Human Resources Management chapter 3 questions and answers PDF

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Human Resources Management in Canada, 14e (Dessler) Chapter 3 Human Resources Management and Technology 1) According to Canada's Department of Finance, which of the following has been the main source of job creation post 2008? A) High skilled, manufacturing, and private sector employment B) Distribution, technical, and human relations employment C) Healthcare, age-related services, and distribution employment D) High skilled, high wage, and private sector employment E) Human relations, public sector, and age-related services employment Answer: D Type: MC Learning Objective: 3.1: Explain trends in the nature of work and the relationship these have with technology or automation. 2) What has been the impact on Canadian manufacturing jobs from global competition? A) The skill level required has decreased. B) They require more workers for the same level of production. C) They have moved to low-wage countries. D) The competition has decreased. E) The pay scale has increased. Answer: C Type: MC Learning Objective: 3.1: Explain trends in the nature of work and the relationship these have with technology or automation. 3) What is the knowledge, education, training, skills, and expertise of a firm's workers known as? A) Intellectual property B) Human capital C) Workforce diversity D) Employee data stores E) Labour force capacity Answer: B Type: MC Learning Objective: 3.1: Explain trends in the nature of work and the relationship these have with technology or automation. 4) Technology has been driving the shift in Canada towards a service-based economy. Answer: TRUE Type: TF Learning Objective: 3.1: Explain trends in the nature of work and the relationship these have with technology or automation.

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5) Information and communication technology increases the degree of centralization in the organization. Answer: FALSE Type: TF Learning Objective: 3.1: Explain trends in the nature of work and the relationship these have with technology or automation. 6) According to a report from Towers Perrin, what proportion of global organizations are increasing their investments in HR technology? A) One quarter B) One third C) One half D) Three quarters E) All organizations Answer: B Type: MC Learning Objective: 3.2: Discuss the strategic importance of technology in HRM. 7) Technology that is used to attract, hire, retain, and maintain human resources as well as support HR administration and optimize HRM is called A) an HRIS. B) an HR server. C) HR technology. D) HR management. E) PeopleSoft. Answer: C Type: MC Learning Objective: 3.2: Discuss the strategic importance of technology in HRM. 8) HR technology has A) reduced the administrative burden on the HR department. B) prevented employees from accessing their personnel information. C) made it difficult to have access to information. D) increased the administrative burden on the HR department. E) not contributed to any changes in the HR department. Answer: A Type: MC Learning Objective: 3.2: Discuss the strategic importance of technology in HRM.

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9) According to the textbook, what new technology is about to penetrate the workplace? A) Artificial intelligence B) The internet C) Email D) Automation E) Conference calls Answer: A Type: MC Learning Objective: 3.2: Discuss the strategic importance of technology in HRM. 10) According to the textbook, which of the following are the three key objectives that HR will be able to achieve due to the strong strategic relationship between HR and technology? A) Strategic alignment, business intelligence, effectiveness and efficiency B) Strategic alignment, human capital planning, administrative coordination C) Administrative coordination, human capital planning, effectiveness and efficiency D) Competitive positioning, strategic alignment, administrative coordination E) Competitive positioning, business intelligence, effectiveness and efficiency Answer: A Type: MC Learning Objective: 3.3: Describe the impact that HR technology has on the role of the HR professional and the resulting three major changes to the role of HR. 11) Demonstrating that HR is adding value to the bottom line continues to be a major challenge for HR. According to a survey by Mercer, what percentage of Chief Financial Officers reported that HR was focused on strategic activities? A) 5% B) 10% C) 15% D) 20% E) 25% Answer: C Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 12) Research indicates that companies that use technology effectively to manage their HR functions are more effective than those that do not. Answer: TRUE Type: TF Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance.

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13) The impact of technology has fundamentally changed the role of HR. It has enabled HR to A) increase its involvement in transactional services. B) decrease the time spent with employees and line staff. C) decrease its involvement in transactional activities. