal interaction and body cues.

Learning Objective: 3-4: Outline the main stages of needs analysis.

Cognitive Domain: Comprehension Answer Location: Exploration | Questionnaires Difficulty Level: Medium AACSB Standard: Application of knowledge 3. What are a few different ways to conduct a needs analysis interview?

Ans: Interviews can be completely unstructured or very scripted. Unstructured interviews are when a general topic is introduced for discussion and the interviewer lets the interview progress naturally. In a structured interview, the interviewer asks specific questions in a predetermined order and respondents select from a set of alternative answers.

Learning Objective: 3-4: Outline the main stages of needs analysis.

Cognitive Domain: Comprehension Answer Location: Exploration | Interviews Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Why is it a bad idea to skip the analysis stage of the systems development life cycle?

Ans: If this step is skipped, the organization cannot select the best vendor package.

Then, they will spend time and money correcting the system’s deficiencies. It is easier and less expensive to fix a problem before a system is implemented.

Learning Objective: 3-3: Describe the purpose of needs analysis and why it is important.

Cognitive Domain: Knowledge Answer Location: Analysis Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 4: System Design and Acquisition Test Bank Multiple Choice 1. In a data flow diagram, an entity is defined as ______.

A. any external agent that receives or supplies data to the HR system B. the movement of a single piece of data from point to point C. a business activity or process D. the data at rest in the system or a repository of data Ans: A Learning Objective: 4-2: Understand the purpose and components of the data flow diagram (DFD).

Cognitive Domain: Knowledge Answer Location: Logical Process Modeling With Data Flow Diagrams Difficulty Level: Medium AACSB Standard: Application of knowledge 2. The highest level of a data flow diagram (DFD) is the ______.

A. Level 0 diagram B. Level 1 diagram C. context diagram D. additional-level diagram Ans: C Learning Objective: 4-3: Understand the hierarchy of DFDs and the concept of DFD balancing.

Cognitive Domain: Knowledge Answer Location: Creating and Using the DFD Difficulty Level: Medium AACSB Standard: Application of knowledge 3. The strength of the ______ model is that it focuses on how the hardware and software will actually operate.

A. logical B. blueprint C. physical D. design Ans: C Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Logical Design Difficulty Level: Easy AACSB Standard: Application of knowledge 4. The strength of using ______ is that the HR staff and developers can focus specifically on business processes, policies, and procedures instead of on technology, leading to stronger solutions.

A. gap analysis B. the needs analysis C. the physical model D. the logical model Ans: D Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Logical Design Difficulty Level: Easy AACSB Standard: Application of knowledge 5. The ______ perspective of system modeling focuses on organizational data but is not concerned with how the data are used within the organization.

A. data B. process C. logical D. practical Ans: A Learning Objective: 4-1: Understand the difference between the data and process views of a system.

Cognitive Domain: Knowledge Answer Location: Two Ways to View an HRIS: Data Versus Process Difficulty Level: Easy AACSB Standard: Application of knowledge 6. In the ______ perspective, the designer focuses on the flow of data through the system.

A. data B. process C. logical D. practical Ans: B Learning Objective: 4-1: Understand the difference between the data and process views of a system.

Cognitive Domain: Knowledge Answer Location: Two Ways to View an HRIS: Data Versus Process Difficulty Level: Medium AACSB Standard: Application of knowledge 7. A ______ is a graphical representation of the key business activities and processes in the HR system, the system boundaries, and any external individuals or departments that interact with the system.

A. data flow diagram B. process model C. workflow process D. practical model Ans: A Learning Objective: 4-2: Understand the purpose and components of the data flow diagram (DFD).

Cognitive Domain: Comprehension Answer Location: Logical Process Modeling With Data Flow Diagrams Difficulty Level: Medium AACSB Standard: Application of knowledge 8. A ______ solicits proposals and bids for proposed work from potential consultants or vendors and defines the organization’s goals and requirements for the new HRIS. A. request for proposals (RFP) B. vendor bid C. needs analysis D. work order Ans: A

Learning Objective: 4-5: Understand the purpose of an RFP and what information should be included in it.

Cognitive Domain: Knowledge Answer Location: Working With Vendors Difficulty Level: Easy AACSB Standard: Application of knowledge 9. After receiving the vendor responses, you have the opportunity to evaluate the relative strengths and weaknesses of each vendor. Which of the following would you consider in your assessment of the software options?

A. functionality B. IT architecture and IT integration C. price D. all of these Ans: D Learning Objective: 4-5: Understand the purpose of an RFP and what information should be included in it.

Cognitive Domain: Knowledge Answer Location: Vendor Selection Difficulty Level: Easy AACSB Standard: Application of knowledge 10. ______ focuses on how well the proposed system fits in with the current and future organizational environment.

A. Functional feasibility B. Legal feasibility C. Operational feasibility D. Political feasibility Ans: C Learning Objective: 4-7: Describe the various types of feasibility and their purpose in evaluating potential solutions.

Cognitive Domain: Knowledge Answer Location: Operational Feasibility Difficulty Level: Easy AACSB Standard: Application of knowledge 11. The goal of ______ feasibility analysis is to determine whether the costs of developing, implementing, and running the system are worth the benefits derived from its use.

A. technical B. economic C. operational D. political Ans: B Learning Objective: 4-7: Describe the various types of feasibility and their purpose in evaluating potential solutions.

Cognitive Domain: Knowledge Answer Location: Economic Feasibility Difficulty Level: Easy

AACSB Standard: Application of knowledge 12. Prewritten or developed software or hardware products that already exist for purchase are called ______.

A. commercial off-the-shelf (COTS) software B. application software C. integration software D. RFP software Ans: A Learning Objective: 4-6: Understand the various criteria used to evaluate vendor proposals.

Cognitive Domain: Knowledge Answer Location: Three Choices in Physical Design Difficulty Level: Easy AACSB Standard: Application of knowledge True/False 1. Using an application service provider (ASP) is a software acquisition strategy where ready-made software is purchased and installed on the organization’s local network.

Ans: F Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Three Choices in Physical Design Difficulty Level: Medium AACSB Standard: Application of knowledge 2. A data flow diagram (DFD) is a statistical tool that can be used to manipulate or change the data.

Ans: F Learning Objective: 4-2: Understand the purpose and components of the data flow diagram (DFD).

Cognitive Domain: Comprehension Answer Location: Logical Process Modeling With Data Flow Diagrams Difficulty Level: Medium AACSB Standard: Application of knowledge 3. One of the questions that is asked as part of a legal and political feasibility analysis is ―What is the risk of system sabotage?‖ Ans: T Learning Objective: 4-7: Describe the various types of feasibility and their purpose in evaluating potential solutions.

Cognitive Domain: Knowledge Answer Location: Legal and Political Feasibility Difficulty Level: Medium AACSB Standard: Application of knowledge

4. A logical model of the system graphically illustrates what the system does, independent of any technological architecture (e.g., hardware, software, networking).

Ans: T Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Logical Design Difficulty Level: Easy AACSB Standard: Application of knowledge 5. Operational feasibility is a tool that focuses on how well the new system will fit within the organization, including issues such as development schedule, extent of organizational change, and user responses to the system.

Ans: T Learning Objective: 4-7: Describe the various types of feasibility and their purpose in evaluating potential solutions.

Cognitive Domain: Knowledge Answer Location: Operational Feasibility Difficulty Level: Easy AACSB Standard: Application of knowledge 6. Logical design describes a phase in the SDLC in which a new system is designed with particular focus on how the hardware, software, networking, activities, users, and so forth will be implemented.

Ans: F Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Logical Design Difficulty Level: Easy AACSB Standard: Application of knowledge 7. In a DFD, ―balancing‖ refers to making sure that every level of the diagram contains the same inflows and outflows.

Ans: T Learning Objective: 4-2: Understand the purpose and components of the data flow diagram (DFD).

Cognitive Domain: Comprehension Answer Location: Creating and Using the DFD Difficulty Level: Medium AACSB Standard: Application of knowledge 8. The request for proposal (RFP) is a document that solicits potential consultants or vendors to submit proposals and bids for proposed work.

Ans: T Learning Objective: 4-5: Understand the purpose of an RFP and what information should be included in it.

Cognitive Domain: Knowledge Answer Location: Working With Vendors

Difficulty Level: Easy AACSB Standard: Application of knowledge 9. Logical feasibility is a system feasibility assessment tool that focuses on the technical capability of the organization and the availability of the technology necessary to implement a new system.

Ans: F Learning Objective: 4-7: Describe the various types of feasibility and their purpose in evaluating potential solutions.

Cognitive Domain: Knowledge Answer Location: Technical Feasibility Difficulty Level: Easy AACSB Standard: Application of knowledge 10. Most companies purchase their HRIS from vendors instead of building from scratch.

Ans: T Learning Objective: 4-5: Understand the purpose of an RFP and what information should be included in it.

Cognitive Domain: Knowledge Answer Location: Working With Vendors Difficulty Level: Easy AACSB Standard: Application of knowledge 11. A single data flow diagram typically is all that is typically needed when discussing data flow.

Ans: F Learning Objective: 4-3: Understand the hierarchy of DFDs and the concept of DFD balancing.

Cognitive Domain: Knowledge Answer Location: Creating and Using the DFD Difficulty Level: Medium AACSB Standard: Application of knowledge Essay 1. What is meant by a data perspective of a system?

Ans: The data perspective focuses on the data that the organization captures and uses, the definitions and relationships of the data, and on the most efficient and effective way to capture the data to ensure accuracy. It ignores how, where, and when the data are used by the organization. The data view would focus on the important data but would not be concerned with how the data are to be used within the organization.

Learning Objective: 4-1: Understand the difference between the data and process views of a system.

Cognitive Domain: Knowledge Answer Location: Two Ways to View an HRIS: Data Versus Process Difficulty Level: Medium AACSB Standard: Application of knowledge

2. What is meant by a process perspective of a system?

Ans: The process perspective focuses on the business processes and activities in which the organization engages and on how data flow through the system. The designer would focus on the specific business processes, including the input of the data into the system, the flow of data through the system, and the storage of the data, and not on precisely what data are captured and how they are best organized or stored.

Learning Objective: 4-1: Understand the difference between the data and process views of a system.

Cognitive Domain: Knowledge Answer Location: Two Ways to View an HRIS: Data Versus Process Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Why is the distinction between data and process perspectives important when designing a new system?

Ans: The distinction between process and data perspectives is important since each represents a portion of the total HRIS, but neither provides the complete picture. By modeling each separately, the organization is better able to understand and communicate its needs to the technical staff. In addition, while processes may change in the future, data generally represent the most permanent and stable part of a system.

This permanency of data and the more dynamic aspect of processes suggest the importance of dealing with each separately.

Learning Objective: 4-1: Understand the difference between the data and process views of a system.

Cognitive Domain: Knowledge Answer Location: Two Ways to View an HRIS: Data Versus Process Difficulty Level: Medium AACSB Standard: Application of knowledge 4. What is a physical model of an HRIS? Ans: The physical model focuses on the computer technology for the HRIS--that is, the hardware, software, networking plans, and technical manuals. The strength of this type of model is that it focuses on how the system will actually operate. In turn, this strength also becomes its weakness because by focusing on the actual way the system will be implemented in terms of technology, analysts and HR staff may be constrained by the current, operational physical model.

Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Logical Design Difficulty Level: Easy AACSB Standard: Application of knowledge 5. What is a logical model of an HRIS? Ans: A logical model of an HRIS focuses on how the final system will be operationalized in multiple ways in terms of the technology. The strength of using logical models is that the HR staff and developers can focus specifically on the business processes, policies, and procedures instead of on technology. By focusing on what the system does or needs to be able to do, the analyst and HR staff will be less likely to be distracted by or

to focus on a single technology platform. In turn, they will be more likely to design a stronger solution.

Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Logical Design Difficulty Level: Easy AACSB Standard: Application of knowledge 6. Which model--the physical or logical--is more useful in designing the HRIS? Ans: Both the physical and logical models should be applied to designing the HRIS. They are complementary and one is not better than the other since they serve different purposes. The logical model serves as a blueprint and provides the organization with an outline of the key business processes and goals for the system. Then, the physical model translates the processes and goals for the system into the hardware and software platforms that best fit the business’s needs.

Learning Objective: 4-4: Understand the three choices or options that organizations have when moving into physical design.

Cognitive Domain: Knowledge Answer Location: Logical Design Difficulty Level: Easy AACSB Standard: Application of knowledge 7. Why does an organization need to conduct every type of feasibility assessment?

Ans: If they skip the technical feasibility assessment, they may buy a system that is incompatible with their current systems. If they skip the operational feasibility assessment, they may buy a system that is incompatible with current practices, that does not fit their strategy, or that users will not use. If they skip the legal and political feasibility assessment, they may buy a system that is not legally compliant or that will be resisted. If they skip the economic feasibility assessment, they may buy a system that will never recoup its costs.

Learning Objective: 4-7: Describe the various types of feasibility and their purpose in evaluating potential solutions.

Cognitive Domain: Comprehension Answer Location: Assessing System Feasibility Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Should an organization always purchase from the least expensive vendor?

Ans: No, the least expensive vendor may not offer sufficient functionality, may not integrate with other systems, or may go out of business.

Learning Objective: 4-6: Understand the various criteria used to evaluate vendor proposals.

Cognitive Domain: Comprehension Answer Location: Vendor Selection Difficulty Level: Medium AACSB Standard: Application of knowledge

9. You are responsible for putting together a request for proposal (RFP). What are some key recommendations to follow to ensure it is most successful?

Ans: 1. Focus on the business requirements.

2. Be specific. With all the effort placed into the needs analysis and the redesign of business processes, very specific requirements will be available and should be included in the RFP. 3. Keep it simple. Essentially, this would mean that if it’s not something that is important to the HR department and reflective of the business processes modeled in the DFDs, it is best not to include it.

4. Work closely with the HRIS and IT staff as the RFP is developed.

Learning Objective: 4-5: Understand the purpose of an RFP and what information should be included in it.

Cognitive Domain: Knowledge Answer Location: Working With Vendors Difficulty Level: Easy AACSB Standard: Application of knowledge

Chapter 5: Change Management and System Implementation Test Bank Multiple Choice 1. ______ can be described as a systematic process of applying the knowledge, tools, and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision.

A. Logical design B. Gap analysis C. Business assessment D. Change management Ans: D Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Change Management Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Unfreezing is specifically mentioned as one of the three stages in ______.

A. the action research model B. Lewin’s change model C. Nadler’s congruence D. Kotter’s change process Ans: B

Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Lewin’s Change Model Difficulty Level: Medium AACSB Standard: Application of knowledge 3. In Kotter’s change process, ______.

A. all stages must be worked through in order B. only relevant stages need to be applied to the change process C. stages do not overlap D. stages can be skipped in the interest of completing on time Ans: A Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Kotter’s Process of Leading Change Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Increasingly, the failure to successfully implement information systems has to do with ______.

A. the hardware and software of the system B. the increasingly complex work flow processes C. the skills of the change leader and the people and organizational issues related to the change D. the conflict between the HR and marketing departments Ans: C Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: Why Do System Failures Occur?

Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Which of the following are three of the five categories of the key factors related to HRIS implementation failures?

A. leadership, communication, and financial planning B. leadership, planning, and communication C. communication, training, and development D. change management, communication, and finance Ans: B Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Knowledge Answer Location: Why Do System Failures Occur?

Difficulty Level: Medium AACSB Standard: Application of knowledge

6. Getting end users involved in the development of a system can help with ______.

A. training B. user acceptance C. project planning D. timely implementation Ans: B Learning Objective: 5-3: Discuss the elements important to successful HRIS implementation.

Cognitive Domain: Knowledge Answer Location: User Acceptance Difficulty Level: Easy AACSB Standard: Application of knowledge 7. A process in which the old system is turned off and the new system is turned on is called A. phased conversion B. parallel conversion C. direct conversion D. pilot conversion Ans: C Learning Objective: 5-5: Discuss the various system conversion approaches.

Cognitive Domain: Knowledge Answer Location: System Conversion Difficulty Level: Easy AACSB Standard: Application of knowledge 8. Forces for change are ______.

A. internal only B. external only C. internal and external D. global Ans: C Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: The Change Management Process: Science and Art Difficulty Level: Medium AACSB Standard: Application of knowledge 9. A person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means is called a ______.

A. change agent B. change planner C. change catalyst D. action agent Ans: A Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Knowledge Answer Location: The Change Management Process: Science and Art Difficulty Level: Medium AACSB Standard: Application of knowledge 10. The ability of the HRIS to share data with other systems is called ______.

A. organizational structure B. cross integration between business systems C. user involvement D. change management Ans: B Learning Objective: 5-6: Discuss the importance of integration of the HRIS with the other systems in the organization.

Cognitive Domain: Knowledge Answer Location: Critical Success Factors in HRIS Implementation Difficulty Level: Medium AACSB Standard: Application of knowledge 11. An organizational performance model built on the view that organizations are systems and that there needs to be a ―fit‖ between the various organizational subsystems for optimal performance is ______.

A. Kotter’s change process B. Lewin’s change model C. Nadler’s congruence model D. all change models Ans: C Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Nadler’s Congruence Model Difficulty Level: Medium AACSB Standard: Application of knowledge

True/False 1. The change agent is a person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means.

Ans: T Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: The Change Management Process: Science and Art Difficulty Level: Medium AACSB Standard: Application of knowledge

2. Scope creep is a systematic process of applying the knowledge, tools, and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision.

Ans: F Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Change Management Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Nadler’s congruence model suggests that an improvement in one component of the operating organization will cause improvements in the other components.

Ans: F Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Nadler’s Congruence Model Difficulty Level: Medium AACSB Standard: Application of knowledge 4. The three steps of Lewin’s change model are called prechange, change, and postchange.

Ans: F Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Knowledge Answer Location: Lewin’s Change Model Difficulty Level: Medium AACSB Standard: Application of knowledge 5. A change leader must be an organizational employee.

Ans: F Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: The Change Management Process: Science and Art Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Kotter’s model of change is an organizational performance model that is built on the view that organizations are and there needs to be a ―fit‖ between the various organizational subsystems for optimal performance.

Ans: F Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Nadler’s Congruence Model Difficulty Level: Medium

AACSB Standard: Application of knowledge 7. The majority of completed HRIS implementation projects are successful.

Ans: F Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: Introduction to the Management of Change Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Getting end users involved in the development of a system can help with user acceptance.

Ans: T Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: The Change Management Process: Science and Art Difficulty Level: Medium AACSB Standard: Application of knowledge

Essay 1. Why is communication important in managing a technology change?

Ans: Communication plays a vital role in the success of change programs.

Communication is important to a technological change, because it can help to avoid several roadblocks to change including these: • Employees failing to use the new technology • Employees exhibiting resistance to change • Employees actively avoiding or harming the change efforts and communicating this negative response to other employees.

Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: Communication Difficulty Level: Medium AACSB Standard: Application of knowledge 2. What key elements should be communicated to employees for successful HRIS implementation?

Ans: The key elements do the following: • Reason for the change • Vision of the future • Plan for getting there • Believe change is achievable • Expectations

Learning Objective: 5-3: Discuss the elements important to successful HRIS .implementation Cognitive Domain: Comprehension Answer Location: Communication Difficulty Level: Medium AACSB Standard: Application of knowledge 3. What competencies do leaders need for change to be successful?

Ans: • Creating the case for change • Creating structural change • Engaging others in the process and building commitment • Implementing and sustaining change • Facilitating and developing capability Learning Objective: 5-3: Discuss the elements important to successful HRIS implementation.

Cognitive Domain: Comprehension Answer Location: Leadership Difficulty Level: Medium AACSB Standard: Application of knowledge 4. What are some of the lessons provided by Kotter’s process of leading change?

Ans: This model provides two key lessons: first, that the change process goes through a series of phases, each lasting a considerable period of time and; second, that critical mistakes in any of the phases can have a devastating impact on the momentum of the change process.

Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: Kotter’s Process of Leading Change Difficulty Level: Medium AACSB Standard: Application of knowledge 5. What are some problems that can occur in change management due to poor planning?

Ans: • Scope creep • Inadequate funding • Inadequate staffing Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: Planning Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Discuss the role of the change agent.

Ans: A change agent is a person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means.

Learning Objective: 5-1: Understand the management of change through the perspectives of various change models.

Cognitive Domain: Comprehension Answer Location: The Change Management Process: Science and Art Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Why is user acceptance extremely critical in driving the success of an HRIS implementation?

Ans: • It’s important that people understand, both emotionally and intellectually, why they need to change.

• Acceptance of the new technology and new processes represents project success.

Although the technical challenges in implementing any system can be great, it is the people ―challenges that cannot be overlooked (although often are) during the implementation phase‖ of an HRIS effort. Organizations cannot simply rely on the strategy of ―if you build it, they will come.‖ Change leaders must use appropriate change management techniques to create user acceptance; otherwise, they risk failure.

• To help us achieve the successful acceptance of an HRIS, we should understand how users will develop and experience the information system.

• End users must be involved and feel ownership of the new system. When future users participate in the planning and acceptance testing of a new HRIS, as well as in the process of converting to a new system, their commitment to the project increases.

• It may also be a good idea to identify the most resistant users and involve them right from the beginning to gain their buy-in. Otherwise, they may influence others negatively toward the change.

Learning Objective: 5-4: Understand the factors that contribute to HRIS implementation failure.

Cognitive Domain: Comprehension Answer Location: User Acceptance Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 6: Cost-Justifying HRIS Investments Test Bank Multiple Choice 1. An HRIS can provide the primary infrastructure used to ______.

A. deliver HR programs B. ensure HR regulatory compliance C. produce the metrics that are used to evaluate HR programs D. all of these

Ans: D Learning Objective: 6-1: Explain why a BCA is critical for a successful HRIS project.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 2. A preliminary estimate of the CBA of an HRIS investment should ______.

A. be calculated when the HRIS actual implementation begins B. be presented to senior management before beginning detailed work on the project C. be based on the reputation of the HRIS vendor D. all of these Ans: B Learning Objective: 6-1: Explain why a BCA is critical for a successful HRIS project.

Cognitive Domain: Comprehension Answer Location: Approaches to Investment Analyses Make a Difference: Some Guidelines Difficulty Level: Medium AACSB Standard: Application of knowledge 3. HRIS functionality refers to ______.

A. the ability of the HRIS to function in a cost-effective manner.

B. the number of HR programs that are operational in the HRIS C. the benefits derived from a CBA analysis D. how well the HRIS is integrated with other IT applications (e.g., the marketing IS) Ans: B Learning Objective: 6-1: Explain why a BCA is critical for a successful HRIS project.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 4. The primary disadvantage of benchmarking is that ______.

A. it allows an organization to build on the experiences of others B. benchmarking information is becoming more widely available C. organizations can conduct their own benchmarking studies D. the experiences of other organizations may not generalize to your firm Ans: D Learning Objective: 6-1: Explain why a BCA is critical for a successful HRIS project.

Cognitive Domain: Comprehension Answer Location: Benchmarking Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Basing the justification of a new HRIS system or upgrade on compliance with Equal Employment Opportunity (EEO) regulations is an example of ______.

A. the integration of the HR and legal departments B. an organization enhancement justification C. a risk avoidance justification

D. a compliance justification Ans: C Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Justification Strategies for HRIS Investments Difficulty Level: Easy AACSB Standard: Application of knowledge 6. Which one of the following statements about organizational enhancement strategy is correct?

A. It is used when investments are believed to eliminate or mitigate significant future risks B. It is the only way to justify investment in HRIS C. It focuses on compliance with laws and regulations.

D. It highlights how the effectiveness of the organization will be improved by investment in HRIS. Ans: D Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Justification Strategies for HRIS Investments Difficulty Level: Easy AACSB Standard: Application of knowledge 7. Which of the following guidelines should not be a guideline for a successful HRIS CBA? A. The objective is improving effectiveness of the HR department.

B. focus on functionality, not products C. develop the best estimate possible D. know your business Ans: A Learning Objective: 6-1: Explain why a BCA is critical for a successful HRIS project.

Cognitive Domain: Comprehension Answer Location: Approaches to Investment Analyses Make a Difference: Some Guidelines Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Investment analyses for an HRIS are based the following information ______.

A. sources of costs and benefits, cost of obtaining financing, and the time when the organization will incur each cost B. the time when the organization will incur each cost, the availability of the new HRIS software, and the cost of obtaining financing C. an estimated dollar value for each cost and benefit, the availability of the new HRIS software, and sources of costs and benefits D. the time when the organization will incur each cost and receive each benefit, sources of costs and benefits, and an estimated dollar value for each cost and benefit Ans: D

Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: HRIS Benefit–Cost Analysis Difficulty Level: Easy AACSB Standard: Application of knowledge 9. Indirect benefits are difficult to quantify because ______.

A. their occurrence may be less certain B. indirect revenue enhancements result from direct benefits C. they are always smaller than direct benefits D. the HRIS does not contain the necessary data Ans: A Learning Objective: 6-5: Explain the differences between direct and indirect benefits and costs.

Cognitive Domain: Comprehension Answer Location: Indirect Benefits Difficulty Level: Medium AACSB Standard: Application of knowledge 10. In terms of estimating costs and benefits for a new HRIS, the critical time period is ______.

A. the first 6 months to 1 year B. the first 2 years C. the first 5 years D. the first 8–10 years Ans: C Learning Objective: 6-6: Describe how to estimate costs and benefits, both direct and indirect.

Cognitive Domain: Knowledge Answer Location: Estimating the Timing of Benefits and Costs Difficulty Level: Easy AACSB Standard: Application of knowledge

True/False 1. It is a good idea to start by identifying a new software application and then trying to justify how its features or capabilities would help the organization.

Ans: F Learning Objective: 6-3: Explain how using guidelines for approaches to investment analysis will lead to a better HRIS project.

Cognitive Domain: Comprehension Answer Location: Approaches to Investment Analyses Make a Difference: Some Guidelines Difficulty Level: Medium AACSB Standard: Application of knowledge

2. A BCA is a comparison of the projected costs and benefits associated with an HRIS investment.

Ans: T Learning Objective: 6-1: Explain why a BCA is critical for a successful HRIS project.

Cognitive Domain: Knowledge Answer Location: HRIS Benefit–Cost Analysis Difficulty Level: Easy AACSB Standard: Application of knowledge 3. An employee’s average contribution is equal to his or her pay rate.

Ans: F Learning Objective: 6-7: Explain the difference between average employee contribution (AEC) and variance estimates for estimating values in a BCA and understand why the difference between these indices is important for investment analysis.

Cognitive Domain: Analysis Answer Location: Methods for Estimating the Value of Indirect Benefits Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Direct costs for implementing a new HRIS application in training would include reduced absenteeism.

Ans: F Learning Objective: 6-6: Describe how to estimate costs and benefits, both direct and indirect.

Cognitive Domain: Knowledge Answer Location: Methods for Estimating the Value of Indirect Benefits Difficulty Level: Easy AACSB Standard: Application of knowledge 5. Indirect costs for implementing a new HRIS application in training would include lost productivity during conversion to new system.

Ans: T Learning Objective: 6-6: Describe how to estimate costs and benefits, both direct and indirect.

Cognitive Domain: Knowledge Answer Location: Implementation Costs Difficulty Level: Easy AACSB Standard: Application of knowledge 6. Internal assessment for estimating indirect benefit magnitude provides the most precise estimates of the baseline costs and current performance of existing processes.

Ans: T Learning Objective: 6-6: Describe how to estimate costs and benefits, both direct and indirect.

Cognitive Domain: Knowledge Answer Location: Internal Assessment Difficulty Level: Easy AACSB Standard: Application of knowledge

7. Packaging your CBA for decision makers should be done on a single page.

Ans: F Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Packaging the Analysis for Decision Makers Difficulty Level: Easy AACSB Standard: Application of knowledge 8. Time saved by the implementation of an HRIS a direct cost reduction.

Ans: F Learning Objective: 6-9: Discuss three common problems that can occur in an HRIS BCA. Cognitive Domain: Knowledge Answer Location: Avoiding Common Problems Difficulty Level: Easy AACSB Standard: Application of knowledge 9. An HRIS CBA that includes an extensive analysis of costs matched with a single source of benefits (e.g., an estimate of direct cost reductions) is a common problem in justifying the purchase of a new HRIS. Ans: T Learning Objective: 6-9: Discuss three common problems that can occur in an HRIS BCA. Cognitive Domain: Knowledge Answer Location: Avoiding Common Problems Difficulty Level: Easy AACSB Standard: Application of knowledge 10. The price of hardware and software is an example of an indirect cost of HRIS implementation.

Ans: F Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Implementation Costs Difficulty Level: Easy AACSB Standard: Application of knowledge 11. An integrated information system is one built on common platforms that permit single instances of data to be used in several applications.

Ans: T Learning Objective: 6-6: Describe how to estimate costs and benefits, both direct and indirect.

Cognitive Domain: Knowledge Answer Location: Internal Assessment Difficulty Level: Easy AACSB Standard: Application of knowledge

Essay 1. What is the difference between direct and indirect benefits and costs?

Ans: Direct costs and benefits are those (a) that are very likely to occur and (b) whose values are easily estimated (e.g., the additional revenue an organization can earn by selling e-learning modules it develops). Indirect benefits and costs are often less easily quantified because their occurrence may be less certain or because their value is more difficult to establish. Indirect revenue enhancements result from improvements in intermediate outcomes that could position the organization to be able to increase revenues. These may include outcomes such as an improved capacity to attract and retain higher quality employees.

Learning Objective: 6-5: Explain the differences between direct and indirect benefits and costs.

Cognitive Domain: Comprehension Answer Location: Direct Benefits | Indirect Benefits Difficulty Level: Medium AACSB Standard: Application of knowledge 2. What does average employee contribution (AEC) and individual employee differences (variance) in work outcomes measure in a CBA? Ans: Both are methods for estimating the value of employee time in a CBA. Learning Objective: 6-7: Explain the difference between average employee contribution (AEC) and variance estimates for estimating values in a BCA and understand why the difference between these indices is important for investment analysis.

Cognitive Domain: Analysis Answer Location: Methods for Estimating the Value of Indirect Benefits Difficulty Level: Hard AACSB Standard: Application of knowledge 3. What are the three common problems that can occur in an HRIS CBA? Ans: (1) An extensive analysis of costs matched with a single source of benefits-typically, an estimate of direct cost reductions.

(2) A second problem is that in many instances, items listed as direct cost reductions are actually indirect cost reductions. Time saved is a prime example.

(3) Third, be sure that value estimates assigned to time saved are reasonable. Many HRIS investments purport to save employee time, making it a common component of HR technology CBA. Learning Objective: 6-9: Discuss three common problems that can occur in an HRIS BCA. Cognitive Domain: Knowledge Answer Location: Avoiding Common Problems Difficulty Level: Easy AACSB Standard: Application of knowledge 4. What type of benefit is time saved by employees, and why is it this type of benefit?

Ans: It is an indirect benefit because it does not reduce the number of employees and therefore the costs to organizations. Instead, it allows employees to use the saved time

to do something else. For example, better training reduces the amount of time that it takes for a trained employee to achieve peak performance but it does not reduce the number of trained employees.

Learning Objective: 6-6: Describe how to estimate costs and benefits, both direct and indirect.

Cognitive Domain: Knowledge Answer Location: Benchmarking Difficulty Level: Medium AACSB Standard: Application of knowledge 5. What is the difference between cost reduction and organizational enhancement as strategies for HRIS investments?

Ans: Risk avoidance strategies are used when investments are believed to eliminate or mitigate significant future risks faced by the organization. The potential obsolescence of legacy computing systems was a prototypical risk avoidance scenario. Organization enhancement strategies, on the other hand, highlight how effectiveness of the firm will be improved by the addition of a new or improved HRIS--as measured by increases in revenues or reductions in costs.

Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Justification Strategies for HRIS Investments Difficulty Level: Easy AACSB Standard: Application of knowledge 6. What are some of the guidelines to a successful HRIS CBA? Ans: (1) The objective is improving organizational effectiveness (2) Be honest with yourself (3) Focus on functionality, not products (4) Estimate benefits first (5) Know your business (6) Develop the best estimate possible (7) Separate the CBA from questions of how best to justify a final decision Learning Objective: 6-3: Explain how using guidelines for approaches to investment analysis will lead to a better HRIS project.

Cognitive Domain: Comprehension Answer Location: Approaches to Investment Analyses Make a Difference: Some Guidelines Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Why is it a bad idea to assume that an employee’s salary is equal to their average employee contribution?

Ans: Because most organizations are profitable. This means that the contribution of each employee is greater than their salary. For example, when a profitable company downsizes it loses a contribution that is greater than the amount of salary that has been saved.

Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Methods for Estimating the Value of Indirect Benefits Difficulty Level: Medium AACSB Standard: Application of knowledge 8. What are the three approaches for estimating benefit magnitude?

Ans: The three approaches are (1) direct estimation, (2) benchmarking, and (3) internal assessment.

Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Estimating Indirect Benefit Magnitude Difficulty Level: Easy AACSB Standard: Application of knowledge 9. Describe the internal assessment method for estimating benefit magnitude.

Ans: Internal assessment involves the use of a firm’s own internal metrics (see Table 8.1) or other forms of the firm’s specific data as the basis for estimates. Use of this method requires that the organization has maintained historic records on previous information system projects. Internal assessment is best done when investment scopes are large and direct estimation and/or benchmarking suggests that benefits may not be dramatically higher or lower than costs (e.g., less than ±30%). Internal assessment requires that the organization possess the capabilities to gather the data about their own processes necessary to support these analyses.

Learning Objective: 6-4: Identify the various costs and benefits in a BCA of an HRIS investment.

Cognitive Domain: Knowledge Answer Location: Internal Assessment Difficulty Level: Easy AACSB Standard: Application of knowledge 10. What are the three steps that should be used to construct dollar estimates of indirect benefits?

Ans: The three steps that should be used to construct dollar estimates of indirect benefits are (1) estimating benefit magnitude, (2) mapping benefits to cost or revenue changes, and (3) converting magnitude estimates to dollar values.

Learning Objective: 6-6: Describe how to estimate costs and benefits, both direct and indirect.

Cognitive Domain: Knowledge Answer Location: Estimating Indirect Benefit Magnitude Difficulty Level: Easy AACSB Standard: Application of knowledge

Chapter 7: HR Administration and HRIS Test Bank

Multiple Choice 1. ______ is described as ―the organization’s efforts to measure its success in achieving the strategic goals required to meet the needs of its stakeholder groups.‖ A. Shared service center B. Balanced scorecard C. Outsourcing D. Self-service portal Ans: B Learning Objective: 7-6: Discuss the elements important to successful measurement of the strategic alignment of the HR balanced scorecard and how this alignment is related to the strategic alignment of an organization.

Cognitive Domain: Comprehension Answer Location: HR Strategic Goal Achievement and the Balanced Scorecard Difficulty Level: Medium AACSB Standard: Application of knowledge 2. ―An electronic means for a company’s employees to access its HR services and information‖ is associated with which acronym?

A. ESS B. MSS C. SOA D. XML Ans: A Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Knowledge Answer Location: Self-Service Portals and HRIS Difficulty Level: Medium AACSB Standard: Application of knowledge 3. OSHA is primarily concerned with which of the following?

A. providing employment protection to individuals with disabilities B. providing employment protection to individuals 40 years or older C. preventing failure or refusal to hire or discharge individuals because of an individual’s race, color, religion, sex, or national origin D. providing individuals with a safe workplace Ans: D Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: OSHA Record Keeping Difficulty Level: Medium AACSB Standard: Application of knowledge

4. Which of the following is NOT a component of Kaplan and Norton’s (1996) balanced scorecard?

A. financial B. internal business processes C. customer D. innovation Ans: D Learning Objective: 7-6: Discuss the elements important to successful measurement of the strategic alignment of the HR balanced scorecard and how this alignment is related to the strategic alignment of an organization.

Cognitive Domain: Knowledge Answer Location: HR Strategic Goal Achievement and the Balanced Scorecard Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Which of the following is true about the EEO-1 report?

A. All private employers must fill out an EEO-1 report.

B. The EEOC strongly suggests HR managers to choose racial/ethnic categories for their employees.

C. The EEOC is strongly encouraging online reporting of the EEO-1.

D. Currently, individuals can only be classified in one race/ethnicity category.

Ans: C Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: EEO-1 and HRIS Difficulty Level: Medium AACSB Standard: Application of knowledge 6. ______ is described as ―a paradigm for organizing and utilizing distributed [computing] capabilities that may be under the control of different ownership domains . . . providing a uniform means to offer, discover, interact with and use capabilities to produce desired [business] effects.‖ A. Service-oriented architecture B. Extensible markup language C. A self-service portal D. A shared-service center Ans: A Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Knowledge Answer Location: Service-Oriented Architecture and eXtensible Markup Language Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Which of the following is not an architectural benefit of service-oriented architecture (SOA)?

A. removing the artificial barriers inherent in the generalist-specialist continuum B. IT consolidation opportunities and standards-based integration C. faster implementation and change management D. improved alignment of business processes and IT integration Ans: A Learning Objective: 7-2: Discuss the advantages of having a service-oriented architecture (SOA) for the HRIS. Cognitive Domain: Knowledge Answer Location: Service-Oriented Architecture and eXtensible Markup Language Difficulty Level: Medium AACSB Standard: Application of knowledge 8. ______ is best described as a ―technology-enabled HRM group focused on value creation by providing excellent service to internal customers while reducing costs through increased efficiency and continuous improvement.‖ A. A self-service portal B. A shared-service center C. Outsourcing D. Offshoring Ans: B Learning Objective: 7-2: Discuss the advantages of having a service-oriented architecture (SOA) for the HRIS. Cognitive Domain: Knowledge Answer Location: Advantages of XML-Enhanced SOA Difficulty Level: Easy AACSB Standard: Application of knowledge 9. The process of obtaining information about jobs is called ______.

A. job evaluation B. person analysis C. job description D. job analysis Ans: D Learning Objective: 7-7: Explain the importance of job analysis and job descriptions.

Cognitive Domain: Knowledge Answer Location: Approaches and Techniques to Job Analysis Difficulty Level: Easy AACSB Standard: Application of knowledge

True/False 1. An affirmative action plan (AAP) is a written report detailing how an employer actively seeks to hire and promote individuals in protected classes.

Ans: T Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: HR Administration and Equal Employment Opportunity Difficulty Level: Easy AACSB Standard: Application of knowledge 2. For all employers with more than 15 employees, the Office of Federal Contract Compliance Procedures (OFCCP) requires that an Affirmative Action Plan be completed.

Ans: F Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: HR Administration and Equal Employment Opportunity Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Compliance with government mandates should not be viewed as a strategic imperative.

Ans: F Learning Objective: 7-6: Discuss the elements important to successful measurement of the strategic alignment of the HR balanced scorecard and how this alignment is related to the strategic alignment of an organization.

Cognitive Domain: Comprehension Answer Location: HRM and the Balanced Scorecard Difficulty Level: Medium AACSB Standard: Application of knowledge 4. The Age Discrimination in Employment Act (ADEA) is the 1967 federal legislation prohibiting illegal discrimination in employment against individuals 50 years of age and older.

Ans: F Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: HR Administration and Equal Employment Opportunity Difficulty Level: Medium AACSB Standard: Application of knowledge 5. The ADEA prohibits illegal discrimination in employment against individuals with disabilities.

Ans: F Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Knowledge Answer Location: U.S. Civil Rights Act of 1964, Title VII, and the EEO-1 and Component 2 Reports

Difficulty Level: Medium AACSB Standard: Application of knowledge 6. The balanced scorecard is a means of measuring strategic organizational performance that gives managers a chance to look at their company from the perspectives of stakeholders, including external customers, employees, and shareholders.

Ans: T Learning Objective: 7-6: Discuss the elements important to successful measurement of the strategic alignment of the HR balanced scorecard and how this alignment is related to the strategic alignment of an organization.

Cognitive Domain: Comprehension Answer Location: HR Strategic Goal Achievement and the Balanced Scorecard Difficulty Level: Medium AACSB Standard: Application of knowledge 7. The Civil Rights Act, Title VII, is the 1964 federal legislation prohibiting illegal discrimination in employment based on individuals’ race, sex, religion, or national origin.

Ans: T Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: U.S. Civil Rights Act of 1964, Title VII, and the EEO-1 and Component 2 Reports Difficulty Level: Easy AACSB Standard: Application of knowledge 8. The Civil Rights Act prohibits discrimination on the bases of race, color, religion, sex, age, disability, or national origin.

Ans: T Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: U.S. Civil Rights Act of 1964, Title VII, and the EEO-1 and Component 2 Reports Difficulty Level: Easy AACSB Standard: Application of knowledge 9. Family and medical leave laws are the same for employers in all fifty of the United States.

Ans: F Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Comprehension Answer Location: Legal Compliance and HR Administration Difficulty Level: Medium

AACSB Standard: Application of knowledge 10. Offshore ownership is riskier than offshore outsourcing.

Ans: T Learning Objective: 7-4: Discuss the advantages and disadvantages of each of the four structural approaches to HR administration.

Cognitive Domain: Comprehension Answer Location: Types of HR Offshoring Difficulty Level: Medium AACSB Standard: Application of knowledge 11. SOA is a collection of internal and external services that can communicate with each other by point-to-point data exchange or through coordination among different services to achieve a business purpose.

Ans: T Learning Objective: 7-2: Discuss the advantages of having a service-oriented architecture (SOA) for the HRIS. Cognitive Domain: Knowledge Answer Location: Service-Oriented Architecture and eXtensible Markup Language Difficulty Level: Medium AACSB Standard: Application of knowledge 12. The Occupational Safety and Health Act (OSHA) is a law that requires employers to provide a workplace free of known hazards likely to cause death or serious injury.

Ans: T Learning Objective: 7-5: Understand how legal compliance with government mandates is an important part of HRIS functionality and how these mandates add to the complexity of an HRIS in both domestic and multinational organizations.

Cognitive Domain: Knowledge Answer Location: OSHA Record Keeping Difficulty Level: Easy AACSB Standard: Application of knowledge 13. Outsourcing is an organization’s use of groups outside the U.S. to provide services (e.g., HR call centers) to achieve strategic organizational goals.

Ans: F Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Analysis Answer Location: Outsourcing and HRIS Difficulty Level: Medium AACSB Standard: Application of knowledge 14. Offshoring is an organization’s use of an outside group to provide from a few (e.g., recruiting, compensation processing) to a broad set of services (e.g., all HR functions) to achieve strategic organizational goals.

Ans: F

Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Analysis Answer Location: Offshoring and HRIS Difficulty Level: Medium AACSB Standard: Application of knowledge

Essay 1. Describe what is meant by service-oriented architecture (SOA).

Ans: Service-oriented architecture (SOA) ―is a paradigm for organizing and utilizing distributed [computing] capabilities that may be under the control of different ownership domains . . . providing a uniform means to offer, discover, interact with and use capabilities to produce desired [business] effects.‖ SOA is a collection of internal and external services that can communicate with each other by point-to-point data exchange or through coordination among different services to achieve a business purpose.

Learning Objective: 7-2: Discuss the advantages of having a service-oriented architecture (SOA) for the HRIS. Cognitive Domain: Knowledge Answer Location: Service-Oriented Architecture and eXtensible Markup Language Difficulty Level: Medium AACSB Standard: Application of knowledge 2. What are the advantages of XML-enhanced SOA? Ans:  security is improved--this is especially important because of the privacy protection issues associated with HR data and applications;  Performance is enhanced--this aids in reducing transaction costs and increasing customer satisfaction;  Auditing capabilities are added--this supports the growing demand to demonstrate compliance with corporate quality and policy mandates;  Change capabilities are enhanced--this improves reaction time to better meet business-driven change requirements; and  Alternative HR administration structures (e.g., self-service portals, SSCs, outsourcing) are facilitated--this encourages HR managers to consider multiple approaches to meeting the HR administration goals of cost reduction and service improvement.

Learning Objective: 7-2: Discuss the advantages of having a service-oriented architecture (SOA) for the HRIS. Cognitive Domain: Knowledge Answer Location: Advantages of XML-Enhanced SOA Difficulty Level: Easy AACSB Standard: Application of knowledge 3. Please briefly describe a shared service center (SSC).

Ans: A shared service center (SSC) is a technology-enabled HRM group that provides centralized HR services throughout the company. They are focused on value creation by providing excellent service to internal customers while reducing costs through increased efficiency and continuous improvement.

Learning Objective: 7-2: Discuss the advantages of having a service-oriented architecture (SOA) for the HRIS. Cognitive Domain: Knowledge Answer Location: Advantages of XML-Enhanced SOA Difficulty Level: Easy AACSB Standard: Application of knowledge 4. Please briefly describe outsourcing.

Ans: Outsourcing is the practice of contracting with vendors to perform HR services and activities.

Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Analysis Answer Location: Outsourcing and HRIS Difficulty Level: Easy AACSB Standard: Application of knowledge 5. Please briefly describe offshoring.

Ans: Offshoring is an extension of outsourcing that involves contracting with vendors outside a nation’s boundaries to effect additional cost savings or gain other benefits over domestic outsourcing alone.

Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Analysis Answer Location: Offshoring and HRIS Difficulty Level: Easy AACSB Standard: Application of knowledge 6. Please list and describe three advantages of self-service portals for HR administration.

Ans: (Students can choose from the options below.)

• Self-service portals improve the speed and quality of service to employees and managers for routine inquiries and changes.

• Self-service portals reduce inquiry transactions requiring direct HR staff involvement, keeping information current.

• Self-service portals enhance employee satisfaction by permitting employees to control when and where such access activities occur. This empowers employees; increases their productivity, especially for those who travel frequently; and offers privacy for those who prefer to handle such matters without the presence of coworkers.

• Self-service portals facilitate easy, increased access to HR information, helping employees ensure that important personal data, such as individual job performance appraisals used by managers in making decisions about employment rewards, such as salary increases or promotions, are accurate and up to date.

• Executives believe that having managers use this more accurate, timely information contributes to improved managerial decisions.

• Self-service portals help reduce the number of transactions for HR employees and, correspondingly, overall HR costs.

Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Analysis Answer Location: Advantages of Self-Service Portals for HR Administration Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Please list three disadvantages of self-service portals for HR administration.

Ans: (Students can choose from the options below.)

• Permitting employees to access company data through Internet self-service portals may increase the possibility of security breaches and associated negative outcomes for affected employees, including identity theft.

• Moreover, employees are concerned that even having their data in company HRIS can lead to misuse of such information by others in the organization.

• HR administrators may find that unions and managers resist using the self-service portals. In particular, unions may argue that employees are ―doing HR work‖ when they enter data and make changes online via ESS. • Managers may also resent having to do work that previously was handled completely

by HR staff, particularly when such work previously involved calling the staff rather than completing forms.

Learning Objective: 7-3: Differentiate among the four structural approaches to HR administration service delivery (e.g., self-service portals, shared service centers, human resource outsourcing, and offshoring).

Cognitive Domain: Analysis Answer Location: Disadvantages of Self-Service Portals for HR Administration Difficulty Level: Medium AACSB Standard: Application of knowledge 8. How can HR administration support the balanced scorecard?

Ans: The four components of the balanced scorecard are financial, customer, internal business processes, and learning and growth. HR administration facilitates compliance with HR law. Compliance with HR law supports financial success because lawsuits can be expensive. Compliance with HR law supports customer success because it increases a firm’s credibility. Finally, compliance with HR law supports learning and growth success because diverse workplaces can be more innovative.

Learning Objective: 7-6: Discuss the elements important to successful measurement of the strategic alignment of the HR balanced scorecard and how this alignment is related to the strategic alignment of an organization.

Cognitive Domain: Comprehension Answer Location: HRM and the Balanced Scorecard Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 8: Talent Management and HR Planning Test Bank Multiple Choice 1. Talent management is focused on ______.

A. retaining talented employees B. recruiting and hiring employees C. training and promoting employees D. all of these Ans: D Learning Objective: 8-1: Understand what talent management is and how it fits within human resources planning (HRP) and corporate strategy.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 2. For what type of jobs can talent management be used?

A. unskilled workers only B. managers only C. executives only D. all jobs Ans: D Learning Objective: 8-1: Understand what talent management is and how it fits within human resources planning (HRP) and corporate strategy.

Cognitive Domain: Comprehension Answer Location: Talent Management Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Which of the following statements accurately describes the relationship between job analysis and job descriptions?

A. Job analysis is based on information collected from job descriptions.

B. Job descriptions are based on information collected from job analysis.

C. There is no relationship between job analysis and job descriptions.

D. Job analysis is less important than job descriptions.

Ans: B Learning Objective: 8-7: Explain the importance of job analysis and job descriptions.

Cognitive Domain: Comprehension Answer Location: Summary Difficulty Level: Medium AACSB Standard: Application of knowledge 4. The talent management life cycle refers to ______.

A. success and failure in finding new employees

B. the long-term talent management strategy C. reusing the human resources planning (HRP) repeatedly D. none of these Ans: D Learning Objective: 8-2: Discuss the talent management life cycle.

Cognitive Domain: Knowledge Answer Location: The Talent Management Life Cycle Difficulty Level: Easy AACSB Standard: Application of knowledge 5. What does ―KSA‖ stand for?

A. knowledge, self-presentation, and attributes B. know-how, self-esteem, and abilities C. knowledge, skills, and abilities D. know-how, skills, and appointments Ans: C Learning Objective: 8-1: Understand what talent management is and how it fits within human resources planning (HRP) and corporate strategy.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 6. What is the first stage of human resources planning (HRP)?

A. forecasting B. analysis and investigation C. implementation and control D. planning and resourcing Ans: B Learning Objective: 8-5: Discuss the steps in the development and use of an HRP. Cognitive Domain: Knowledge Answer Location: Human Resource Planning Difficulty Level: Medium AACSB Standard: Application of knowledge 7. What is the final step in the talent management life cycle?

A. estimate the supply of leaders B. estimate the demand for labor C. use HR programs to equalize supply and demand D. identify high performers Ans: C Learning Objective: 8-2: Discuss the talent management life cycle.

Cognitive Domain: Comprehension Answer Location: The Talent Management Life Cycle Difficulty Level: Medium AACSB Standard: Application of knowledge 8. According to the most recent survey, what percentage of organizations have implemented at least one Talent Management software application?

A. 85 B. 65 C. 45 D. 25 Ans: A Learning Objective: 8-3: Discuss how the use of an HRIS supports talent management.

Cognitive Domain: Knowledge Answer Location: Technology and Talent Management Difficulty Level: Easy AACSB Standard: Application of knowledge 9. Which social networking site is used for recruitment by nearly 90% of large organizations?

A. Facebook B. Twitter C. LinkedIn D. YouTube Ans: C Learning Objective: 8-3: Discuss how the use of an HRIS supports talent management.

Cognitive Domain: Knowledge Answer Location: Social Networking and Talent Management Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Which stage of human resource planning is concerned with the identification of strategic options and the creation of HR scenarios about labor force demand and supply?

A. forecasting B. analysis and investigation C. implementation and control D. planning and resourcing Ans: A Learning Objective: 8-5: Discuss the steps in the development and use of an HRP. Cognitive Domain: Comprehension Answer Location: Phase 2: Forecasting Difficulty Level: Medium AACSB Standard: Application of knowledge 11. What is the major goal of workforce analytics for talent management?

A. to estimate the demand for labor B. to implement at least one talent management software application C. to enhance corporate branding D. to model the KSAs of successful and unsuccessful employees Ans: D Learning Objective: 8-4: Explain the role of workforce analytics are used in a talent management program.

Cognitive Domain: Comprehension Answer Location: Workforce Analytics and Talent Management Difficulty Level: Medium

AACSB Standard: Application of knowledge 12. Which one of the following attributes is not among the common attributes of high performing and high potential individuals?

A. communication skills B. drive C. mathematical skills D. imagination Ans: C Learning Objective: 8-2: Discuss the talent management life cycle.

Cognitive Domain: Knowledge Answer Location: Talent Management and Corporate Strategy Difficulty Level: Easy AACSB Standard: Application of knowledge

True/False 1. Talent management is just a new title for the HR professional who is in charge of recruiting and new hiring at a company.

Ans: F Learning Objective: 8-1: Understand what talent management is and how it fits within human resources planning (HRP) and corporate strategy.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 2. The first phase of HRP is ―analysis and investigation.‖ Ans: T Learning Objective: 8-5: Discuss the steps in the development and use of an HRP. Cognitive Domain: Knowledge Answer Location: Human Resource Planning Difficulty Level: Easy AACSB Standard: Application of knowledge 3. Forecasting in HRP is concerned with the identification of strategic options and estimates of the need for human capital demand and supply.

Ans: T Learning Objective: 8-6: Explain the use of HRP in forecasting supply and demand of new employees.

Cognitive Domain: Comprehension Answer Location: Phase 2: Forecasting Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Job analysis cannot be completed through online survey techniques.

Ans: F

Learning Objective: 8-7: Explain the importance of job analysis and job descriptions.

Cognitive Domain: Comprehension Answer Location: HRIS Applications Difficulty Level: Medium AACSB Standard: Application of knowledge 5. In HRP, it is crucial that the knowledge, skills, and abilities (KSA) required in the forecasted jobs be known.

Ans: T Learning Objective: 8-6: Explain the use of HRP in forecasting supply and demand of new employees.

Cognitive Domain: Comprehension Answer Location: Human Resource Planning Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Job descriptions are important for all HR activities.

Ans: T Learning Objective: 8-7: Explain the importance of job analysis and job descriptions.

Cognitive Domain: Analysis Answer Location: Job Analysis Difficulty Level: Medium AACSB Standard: Application of knowledge 7. ―Political skills‖ are one of the attributes of high-performing and high-potential employees.

Ans: F Learning Objective: 8-2: Discuss the talent management life cycle.

Cognitive Domain: Comprehension Answer Location: Identifying ―High Performers‖ Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Talent Management software is segmented into offerings for different industries and for different sizes of companies.

Ans: T Learning Objective: 8-3: Discuss how the use of an HRIS supports talent management.

Cognitive Domain: Knowledge Answer Location: Technology and Talent Management Difficulty Level: Medium AACSB Standard: Application of knowledge 9. Social networks (e.g., Facebook and LinkedIn) have no drawbacks for use in a talent management program.

Ans: F Learning Objective: 8-1: Understand what talent management is and how it fits within human resources planning (HRP) and corporate strategy.

Cognitive Domain: Knowledge Answer Location: Social Networking and Talent Management

Difficulty Level: Easy AACSB Standard: Application of knowledge 10. ―Imagination‖ is one of the attributes of high performing and high potential employees.

Ans: T Learning Objective: 8-2: Discuss the talent management life cycle.

Cognitive Domain: Knowledge Answer Location: Identifying ―High Performers‖ Difficulty Level: Medium AACSB Standard: Application of knowledge

Essay 1. What are the steps in the talent management life cycle?

Ans: (1) Estimate the demand for labor (2) Estimate the supply of available leaders (3) Calculate the difference between estimated supply and demand (4) Use HR programs to change the difference so that supply and demand are equalized.

Learning Objective: 8-2: Discuss the talent management life cycle.

Cognitive Domain: Knowledge Answer Location: The Talent Management Life Cycle Difficulty Level: Easy AACSB Standard: Application of knowledge 2. What is a good definition of talent management?

Ans: Talent management refers to the process of hiring, socializing, developing, and retaining employees, while at the same time attracting highly qualified individuals from the labor market. Lockwood’s definition (2006) is ―talent management is the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs.‖ Learning Objective: 8-1: Understand what talent management is and how it fits within human resources planning (HRP) and corporate strategy.

Cognitive Domain: Comprehension Answer Location: Talent Management Difficulty Level: Easy AACSB Standard: Application of knowledge 3. What are the five common attributes of high performing employees and high potentials?

Ans: (1) Ability to communicate with others using multiple media (2) Drive or motivation

(3) Ability and willingness to listen to the ideas of others (4) Problem solving skills (5) Imagination Learning Objective: 8-2: Discuss the talent management life cycle.

Cognitive Domain: Knowledge Answer Location: Identifying ―High Performers‖ Difficulty Level: Easy AACSB Standard: Application of knowledge 4. How can an HRIS assist in the process of developing and maintaining accurate and up-to-date job descriptions?

Ans: An HRIS can assist in the following ways: (1) Completing job analysis and deriving job descriptions can be accomplished through online survey techniques. Job analysis questionnaires can be administered online to job incumbents and supervisors, and the resulting job descriptions can be obtained through statistical analyses. This online questionnaire capability can be part of an integrated HRM software package covering multiple programs or purchased as stand-alone software.

(2) Maintaining accurate job descriptions can also be aided by an HRIS. Self-service portals can be utilized to make sure that job descriptions remain accurate and timely.

For example, if a new work procedure or equipment is introduced, it would be easy to request that the persons affected by the change, both employees and supervisors, access the current job descriptions via portals to make any necessary changes to the job descriptions. In addition, it is a good idea to establish an annual review of all job descriptions to maintain their timeliness. If a company requires annual reviews of employee performance and these forms are generated by the HRIS, it would be quite easy to generate a copy of the current job description to accompany each request for a job performance evaluation. The employees and the supervisors could then review the accuracy of the job descriptions and submit any changes necessary through portals.

(3) The use of technology leads to more accurate job descriptions and cuts the time required to create them.

Learning Objective: 8-7: Explain the importance of job analysis and job descriptions.

Cognitive Domain: Comprehension Answer Location: HRIS Applications Difficulty Level: Medium AACSB Standard: Application of knowledge 5. What are the phases of human resource planning?

Ans: (1) Analysis and investigation (2) Forecasting (3) Planning and resourcing (4) Implementation and control Learning Objective: 8-5: Discuss the steps in the development and use of an HRP. Cognitive Domain: Comprehension Answer Location: Human Resource Planning Difficulty Level: Medium AACSB Standard: Application of knowledge

6. What key sources of information are analyzed during the analysis and investigation stage of human resource planning?

Ans: (1) The nature of the external labor market (2) The internal labor market (3) An organizational assessment (4) Corporate strategy Learning Objective: 8-5: Discuss the steps in the development and use of an HRP. Cognitive Domain: Comprehension Answer Location: Phase 1: Analysis and Investigation Difficulty Level: Hard AACSB Standard: Application of knowledge 7. How can social networking help with talent management?

Ans: Social networking sites can increase the flow of information for making social connections between candidates and the organization. In addition, they can enhance corporate branding and can reach a broader audience. If recent college graduates are a company’s target audience for recruiting, social networks can provide a direct and efficient link to potential applicants.

Learning Objective: 8-3: Discuss how the use of an HRIS supports talent management.

Cognitive Domain: Analysis Answer Location: Social Networking and Talent Management Difficulty Level: Medium AACSB Standard: Application of knowledge 8. What are some uses of job descriptions?

Ans: (1) Evidence for any litigation involving unfair discrimination in hiring, promoting, or terminating employees (2) Development of all the HRM programs (3) Development of compensation structures (4) Employee disciplinary programs and union grievances Learning Objective: 8-7: Explain the importance of job analysis and job descriptions.

Cognitive Domain: Comprehension Answer Location: Job Analysis Difficulty Level: Medium AACSB Standard: Application of knowledge 9. What are the phases or considerations for job analysis?

Ans: (1) Identify the types of job information needed (2) Identify the sources of information about the job (3) Determine the appropriate methods of collecting the job data (4) Consider using one or more of the standardized techniques for conducting job analysis to enhance the final job description Learning Objective: 8-7: Explain the importance of job analysis and job descriptions.

Cognitive Domain: Comprehension Answer Location: Approaches and Techniques to Job Analysis Difficulty Level: Medium

AACSB Standard: Application of knowledge 10. How can workforce analytics, as part of an HRIS, help to measure and improve a talent management program?

Ans: Using workforce analytics to manage talent in an organization can involve asking questions about an individual person or a group of employees. The real purpose of analytics for talent management is to use the analytics to model, in terms of skills and abilities of employees who were successful in the company, against a pool of existing employees or new potential hires to determine their possibility of success in the organization. An employer can also utilize analytics to identify the characteristics of successful to see if the company is attracting the strongest individuals. By using analytics, a company can also better train its managers on hiring tactics, and resources can be better funneled to the right recruitment channel. Further, organizations can integrate internal and external data (e.g., work experiences, education, training) and analyze them to determine what helps prepare employees for success. Finally, data about performance objectives can be compared with actual business results.

Learning Objective: 8-4: Explain the role of workforce analytics are used in a talent management program.

Cognitive Domain: Comprehension Answer Location: Workforce Analytics and Talent Management Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 9: Recruitment and Selection in an Internet Context Test Bank Multiple Choice 1. What has the research consistently found regarding the cost of online recruitment?

A. Online recruiting methods are considerably less costly than traditional recruiting methods.

B. Online recruiting and traditional recruiting methods are equally costly.

C. Traditional recruiting methods are cheaper than online recruiting methods.

D. None of these Ans: A Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Cost of Filling the Job Opening Difficulty Level: Medium AACSB Standard: Application of knowledge 2. According to the research, which population(s) tend to prefer online recruiting?

A. college students

B. older workers C. Hispanics D. women Ans: A Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Quality and Diversity of Applicants Difficulty Level: Easy AACSB Standard: Application of knowledge 3. Which of the following statements is most accurate?

A. In the United States, over 90% of large companies use the internet to recruit applicants.

B. In the United States, over 50% of large companies use the internet to recruit applicants.

C. In the United States, less than 75% of large companies use the internet to recruit applicants.

D. In the United States, approximately 33% of large companies use the internet to recruit applicants.

Ans: A Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment and Technology Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Decades of assessment research has found ______ can, on average, predict success virtually as well as simulations.

A. years of education B. training and experience ratings C. personality tests D. general cognitive ability tests Ans: D Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Bandwidth Versus Fidelity: How Closely Should We Simulate the Job Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Mode of administration (paper or computer) of assessments will not likely impact scores for ______ but will likely influence scores for ______.

A. speeded tests; power tests B. power tests; speeded tests C. cognitive tests; personality tests D. speeded tests; cognitive tests Ans: B

Learning Objective: 9-6: Understand how HRIS is related to selection and assessment.

Cognitive Domain: Comprehension Answer Location: Equivalence Between Modes of Assessment Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Which of these is not used to calculate the utility of a selection system?

A. the utility or annual change in the dollar value of productivity B. the validity coefficient of the assessment C. the number of employees hired D. the cost of the selection system Ans: D Learning Objective: 9-8: Understand the value of HRIS selection applications through the use of utility analysis.

Cognitive Domain: Knowledge Answer Location: Demonstrating the HRM’s Value With HRIS Selection Applications Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Which of the following is NOT a recruiting process objective discussed in the text?

A. cost B. speed of filling job vacancies C. satisfaction and retention rates D. new hire pay rates Ans: D Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Knowledge Answer Location: The Impact of Online Recruitment on Recruitment Objectives Difficulty Level: Easy AACSB Standard: Application of knowledge 8. The goal of the ______ function is to identify, attract, and hire the most qualified people.

A. recruitment B. marketing C. training and development D. none of these Ans: A Learning Objective: 9-3: Discuss recruitment strategies and social networking.

Cognitive Domain: Comprehension Answer Location: Recruitment and Technology Difficulty Level: Medium AACSB Standard: Application of knowledge 9. Which of these is not a way of reducing the administrative burden of online recruitment?

A. using an applicant tracking system (ATS) B. automating the screening of individuals before an application is submitted

C. increasing the number of applicant resumes for each job opening D. communicating with applicants via automated emails from preloaded templates Ans: C Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Cost of Filling the Job Opening Difficulty Level: Medium AACSB Standard: Application of knowledge 10. The ______ is best described as ―the employees’ beliefs about the reciprocal obligations and promises between them and their organizations.‖ A. psychological contract B. employee contract C. HR contract D. none of these Ans: A Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Psychological Contract Fulfillment, Employee Satisfaction, and Retention Rates Difficulty Level: Medium AACSB Standard: Application of knowledge 11. A(n) ______ is best described as ―when an applicant is given positive and negative attributes of a job they are applying to see if this job is truly what they desire or thought it was.‖ A. realistic job preview B. online recruitment message C. recruiter interview D. none of these Ans: A Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Psychological Contract Fulfillment, Employee Satisfaction, and Retention Rates Difficulty Level: Medium AACSB Standard: Application of knowledge 12. ______ are best described as ―job-related decision making tools that provide information about candidates that organizations use to make choices about their people.‖ A. Tests and assessments B. Work simulations C. Recruitment interviews D. None of these Ans: A

Learning Objective: 9-6: Understand how HRIS is related to selection and assessment.

Cognitive Domain: Comprehension Answer Location: What Are Selection Tests and Assessments, and Why Are They Used?

Difficulty Level: Medium AACSB Standard: Application of knowledge

True/False 1. In the United States, over 95% of large companies use the internet to recruit applicants for job openings.

Ans: T Learning Objective: 9-4: Discuss new technological advances in online recruitment.

Cognitive Domain: Knowledge Answer Location: Recruitment and Technology Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.

Ans: T Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Speed of Filling Job Vacancies Difficulty Level: Medium 3. The availability of particular information (i.e., advancement opportunities and salary) will not likely impact applicants’ attraction to organizations.

Ans: F Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Psychological Contract Fulfillment, Employee Satisfaction, and Retention Rates Difficulty Level: Medium AACSB Standard: Application of knowledge 4. The fulfillment of the psychological contract could lead to a long and productive relationship for both the employee and employer, where satisfaction and retention rates could be increased.

Ans: T Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension

Answer Location: Recruitment Objective: Psychological Contract Fulfillment, Employee Satisfaction, and Retention Rates Difficulty Level: Medium AACSB Standard: Application of knowledge 5. A company’s employment brand can do little to aid in the attraction of applicants to your website.

Ans: F Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Psychological Contract Fulfillment, Employee Satisfaction, and Retention Rates Difficulty Level: Medium AACSB Standard: Application of knowledge 6. It is imperative that organizations make sure their applications, job postings, and career sections are designed and formatted for all common mobile devices.

Ans: T Learning Objective: 9-4: Discuss new technological advances in online recruitment.

Cognitive Domain: Comprehension Answer Location: Advancing Online Recruitment With New Technologies Difficulty Level: Easy AACSB Standard: Application of knowledge 7. Younger individuals tend to prefer online recruitment over other recruitment sources.

Ans: T Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Knowledge Answer Location: Recruitment Objective: Quantity, Quality, and Diversity of Applicants Difficulty Level: Easy AACSB Standard: Application of knowledge 8. Mobile technology cannot help organizations bridge the digital divide.

Ans: F Learning Objective: 9-4: Discuss new technological advances in online recruitment.

Cognitive Domain: Comprehension Answer Location: Advancing Online Recruitment With New Technologies Difficulty Level: Medium AACSB Standard: Application of knowledge 9. Older individuals (55 or above) tend to have lower computer self-efficacy than younger adults.

Ans: T Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Knowledge Answer Location: Recruitment Objective: Quantity, Quality, and Diversity of Applicants

Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Online recruitment may have a negative impact on the extent to which organizations are able to attract women, older workers, and some minorities.

Ans: T Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Quantity, Quality, and Diversity of Applicants Difficulty Level: Medium AACSB Standard: Application of knowledge 11. The extent to which the website is usable or not has been referred to as website usability.

Ans: T Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Attributes of the Recruiting Website Difficulty Level: Easy AACSB Standard: Application of knowledge 12. Content information can be defined as the overall ease with which a user can browse through multiple webpages to locate topics of interest.

Ans: F Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Attributes of the Recruiting Website Difficulty Level: Medium AACSB Standard: Application of knowledge 13. Navigability refers to the degree to which the website hosts relevant information that the user deems valuable and informative in nature.

Ans: F Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Attributes of the Recruiting Website Difficulty Level: Medium AACSB Standard: Application of knowledge 14. Aesthetic features represent the overall stylistic or innovative features of a website, such as contrasting colors, pictures, animation, and playfulness that keep the user engaged while navigating through multiple webpages.

Ans: T Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Attributes of the Recruiting Website Difficulty Level: Medium AACSB Standard: Application of knowledge 15. ―Self-selection‖ occurs when an applicant decides not to apply for a job after visiting a company’s recruiting website.

Ans: T Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Attributes of the Recruiting Website Difficulty Level: Medium AACSB Standard: Application of knowledge

Essay 1. How may HR demonstrate the value of a selection system?

Ans: Demonstrating the HR’s Value with HRIS Selection Applications: The HRIS manager plays a key role in proving the value of a selection system through knowledge of how to obtain and use the right data on individual and organizational outcomes that will demonstrate a return on investment in the system. This expertise is also critical for defending the selection system, which is generally a high-stakes event: the use of the selection information determines individual careers and the company’s ultimate success. Demonstrating the value of selection requires that we know how well the employees who were assessed eventually perform on the job. For instance, if we measure their productivity (e.g., more products assembled or repaired, customers served, or products sold), we may find that people who score higher on the tests also are more productive. As another example, suppose the assessed individuals are supervisors. Among this group, we may find that the higher the supervisor’s assessment scores, the better they supervise their subordinates, have higher skill levels (perhaps as measured with a knowledge test), and have lower turnover than the subordinates of people whose assessment results were not as high. Testing experts refer to this value or return on investment as utility--the extent to which a selection system results in better candidates than would have occurred if the system had not been used (Blum & Naylor, 1968). The quality of the candidates may be defined in terms of one or more of the following (Cascio, 1991): (1) The proportion who are successful on the job (2) The average numeric value of an outcome of interest (such as number of products sold or customers served) (3) The dollar amount of benefit resulting to the organization (such as the annual increase in revenue) If a selection system produces a higher proportion of successful candidates (for instance, a 10% increase in the number of new financial advisors who, once hired, can pass a government-mandated licensure exam), then that system has clear value to the company. The same can be said of a selection system that results in an increase in some performance criterion (e.g., cable service technicians who are able to complete an

average of 20% more installations per day as a result of testing). And the same can be said for a benefit that can be measured in dollars (for instance, the result that for every 10 points higher a salesperson scored on a sales skill assessment, annual sales increased by US$1,000).

Learning Objective: 9-7: Discuss technological issues that influence selection.

Cognitive Domain: Comprehension Answer Location: Demonstrating the HRM’s Value with HRIS Selection Applications Difficulty Level: Medium AACSB Standard: Application of knowledge 2. List and describe four reasons why assessment is important for HRIS. Answer: • Why Is Assessment Important for HRIS? • When used for employee selection, assessments have value because they assist organizations in identifying those individuals who are more likely to succeed on the job and prevent the hire of those who are less likely to succeed. The following list describes several reasons it is important for HR managers to understand the purpose and use of assessments.

• All organizations use assessments • Organization leaders know employees’ abilities, skills, and personal attributes are critical for success.

• Some selection systems work better than others.

• Employee selection is regulated by antidiscrimination laws.

• The value of selection is quantifiable.

Learning Objective: Understand the relationship between selection and assessment with HRIS Cognitive Domain: Comprehension Answer Location: Why Is Understanding Assessment Important for HRIS? Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Please define and explain the importance of recruitment webpage navigability.

Ans: Navigability can be defined as the overall ease with which a user can browse through multiple web pages to locate topics of interest. Hosting a website that displays current information and includes active hyperlinks to retrieve information is essential in maintaining user interest within the site. To achieve this goal, organizations should follow a ―three-click‖ rule for users to locate information of interest. For instance, users who wish to browse job opportunities on the organization’s website should be able to reach the desired webpage by the third hyperlink from the home webpage.

Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Attributes of the Recruiting Website Difficulty Level: Medium AACSB Standard: Application of knowledge 4. What is the digital divide, and how can organizations bridge it?

Ans: The digital divide is the gap between those individuals who have access to a computer and ability to use it and those who do not. Mobile recruitment can help,

because African American and Hispanic cell phone usage is very similar to Whites. In addition, for these minorities, their smartphone is often their main access to the internet.

Learning Objective: 9-3: Discuss recruitment strategies and social networking.

Cognitive Domain: Comprehension Answer Location: Advancing Online Recruitment With New Technologies Difficulty Level: Medium AACSB Standard: Application of knowledge 5. The textbook offers several research-based guidelines on the effective design and use of online recruitment strategies. Please list five of the suggestions offered in the textbook.

Ans: • Online recruiting is more suitable for well-known firms with excellent employer branding.

• It should be used as one of the many sources of recruitment.

• It is more suitable when many candidates are needed for high-level jobs requiring high levels of education.

• Organizations should be aware of the limitations of this method, such as its limited ability to attract highly qualified candidates and minority candidates. It may, in fact, attract job hoppers.

• The websites should be easy to use and navigate and designed to attract, not screen, candidates.

• Online screening systems should be based on job analyses.

• E-recruiting systems should provide realistic previews of jobs and of the firm.

• The effectiveness should be regularly reviewed and continuously improved based on feedback from job applicants.

• Online recruiting should be culturally sensitive and suit people from diverse backgrounds, including those with low education levels and low computer self-efficacy.

• Online recruiting must incorporate privacy protection policies, including those limiting the collection of information to only employment-specific data and those restricting access to and distribution of such data.

Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Online Recruitment Guidelines Difficulty Level: Medium AACSB Standard: Application of knowledge 6.How is artificial intelligence (AI) supporting recruitment?

Ans: (1) It is used to automate the screening process of resumes.

(2) The technology can standardize the ability to match the candidate to the KSAOs. (3) Chatbots can simulate conversation with humans.

Learning Objective: 9-3: Discuss recruitment strategies and social networking.

Cognitive Domain: Comprehension Answer Location: Advancing Online Recruitment With New Technologies Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Please discuss what is meant by adverse impact.

Ans: Adverse impact occurs when unintentional discrimination towards protected groups occurs in your hiring process. This could lead into legal issues for organizations.

Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Recruitment Objective: Quantity, Quality, and Diversity of Applicants Difficulty Level: Medium AACSB Standard: Application of knowledge 8. What are some of the characteristics by which the effectiveness of an online recruiting website can be evaluated? Please discuss in some detail.

Ans: • In general, the best website design is user-friendly, in that users can easily navigate and browse through multiple web pages to find information.

• The extent to which the website is usable or not has been referred to as website usability in the empirical literature.

• Navigability can be defined as the overall ease with which a user can browse through multiple webpages to locate topics of interest. Hosting a website that displays current information and includes active hyperlinks to retrieve information is essential in maintaining user interest within the site. To achieve this goal, organizations should follow the ―three-click‖ rule for users to locate information of interest.

• Content information refers to the degree to which the website hosts relevant information that the user deems valuable and informative in nature. Providing information that the user desires is another mechanism by which organizations can sustain user interest and satisfaction with the website.

• The media richness theory has been frequently applied to explain why hosting relevant content information is beneficial to applicants. Specifically, this theory contends that communication effectiveness is a function of the degree to which media sources reduce user uncertainty and equivocality.

• When organizations posted employee testimonials on their employment web pages, their sites generated greater organizational attraction than other websites that did not have such testimonials. Consequently, hosting information that applicants value will most likely facilitate person–job (P-J) and person–organization (P-O) ―fit‖-related decisions.

• The more customizable information an organization provides on its webpage, the more likely an applicant will engage in appropriate self-selection behavior (to apply or not apply for a job within the organization). In other words, if the website provides direct feedback to applicants regarding their P-O or P-J fit, the online recruiting effort will likely attract a more qualified applicant pool.

• Aesthetic features of their websites engage user interest and attention. These features encompass the overall stylistic or innovative aspects of a website, such as contrasting colors, pictures, animation, and playfulness, which keep the user engaged while he or she navigates through multiple webpages.

Learning Objective: 9-1: Understand the relationship between the Internet and organizational recruiting objectives.

Cognitive Domain: Comprehension Answer Location: Attributes of the Recruiting Website Difficulty Level: Medium AACSB Standard: Application of knowledge

9. What recruiting objectives are being met through the use of online recruitment?

Ans: Recruitment objectives include (a) cost, (b) speed of filling job vacancies, (c) psychological contract fulfillment, (d) satisfaction and retention rates, (e) quality and quantity of applicants, and (f) diversity of applicants.

Learning Objective: 9-2: Discuss the potential advantages and disadvantages of online recruitment in the framework of recruiting objectives.

Cognitive Domain: Comprehension Answer Location: The Impact of Online Recruitment on Recruitment Objectives Difficulty Level: Medium AACSB Standard: Application of knowledge 10. What are some of the technological issues that arise through the use of technology in the function of selection?

Ans: Measurement properties of paper-and-pencil assessment and computer versions were discussed in this chapter. There is clear evidence that the mode of administration (paper versus computerized) matters for ability tests that are speeded. The more speeded a test is, the more likely there will be differences between the paper and computer results. A second issue focused on the tradeoff of fidelity and bandwidth.

Technology has enabled organizations to create work sample simulations that represent the job with high fidelity. However, if the company then wants to use the simulation for a different business unit or job, the details that made the simulation highly appropriate in the first setting may interfere with its use in the other setting. In general, HRIS managers should keep in mind that depending on the effort and expense one is willing to expend on assessment development and installation, lower fidelity simulations and/or combinations of other types of assessments might be preferable. The final issues dealt with unproctored testing, which can offer convenience to both the applicant and organization but how this gives way to a floodgate of concerns, such as candidate identity, test security and cheating, and fair access to testing by minorities.

Learning Objective: 9-7: Discuss technological issues that influence selection.

Cognitive Domain: Comprehension Answer Location: Technology Issues in Selection Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 10: Training and Development Test Bank Multiple Choice 1. A firm’s knowledge assets are called its ______.

A. organizational culture B. collaborative technologies C. human capital D. blended learning Ans: C

Learning Objective: 10-1: Discuss how training can be used as a source of competitive advantage.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 2. ______ is/are defined as the process of assimilating new knowledge and skills in consequence of experience or practice, which will bring about relatively permanent changes in behavior.

A. Competencies B. Learning C. Knowledge D. Training Ans: B Learning Objective: 10-3: Understand how training and development affect both learning and motivation.

Cognitive Domain: Knowledge Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Easy AACSB Standard: Application of knowledge 3. According to Peter Senge’s book, which of the following is considered the ―fifth discipline?‖ A. shared visions B. mental models C. systems thinking D. team learning Ans: C Learning Objective: 10-5: Understand the essential features of the culture of a learning organization.

Cognitive Domain: Knowledge Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Which of the following is the first step of the systems model of training and development?

A. identifying training and development needs B. design training and development solutions C. evaluate training and development effectiveness D. implement training and development solutions Ans: A Learning Objective: 10-4: Explain the steps in a systems model of training.

Cognitive Domain: Comprehension Answer Location: Step One: Identifying T&D Needs Difficulty Level: Medium

AACSB Standard: Application of knowledge 5. ______ essentially consists of five separate activities, which are the acquisition, documentation, transfer, creation, and application of knowledge.

A. A learning management system B. Performance management C. Knowledge management D. Training management Ans: C Learning Objective: 10-5: Understand the essential features of the culture of a learning organization.

Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium AACSB Standard: Application of knowledge 6. According to Argyris and Schon’s (1978) three-level model of organizational learning, which level of learning is best described as ―questioning the suitability of norms, practices, policies, and procedures that define performance standards?‖ A. single-loop learning B. double-loop learning C. triple-loop learning D. quadruple-loop learning Ans: B Learning Objective: 10-3: Understand how training and development affect both learning and motivation.

Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Which of the following is the last step of the systems model of training and development?

A. identifying training and development needs B. design training and development solutions C. evaluate training and development effectiveness D. implement training and development solutions Ans: C Learning Objective: 10-4: Explain the steps in a systems model of training.

Cognitive Domain: Comprehension Answer Location: Step Four: Evaluating T&D Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Which of the following has been found to be positively related to learner control?

A. learner satisfaction B. learning

C. transfer D. none of these Ans: A Learning Objective: 10-3: Understand how training and development affect both learning and motivation.

Cognitive Domain: Comprehension Answer Location: Success Factors in E-Learning Difficulty Level: Medium AACSB Standard: Application of knowledge 9. Russ-Eft and Preskill (2005) highlight critical factors in HR development evaluation that complicate the assessment of training outcomes. Which of the following is a critical factor?

A. Evaluation occurs within a complex, dynamic, and variable environment.

B. Evaluation is essentially a political activity.

C. Evaluation ought to be purposeful, planned, and systematic.

D. All of these Ans: D Learning Objective: 10-8: Discuss the critical importance of the evaluation of training.

Cognitive Domain: Comprehension Answer Location: Training Metrics and Benefit–Cost Analysis Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Which of the following should not be part of an implementation plan?

A. the resources required B. How the training will be evaluated.

C. Who should facilitate the training.

D. The period within which the training should occur.

Ans: B Learning Objective: 10-4: Explain the steps in a systems model of training.

Cognitive Domain: Comprehension Answer Location: Step Three: Implementing T&D Difficulty Level: Medium AACSB Standard: Application of knowledge 11. According to the systems model of T&D, organizations ought to formulate an implementation plan that should specify which of the following?

A. the resources required B. How the training should be carried out.

C. Who should facilitate the training.

D. All of these Ans: D Learning Objective: 10-4: Explain the steps in a systems model of training.

Cognitive Domain: Comprehension Answer Location: Step Three: Implementing T&D Difficulty Level: Medium AACSB Standard: Application of knowledge

12. ______ refers to the planned acquisition of knowledge, skills, and abilities (KSA) to carry out a specific task or job in a vocational setting.

A. Education B. Training C. Development D. Learning Ans: B Learning Objective: 10-2: Differentiate between training and development (T&D).

Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Easy AACSB Standard: Application of knowledge 13. ______ is considered a continuous process of systematic advancement, of ―becoming increasingly more complex, more elaborate and differentiated, by virtue of learning and maturation.‖ A. Education B. Training C. Development D. Learning Ans: C Learning Objective: 10-2: Differentiate between training and development (T&D).

Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium AACSB Standard: Application of knowledge 14. ______ is an umbrella term and broadly refers to any learning facilitated using electronic means.

A. Audio learning B. Video Learning C. Satellite Learning D. E-learning Ans: D Learning Objective: 10-4: Explain the steps in a systems model of training.

Cognitive Domain: Knowledge Answer Location: E-Learning Difficulty Level: Easy AACSB Standard: Application of knowledge

True/False 1. A learning content management system (LCMS) can be used to store and develop T&D content, such as multimedia files, templates for training courses, or assignments.

Ans: T

Learning Objective: 10-9: Understand MIS, HRMS, and DSS (see Chapter 1) training applications.

Cognitive Domain: Knowledge Answer Location: HRIS/Learning Applications: Learning Management Systems Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Human capital is considered a key source of competitive advantage.

Ans: T Learning Objective: 10-8: Discuss the critical importance of the evaluation of training.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Easy AACSB Standard: Application of knowledge 3. The manner in which adults learn and are motivated to learn differs fundamentally from the ways in which children and adolescents learn.

Ans: T Learning Objective: 10-5: Understand the essential features of the culture of a learning organization.

Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium AACSB Standard: Application of knowledge 4. ‖Learning organizations‖ and ―organizational learning‖ are synonyms.

Ans: F Learning Objective: 10-5: Understand the essential features of the culture of a learning organization.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 5. The costs involved in training are difficult to establish.

Ans: F Learning Objective: 10-7: Understand both the costs and the benefits metrics associated with training.

Cognitive Domain: Comprehension Answer Location: Training Metrics and Benefit–Cost Analysis Difficulty Level: Medium AACSB Standard: Application of knowledge 6. It is crucially important to use evaluation data to make decisions on future training initiatives.

Ans: T Learning Objective: 10-8: Discuss the critical importance of the evaluation of training.

Cognitive Domain: Comprehension

Answer Location: Step Four: Evaluating T&D Difficulty Level: Easy AACSB Standard: Application of knowledge 7. Transfer of training is critically dependent on the organizational climate that supports the training transfer.

Ans: T Learning Objective: 10-6: Explain the factors that influence transfer of training.

Cognitive Domain: Comprehension Answer Location: Training Transfer Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Blended learning in workplace training is effective for all learners.

Ans: F Learning Objective: 10-10: Explain the advantages and disadvantages of Web-based learning.

Cognitive Domain: Comprehension Answer Location: E-Learning Difficulty Level: Medium AACSB Standard: Application of knowledge 9. The approach of combining e-learning methods with traditional face-to-face methods is referred to as blended learning.

Ans: T Learning Objective: 10-10: Explain the advantages and disadvantages of Web-based learning.

Cognitive Domain: Knowledge Answer Location: E-Learning Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Collaboration and communication in groupware context may be synchronous or asynchronous.

Ans: T Learning Objective: 10-10: Explain the advantages and disadvantages of Web-based learning.

Cognitive Domain: Comprehension Answer Location: E-Learning Difficulty Level: Medium AACSB Standard: Application of knowledge 11. E-learning is an umbrella term and broadly refers to any learning facilitated using electronic means.

Ans: T Learning Objective: 10-10: Explain the advantages and disadvantages of Web-based learning.

Cognitive Domain: Knowledge Answer Location: E-Learning

Difficulty Level: Easy AACSB Standard: Application of knowledge 12. Off-the-job training and on-the-job training typically cost around the same for an organization to administer.

Ans: F Learning Objective: 10-7: Understand both the costs and the benefits metrics associated with training.

Cognitive Domain: Comprehension Answer Location: Step Two: Developing T&D Initiatives Difficulty Level: Medium AACSB Standard: Application of knowledge 13. Individuals tend to have similar learning styles.

Ans: F Learning Objective: 10-6: Explain the factors that influence transfer of training.

Cognitive Domain: Comprehension Answer Location: Step Two: Developing T&D Initiatives Difficulty Level: Medium AACSB Standard: Application of knowledge 14. A learning activity can be considered successful if it leads to transfer of learning, as well as a noticeable and permanent change in behavior in the trainees.

Ans: T Learning Objective: 10-6: Explain the factors that influence transfer of training.

Cognitive Domain: Comprehension Answer Location: Step Three: Implementing T&D Difficulty Level: Easy AACSB Standard: Application of knowledge 15. It is easy for an organization to become a learning organization.

Ans: F Learning Objective: 10-5: Understand the essential features of the culture of a learning organization.

Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium AACSB Standard: Application of knowledge

Essay 1. Please briefly explain what is meant by transfer of training.

Ans: Positive and long-lasting changes in employee behavior and, ultimately, increased shareholder value can only be attained if training (or learning) transfer occurs. Training transfer is the continuous application of the KSA acquired during the training exercise.

Various classifications of transfer of training exist depending on the context.

• Near versus far (how close is the training task to the actual job task?)

• Specific versus general (transfer of skills vs. transfer of principles) • Positive versus negative (linked to the perception of the training experience) • Lateral versus vertical (Lateral transfer is about the application of training to similar tasks at the same level of complexity while vertical transfer implies analysis and synthesis--that is, the ability to apply training to more complex tasks.)

Learning Objective: 10-6: Explain the factors that influence transfer of training.

Cognitive Domain: Comprehension Answer Location: Training Transfer Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Please list and briefly describe the five interrelated disciplines that were suggested by Peter Senge that organizations should cultivate among their employees to engender learning and success.

Ans: One of the most influential proponents of the learning organization is Peter Senge.

In his book, The Fifth Discipline, he puts forward five interrelated disciplines that organizations should cultivate among their employees to engender learning and success (Senge, 1990).

(1) Personal mastery: individual growth and learning (2) Mental models: deep-rooted assumptions that affect the way in which employees perceive people, situations and organizations (3) Shared visions: a shared view of the organization’s future (4) Team learning: a shift from individual learning to collective learning (5) Systems thinking: or the fifth discipline, which connects the previous disciplines Learning Objective: 10-5: Understand the essential features of the culture of a learning organization.

Cognitive Domain: Comprehension Answer Location: Training and Development: Strategic Implications and Learning Organizations Difficulty Level: Medium AACSB Standard: Application of knowledge 3. There are many advantages associated with the utilization of e-learning. Please briefly describe five advantages associated with e-learning.

Ans: Advantages include the following: • Cost advantages • Improves computer skills • Self-paced • High degree of learner control • Choice over learning environment • Interactive • Tracking of learner progress and engagement is easy • Real-time feedback • Consistent delivery method • Variety of formats and methods available • Consistent content • Unlimited access in terms of time and locale • Better support, help functions, and knowledge base than other methods

• Appeals to several senses simultaneously • Increased benefits through the combination with traditional training methods • Can be both synchronous and asynchronous • Accommodates different learning styles Learning Objective: 10-10: Explain the advantages and disadvantages of web-based learning.

Cognitive Domain: Comprehension Answer Location: E-Learning Difficulty Level: Medium AACSB Standard: Application of knowledge 4. There are many disadvantages associated with the utilization of e-learning. Please briefly describe five disadvantages.

Ans: Disadvantages include the following: • Basic computer skills necessary • Use of computers might cause apprehension • Not suitable for certain content • Privacy concerns if based online • Requires self-motivation to learn • Learners may feel isolated from instructors and peers • Lack of human contact in general • Technical difficulties impede access Learning Objective: 10-10: Explain the advantages and disadvantages of web-based learning.

Cognitive Domain: Comprehension Answer Location: E-Learning Difficulty Level: Medium AACSB Standard: Application of knowledge 5. What are the two broad categories of T & D methods and what are their advantages and disadvantages?

Ans: T&D methods essentially fall into two broad categories: on the job and off the job.

On-the-job training usually involves peer observation and can be formal, informal, or unstructured. Compared with off-the-job training, on-the-job training is relatively inexpensive. While off-the-job methods may provide greater exposure to expert knowledge, they may also be more time-consuming and may not encourage knowledge transfer.

Learning Objective: 10-6: Explain the factors that influence transfer of training.

Cognitive Domain: Comprehension Answer Location: Step Two: Developing T&D Initiatives Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Explain the first step of the systems model of training and development and the role of HRIS in this step.

Ans: Identifying T&D needs. The first step of the systems model is concerned with the identification of the learning and development needs of organizational members. The training needs analysis (TNA) is the key activity of the systematic approach and essentially serves to identify any discrepancies, the T&D ―gap,‖ between existing KSA

and those required in the present and in the future. Because of the crucial importance and comprehensive nature of the TNA, many organizations employ an HRIS to collect, store, and analyze training needs data, thus ensuring that resulting information is both timely and accurate. Data sources range from business objectives and statistics, at the organizational level, to job descriptions and output levels, at the job level, to staff appraisals, biographical data, and individual training records, at the personal level.

Learning Objective: 10-4: Explain the steps in a systems model of training.

Cognitive Domain: Comprehension Answer Location: Step One: Identifying T&D Needs Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Which is easier to estimate: the costs of training or the benefits of training?

Ans: The costs involved in training can be established relatively easily: yet they can be substantial and involve both direct costs and indirect costs. A considerable direct cost is the loss of production sustained through the absence of trainees from work for the duration of the training. Conversely, the actual benefits to the firm may be much more difficult to ascertain, as many of the benefits take a long time to materialize or can often be of an intangible nature. Moreover, it may prove almost impossible to isolate completely from other variables the effects of training on performance.

Learning Objective: 10-7: Understand both the costs and the benefits metrics associated with training.

Cognitive Domain: Comprehension Answer Location: Training Metrics and Benefit–Cost Analysis Difficulty Level: Medium AACSB Standard: Application of knowledge 8. What issues might arise as a result of the implementation of HRIS T&D application?

Ans: Many HRIS T&D projects fail to meet the expectations of key decision makers. The reasons for this are manifold. Some firms introduce new TMS only because competitors have done likewise, without having the necessary expertise to operate the system.

Frequently, decision makers have false expectations of ROI or apply training metrics that merely focus on cost savings and fail to take note of intangible gains derived from T&D. In other cases, the HRIS T&D application strategy is not aligned with training needs and the overall T&D, HR, and business strategies. Few organizations involve employees during the implementation stage of the HRIS, which can lead to underutilization and dissatisfaction with the system. For a variety of reasons many employees never actually complete e-learning programs that they are enrolled on.

Sometimes, disenchantment is simply the result of poor planning and resulting incompatibility of various disjointed HR systems, albeit an increasing number of organizations purchase one or more pieces of talent management software from a single vendor to prevent these problems.

Learning Objective: 10-9: Understand MIS, HRMS, and DSS (see Chapter 1) training applications.

Cognitive Domain: Comprehension Answer Location: HRIS T&D Applications: Implementation Issues Difficulty Level: Medium AACSB Standard: Application of knowledge

9. Explain why it is important for organizations to evaluate training and development.

Ans: In order to assess whether a particular training initiative, method, or solution has met the training needs and objectives of the firm and whether transfer of learning has taken place, organizations must evaluate their T&D efforts. A HRIS can be invaluable in supporting this process as it contains a vast amount of data relating to training and performance, which can form the basis of any T&D decision making.

Learning Objective: 10-8: Discuss the critical importance of the evaluation of training.

Cognitive Domain: Comprehension Answer Location: Step Four: Evaluating T&D Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 11: Rewarding Employees and HRIS Test Bank Multiple Choice 1. In support of the performance management process, what serves as a basis for performance planning for the next period while providing data for a variety of HR decisions, including rewards, staffing, training, and other decisions affecting the employee’s relationship with the organization?

A. performance planning B. performance observations C. periodic performance summaries D. none of these Ans: C Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Performance Management: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Which of the following statements about performance planning is NOT accurate?

A. Performance dimensions, measures, and standards are unique to each position.

B. Attempts should be made to develop common standards for employees with identical job titles.

C. For each performance dimension, the manager must develop specific outcomes and behaviors that will be used to measure the direct report’s performance.

D. All of these are accurate statements.

Ans: D Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension

Answer Location: Performance Planning Difficulty Level: Medium AACSB Standard: Application of knowledge 3. The set of performance measures, with ______ and ______, becomes the performance ―contract‖ for the period.

A. standards; goals B. short-term goal; long-term goal C. rewards; punishments D. none of these Ans: A Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Performance Planning Difficulty Level: Medium AACSB Standard: Application of knowledge 4. When companies do payroll in-house, what is the payroll module typically part of?

A. the benefits system B. the performance management system C. the HRIS D. the accounting system Ans: D Learning Objective: 11-4: Understand payroll systems and the role of the HRIS in payroll administration.

Cognitive Domain: Comprehension Answer Location: Payroll: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Which of the following HRM functions is the most heavily outsourced?

A. incentive pay B. executive compensation C. performance management D. payroll Ans: D Learning Objective: 11-4: Understand payroll systems and the role of the HRIS in payroll administration.

Cognitive Domain: Comprehension Answer Location: Payroll: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Examples of ______ as a form of compensation include club memberships, first-class travel, and executive dining rooms.

A. retention awards B. perquisites C. short-term incentives

D. recognition awards Ans: B Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Knowledge Answer Location: Compensation: Overview Difficulty Level: Easy AACSB Standard: Application of knowledge 7. Employers must pay ______ for time worked in excess of 40 hr a week at an overtime rate of 1.5 times the normal pay.

A. exempt workers only B. nonexempt workers only C. exempt and nonexempt workers D. all full-time workers Ans: B Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Easy AACSB Standard: Application of knowledge 8. The major rewards decision that has to be made about every employee is which of the following?

A. How much should he or she be paid to be seen as fair by the employee?

B. What type of reward will best motivate him or her?

C. Is the reward system fair for the level of individual performance?

D. Is the reward system equitable among employees holding similar positions?

Ans: A Learning Objective: 11-6: Discuss a motivation theory that helps to understand why work is so important to employees and how the HR programs in talent and performance management affect employee motivation.

Cognitive Domain: Comprehension Answer Location: Decision Support Difficulty Level: Medium AACSB Standard: Application of knowledge 9. What is a ―rewards scorecard?‖ A. a report to each employee showing the total value of all compensation and benefits received by the employee during the year B. a comparison of employee pay rates C. a type of performance management D. rewards that are a function of organizational status Ans: A Learning Objective: 11-3: Understand typical benefits practices and the role of the HRIS in benefits design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Benefits: Typical Reports

Difficulty Level: Medium AACSB Standard: Application of knowledge 10. For benefits reporting, the most common required report is the annual benefits report to employees for tax-qualified plans under ______.

A. FLMA B. EEO C. FLSA D. ERISA Ans: D Learning Objective: 11-3: Understand typical benefits practices and the role of the HRIS in benefits design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Benefits: Typical Reports Difficulty Level: Medium AACSB Standard: Application of knowledge 11. Performance management is connected to which of the following other areas of talent management?

A. recruiting (external) B. staffing (internal) C. career management D. all of these Ans: D Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Performance Management: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 12. A goal of long-term ______ is to align the interests of employees with those of shareholders and to motivate aligned performance over periods of more than 1 year.

A. incentives B. base pay C. merit pay D. competitive pay Ans: A Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 13. ______ the transactional process through which compensation is transferred to employees and federal, state, and local income and payroll taxes are withheld from employees’ checks.

A. Payroll is

B. Compensation is C. Benefit is D. None of these is Ans: A Learning Objective: 11-4: Understand payroll systems and the role of the HRIS in payroll administration.

Cognitive Domain: Knowledge Answer Location: Payroll: Overview Difficulty Level: Easy AACSB Standard: Application of knowledge 14. Which of the following provides regulations regarding executive pay?

A. ERISA B. Sarbanes-Oxley C. TARP D. EEO Ans: B Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Decision Support Difficulty Level: Medium AACSB Standard: Application of knowledge True/False 1. Employees receive a retention awards every year that they work for a company.

Ans: F Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 2. For each performance dimension being evaluated, a manager should develop specific outcomes and behaviors that will be used to measure the direct report’s performance.

Ans: T Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Performance Planning Difficulty Level: Easy AACSB Standard: Application of knowledge 3. Flex plan is a benefits plan in which an employee can then purchase additional coverage or benefits at cost.

Ans: T Learning Objective: 11-3: Understand typical benefits practices and the role of the HRIS in benefits design, decision making, and administration.

Cognitive Domain: Knowledge Answer Location: Benefits: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 4. The process of performance management is based on goal setting theory.

Ans: T Learning Objective: 11-6: Discuss a motivation theory that helps to understand why work is so important to employees and how the HR programs in talent and performance management affect employee motivation.

Cognitive Domain: Comprehension Answer Location: Performance Management: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Job evaluation is a rating or ranking system designed to create an internal hierarchy of job value.

Ans: T Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Equity theory predicts that people will always be happy and motivated at work.

Ans: F Learning Objective: 11-6: Discuss a motivation theory that helps to understand why work is so important to employees and how the HR programs in talent and performance management affect employee motivation.

Cognitive Domain: Comprehension Answer Location: The Meaning of Work Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Employers of nonexempt employees must pay them at least minimum wage, pay overtime of one and one-half normal pay rate for every hour worked in 1 week in excess of 40 hr, keep track of hours worked, and file reports with the federal government demonstrating compliance.

Ans: T Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge

8. The bulk of compensation data is collected in house for benchmarking.

Ans: F Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 9. Web-based services can offer decision support to employees deciding what levels of benefits coverage to sign up for.

Ans: T Learning Objective: 11-3: Understand typical benefits practices and the role of the HRIS in benefits design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Benefits: Decision Support Difficulty Level: Medium AACSB Standard: Application of knowledge 10. A perquisite is a reward based on job status (e.g., executive dining room).

Ans: T Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Knowledge Answer Location: Compensation: Overview Difficulty Level: Easy AACSB Standard: Application of knowledge 11. A recognition award has no cost or low cost.

Ans: T Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 12. Payroll systems only need to be linked to internal data.

Ans: F Learning Objective: 11-4: Understand payroll systems and the role of the HRIS in payroll administration.

Cognitive Domain: Comprehension Answer Location: Introduction | The Meaning of Work Difficulty Level: Medium AACSB Standard: Application of knowledge

13. The performance management process consists of three parts: performance planning, performance observation, and providing positive feedback and/or corrective feedback.

Ans: T Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Performance Management: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 14. When performance is below standard or below the goal set by the direct report, corrective feedback is used.

Ans: T Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Performance Management: Overview Difficulty Level: Easy AACSB Standard: Application of knowledge Essay 1. What are the different sets of benefit programs that are common in U.S. companies?

Please list and explain the purpose of each set of benefit programs. Be sure to give examples of each.

Ans: • The first set of benefits programs common in U.S. companies include pension plans (both defined benefit and defined contribution), individual savings plans (such as Keoghs, SEPs, and IRAs), and social security. While few Americans think of social security as a benefit, the organization must fund contributions to social security just as an employee does. The goal of all these benefit programs is to ensure that the employee will have continued income after retirement.

• The second set of benefit programs includes workers’ compensation, unemployment insurance, long- and short-term disability insurance, and life insurance. The goal of these programs is to ensure that employees who cannot work (through no fault of their own) have some income until they can work again and to provide income protection to employees’ families.

• The third set of benefits programs includes medical and other health benefits, such as hospitalization and medical care insurance; surgical and major medical care insurance; long-term care; dental, vision, and hearing care insurance; and prescription drug coverage insurance. These benefits are designed to make sure employees and their families are not bankrupted by illness or accident and can obtain preventative and curative care.

• The fourth area of benefits is paid time off and includes vacation, holidays, personal days, special-purpose days (such as jury duty, bereavement, and military service), and family leave. The goal of paid time off is to recognize

that employees need to recharge their batteries and spend time with their families for celebration or other significant life events.

• The fifth and final category of benefits includes miscellaneous benefits such as dependent care, flexible working benefits, employee assistance programs, professional memberships, tuition reimbursement, holiday parties and gifts, subsidized cafeterias and gyms, legal advice benefits, and employee discounts. These benefits round out the benefits package and are typical of organizations found in the ―best companies to work for‖ lists.

Learning Objective: 11-3: Understand typical benefits practices and the role of the HRIS in benefits design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Benefits: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Briefly describe the differing components that make up the basic compensation system.

Ans: 1. Base pay, 2. Merit pay, 3. Short-term incentives (e.g., bonuses, gain sharing, goals sharing, small-group incentives, and profit sharing), 4. Long-term incentives (e.g., organization stock, options to buy organization stock, or phantom [make-believe] stock), 5. Perquisites (e.g., executive dining rooms, first-class or corporate jet air travel, and club memberships), 6. Recognition awards, and 7. Attraction/retention awards (e.g., cash, stock options, benefits, or adjustments to benefits rules).

Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Briefly explain why equity theory is important.

Ans: Equity theory can explain why people can be happy and motivated by their situation one day, and yet with no change to their working conditions can be made very unhappy and demotivated. Use of this theory can help us understand why people select one job over another or seek a raise because one’s coworker has gotten a raise. Thus, the effectiveness of the PM system in motivating employees’ performance has its basis in equity theory.

Learning Objective: 11-6: Discuss a motivation theory that helps to understand why work is so important to employees and how the HR programs in talent and performance management affect employee motivation.

Cognitive Domain: Comprehension The Meaning of Work Difficulty Level: Medium

AACSB Standard: Application of knowledge 4. Please explain the significance of the Fair Labor Standards Act (FLSA) for compensation programs.

Ans: Compensation programs must meet federal and state statutory and regulatory requirements. The Fair Labor Standards Act differentiates exempt and nonexempt workers; the organization must pay nonexempt workers at least the minimum wage, must pay time worked in excess of 40 hr a week overtime at a rate of 1.5 times the normal pay, and must provide records to the federal government on hours worked and regular and overtime pay for all nonexempt workers.

Learning Objective: 11-2: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Compensation: Overview Difficulty Level: Medium AACSB Standard: Application of knowledge 5. There are HRIS benefits modules with different purposes, and each requires a different type of data input. Briefly describe the four sets of functions and what type of data input is needed.

Ans: • One set of functions focuses on the organization relationship with current and prospective vendors. Data input, in this case, will focus on aggregate data about the people to be covered and the relevant demographics for the covered group, along with program coverage desired and cost limitations.

• A second set of functions focuses on internal management of benefits programs and will be used to track usage, employee choices (in the case of flex-plans), and costs. Experience, usage, and costs will be fed into this program.

• A third and most common set of programs focuses on employee input about enrollment and other coverage choices, changes in coverage desired, and changes in employee status (e.g., addition of a dependent or change in marital status) that may affect coverage and employee costs. These programs may also allow employees to file claims with the organization. In these programs, many of which are web-based, employees feed in personal data, coverage choices, and other data relevant to their use of the benefit.

• The fourth set of data placed into the system consists of the myriad federal, state and local laws, and regulations governing benefit practice. These laws and regulations provide decision support system ―rules‖ for managers using the system.

Learning Objective: 11-3: Understand typical benefits practices and the role of the HRIS in benefits design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Benefits | Typical Data Inputs Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Briefly describe the data outflows of payroll.

Ans: Payroll data go to accounting; federal, state, and local agencies; benefits outsourcing firms; and individual benefit program providers. These payroll data are the input for a variety of processes in those units, so it is critical that systems interface flawlessly. Interface becomes even more complicated as external systems communicate not only with payroll but also with compensation, benefits, and other HR systems.

Learning Objective: 11-4: Understand payroll systems and the role of the HRIS in payroll administration.

Cognitive Domain: Comprehension Answer Location: Payroll | Data Outflows Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Describe what is included in an annual compensation report.

Ans: Most organizations provide each employee with an annual compensation report showing the total amount of money spent by the organization on the employee, including money spent on wage or salary, incentive pay, and the cost of benefits paid for by the organization.

Learning Objective: Understand typical compensation practices and the role of the HRIS in compensation design, decision making, and administration AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Compensation | Typical Reports Difficulty Level: Medium 8. How can artificial intelligence (AI) contribute to a better employee performance management experience?

Ans: AI-enabled PM solutions can contribute to a better employee performance management experience, because the system can provide immediate performance feedback for both individuals and teams. Moreover, performance scores can be reported in real time, motivating employees to take corrective actions to meet targets immediately rather than waiting for periodic performance reports. For example, chatbots have become a widely utilized tool to address employee inquiries on salary, incentives, benefits, and performance results. Employees can communicate with a chatbot to get fairly accurate performance assessment based on up-to-date data. This in turn can help build realistic appraisal expectations and can help employees and teams develop goals to improve future performance.

Learning Objective: 11-1: Understand the performance management (PM) cycle and the role of the HRIS in PM design, decision making, and administration.

Cognitive Domain: Comprehension Answer Location: Performance Period Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 12: Strategic Considerations in HRIS Test Bank

Multiple Choice 1. Why was the term ―eHRM‖ developed?

A. because technology has always had a central role in HR B. because eHRM and HRIS have the same meaning C. to reflect the increasing infusion of technology into HR processes and the improved communication capabilities of these systems D. because there is one commonly accepted definition of eHRM Ans: C Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: HRM and Technology Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Which of the following was NOT one of the early terms used to describe eHRM? A. virtual HR B. web-based HRM C. intranet-based HRM D. mobile HR Ans: D Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Knowledge Answer Location: HRM and Technology Difficulty Level: Medium AACSB Standard: Application of knowledge 3. What role should information technology play in eHRM design?

A. no role B. a role that is designed by vendors C. a leading role D. a facilitating role Ans: D Learning Objective: 12-1: Explain how each aspect of the eHRM domain (e.g., implementation, content, design, effects, and target groups) shapes how it is implemented and used by the organization.

Cognitive Domain: Comprehension Answer Location: eHRM Design Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Which of the following is NOT one of the ways that eHRM can create value?

A. cost savings B. improved quality of service delivery C. helping processes run more smoothly and efficiently

D. establishing a definition of value creation that is the same for every organization Ans: D Learning Objective: 12-1: Explain how each aspect of the eHRM domain (e.g., implementation, content, design, effects, and target groups) shapes how it is implemented and used by the organization.

Cognitive Domain: Comprehension Answer Location: eHRM Effects Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Which of the following is a target group of eHRM? A. vendors B. managers C. governments D. all of these Ans: B Learning Objective: 12-1: Explain how each aspect of the eHRM domain (e.g., implementation, content, design, effects, and target groups) shapes how it is implemented and used by the organization.

Cognitive Domain: Knowledge Answer Location: e-HRM Target Groups Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Which of the following is a goal of all HRIS vendors?

A. providing core HR systems B. motivating the maximum number of organizations to choose their software C. providing niche systems for specific HR processes such as payroll and benefits D. all of these Ans: B Learning Objective: 12-3: Explain why eHRM must consider both technical and social aspects during its design, implementation, and use.

Cognitive Domain: Comprehension Answer Location: HRIS Vendors Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Which of the following can be a negative consequence of eHRM? A. increased administrative burdens B. greater efficiency C. better HRM services D. more employee engagement Ans: A Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: HRIS Vendors Difficulty Level: Easy AACSB Standard: Application of knowledge

8. Which of the following is a reason that eHRM is more challenging for global firms?

A. They must consider the regulations of many different countries.

B. Some countries have stringent data storage and protection laws.

C. Some countries have works councils or participation councils that have a voice in decisions D. all of these Ans: D Learning Objective: 12-3: Explain why eHRM must consider both technical and social aspects during its design, implementation, and use.

Cognitive Domain: Comprehension Answer Location: Laws and Regulations Difficulty Level: Medium AACSB Standard: Application of knowledge 9. What typically happens to eHRM innovations during an economic downturn?

A. They are increased.

B. They are reduced.

C. They stay the same.

D. There is no relationship between eHRM innovations and economic downturns.

Ans: B Learning Objective: 12-3: Explain why eHRM must consider both technical and social aspects during its design, implementation, and use.

Cognitive Domain: Comprehension Answer Location: Economic Influences Difficulty Level: Easy AACSB Standard: Application of knowledge 10. Which of the following is a consequence of a clear eHRM strategy?

A. HRIS applications will not function adequately in conjunction with each other.

B. Overlap will be created between applications.

C. Users will not be clear about what the organization expects.

D. The eHRM strategy links to the overall HRM strategy and practices.

Ans: D Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: HRIS Vendors Difficulty Level: Medium AACSB Standard: Application of knowledge 11. What type of organizations is most likely to use the ―bureaucratic‖ HRM strategy?

A. organizations that operate in stable environments B. organizations that need to react quickly to market and environmental developments C. organizations for which high quality and innovation are important D. all organizations Ans: A Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: The ―Bureaucratic‖ Approach to HRM Difficulty Level: Medium AACSB Standard: Application of knowledge 12. What type of organizations is most likely to use the ―group-focused‖ HRM strategy?

A. organizations that operate in stable environments B. organizations that need to react quickly to market and environmental developments C. organizations for which high quality and innovation are important D. all organizations Ans: C Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: The Group-Focused Approach to HRM Difficulty Level: Medium AACSB Standard: Application of knowledge 13. What type of organizations is most likely to use the ―market-oriented‖ HRM strategy?

A. organizations that operate in stable environments B. organizations that need to react quickly to market and environmental developments C. organizations for which high quality and innovation are important D. all organizations Ans: B Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: The Market Approach to HRM Difficulty Level: Easy AACSB Standard: Application of knowledge 14. What is the focus of eHRM strategy for organizations with a group-oriented HRM strategy?

A. aligning with and conforming to the existing rules and hierarchy B. facilitating the organization’s agility C. supporting the functionality of the specialist as much as possible D. all of these Ans: C Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: Linking eHRM & HRM Strategy Difficulty Level: Medium AACSB Standard: Application of knowledge 15. What is the focus of eHRM strategy for organizations with a market-oriented HRM strategy?

A. aligning with and conforming to the existing rules and hierarchy

B. facilitating the organization’s agility C. supporting the functionality of the specialist as much as possible D. all of these Ans: B Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: Linking eHRM & HRM Strategy Difficulty Level: Medium AACSB Standard: Application of knowledge 16. Which of the following is a main goal of eHRM? A. providing cost savings and improving the efficiency of HRM processes B. improving the strategic orientation of human resources C. improving the quality of service to HRM clients D. all of these Ans: D Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: eHRM Goals Difficulty Level: Medium AACSB Standard: Application of knowledge 17. Which type of eHRM concerns the implementation and use of eHRM to support HRM service processes?

A. operational eHRM B. relational eHRM C. transformational eHRM D. virtual eHRM Ans: B Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: eHRM Types Difficulty Level: Medium AACSB Standard: Application of knowledge 18. Which type of eHRM concerns the use of eHRM to facilitate employees’ tasks by making information readily available and their development through competency development, performance management, and reward?

A. operational eHRM B. relational eHRM C. transformational eHRM D. virtual eHRM Ans: A Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension

Answer Location: eHRM Types Difficulty Level: Medium AACSB Standard: Application of knowledge 19. What activity should HR managers spend less time doing because of eHRM? A. conducting basic transactions B. focusing on transformational activities C. thinking strategically D. keeping an eye on what eHRM innovations are available on the market Ans: A Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: Shifting Roles of HRM Professionals Difficulty Level: Medium AACSB Standard: Application of knowledge 20. How will eHRM affect the level of education required to function as an HR professional?

A. Lower levels of education will be required.

B. The same levels of education will be required.

C. No education will be required.

D. Greater levels of education will be required.

Ans: D Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: Shifting Roles of HRM Professionals Difficulty Level: Medium AACSB Standard: Application of knowledge 21. Which of the following statements about the information technology interest and skills of HR professionals is correct?

A. HR professionals have a high level of information technology interest and skills.

B. Information technology interest and skills will never be important to HR professionals.

C. HR professionals lack information technology interest and skills.

D. In the future, information technology interest and skills will be less important to HR professionals.

Ans: C Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: Shifting Roles of HRM Professionals Difficulty Level: Medium AACSB Standard: Application of knowledge 22. Why has eHRM not led to the systematic disappearance of the HR department?

A. It is possible to outsource all HR services to an external party and deliver them online.

B. Placing personnel data entirely outside of the organization reduces security risks.

C. Line managers have no HR responsibilities.

D. eHRM has emphasized, and strengthened the demand for, the value-added service of personal interaction.

Ans: D Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: eHRM and Outsourcing HRM Difficulty Level: Medium AACSB Standard: Application of knowledge 23. Which of these is not an ethical or privacy-related question about the use of smart devices to measure employee stress?

A. Is it desirable to continuously monitor?

B. What are the implications for employee privacy?

C. Could it bring about an actual learning organization?

D. Does the organization have the authority to monitor employee activities outside the workplace?

Ans: C Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: The Future of eHRM Difficulty Level: Easy AACSB Standard: Application of knowledge 24. What type of organization is heavily using AI-enabled eHRM processes now?

A. larger government organizations B. catering companies C. cleaning companies D. organizations in the high-tech sector Ans: D Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: The Future of eHRM Difficulty Level: Easy AACSB Standard: Application of knowledge True/False 1. The terms ―HRIS‖ and ―eHRM‖ are synonyms.

Ans: F Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Knowledge Answer Location: HRM and Technology

Difficulty Level: Easy AACSB Standard: Application of knowledge 2. ―eHRM‖ is an umbrella term for all possible integration mechanisms between strategic HRM, plans, practices, and information technology and its implementation in organizations to create value for organizational activities aimed at employees and managers.

Ans: T Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: HRM and Technology Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Technology has an impact whether or not it is actually used.

Ans: F Learning Objective: 12-1: Explain how each aspect of the eHRM domain (e.g., implementation, content, design, effects, and target groups) shapes how it is implemented and used by the organization.

Cognitive Domain: Comprehension Answer Location: eHRM Implementation Difficulty Level: Medium AACSB Standard: Application of knowledge 4. A technologically driven eHRM approach does not guarantee an effective implementation.

Ans: T Learning Objective: 12-1: Explain how each aspect of the eHRM domain (e.g., implementation, content, design, effects, and target groups) shapes how it is implemented and used by the organization.

Cognitive Domain: Comprehension Answer Location: eHRM Implementation Difficulty Level: Medium AACSB Standard: Application of knowledge 5. In many countries, payroll data are considered private and may be accessible to the employee but not to management.

Ans: T Learning Objective: 12-3: Explain why eHRM must consider both technical and social aspects during its design, implementation, and use.

Cognitive Domain: Knowledge Answer Location: Society Difficulty Level: Medium AACSB Standard: Application of knowledge 6. A ―market-oriented‖ strategy suits organizations for which high quality and innovation are important.

Ans: F

Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: The Market Approach to HRM Difficulty Level: Medium AACSB Standard: Application of knowledge 7. With a group-oriented HRM strategy, an eHRM strategy will focus on supporting the functionality of the specialist as much as possible.

Ans: T Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: The Market Approach to HRM Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Because of eHRM, the transactional importance of HRM has diminished.

Ans: F Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: Shifting Roles of HRM Professionals Difficulty Level: Medium AACSB Standard: Application of knowledge 9. eHRM innovations have made it possible to collect and analyze much more HRM data than was previously possible.

Ans: T Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Knowledge Answer Location: The Future of eHRM Difficulty Level: Easy AACSB Standard: Application of knowledge 10. Artificial intelligence (AI) cannot replace human actions.

Ans: F Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: The Future of eHRM Difficulty Level: Medium AACSB Standard: Application of knowledge Essay 1. How can eHRM have positive effects on HR?

Ans: Most often value creation occurs through efficiency savings by focusing on how much can be saved by introducing new eHRM applications. Given the complexity of eHRM, though, it can be difficult to express the eHRM outcomes financially beyond efficiency and cost savings. Recall that eHRM has both a technical and a social side, and new eHRM applications can only deliver something if they match the wishes and working methods of the organization and its employees. Beyond efficiency gains, eHRM can also improve the quality of service delivery of HRM and the positive experiences that it creates for key stakeholders (e.g., employees, managers, applicants). For example, eHRM applications can shorten time-to-hire (the time between the creation of a vacancy and filling the position), preferably with a higher likelihood that the person is the most qualified and best fitting individual for the firm. In addition, eHRM can help the recruitment, selection, and onboarding process run more smoothly and efficiently.

Research has found that efficiency benefits can play out across many different HR functions including recruitment, employee selection, training and development, and selfservice.

Learning Objective: 12-1: Explain how each aspect of the eHRM domain (e.g., implementation, content, design, effects, and target groups) shapes how it is implemented and used by the organization Cognitive Domain: Comprehension Answer Location: e-HRM Effects Difficulty Level: Medium AACSB Standard: Application of knowledge 2. How do laws and regulations affect eHRM? Ans: Just as traditional HR processes had to comply with local and national laws and regulations, so also will eHRM processes. This can be challenging for global firms, who must consider the regulations of many different countries. For example, in the Netherlands, there are extensive legislation and regulations in the field of labor law and privacy, and HRIS data storage and protection capabilities must comply with these laws.

Data that are typically covered by these laws include access to electronic personnel records, storing electronically processed data, and monitoring electronic communications traffic. There may also be frameworks at the sector level or organizational level with which eHRM applications must comply. However, in the United States, there are different, and often less stringent, laws regulating data storage and protection. In larger European organizations, there are also works councils (private sector) or participation councils (public sector) that have a voice in personal decisions, and who should be involved in an eHRM implementation. The resulting agreements with these councils form a framework that affects what eHRM innovations are going to look like. When these councils are not involved, or when they resist, the implementation of eHRM processes will not be as successful. For example, the works council of one large airline was very critical of eHRM, and for this reason, relatively little use was actually made of the HRIS and eHRM capabilities. In other words, this organization remained far behind what the market had to offer technologically.

Learning Objective: 12-3: Explain why eHRM must consider both technical and social aspects during its design, implementation, and use.

Cognitive Domain: Comprehension Answer Location: Laws and Regulations Difficulty Level: Medium AACSB Standard: Application of knowledge

3. What are the three types of eHRM and how is each one defined?

Ans: There are three types of eHRM: operational eHRM, relational eHRM, and transformational eHRM. Operational eHRM concerns the use of eHRM to facilitate employees’ tasks by making information easily available and their development through competency development, performance management, and reward. This form of eHRM supports the transactional HR activities discussed in Chapter 1. Relational eHRM concerns the implementation and use of eHRM to support HRM service processes.

Think of efficiently organized processes for recruitment, selection, and introduction (onboarding); for employee development, HR communication, and participation; and for performance management and assessment and reward. Relational eHRM connects middle management and employees and helps support traditional HR activities.

Transformational eHRM concerns the implementation and use of eHRM to facilitate strategic decision-making and strategic change processes. For example, transformational eHRM would focus on strategic personnel planning and corporate branding with the aim of attracting the desired talent. Transformational eHRM supports transformational HR activities. Strategic HR analytics applications are suitable for this purpose, but they require more advanced levels of personnel data such as competency development, performance, and ambitions. Without this kind of good-quality data, it is difficult to make analyses for the future. Transformational eHRM is the most ambitious type of eHRM, because it demands effective eHRM innovations at the both the tactical and operational level.

Learning Objective: 12-2: Discuss why it is important to link HRM strategy to eHRM strategy.

Cognitive Domain: Comprehension Answer Location: eHRM Types Difficulty Level: Medium AACSB Standard: Application of knowledge 4. How are smart devices influencing eHRM? Ans: For example, organizations are using smart devices to assess employee stress, which can then be used to help the organization take precautionary measures in the event of high stress to prevent failure due to illness. When organizations decide to place monitoring of employee actions in the hands of their employees, it gives employees room to decide when and how to analyze themselves and to whom to send which data.

It could bring about an actual learning organization. Employees could use these data to learn and work on the continuous improvement of their performance. However, it also raises ethical and privacy-related questions. Is it desirable to continuously monitor?

What are the implications for employee privacy? Does the organization have the authority to monitor employee activities outside the workplace if they provide the mobile device to the employee? Finally, questions arise with respect to who has access to the data, and where and how is it stored?

Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: The Future of eHRM Difficulty Level: Medium AACSB Standard: Application of knowledge

5. How is artificial intelligence (AI) influencing eHRM? Ans: Organizations are also starting to invest in artificial intelligence (AI)-enabled eHRM, which strives to ―learn,‖ or to improve, its own performance over time with the help of continuous collection of data. Chatbots, or robots with which people can "chat", talk, and ask questions, improve their performance based on conversations that people have with them. AI offers new opportunities for organizations and HRM; it can replace human actions, and it has the potential to better facilitate HRM. Replacing human actions mainly involves AI-driven robotics and ―service automation.‖ For example, customer questions can be handled through an AI-driven application that learns and improves itself based on those questions. AI-enabled eHRM processes are heavily utilized in some sectors, such as the high-tech sector. However, AI-enabled eHRM is also moving to nontechnology organizations such catering or cleaning companies that work with many people on flexible contracts and work on location. For larger government organizations, eHRM innovation and the use of these applications may also be slower. It is likely that the institutional context or even country will make a difference in the speed of adoption of AI-enabled eHRM. To maintain control over these new technological developments, it is important for organizations to develop a strategy for how to deploy AI. Whatever decisions are made regarding future technology innovations, we return to our core principle . . . that is technology should not be in control, people should be guide and control how these innovations are deployed.

Learning Objective: 12-4: Discuss how the use of eHRM will change the nature of HR jobs and what the jobs in HR may look like in the future because of eHRM. Cognitive Domain: Comprehension Answer Location: The Future of eHRM Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 13: HRIS and International HRM Test Bank Multiple Choice 1. The country in which an international business operates is a(n) ______.

A. receptive country B. adaptive country C. resource country D. host country Ans: D Learning Objective: 13-2: Identify the types of organizational forms used by firms competing internationally.

Cognitive Domain: Knowledge Answer Location: International Corporation Difficulty Level: Medium AACSB Standard: Application of knowledge

2. Which of the following statements about appraising expatriate performance is correct?

A. Supervisors of expatriates can easily observe their performance.

B. 360° feedback is inappropriate for expatriates.

C. Evaluations of expatriates tend to be based on the objective criteria used for other employees in similar positions in the parent country.

D. Culturally bound biases do not affect the job performance of expatriates.

Ans: C Learning Objective: 13-7: Reconcile the difficulties of home-country and host-country performance appraisals.

Cognitive Domain: Knowledge Answer Location: Appraising Expatriate Performance Difficulty Level: Medium AACSB Standard: Application of knowledge 3. When a multinational corporation (MNE) sends employees from its home country, these employees are referred to as ______.

A. host-country nationals B. third-country nationals C. international managers D. parent-country nationals Ans: D Learning Objective: 13-3: Understand the different types of employees who work in MNEs. Cognitive Domain: Knowledge Answer Location: Differences in HRM in MNEs Difficulty Level: Medium AACSB Standard: Application of knowledge 4. One of the most important tasks of the international HR department is to gather information about the culture of countries where the MNE does business to try to estimate the cultural differences between the home countries of employees and the countries where they may be assigned. This can help to prevent ______.

A. future shock B. culture shock C. international disorientation D. expatriate stress Ans: B Learning Objective: 13-5: Understand the problems that handling expatriates poses for the IHRM department.

Cognitive Domain: Knowledge Answer Location: The Cultural Environment of Countries Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Repatriation is a process designed to _____.

A. train expatriates prior to their first international assignment B. help expatriate employees make the transition back home

C. adapt leadership and decision-making styles to the host country D. reduce communication errors in foreign assignments Ans: B Learning Objective: 13-6: Describe the training needs of and programs for international assignees.

Cognitive Domain: Knowledge Answer Location: Predeparture Training Difficulty Level: Easy AACSB Standard: Application of knowledge 6. Which of the following is true?

A. The ―going rate‖ and ―balance sheet‖ approaches to international employee compensation are equally complex to administer.

B. The ―going rate‖ approach to international employee compensation is more complex to administer than the ―balance sheet‖ approach.

C. The ―balance sheet‖ approach to international employee compensation is more complex to administer than the ―going rate‖ approach.

D. Neither the ―going rate‖ nor ―balance sheet‖ approaches to international employee compensation are very complicated to administer.

Ans: C Learning Objective: 13-8: Identify the characteristics of a competitive international compensation plan.

Cognitive Domain: Comprehension Answer Location: Two Approaches to International Compensation Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Which of the following international HR functions will be impacted by country culture?

A. selection B. training C. compensation D. all of these Ans: D Learning Objective: 13-1: Understand the differences between domestic HRM and international HRM. Cognitive Domain: Knowledge Answer Location: The Cultural Environment of Countries Difficulty Level: Easy AACSB Standard: Application of knowledge 8. Direct costs associated with expatriate failure include all of the following EXCEPT ______.

A. training costs for expatriate (and family) B. money spent on selecting the expatriate C. relocation costs D. negative influences on future promotions Ans: D Learning Objective: 13-5: Understand the problems that handling expatriates poses for the IHRM department.

Cognitive Domain: Comprehension Answer Location: Expatriate Failure and Causes Difficulty Level: Medium AACSB Standard: Application of knowledge 9. ______ produce and distribute identical products and services worldwide, while ______ emphasize flexibility and customization to meet the needs of differing customer groups worldwide.

A. Global corporations; multinational corporations B. Multinational corporations; international corporations C. International corporations; global corporations D. Multinational corporations; global corporations Ans: D Learning Objective: 13-2: Identify the types of organizational forms used by firms competing internationally.

Cognitive Domain: Knowledge Answer Location: Global Corporation Difficulty Level: Medium AACSB Standard: Application of knowledge 10. A country that serves as the home for a corporation’s headquarters is referred to as the ______.

A. host country B. third country C. parent country D. first country Ans: C Learning Objective: 13-2: Identify the types of organizational forms used by firms competing internationally.

Cognitive Domain: Knowledge Answer Location: International Corporation Difficulty Level: Easy AACSB Standard: Application of knowledge 11. An individual who was born in the United States and is currently working in Spain for a company headquartered in Germany would be considered a ______.

A. third-country national B. parent-country national C. host-country national D. home-country national Ans: A Learning Objective: 13-3: Understand the different types of employees who work in MNEs. Cognitive Domain: Comprehension Answer Location: Differences in HRM in MNEs Difficulty Level: Medium AACSB Standard: Application of knowledge

12. In a host country with low pay rates, which approach to international compensation would pay expatriates more?

A. the balance-sheet approach B. the going-rate approach C. Both approaches would pay expatriates the same amount.

D. It is impossible to say which approach would pay expatriates more.

Ans: A Learning Objective: 13-8: Identify the characteristics of a competitive international compensation plan.

Cognitive Domain: Comprehension Answer Location: Two Approaches to International Compensation Difficulty Level: Medium AACSB Standard: Application of knowledge 13. Which of the following is the definition of expatriate failure?

A. The expatriate fails to return to the home country.

B. The expatriate fails to outperform host-country nationals.

C. The expatriate fails to outperform other expatriates.

D. The return of the expatriate to the home country before the international assignment has been completed.

Ans: D Learning Objective: 13-5: Understand the problems that handling expatriates poses for the IHRM department.

Cognitive Domain: Knowledge Answer Location: Expatriate Failure and Causes Difficulty Level: Easy AACSB Standard: Application of knowledge 14. The essential elements of an effective predeparture training program include ______.

A. cultural awareness training, religious training, and monetary training B. cultural awareness training, technical training, and holiday planning C. training in cultural awareness, language, and practical matters regarding daily living in the new culture D. cultural awareness training, monetary training, and education planning for children Ans: C Learning Objective: 13-6: Describe the training needs of and programs for international assignees.

Cognitive Domain: Knowledge Answer Location: Predeparture Training Difficulty Level: Medium AACSB Standard: Application of knowledge True/False 1. An approach to international compensation that is based on the local market rates in the country where the employee is working is called the going-rate approach.

Ans: T

Learning Objective: 13-8: Identify the characteristics of a competitive international compensation plan.

Cognitive Domain: Comprehension Answer Location: Two Approaches to International Compensation Difficulty Level: Medium AACSB Standard: Application of knowledge 2. When expatriates fail in their assignments, the costs of training and relocation are referred to as indirect costs.

Ans: F Learning Objective: 13-5: Understand the problems that handling expatriates poses for the IHRM department.

Cognitive Domain: Comprehension Answer Location: Expatriate Failure and Causes Difficulty Level: Medium AACSB Standard: Application of knowledge 3. The employee’s age is the major factor associated with expatriate failure.

Ans: F Learning Objective: 13-5: Understand the problems that handling expatriates poses for the IHRM department.

Cognitive Domain: Knowledge Answer Location: Expatriate Failure and Causes Difficulty Level: Easy AACSB Standard: Application of knowledge 4. The laws and regulations of the host country are determined, in part, by the societal norms of that country.

Ans: T Learning Objective: 13-1: Understand the differences between domestic HRM and international HRM. Cognitive Domain: Comprehension Answer Location: Political and Legal Systems Difficulty Level: Easy AACSB Standard: Application of knowledge 5. The economic system of the host country has little impact on the way in which HR programs and practices are used.

Ans: F Learning Objective: 13-1: Understand the differences between domestic HRM and international HRM. AACSB Standard: Application of knowledge Cognitive Domain: Comprehension Answer Location: Economic System Difficulty Level: Medium 6. In a highly diverse workforce, the educational level of the workforce will be highly varied.

Ans: T

Learning Objective: 13-3: Understand the different types of employees who work in MNEs. Cognitive Domain: Comprehension Answer Location: Global Diversity and Inclusion Difficulty Level: Medium AACSB Standard: Application of knowledge 7. A multinational corporation is less complex than an international corporation.

Ans: F Learning Objective: 13-2: Identify the types of organizational forms used by firms competing internationally.

Cognitive Domain: Knowledge Answer Location: Types of International Business Operations Difficulty Level: Easy AACSB Standard: Application of knowledge 8. Organizations are increasingly shifting from an expatriate-focused workforce to a global workforce.

Ans: T Learning Objective: 13-4: Discuss the staffing process for individuals working in MNEs. Cognitive Domain: Comprehension Answer Location: Key HR Management Issues in MNEs Difficulty Level: Easy AACSB Standard: Application of knowledge 9. During predeparture training for an expatriate, repatriation training should be covered.

Ans: T Learning Objective: 13-6: Describe the training needs of and programs for international assignees.

Cognitive Domain: Comprehension Answer Location: Training and Development of Expatriates Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Preliminary visits to the host country should not be a part of predeparture training for an expatriate and his or her family.

Ans: F Learning Objective: 13-6: Describe the training needs of and programs for international assignees.

Cognitive Domain: Knowledge Answer Location: Training and Development of Expatriates Difficulty Level: Easy AACSB Standard: Application of knowledge 11. The management of MNEs in the global market has been ―Think Global, Act Local.‖ Ans: T Learning Objective: 13-2: Identify the types of organizational forms used by firms competing internationally.

Cognitive Domain: Knowledge

Answer Location: Organizational Structure for Effectiveness Difficulty Level: Easy AACSB Standard: Application of knowledge 12. Due to the complexity of labor laws in different countries, an HRIS must be concerned with administrative details of the employees.

Ans: T Learning Objective: 13-9: Understand the modifications necessary for using HRIS applications in an IHRM. Cognitive Domain: Comprehension Answer Location: Differences in HRM in MNEs Difficulty Level: Medium AACSB Standard: Application of knowledge 13. When staffing for managerial and nonmanagerial positions, the MNE needs to determine whether personnel will be selected from the home-country, host-country, or third-country talent pool.

Ans: T Learning Objective: 13-4: Discuss the staffing process for individuals working in MNEs. Cognitive Domain: Comprehension Answer Location: International Staffing Difficulty Level: Easy AACSB Standard: Application of knowledge 14. A major use of an HRIS in an MNE is the collection and maintenance of labor market data.

Ans: T Learning Objective: 13-9: Understand the modifications necessary for using HRIS applications in an IHRM. Cognitive Domain: Comprehension Answer Location: HRIS Applications in MNEs Difficulty Level: Medium AACSB Standard: Application of knowledge 15. Maintaining an HRIS that includes a repository of information about the cultural aspects of the countries in an MNE can be very useful in helping to ease culture shock.

Ans: T Learning Objective: 13-9: Understand the modifications necessary for using HRIS applications in an IHRM. Cognitive Domain: Knowledge Answer Location: The Cultural Environment of Countries Difficulty Level: Easy AACSB Standard: Application of knowledge Essay 1. What are the objectives of an international compensation policy?

Ans:

1. The first objective for an MNE is to align its compensation administration with the strategy of the firm. Of course, compared with the domestic firm, this alignment is much more complex for the MNE. It requires the MNE to have accurate and up-to-date labor market compensation information for all of the countries in which the MNE has a presence. This requirement is one of the most powerful advantages of having an HRIS with labor market information for the IHRM department. Labor market statistics, such as average compensation, as well as forecasted shortages and surpluses for jobs, are available for most countries and can be stored in the HRIS. 2. The MNE’s second objective is more complicated since multiple cultures are involved. Although most cultures see monetary rewards as motivational, there are clear differences across world cultures in terms of the other factors that motivate employee behaviors. For example, the meaningfulness of the work may be very important in some cultures, whereas the opportunity for promotion would be most important in other cultures.

3. The final objective of compensation policy for an MNE is that it must be perceived as fair by the employees. This notion of fairness or equity has been shown to be a powerful motivator of human behavior, and it may be the most important objective of an international compensation policy. With the mix of employees from different companies (PCNs, HCNs, and TCNs), perceived or real differences in wages or benefits between groups of employees could lead to considerable dissatisfaction among the less privileged groups and consequently affect retention of employees.

Learning Objective: 13-8: Identify the characteristics of a competitive international compensation plan.

Cognitive Domain: Comprehension Answer Location: The Objectives of International Compensation Policy Difficulty Level: Medium AACSB Standard: Application of knowledge 2. What are the individual factors involved in the selection of expatriates?

Ans: In the individual category are technical ability, cross-cultural suitability, and family requirements. Technical ability is quite clear and would include both managerial and technical skills. The person selected must be technically proficient in their field (e.g., electrical engineering) and also must have a good performance record as a manager.

Technical ability is very important to the selection process, as indicated by the results of the ORC worldwide survey, in that 72% of responding firms used it as the first screening criterion in their selection procedure. In selection terms, technical ability would be the absolute minimum requirement for the first screening of prospective employees for the assignment. Note that technical incompetence or poor performance is not mentioned as a cause of expatriate failure; however, job-related factors could possibly cause premature departure--for example, the nature of the job not being as described or the expatriate being unable to transfer technical or managerial skills to the new assignment.

The second individual factor, cross-cultural suitability, has several aspects. It could include language ability, cultural empathy, adaptability, and a positive attitude toward the assignment in the specific country being considered. Although technical ability is very important for success in the assignment, cross-cultural suitability is equally important since a number of the causes of expatriate failure are directly related to this factor. The third individual factor, family requirements, has a great deal to do with the

success of the expatriate’s assignment. In all the research and surveys on causes for expatriate failure, the poor adjustment of the accompanying spouse or partner and children has been well documented as one of the major causes of expatriate failure.

Although it is appropriate to use standard testing and interview techniques to assess the technical ability and cross-cultural suitability of potential expatriates, evaluation of these factors means the involvement of the family. Interviewing the candidate’s spouse or partner and children regarding the assignment is frequently done. In addition, most MNEs have learned to build in a preassignment visit for the expatriate candidate and his or her family as part of the selection process. This involvement of the entire family in the selection process has become a common practice for MNEs. In fact, if there are two possible locations for the assignment, companies may encourage a preassignment visit to both countries.

Learning Objective: 13-4: Discuss the staffing process for individuals working in MNEs. Cognitive Domain: Comprehension Answer Location: Selection Criteria and Procedures for Expatriates Difficulty Level: Medium AACSB Standard: Application of knowledge 3. What are the different types of organizational forms corporations use for international operations?

Ans: 1. International Corporation: An international corporation uses its existing core competencies to expand operations into foreign markets (Bohlander & Snell, 2007). These organizations compete in the global marketplace by exporting existing products and eventually opening facilities in other countries. While their corporate headquarters reside in the parent country, international corporations have foreign operations in one or more host countries.

2. Multinational Corporation: A multinational corporation is a more complex international business operation. Multinational corporations operate as fully autonomous units in multiple countries in an attempt to capitalize on lower production and distribution costs.

3. Global corporations are similar to multinational corporations; however, global corporations integrate their operations worldwide through a centralized home office. Multinational corporations produce and distribute identical products and services worldwide. Global corporations, on the other hand, emphasize flexibility and mass customization to meet the needs of differing customers worldwide.

Learning Objective: 13-2: Identify the types of organizational forms used by firms competing internationally.

Cognitive Domain: Knowledge Answer Location: Types of International Business Operations Difficulty Level: Medium AACSB Standard: Application of knowledge 4. What are the important considerations in the appraisal of an expatriate’s performance?

Ans: Important considerations in the appraisal of an expatriate’s performance are who should conduct the appraisal and what performance criteria are specific to the

expatriate’s situation. The first question is who should complete the performance appraisal. Typically, the performance of employees is appraised by their supervisors.

Expatriate managers are geographically distanced from their parent-country supervisors, and, as a result, supervisors who are located in the parent country cannot observe the day-to-day activities of these employees. Therefore, managers of expatriates tend to base their evaluations of the person on the objective criteria used for other employees in similar positions located in the parent country. A potential problem with this type of assessment is that the parent-country manager does not have direct information or observational data about the more subjective performance criteria, such as the expatriate manager’s leadership skills or performance within the context of the subsidiary. Moreover, the supervisor located in the parent country may not be aware of culturally bound biases that constrain the job performance of the expatriate manager.

Learning Objective: 13-7: Reconcile the difficulties of home-country and host-country performance appraisals.

Cognitive Domain: Comprehension Answer Location: Appraising Expatriate Performance Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Briefly discuss four of the top challenges organizations face when going global.

Ans: The top four--cultural differences (47%), lack of resources (40%), technology/systems issues (39%), and time zone differences (35%)--are among the top IHRM-related challenges facing global organizations.

Learning Objective: 13-1: Understand the differences between domestic HRM and international HRM. Cognitive Domain: Comprehension Answer Location: Going Global Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Global corporations, due to their integrative international focus, must manage their human capital through a transnational HRM system. What are the three attributes of this HRM system?

Ans: This type of system is characterized by the following three attributes: (1) It is essential that HR decisions are made from a global rather than a national perspective, (2) it is important that the company’s management is composed of people from all over the world, and (3) it is imperative that decision-making and planning processes include people from a variety of cultures and backgrounds.

Learning Objective: 13-2: Identify the types of organizational forms used by firms competing internationally.

Cognitive Domain: Knowledge Answer Location: Global Corporation Difficulty Level: Easy AACSB Standard: Application of knowledge 7. What are the five elements that differentiate countries in terms of their cultural environment for international business?

Ans: To define the culture of a country, Bohlander and Snell (2007) list the following elements that will differentiate countries in terms of their cultural environment for

international business: (1) education/human capital, (2) values/ideologies, (3) social structure, (4) religious beliefs, and (5) communication. Information gathered in these five categories could be used to create a profile of the cultural environment of countries in which the MNE does business.

Learning Objective: 13-4: Discuss the staffing process for individuals working in MNEs. Cognitive Domain: Knowledge Answer Location: The Cultural Environment of Countries Difficulty Level: Easy AACSB Standard: Application of knowledge 8. What are the components of an HRIS in compensation administration in a MNE? Ans: The components of an international compensation system are very similar to those of a domestic program. The major components are a base salary and a set of benefits.

However, extra pay premiums would be much more complex for an MNE. For example, there may be a foreign service or hardship premium for expatriates, whether they be from the parent or a third country. Other premiums could be based on the ―riskiness‖ of the assignment in the country. Although most domestic companies give cost-of-living allowances (COLAs) based on where one works (e.g., rural vs. urban locations), MNEs must also use between- and within-country COLAs to have an equitable compensation system. These considerations, along with the other compensation issues discussed, make managing the compensation system a ―nightmare‖ for the IHRM department. The existence of the employee, country, and compensation/benefits data in an HRIS means that IHRM professionals have the ability to quickly access important information for making both policy and operational decisions about compensation in an MNE. Learning Objective: 13-8: Identify the characteristics of a competitive international compensation plan.

Cognitive Domain: Comprehension Answer Location: The Components of International Compensation Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 14: HR Metrics and Workforce Analytics Test Bank Multiple Choice 1. A method of creating useful comparisons is called ______.

A. organizational enhancement B. baseline functionality C. benchmarking D. risk avoidance Ans: C Learning Objective: 14-2: Discuss how a decision-based view of HR can be used to identify important workforce analyses that can drive improved value in almost any organization.

Cognitive Domain: Knowledge Answer Location: Benchmarking Difficulty Level: Easy AACSB Standard: Application of knowledge 2. How is the success of any metrics and analytics project measured?

A. how many people are involved B. the impact that the project’s results have on managerial decisions C. how many metrics the project tracks D. how many people receive reports Ans: B Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Comprehension Answer Location: Bigger Is Not Always Better Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Which of the following is not one of the categories of workforce analytics efforts?

A. HR process efficiency B. operational effectiveness C. large numbers of metrics D. strategic realignment Ans: C Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Knowledge Answer Location: So Where Are the Best Workforce Analytics Opportunities Likely to Be Found?

Difficulty Level: Easy AACSB Standard: Application of knowledge 4. The metrics that focus on how well the HR department accomplishes its critical processes to support organizational effectiveness are ______.

A. strategic realignment B. predictive analysis C. computing infrastructures D. administrative process efficiency Ans: D Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: HR Process Efficiency Difficulty Level: Medium AACSB Standard: Application of knowledge 5. ______ allows users to maintain a current snapshot of key HR metrics.

A. A dashboard

B. Data mining C. Workforce modeling D. An operational experiment Ans: A Learning Objective: 14-2: Discuss how a decision-based view of HR can be used to identify important workforce analyses that can drive improved value in almost any organization.

Cognitive Domain: Knowledge Answer Location: HR Dashboards Difficulty Level: Easy AACSB Standard: Application of knowledge 6. ―Big Data‖ refers to ______.

A. many dashboards on one topic B. extremely large data sets that can be many terabytes or more C. a program to build more effective benchmarks within an organization D. all of these Ans: B Learning Objective: 14-3: Discuss the roles that activities such as data mining, predictive analytics, and operational experiments play in increasing organizational effectiveness.

Cognitive Domain: Knowledge Answer Location: Data Mining and ―Big‖ Data Difficulty Level: Easy AACSB Standard: Application of knowledge 7.Which of the following is an example of a metric for administrative process efficiency?

A. lost time accidents B. percentage of performance reviews completed on time C. future demand for human capital D. units sold Ans: B Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Reporting What We Find Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Which of the following is a managerial benefit of metrics for organizations?

A. Operational reporting is more efficient and cost-effective.

B. Graphically rich information is available to the people who make decisions.

C. Human resources practices and investments can be optimized.

D. all of these Ans: D Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Knowledge

Answer Location: Workforce Analytics and the Future Difficulty Level: Easy AACSB Standard: Application of knowledge 9. The technique used to identify a causal mechanism within data and identify patterns of relationships is called ______.

A. data mining B. computing infrastructures C. operational experiments D. strategic realignment Ans: A Learning Objective: 14-3: Discuss the roles that activities such as data mining, predictive analytics, and operational experiments play in increasing organizational effectiveness.

Cognitive Domain: Knowledge Answer Location: Data Mining and ―Big‖ Data Difficulty Level: Easy AACSB Standard: Application of knowledge 10. Workforce analytics are ______.

A. used to calculate costs and benefits analyses B. used to predict the future strategy of an organization C. strategies for combining metrics and for examining changes in metrics D. efforts to align real-time analysis of organizational and HR processes Ans: C Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Workforce Analytics Difficulty Level: Medium AACSB Standard: Application of knowledge 11. A common concern among individuals who construct metrics and analytics reports is ______.

A. they can lead to erroneous managerial actions B. whether anyone pays any attention to their reports C. poor reporting of data elements to form metrics by the HR department D. that the computer software is capable of handling the magnitude of data Ans: B Learning Objective: 14-5: Discuss why the information from HR metrics and workforce analytics may fail to generate value for an organization.

Cognitive Domain: Comprehension Answer Location: HR Dashboards Difficulty Level: Medium AACSB Standard: Application of knowledge 12. An organization is determining if it can change its recruiting in order to reduce lost time accidents. Which category of workforce analytics does this exemplify?

A. HR process efficiency B. operational effectiveness C. strategic realignment D. all of the above Ans: B Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Comprehension Answer Location: Operational Effectiveness Difficulty Level: Medium AACSB Standard: Application of knowledge 13. One of the useful things to remember about HR metrics and analytics is ―Don’t Do Metrics.‖ This advice means ______.

A. that organizations without an integrated computing infrastructure should not do metrics B. not to focus on small, narrowly targeted metrics C. developing HR metrics should be focused on increased organizational effectiveness D. both push and pull communications should be used Ans: C Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Comprehension Answer Location: Don’t ―Do Metrics‖ Difficulty Level: Medium AACSB Standard: Application of knowledge 14. Attempt to understand how an organization’s human capital needs would change as a function of some expected change in the organization’s environment is called ______.

A. strategic alignment B. workforce modeling C. operational experiments D. data mining Ans: B Learning Objective: 14-3: Discuss the roles that activities such as data mining, predictive analytics, and operational experiments play in increasing organizational effectiveness.

Cognitive Domain: Knowledge Answer Location: Modeling and Optimization Difficulty Level: Easy AACSB Standard: Application of knowledge 15. Strategic realignment involves the set of activities most commonly known as ______.

A. predictive analysis B. benchmarking C. total quality management D. human resource planning

Ans: D Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Strategic Realignment Difficulty Level: Easy AACSB Standard: Application of knowledge True/False 1. HR process efficiency focuses on how well HR departments accomplish critical HRM processes that support organizational effectiveness.

Ans: T Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: HR Process Efficiency Difficulty Level: Easy AACSB Standard: Application of knowledge 2. An important test of the appropriateness of intermediate outcomes is the ―why‖ test.

Ans: T Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Knowledge Answer Location: Understanding Why Difficulty Level: Medium AACSB Standard: Application of knowledge 3. HR administrative efficiency metrics involve the set of activities most commonly known today as human resources planning (HRP).

Ans: F Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Strategic Realignment Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Many managers perceive the increased interest in metrics and analytics as simply a mandate to compute and report more metrics.

Ans: T Learning Objective: 14-1: Discuss why the objective of analytics efforts needs to be improving decisions and why doing so is critical to generating return on investment.

Cognitive Domain: Knowledge

Answer Location: A Common and Troublesome View Difficulty Level: Easy AACSB Standard: Application of knowledge 5. Assessing and reporting HR metrics will result in better organizational performance.

Ans: F Learning Objective: 14-1: Discuss why the objective of analytics efforts needs to be improving decisions and why doing so is critical to generating return on investment.

Cognitive Domain: Comprehension Answer Location: A Common and Troublesome View Difficulty Level: Medium AACSB Standard: Application of knowledge 6. No information system generates any return on the investment unless managers change their decision behavior for the better.

Ans: T Learning Objective: 14-1: Discuss why the objective of analytics efforts needs to be improving decisions and why doing so is critical to generating return on investment.

Cognitive Domain: Knowledge Answer Location: Maximizing the Impact of Workforce Analytics Efforts Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Trying to identifying what metrics should be reported without considering an organization’s problems and opportunities misses the reasons for the metrics.

Ans: T Learning Objective: 14-1: Discuss why the objective of analytics efforts needs to be improving decisions and why doing so is critical to generating return on investment.

Cognitive Domain: Knowledge Answer Location: Reporting What We Find Difficulty Level: Easy AACSB Standard: Application of knowledge 8. Operational effectiveness analyses focus on organizational process improvement.

Ans: T Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Operational Effectiveness Difficulty Level: Easy AACSB Standard: Application of knowledge 9. ―Big Data‖ is often seen as valuable because it offers volume, variety, and velocity.

Ans: T Learning Objective: 14-3: Discuss the roles that activities such as data mining, predictive analytics, and operational experiments play in increasing organizational effectiveness.

Cognitive Domain: Knowledge

Answer Location: Data Mining and ―Big‖ Data Difficulty Level: Easy AACSB Standard: Application of knowledge 10. External rather than internal benchmarking will often provide more appropriate data for establishing operational objectives.

Ans: F Learning Objective: 14-5: Discuss why the information from HR metrics and workforce analytics may fail to generate value for an organization.

Cognitive Domain: Comprehension Answer Location: Putting HR Metrics and Analytics Data in Context Difficulty Level: Medium AACSB Standard: Application of knowledge 11. When undertaking a HR metrics effort, the first question the organization needs to answer is what it will cost.

Ans: F Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Comprehension Answer Location: Maximizing the Impact of Workforce Analytics Efforts Difficulty Level: Medium AACSB Standard: Application of knowledge 12. Personal theories used to identify choices for outcome measures are an accurate reflection of reality.

Ans: F Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Knowledge Answer Location: Understanding Why Difficulty Level: Easy AACSB Standard: Application of knowledge Essay 1. What is operational effectiveness?

Ans: Operational effectiveness analyses focus on organizational process improvement.

Here, the objective is to identify opportunities to improve operational outcomes through improved human capital interventions. Often, this requires analysts to utilize the technical competence of the HR professionals. For example, this could include using analyses to help managers determine whether changes to recruiting, selection, employee deployment, training, job design, employee motivation or engagement, development, or retention could help managers more effectively accomplish their objectives. These outcomes are outside of HR; they are the business units’ operational metrics (i.e., percentage of on-time deliveries, operational downtime, lost time accidents, units sold, or cost per unit). Analysts in these instances play a consultative

role in helping identify opportunities to use HR interventions to improve the operational effectiveness of other units of the organization.

Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Operational Effectiveness Difficulty Level: Easy AACSB Standard: Application of knowledge 2. What are some of the limitations of early attempts of HR metrics?

Ans: Focus on costs--limited value to managers. If managers are only provided information about costs, with little or no information about benefits, costs are likely to become the primary driver of managerial decisions. This perpetuates the still common perception of HR as a ―cost center.‖ Tended to aggregate data to the level of the organization. As such, they offer limited information that could be used to identify and diagnose within-organization differences. Produced ―after the fact,‖ resulting in slow responses to problems or opportunities. Because they provide data ―after the fact,‖ these are described as ―feedback‖ metrics.

Learning Objective: 14-5: Discuss why the information from HR metrics and workforce analytics may fail to generate value for an organization.

Cognitive Domain: Comprehension Answer Location: Limitations of Historical Metrics Difficulty Level: Medium AACSB Standard: Application of knowledge 3. What is strategic realignment and why is it important?

Ans: Strategic realignment involves the set of activities most commonly known today as human resources planning (HRP; for more detail, see Chapter 9). These planning efforts focus on both long-term plans to ensure replacement of the labor power needed to operate as an organization as well as planning for needed strategic changes in the organization. Boeing, for example, engages in several efforts to ensure that it will have sufficient numbers of engineers available to staff operations in future years, as the company faces the approaching retirement of a large portion of its engineering workforce. Strategic realignment also extends the use of HRM analytics to planning for new situations and circumstances. New situations and circumstances occur when an organization undergoes a strategic change in direction, such as through merger, acquisition, divestiture, or entry into new geographic or product markets. The ability of the HR department to estimate the future demand for and supply of needed human capital is largely driven by changes in organizational strategy, and this ability to forecast these future needs is crucial to the survival of the organization.

Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Strategic Realignment Difficulty Level: Easy AACSB Standard: Application of knowledge

4. What is the difference between ―push‖ and ―pull‖ methods of communicating HR metrics and analytics?

Ans: Push communications channels, such as email, actively push information and analyses to the attention of managers. These channels are used for information that is time critical or that the manager is unaware of. Push systems are excellent for getting information to decision makers. Pull systems are ways of making information available to managers so that they can access any of it at a point in time when it will be most useful for their decision making. An example would be posting HR metrics and analytics analyses and reports on internal company websites.

Learning Objective: Discuss how a decision-based view of HR can be used to identify important workforce analyses that can drive improved value in almost any organization.

Cognitive Domain: Knowledge Answer Location: Reporting What We Find Difficulty Level: Medium AACSB Standard: Application of knowledge 5. What is workforce modeling, and what is its use in an organization?

Ans: Workforce modeling attempts to understand how an organization’s human capital needs would change as a function of some expected change in the organization’s environment. This change may be a shift in the demand for the organization’s product, entry into a new market, divestiture of one of the organization’s business, or a pending acquisition of or merger with another organization.

Learning Objective: 14-4: Discuss the differences between analytics used to assess efficiency, operational effectiveness, and organizational realignment, and offer examples of each.

Cognitive Domain: Knowledge Answer Location: Modeling and Optimization Difficulty Level: Easy AACSB Standard: Application of knowledge 6. What is the primary determinant of the success of a metrics and analytics project?

Ans: The success of any metrics and analytics project is not measured by how many people are involved, how many metrics it tracks, or how many people receive reports. It is gauged by the impact that the project’s results have on managerial decisions.

Learning Objective: 14-1: Discuss why the objective of analytics efforts needs to be improving decisions and why doing so is critical to generating return on investment.

Cognitive Domain: Comprehension Answer Location: Bigger Is Not Always Better Difficulty Level: Easy AACSB Standard: Application of knowledge 7. Why is it important to put HR metrics and analytics in context?

Ans: Reporting HR metrics data alone is ineffective in leading to improvement in managerial decision making. Data points representing important organizational outcomes become useful when the decision maker can attach some meaning to them.

Often, data will need to be placed in context. For example, that an organization’s turnover level for newly hired management trainees is 13% is more meaningful when it can be placed in the context of the organization’s previous turnover history for this position. Is turnover rising or falling for this position, and if so, how quickly? Reporting

trend information for metrics is one way to provide the context that gives meaning to the data, thus creating useful information.

Learning Objective: 14-1: Discuss why the objective of analytics efforts needs to be improving decisions and why doing so is critical to generating return on investment.

Cognitive Domain: Knowledge Answer Location: Putting HR Metrics and Analytics Data in Context Difficulty Level: Easy AACSB Standard: Application of knowledge 8. What is the value of an HR dashboard?

Ans: Dashboards reflect efforts to align real-time analysis of organizational and HR processes as well as an increased capacity to aggregate organizational data.

Dashboards also contain business unit analyses to permit managers to drill down to examine metrics on several levels within the organization. The dashboard allows users to maintain a current snapshot of key HR metrics. In discussions with individuals who construct metrics and analytics reports, we hear a common concern: These individuals wonder whether anyone pays any attention to the reports they produce. Often, they send reports to managers and receive no feedback of any kind. Often, those who do get positive feedback are HR professionals who embed an interpretation of what the data they mean for the organization and the decision maker. Reporting data in context is a key component of their success stories.

Learning Objective: 14-6: Describe what factors managers should consider when building workforce analytics capability in an organization.

Cognitive Domain: Comprehension Answer Location: HR Dashboards Difficulty Level: Medium AACSB Standard: Application of knowledge 9. What is the difference between data mining and predictive analyses?

Ans: Data mining refers to efforts to identify patterns that exist within data and that may identify unrecognized causal mechanisms that can be used to enhance decision making. To identify these causal mechanisms, data mining uses correlation and multiple regression methods to identify patterns of relationships in extremely large data sets. An example would be the identification of a correlation between employee job satisfaction and employee turnover. Predictive analysis involves attempts to develop models of organizational systems than can be used to predict future outcomes and understand the consequences of hypothetical changes in organizations--for example, a change in existing organizational systems or processes. To use the example above, if the organization discovered a correlation between employee job satisfaction and turnover, HR could use these data to suggest modifications to the employees’ work situation or their benefits with the goal of increasing employee satisfaction.

Learning Objective: 14-3: Discuss the roles that activities such as data mining, predictive analytics, and operational experiments play in increasing organizational effectiveness.

Cognitive Domain: Knowledge Answer Location: Data Mining and ―Big‖ Data | Predictive Analyses Difficulty Level: Easy AACSB Standard: Application of knowledge

Chapter 15: HRIS Privacy and Security Test Bank Multiple Choice 1. Which of the following is considered a common security threat?

A. human error B. damage by employees C. hackers D. all of these Ans: D Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge 2. ______ are best described as people who access a computer or computer network unlawfully.

A. Hackers B. Viruses, worms, and Trojans C. Information thieves D. Disgruntled employees Ans: A Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Knowledge Answer Location: Security Threats Difficulty Level: Easy AACSB Standard: Application of knowledge 3. What federal law places restrictions on the collection, use, or dissemination of data about private-sector job applicants?

A. the National Labor Relations Act B. the Fair Labor Standards Act C. no law D. the Family and Medical Leave Act Ans: C Learning Objective: 15-3: List the legal requirements pertaining to information security and privacy.

Cognitive Domain: Comprehension Answer Location: Privacy Laws in the United States Difficulty Level: Medium

AACSB Standard: Application of knowledge 4. Which privacy rights do employees have in the European Union?

A. the right to be informed about the collection, storage, and release of data B. the right to access their data C. the right to ensure that the data are accurate, and rectify or erase data that are inaccurate D. all of the above Ans: D Learning Objective: 15-3: List the legal requirements pertaining to information security and privacy.

Cognitive Domain: Comprehension Answer Location: European General Data Protection Regulation Difficulty Level: Medium AACSB Standard: Application of knowledge 5. How has concern about information security changed over the years?

A. There is less concern now than there was 30 years ago.

B. There is more concern now than there was 30 years ago.

C. There is the same amount of concern now as there was 30 years ago.

D. Information security has never been a concern.

Ans: B Learning Objective: 15-1: Describe the importance of information security and privacy in today’s technology- intensive and information-driven economy.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 6. The McCumber Cube for Data Privacy has three dimensions. Which of the following is NOT a dimension that is used to organize a privacy policy?

A. desired information goals B. countermeasures C. state of information D. use of information Ans: D Learning Objective: 15-1: Describe the importance of information security and privacy in today’s technology- intensive and information-driven economy.

Cognitive Domain: Comprehension Answer Location: Brief Evolution of Security Models Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Which of the following is NOT considered a threat to security?

A. human error B. disgruntled employees and ex-employees C. other ―internal‖ attackers D. All of these are considered as threats to security.

Ans: D

Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Which of the following is NOT considered a software threat to security?

A. worms B. spyware C. Trojans D. file corruption Ans: D Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge 9. Which state has passed a law protecting employee records in private organizations?

A. California B. Ohio C. New York D. Oregon Ans: A Learning Objective: 15-3: List the legal requirements pertaining to information security and privacy.

Cognitive Domain: Knowledge Answer Location: Fair Information Management Policies Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Which of the following is NOT a recommended privacy policy statement?

A. adopt a comprehensive information security and privacy policy B. store sensitive personal data in secure HRIS and provide appropriate encryption C. dispose of documents properly or restore persistent storage equipment D. conduct focus groups with selected employees Ans: D Learning Objective: 15-4: Discuss best practices in safe information-handling procedures.

Cognitive Domain: Comprehension Answer Location: Effective Information Security Policies Difficulty Level: Medium AACSB Standard: Application of knowledge 11. Which type of security affects almost 90% of companies?

A. computer-based fraud B. phishing

C. denial of service D. theft of hardware components, such as storage cards Ans: A Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Knowledge Answer Location: Security Threats Difficulty Level: Easy AACSB Standard: Application of knowledge 12. Which of these is NOT a well-known ―worm‖ threat?

A. Slammer B. Code Red C. MyDoom D. Mypirate Ans: D Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Knowledge Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge 13. Which is NOT a symptom of spyware on an employee’s computer?

A. invasion of privacy B. appropriation of personal information C. interference with the speed and responsiveness of the computer D. proliferation of pop-up ads Ans: D Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge True/False 1. All companies have been affected by computer-based fraud, such as data processing or data entry routines that are modified.

Ans: F Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge

2. Viruses and Trojans are common external security threats to organizations and often come in e-mail attachments.

Ans: T Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Knowledge Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge 3. One of the best practices for information security is ―never dispose of documents.‖ Ans: F Learning Objective: 15-4: Discuss best practices in safe information-handling procedures.

Cognitive Domain: Comprehension Answer Location: Effective Information Security Policies Difficulty Level: Medium AACSB Standard: Application of knowledge 4. There are no federal or state laws that prevent employers from reviewing the internet or social media sites for applicant information.

Ans: T Learning Objective: 15-3: List the legal requirements pertaining to information security and privacy.

Cognitive Domain: Comprehension Answer Location: Data Collection About Applicants and Employees Difficulty Level: Medium AACSB Standard: Application of knowledge 5. Integrity ensures that information is created and modified in an authorized manner.

Ans: T Learning Objective: 15-1: Describe the importance of information security and privacy in today’s technology- intensive and information-driven economy.

Cognitive Domain: Comprehension Answer Location: Brief Evolution of Security Models Difficulty Level: Easy AACSB Standard: Application of knowledge 6. Phishing is known as the illegal scheme where victims usually receive email messages that appear to come from an authentic source with which the victim does business.

Ans: T Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Easy AACSB Standard: Application of knowledge

7. Human error and natural disasters are not considered threats to employee privacy and data security.

Ans: F Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge Essay 1. What is the definition of information security?

Ans: Information security has traditionally been defined as the protection afforded to an automated information system in order to attain the applicable objectives of preserving the confidentiality, integrity, and availability (CIA) of information system resources.

Learning Objective: 15-1: Describe the importance of information security and privacy in today’s technology- intensive and information-driven economy.

Cognitive Domain: Comprehension Answer Location: Brief Evolution of Security Models Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Describe the McCumber Cube approach to privacy.

Ans: The National Security Telecommunications and Information Systems Security Committee (NSTISSC) security model, also known as the McCumber Cube (see Figure 16.1), provides a more detailed perspective on security. The McCumber Cube provides a graphical representation of the architectural approach widely used in information security. It examines not only the characteristics of the information to be protected but also the context of the information state. The cube allows an analyst to identify the information flows within an HRIS, view it for important security-relevant factors, and then map the findings to the cube. The cube has three dimensions. If extrapolated, the three dimensions of each axis become a 3 × 3 × 3 cube, with 27 cells representing areas that must be addressed to secure a modern-day information system.  Desired information goals ensure that data are kept confidential, have not been manipulated, and are available to those who are authorized to access these data.  Countermeasures identify mechanisms that can be used to protect data.  State of information identify the state in which data are currently residing.

Learning Objective: 15-1: the importance of information security and privacy in today’s technology- intensive and information-driven economy.

Cognitive Domain: Comprehension Answer Location: Brief Evolution of Security Models Difficulty Level: Medium AACSB Standard: Application of knowledge

3. What are some of the best practices that HR managers should consider to secure that employee data are secured and employee privacy is protected? Be sure to list at least five best practices.

Ans:  Adopt a comprehensive information security and privacy policy.  Store sensitive personal data in a secure HRIS and provide appropriate encryption.  Dispose of documents properly or restore persistent storage equipment.  Build document destruction capabilities into the office infrastructure.  Implement and continuously update technical (firewalls, antivirus, anti-spyware, etc.) and nontechnical (security education, training, and awareness) measures.  When using social media, make sure that an employee does not post anything that will leak sensitive information about a company.  Conduct privacy ―walk-throughs‖ and make spot checks on proper information handling.

Learning Objective: 15-4: Discuss best practices in safe information-handling procedures.

Cognitive Domain: Comprehension Answer Location: Effective Information Security Policies Difficulty Level: Medium AACSB Standard: Application of knowledge 4. What are the data processing principles that employers in the European Union must comply with?

Ans: Employers must:  collect data only for specific legitimate purposes,  limit data collection to that which is relevant and necessary,  ensure data are accurate and kept up to date, and  store data only as long as is necessary.

Learning Objective: 15-3: List the legal requirements pertaining to information security and privacy.

Cognitive Domain: Comprehension Answer Location: European General Data Protection Regulation Difficulty Level: Medium AACSB Standard: Application of knowledge 5. What are the sources of security threats?

Ans: • Human error: Where an HRIS is not well designed, developed, and maintained and employees are not adequately trained, there is a high potential threat of security breaches. Research suggests that human errors, such as incorrectly entered data or accidental destruction of existing data, constitute security threats to the availability, accessibility, and integrity of information.

• Disgruntled employees and ex-employees: One of the overlooked areas by HR managers is that information may be damaged by disgruntled employees.

This is commonly referred to as an insider threat. Employees and exemployees are dangerous since they have extensive knowledge of systems,

have the credentials needed to access sensitive parts of systems, often know how to avoid detection, and can benefit from the trust that usually is accorded to an organization’s employees.

• Other ―internal‖ attackers: Many businesses hire contract workers, who work for the organization for a short period. Contract workers, sometimes referred to as third-party vendors, usually gain temporary access to various critical areas of an organization. This creates risks almost identical to those created by employees.

• External hackers: Another significant threat is the penetration of organizational computer systems by hackers. A hacker is defined as someone who accesses a computer or computer network unlawfully. Such attacks, often termed ―intrusions,‖ can be particularly dangerous, as once the hacker has successfully bypassed the network security, he or she is free to damage, manipulate, or simply steal data at will.

• Natural disasters: Most typical forms of natural disasters are floods, earthquakes, fires, or lightning strikes, which destroy or disrupt computing facilities and information flow.

Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Describe cyberterrorism.

Ans: Cyberterrorism--Leveraging of an information system, particularly via the Internet, is intended to intimidate or cause physical, real-world harm, or severe disruption of system infrastructure. Cyberterrorists often send a threatening email stating that they will release some confidential information, exploit a security leak, or launch an attack that could harm a company’s systems or networks.

Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge 7. What is meant by phishing?

Ans: Phishing: Victims usually receive email messages that appear to come from an authentic source with which the victim does business. The official appearance of the message and the website often fool victims into giving out confidential information.

According to Gartner, the estimated cost of phishing is around $2 billion.

Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Knowledge Answer Location: Security Threats Difficulty Level: Easy AACSB Standard: Application of knowledge

8. What is the difference between a computer virus and spyware?

Ans: • A virus is a type of malware that works by inserting a copy of itself onto a computer or device (e.g., smartphone) and then becoming part of another program. It can attach itself to files without the user’s knowledge and duplicate itself by executing infected files. When successful, a virus can alter data, erase or damage data, create a nuisance, or inflict other damage.

• Spyware is software installed on an unknowing user’s computer and gathers information about the user’s activities on the web (keystrokes, websites visited, etcetera) and transmits it to third parties, such as advertisers or attackers. Problems associated with spyware include potential privacy invasion, appropriation of personal information, and interference with the user’s computer operation.

Learning Objective: 15-2: Describe the important components of and threats to information security.

Cognitive Domain: Comprehension Answer Location: Security Threats Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 16: The Role of Social Media in HR Test Bank Multiple Choice 1. Organizations are using social media to more readily ______.

A. disseminate nonwork-related content B. distribute information about the organization C. measure employee engagement D. grow the number of employees in the company Ans: B Learning Objective: 16-1: Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 2. Which of the following statements about social media policies is correct?

A. Most organizations have a social media policy.

B. Most employees are well informed about their social media policy.

C. Most employees have attended social media training courses.

D. all of these Ans: A

Learning Objective: 16-5: Discuss the policies and training needed when using social media.

Cognitive Domain: Comprehension Answer Location: Corporate Social Media Policies Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Which country is the third largest market for Facebook in the world after India and the United States?

A. Canada B. Germany C. Brazil D. Poland Ans: C Learning Objective: 16-3: Understand the use of social media around the globe.

Cognitive Domain: Knowledge Answer Location: Table 16.3 Global Usage of Social Media Sites Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Which country has the world’s largest social network market, including government censorship?

A. Russia B. Italy C. India D. China Ans: D Learning Objective: 16-3: Understand the use of social media around the globe.

Cognitive Domain: Knowledge Answer Location: Table 16.3 Global Usage of Social Media Sites Difficulty Level: Easy AACSB Standard: Application of knowledge 5. Organizations are using social media platforms to collect the maximum amount of information possible on each applicant in order to ______.

A. screen out applicants who might be untrustworthy B. eliminate steps in the HR selection process C. justify the need to hire more recruiters D. determine training needs for current team Ans: A Learning Objective: 16-1: Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training.

Cognitive Domain: Knowledge Answer Location: Organizational Recruitment and Selection Difficulty Level: Easy AACSB Standard: Application of knowledge

6. With 77% of employees connected to coworkers via social media, organizations are using these networks to encourage ______ to find new qualified candidates.

A. new applicants B. employee referrals C. college students D. former employees Ans: B Learning Objective: 16-1: Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training.

Cognitive Domain: Comprehension Answer Location: Organizational Recruitment and Selection Difficulty Level: Medium AACSB Standard: Application of knowledge 7. Organizations are more readily using SMWs to search for ______ applicants, currently employed individuals who are not actively considering other employment but who might be of interest to the organization.

A. active B. superpassive C. passive D. semiactive Ans: C Learning Objective: 16-1: Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training.

Cognitive Domain: Knowledge Answer Location: Organizational Recruitment and Selection Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Which social media platform is used by 78% of Americans between the ages of 18 and 24?

A. Facebook B. Twitter C. Snapchat D. LinkedIn Ans: C Learning Objective: 16-2: Understand some of the current social media tools and how they are being used.

Cognitive Domain: Knowledge Answer Location: Global Social Media Platform Use Difficulty Level: Easy AACSB Standard: Application of knowledge 9. Organizations can utilize SMW tools to support ______, which offers delivery advantages and more flexibility to learners.

A. e-learning B. classroom training

C. on-the-job training D. simulations Ans: A Learning Objective: 16-5: Discuss the policies and training needed when using social media.

Cognitive Domain: Comprehension Answer Location: Training and Development Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Lack of ______ at work can lead to higher absenteeism, higher turnover, and lower firm performance.

A. benefits B. employee engagement C. computer security D. social media use Ans: B Learning Objective: 16-5: Discuss the policies and training needed when using social media.

Cognitive Domain: Comprehension Answer Location: Internal Communication and Engagement Difficulty Level: Medium AACSB Standard: Application of knowledge 11. Some organizations have experienced problems with social media, which includes ______.

A. increased employee engagement B. increased employee productivity C. the dissemination of inappropriate posts D. responsible social media usage Ans: C Learning Objective: 16-4: Discuss the value of using social media within organizations as well as some of the potential drawbacks.

Cognitive Domain: Comprehension Answer Location: Concerns Over Social Media Difficulty Level: Medium AACSB Standard: Application of knowledge 12. The unsanctioned and/or inappropriate use of SMWs at work presents new problems for organizations, which are concerned about the amount of time spent on social media, as well as negative postings that may impair brand management and ______.

A. avoid potential liability B. decrease employee referrals C. improve employee engagement D. hurt company morale Ans: D Learning Objective: 16-4: Discuss the value of using social media within organizations as well as some of the potential drawbacks.

Cognitive Domain: Comprehension Answer Location: Concerns Over Social Media Difficulty Level: Medium AACSB Standard: Application of knowledge 13. When it comes to corporate social media policies, it is recommended that organizations use ______ to assist them with determining their organizational polices and ensuring that they do not violate federal laws.

A. legal counsel B. current employees C. customers D. past employees Ans: A Learning Objective: 16-6: Explain some of the legal implications of using social media within organizations.

Cognitive Domain: Knowledge Answer Location: Corporate Social Media Policies Difficulty Level: Easy AACSB Standard: Application of knowledge True/False 1. Social media offers organizations the ability to share practices; promote information and educational material; and share opinions, views, and comments, embodying them in training programs and individual courses.

Ans: T Learning Objective: 16-5: Discuss the policies and training needed when using social media.

Cognitive Domain: Comprehension Answer Location: Training and Development Difficulty Level: Easy AACSB Standard: Application of knowledge 2. Millions of people in China use Facebook.

Ans: F Learning Objective: 16-3: Understand the use of social media around the globe.

Cognitive Domain: Comprehension Answer Location: Global Social Media Platform Use Difficulty Level: Medium AACSB Standard: Application of knowledge 3. Lack of engagement at work can decrease absenteeism, decrease turnover, and improve firm performance.

Ans: F Learning Objective: 16-4: Discuss the value of using social media within organizations as well as some of the potential drawbacks.

Cognitive Domain: Comprehension Answer Location: Internal Communication and Engagement

Difficulty Level: Medium AACSB Standard: Application of knowledge 4. YouTube is a Web 3.0 platform.

Ans: T Learning Objective: 16-2: Understand some of the current social media tools and how they are being used.

Cognitive Domain: Comprehension Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 5. As a policy, organizations are encouraged to place heavy restrictions and bans on the employee’s use of social media.

Ans: F Learning Objective: 16-6: Explain some of the legal implications of using social media within organizations.

Cognitive Domain: Comprehension Answer Location: Corporate Social Media Policies Difficulty Level: Medium AACSB Standard: Application of knowledge 6. Most American adults consider employer access to social media not acceptable and an invasion of privacy.

Ans: T Learning Objective: 16-7: Implement social media policies within human resource departments and organizations that incorporate good business practices.

Cognitive Domain: Knowledge Answer Location: Privacy Concerns Difficulty Level: Easy AACSB Standard: Application of knowledge 7. Although there are no significant differences by racial or ethnic groups or by gender among social media usage, there are socioeconomic differences.

Ans: T Learning Objective: 16-4: Discuss the value of using social media within organizations as well as some of the potential drawbacks.

Cognitive Domain: Comprehension Answer Location: Diversity Concerns Difficulty Level: Medium AACSB Standard: Application of knowledge 8. ―Shoulder surfing‖ is widely accepted and encouraged.

Ans: F Learning Objective: 16-6: Explain some of the legal implications of using social media within organizations.

Cognitive Domain: Comprehension Answer Location: Federal and State Guidelines Difficulty Level: Medium

AACSB Standard: Application of knowledge 9. Companies should be proactive in establishing social media policies and stay current on the legal environment, the validity of the content used and best practices.

Ans: T Learning Objective: 16-7: Implement social media policies within human resource departments and organizations that incorporate good business practices.

Cognitive Domain: Knowledge Answer Location: Research-Based Tips for the Use of Social Media in HR Difficulty Level: Easy AACSB Standard: Application of knowledge 10. Different levels of management should not participate in the development of an organization-wide social media policy.

Ans: F Learning Objective: 16-7: Implement social media policies within human resource departments and organizations that incorporate good business practices.

Cognitive Domain: Comprehension Answer Location: Research-Based Tips for the Use of Social Media in HR Difficulty Level: Easy AACSB Standard: Application of knowledge Essay 1. Which country represents the largest internet market in Latin America? And who are the primary users and sites?

Ans: Brazil represents the largest internet market in Latin America and the fourth-largest market in the world, with over 140 million users. Brazilians exhibit similar social media preferences to the United States such as with their strong use of Facebook, Twitter, and LinkedIn. Most social media users in Brazil are younger, with an estimated 90% between the ages of 15 and 32. Brazil is currently the third-largest market for Facebook in the world after India and the United States. Brazil also has over 18 million Twitter users, making Brazil the sixth-largest user base for Twitter. YouTube is also very popular with an estimated 79% of Brazilian internet users. Other popular platforms include Orkut, WhatsApp, LinkedIn, Tumblr, and Skype.

Learning Objective: 16-3: Understand the use of social media around the globe.

Cognitive Domain: Knowledge Answer Location: Table 16.3 Global Usage of Social Media Sites Difficulty Level: Medium AACSB Standard: Application of knowledge 2. What are some of the popular sites used for social recruiting? And how are they being used?

Ans: Presently, LinkedIn is among the most popular professional social networking site used by organizations. LinkedIn allows organizations access the world’s largest professional network on the internet with over 645 million registered users. Research indicates that 89% of all recruiters reported having screened applicants on LinkedIn or chosen not to hire someone based on their online content. For organizations, LinkedIn

provides an abundance of information about the qualifications of various jobseekers, and organizations can effectively use LinkedIn to leverage their own networks (and those of their employees) in order to find potential candidates. In addition, LinkedIn allows organizations to create company profiles as well as set up information feeds for those who would like to follow them and be contacted about new job postings. LinkedIn also offers organizations a fee-based solution, which enables HR managers to more readily find potential job candidates who best fit the qualifications of the job they want to fill. Facebook is another frequently used tool in recruitment. Among SNWs, Facebook has the largest audience, with over 1.59 billion monthly active users. Organizations have several options when using Facebook. They can target a general audience through a free job post in the Facebook Marketplace or they can target a specific group of individuals by demographics with a Facebook advertisement. With a paid ad, organizations may pay per click (how many people clicked on the job posting), pay per impression (how many people potentially viewed the ad), and budget how much they want to spend. Moreover, they have the option of advertising the job posting on a continuous basis or for a fixed time.Twitter is also effective for increasing exposure and communicating with groups of individuals who want to follow organizations. As such, many organizations have created job channels on Twitter to communicate with and to attract new talent. According to their website, ―Twitter is a simple tool that helps connect businesses more meaningfully with the right audience at the right time.‖ With over 321 million monthly active users as of 2018, Twitter enables HR managers to broadcast announcements more efficiently to large groups at the same time, which can reduce costs and increase exposure. Many companies use Twitter to engage with job seekers, post job listings, and advertise career events but also to market the company to individuals looking for a great place to work. Seventy-eight percent of Fortune 500 recruiting tweets contain hashtags--most commonly with branded terms related to job opportunities (46%). In addition, 35% of Fortune 500 companies have a recruitingspecific Twitter handle, which they use to tweet one to three times per day (64%).

Twitter has a large user base under the age of 30 and is particularly useful when targeting applicants between 18 and 35 years of age.

Learning Objective: 16-2: Understand some of the current social media tools and how they are being used.

Cognitive Domain: Comprehension Answer Location: Popular Recruitment Sites Difficulty Level: Medium AACSB Standard: Application of knowledge 3. How does social media support employee engagement?

Ans: SMW can support employee engagement in a number of ways. First, it can improve internal communications, can improve the sharing and exchanging of ideas, and can increase feelings of inclusion. In addition, SMW have been shown to be effective in channeling employees’ opinions, gathering information, and conveying competence. Social media tools can also be used to communicate with employees about the corporate culture, expected work behaviors, and other matters.

Learning Objective: 16-4: Discuss the value of using social media within organizations as well as some of the potential drawbacks.

Cognitive Domain: Comprehension Answer Location: Internal Communication and Engagement Difficulty Level: Medium

AACSB Standard: Application of knowledge 4. What are some concerns experienced by organizations with the use of social media by their employees?

Ans: Some organizations have experienced problems with social media, such as the dissemination of inappropriate posts and decreased employee productivity. In some instances, organizations have been forced to take disciplinary action and have even terminated employees due to inappropriate social media usage. An example of such dismissal can be seen in one case where the employee was fired for posting something the company considered a violation of HIPAA privacy laws. In another example, an employee was terminated for posting work-related information on social media, even though it was positive information about the organization. Research indicates that 36% of employees utilize social media while at work, even when it is explicitly against company policy. The unsanctioned and/or inappropriate use of SMWs at work presents new problems for organizations due to the amount of time spent on social media as well as negative postings which may impair brand management, hurt company morale, or cause other issues.

Learning Objective: 16-4: Discuss the value of using social media within organizations as well as some of the potential drawbacks.

Cognitive Domain: Comprehension Answer Location: Concerns over Social Media Difficulty Level: Medium AACSB Standard: Application of knowledge 5. How can social media help with training and development?

Ans: Social media tools can assist organizations in multiple ways such as informing teams separated by geographic distance, time, culture, and organizational boundaries.

Companies can use social media tools to communicate changes in company policies or organizational structures as well as to teach new job skills. Organizations can also utilize SMW tools to support e-learning, which offers delivery advantages and more flexibility to learners. Social media offers organizations the ability to share practices; promote information and educational material; and share opinions, views, and comments, embodying them in training programs and individual courses. For example, Facebook can be used to create an open or closed group to deliver content, and Twitter can be used in e-learning to connect learning communities or create smaller classrooms to inform employees on a specific topic or event, share highlights, make statements, or upload pictures. Organizations can also use social media tools to assess metadata about the type of employees it has as well as their knowledge, skills, and abilities. For instance, Avaya used collaborative tags to identify organizational experts and integrated these data into a communication system. Organizations can also use SMW sites to promote communication and enable their workers to expand their networks and social capital. SMWs can also be used to share information related to the status of ongoing organizational activities or to encourage inter-organizational communication. The use of social media allows individuals to develop weak network ties and create a more robust organizational network. These associations can help workers gain access to others in the company, which reduces the role of gatekeepers who traditionally control access to these individuals. Employees using social media, particularly those in less powerful organizational positions, may be able to use the ease of associations to garner social resources which can be beneficial to the employee as well as the organization.

Learning Objective: 16-1: Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training.

Cognitive Domain: Comprehension Answer Location: Training and Development Difficulty Level: Medium AACSB Standard: Application of knowledge 6. What are some of the concerns about social media content for human resource decision makers in regards to valid inferences about applicants’ job performance?

Ans: One of the more difficult aspects when using social media is understanding the context in which the social media content was originally shared and determining whether the source is credible. There is significant variability in terms of the content and information available across applicants, which creates issues for employers. For example, when employers view an individual’s social media presence, they need to understand that they may not be looking at the entire conversation, history, or other factors. Where an individual places his or her professional content may also vary because the average internet user utilizes five different social media platforms. Some applicants may not use the particular SNW that the employer may use for screening purposes; others may limit access to their account. In addition, some job applicants may not have SNW accounts or may not be active online users, which can lead to incomplete and inconsistent information of the individual’s knowledge, skills, and abilities (KSAs). Finally, an organization may be accessing an individual’s personal site, such as Facebook, where the individual posts primarily to friends and family, while not accessing the candidate’s professional site, such as LinkedIn, where he or she presents his or her professional attributes. Each of these can cause inconsistencies in the information collected, create undue bias, and lead to incorrect conclusions. In turn, it can create errors in the selection process, increasing the probability of selecting the wrong applicant for the job (i.e., Type I error).

Learning Objective: 16-1: Possess a general understanding of how the Internet and particularly social media is being used in human resources for recruitment, selection, and training.

Cognitive Domain: Comprehension Answer Location: Validity of SMWs in Selection Difficulty Level: Medium AACSB Standard: Application of knowledge 7. How can a corporate social media policy be illegal?

Ans: In creating policies, organizations need to ensure they do not infringe upon the legally protected rights of their employees. According to Section 7 of the National Labor Relations Act ―NLRA,‖ organizations cannot restrict employees’ right to communicate with coworkers about working terms and conditions. Depending on the type of workrelated matter employees discuss via social media, their communications may be considered protected concerted activity and within the employees’ right to debate. As such, many organizations have included nondisparagement clauses. These policies can range from requiring employees to not make disparaging remarks about the company, to not being allowed to identify that they are employed by the company and in extreme cases, completely banning employees from posting anything organizationally related.

Nevertheless, it is important to understand that private-sector companies that place

heavy restrictions and all-out bans on their employees run the same risk of violating Section 7 of the NLRA. Learning Objective: 16-6: Explain some of the legal implications of using social media within organizations.

Cognitive Domain: Comprehension Answer Location: Corporate Social Media Policies Difficulty Level: Medium AACSB Standard: Application of knowledge 8. Explain what is meant by the tip to ―be proactive in establishing social media policies and stay current on fair information policies regarding the use of SMW data.‖ Ans: For example, organizations may want to appoint a qualified individual or individuals to monitor social media and technology applications, assist the organization in setting new social media goals, and provide feedback regarding the most appropriate social media platforms. In addition, it is critical that human resource managers keep well informed of changes at the state, federal, and international levels. Therefore, it is recommended that organizations retain legal counsel to keep abreast of new rulings as they arise and to stay current on legislation regarding social media use in order to ensure compliance.

Learning Objective: 16-7: Implement social media policies within human resource departments and organizations that incorporate good business practices.

Cognitive Domain: Comprehension Answer Location: Research-Based Tips for the Use of Social Media in HR Difficulty Level: Medium AACSB Standard: Application of knowledge 9. Explain what is meant by the tip to ―implement measures to keep current on SMW technology adoption to ensure they are using SMW technologies that are most popular in the locations in which you operate.‖ Ans: Organizations may want to appoint qualified individual(s) to monitor social media and technology applications to assist the organization in setting new goals, providing feedback on current usage, implementing new technology, and utilizing the most appropriate social media platforms. In addition, because organizations tend to adopt technology more slowly than society does, it is important that organizations become more agile and adaptable in their use of SMWs and incorporate those that best fit their needs. One way to do this is by contracting with an outside entity and having them provide analytics on current trends and overall social media effectiveness.

Learning Objective: 16-7: Implement social media policies within human resource departments and organizations that incorporate good business practices.

Cognitive Domain: Comprehension Answer Location: Research-Based Tips for the Use of Social Media in HR Difficulty Level: Medium AACSB Standard: Application of knowledge 10. Explain what is meant by the tip to ―be active in establishing privacy policies for the HR decision-makers, employees, and job applicants.‖ Ans: If an organization decides to use social media for these purposes, certain steps should be taken. First, use SMWs that are professionally rather than socially oriented (e.g., LinkedIn). These types of sites are more likely to contain job-relevant information

than social-oriented websites. Second, verify that decision makers are using proper screening methods to ensure that they are not screening the wrong applicant and making recommendations based on false information. Third, consider having individuals not involved in the selection decision-making process screen the SMW for relevant data to ensure that data about protected classes are not shared with decision makers.

Fourth, be active in establishing privacy policies for the HR decision makers, employees, and job applicants. Organizations need to implement fair information policies to increase individuals’ perceived control over information and decrease their negative reactions to these practices. For instance, organizational policies might provide advanced notice to applicants that SMW data will be collected during the selection process. In practice, employers could provide a disclosure form to applicants who are requesting a release of information and specifically refer to a company’s policy regarding access to SMW. Learning Objective: 16-7: Implement social media policies within human resource departments and organizations that incorporate good business practices.

Cognitive Domain: Comprehension Answer Location: Research-Based Tips for the Use of Social Media in HR Difficulty Level: Medium AACSB Standard: Application of knowledge

Chapter 17: The Future of HRIS Test Bank Multiple Choice 1. What is ―an encrypted, distributed ledger of public records?‖ A. blockchain B. artificial intelligence C. virtualization of work D. Obamacare Ans: A Learning Objective: 17-2: Discuss the long-term future challenges for HRM and tactics to handle them.

Cognitive Domain: Knowledge Answer Location: Blockchain Difficulty Level: Easy AACSB Standard: Application of knowledge 2. What brings ―decision-making tools such as environmental scanning, scenario-based planning, hypothesis formulation, and testing and organizational development tools to improve workforce management decisions?‖ A. data analytics B. employee self-service C. manager self-service

D. metrics Ans: A Learning Objective: 17-3: Explain the impact of future trends in IT/IS and workforce technologies on the improved operation of an HRIS and HRM programs.

Cognitive Domain: Knowledge Answer Location: People Analytics Difficulty Level: Easy AACSB Standard: Application of knowledge 3. In the pursuit of organizational success, ______ enables HR processes to be more integrated than ever with the other corporate functions (e.g., payroll, finance, supply chain, marketing).

A. planning B. strategy C. technology D. efficiency Ans: C Learning Objective: 17-2: Discuss the long-term future challenges for HRM and tactics to handle them.

Cognitive Domain: Knowledge Answer Location: Introduction Difficulty Level: Medium AACSB Standard: Application of knowledge 4. Which demographic group is soon to be nearly 30% of America’s population?

A. Asian Pacific B. Hispanic C. Native American D. Caucasian Ans: B Learning Objective: 17-1: Discuss the short-term future trends in HRM. Cognitive Domain: Knowledge Answer Location: Demographic Workforce Changes Difficulty Level: Easy AACSB Standard: Application of knowledge 5. The phrase ―employees can work anyplace at any time‖ is most closely associated with which trend?

A. aging boomer generation B. social networking C. globalization D. virtualization of work Ans: D Learning Objective: 17-3: Explain the impact of future trends in IT/IS and workforce technologies on the improved operation of an HRIS and HRM programs.

Cognitive Domain: Knowledge Answer Location: Virtualization of Work Difficulty Level: Easy AACSB Standard: Application of knowledge

6. Changes in ______, ______, and ______ from governmental agencies can strongly affect the future of HRM and HRIS. A. laws; directives; guidelines B. tax policy; resources; expectations C. accountability; human resources; tax policy D. monetary class; funds; resources Ans: A Learning Objective: 17-1: Discuss the short-term future trends in HRM. Cognitive Domain: Knowledge Answer Location: Future Trends in HRM Difficulty Level: Easy AACSB Standard: Application of knowledge 7. What are some employers doing to combat the rising costs and complexity of the health care system?

A. taking on more of the cost and paying for it with their annual profits B. Ignoring the trends and staving off adaptation to changing health care policies C. passing increased costs on to their employees D. lobbying the government to make changes in their favor Ans: C Learning Objective: 17-2: Discuss the long-term future challenges for HRM and tactics to handle them.

Cognitive Domain: Knowledge Answer Location: Health and Wellness Difficulty Level: Easy AACSB Standard: Application of knowledge 8. Which recent legislation has created uncertainty which is causing problems for HR? A. Patient Protection and Affordable Care Act (i.e., Obamacare) B. Sarbanes-Oxley C. Americans with Disabilities Act (ADA) D. Family and Medical Leave Act (FMLA) Ans: A Learning Objective: 17-1: Discuss the short-term future trends in HRM. Cognitive Domain: Knowledge Answer Location: Health and Wellness Difficulty Level: Easy AACSB Standard: Application of knowledge 9. One of the key demographic changes is that the workforce is becoming more ______.

A. simplified B. monetarily driven C. diverse D. streamlined Ans: C Learning Objective: 17-1: Discuss the short-term future trends in HRM. Cognitive Domain: Knowledge

Answer Location: Demographic Workforce Changes Difficulty Level: Easy AACSB Standard: Application of knowledge 10. ______ of working-age women are now in the workforce.

A. Thirty parentage B. Five parentage C. Sixty parentage D. Eighty parentage Ans: C Learning Objective: 17-1: Discuss the short-term future trends in HRM. Cognitive Domain: Knowledge Answer Location: Demographic Workforce Changes Difficulty Level: Easy AACSB Standard: Application of knowledge 11. Which of the following is not a way that artificial intelligence (AI) can facilitate improved HR and people outcomes?

A. AI can provide cognitive insights that facilitate decision-making.

B. AI can enhance business process automation.

C. AI can support cognitive engagement.

D. AI tools may have gender or ethnic bias.

Ans: D Learning Objective: 17-4: Understand how HR and IT/IS are combining for future HRIS business applications.

Cognitive Domain: Comprehension Answer Location: Artificial Intelligence Difficulty Level: Medium AACSB Standard: Application of knowledge 12. ______ means that the labor law will be increasingly affected by trade agreements and global labor standards.

A. Interest in doing business in China B. Globalization C. The U.S. economic dependency on foreign currency D. Increase in business technology usage Ans: B Learning Objective: 17-2: Discuss the long-term future challenges for HRM and tactics to handle them.

Cognitive Domain: Comprehension Answer Location: Growing Complexity of Legal Compliance Difficulty Level: Medium AACSB Standard: Application of knowledge 13. BYOD stands for ______.

A. buy yearly only domestic B. bring your own draft C. base yearly orders digitally D. bring your own device

Ans: D Learning Objective: 17-3: Explain the impact of future trends in IT/IS and workforce technologies on the improved operation of an HRIS and HRM programs.

Cognitive Domain: Knowledge Answer Location: Bring Your Own Device Difficulty Level: Easy AACSB Standard: Application of knowledge 14. What is the name of the generation of web-related services that focuses on creativity, collaboration, and sharing?

A. Facebook B. Web 2.0 C. cloud computing D. Twitter Ans: B Learning Objective: 17-4: Understand how HR and IT/IS are combining for future HRIS business applications.

Cognitive Domain: Application Answer Location: Web 2.0 and Social Networking Difficulty Level: Medium AACSB Standard: Application of knowledge True/False 1. One must look within and between countries to examine future trends in the HR fields.

Ans: T Learning Objective: 17-2: Discuss the long-term future challenges for HRM and tactics to handle them.

Cognitive Domain: Knowledge Answer Location: Future Trends in HRM Difficulty Level: Easy AACSB Standard: Application of knowledge 2. Environmental scanning is a decision-making tool.

Ans: T Learning Objective: 17-1: Discuss the short-term future trends in HRM. Cognitive Domain: Knowledge Answer Location: People Analytics Difficulty Level: Easy AACSB Standard: Application of knowledge 3. Most employees are engaged at work.

Ans: F Learning Objective: 17-1: Discuss the short-term future trends in HRM. Cognitive Domain: Knowledge Answer Location: Employee Engagement Difficulty Level: Medium

AACSB Standard: Application of knowledge 4. Open-source software costs more than traditional (or proprietary) software.

Ans: F Learning Objective: 17-4: Understand how HR and IT/IS are combining for future HRIS business applications.

Cognitive Domain: Knowledge Answer Location: Open-Source Software Difficulty Level: Easy AACSB Standard: Application of knowledge 5. Organizations will spend more time and effort assessing the most effective portfolio of HR technology, and many will likely consider moving to some type of consolidated technology platform.

Ans: T Learning Objective: 17-3: Explain the impact of future trends in IT/IS and workforce technologies on the improved operation of an HRIS and HRM programs.

Cognitive Domain: Application Answer Location: Evolving HRIS Technology Strategy Difficulty Level: Medium AACSB Standard: Application of knowledge Essay 1. What is meant by BYOD? Ans: A trend in technology that will affect HR and HRIS is mobile computing and ―bring your own device‖ (BYOD). The change is a dramatic departure from how organizations have previously managed their technological infrastructure and presents a challenge for organizational IT support. Previously, the most common arrangement by organizations was to manage a centralized and tightly controlled technological platform (e.g., IBM, HP, Dell, Windows), and anyone who wanted to use another platform (e.g., Mac, Linux) would potentially have problems receiving adequate support. But today, employees are more likely to want to use their own personal mobile devices (e.g., smartphones, tablets, and laptops) to work.

Learning Objective: 17-3: Explain the impact of future trends in IT/IS and workforce technologies on the improved operation of an HRIS and HRM programs.

Cognitive Domain: Comprehension Answer Location: Bring Your Own Device Difficulty Level: Medium AACSB Standard: Application of knowledge 2. What are some examples of Web 2.0?

Ans: Examples of Web 2.0 tools include:  social networking sites (e.g., Facebook, LinkedIn, Twitter),  wikis (collaborative, shared, web dictionaries that enable users to contribute to online knowledge repositories, documents, or discussions),



blogs (short for web logs, i.e., personal or corporate online journals or diaries hosted on a website),  mash-ups (web applications that combine data from multiple sources into a single location or application--e.g., pulling up a rental car booking site within an airline booking site),  podcasts (audio or video recordings),  RSS (rich site summary/really simple syndication)--feeds that publish frequently updated sites such as blogs or news,  personal websites,  peer-to-peer networking (P2P)--file sharing (e.g., text, music, and videos),  collective intelligence (sharing knowledge to tap the expertise of a group), and  web services (web-enabled instant communication between users to update information or conduct transactions--e.g., a supplier and a retailer updating each other’s inventory systems).

Learning Objective: 17-4: Understand how HR and IT/IS are combining for future HRIS business applications.

Cognitive Domain: Application Answer Location: Web 2.0 and Social Networking Difficulty Level: Medium AACSB Standard: Application of knowledge 3. What is the most visible way that Web 2.0 is affecting HR? Ans: The most visible way that Web 2.0 is affecting HR is through its support of social networking (SNW). Organizations are increasingly integrating these tools into their overall portfolio. In addition to tools such as Skype, LinkedIn, Twitter, and Facebook, organizations are increasingly embracing other social tools such as Pinterest, Instagram, YouTube, Periscope, and Shapchat into their SNW portfolios. In addition, they are developing their own tools to support internal networks based on the capabilities of the broader SNW tools. For example, Facebook at Work allows a company to leverage the capabilities of Facebook, but to do so from within the corporate firewall. Skype for Business is a messaging, conferencing, and collaboration tool that connects organizational employees together. Due to the growing use of social networking, HRIS vendors are developing applications within their product offerings to help support employee collaboration, onboarding, and learning.

Learning Objective: 17-4: Understand how HR and IT/IS are combining for future HRIS business applications.

Cognitive Domain: Application Answer Location: Web 2.0 and Social Networking Difficulty Level: Medium AACSB Standard: Application of knowledge 4. What is meant by a virtual workspace?

Ans: ―The virtual workspace can be defined as an environment where employees work away from company premises and communicate with their respective workplaces via telephone or computer devices.‖ Learning Objective: 17-2: Discuss the long-term future challenges for HRM and tactics to handle them.

Cognitive Domain: Knowledge

Answer Location: Virtualization of Work Difficulty Level: Easy AACSB Standard: Application of knowledge 5. How will the growing complexity of legal compliance affect HR? Ans: 1.

Firms will increasingly focus on evidence-based hiring to ensure that they remain compliant with federal and state laws as well as EEOC guidelines.

2.

Globalization means that labor law will be increasingly affected by trade agreements and global labor standards.

3.

Organizations will need to be more actively aware of their compliance environment as the National Labor Relations Board and the Department of Labor are becoming more active in making new rules and attempting to reverse prior decisions.

Learning Objective: 17-3: Explain the impact of future trends in IT/IS and workforce technologies on the improved operation of an HRIS and HRM programs.

Cognitive Domain: Comprehension Answer Location: Growing Complexity of Legal Compliance Difficulty Level: Medium AACSB Standard: Application of knowledge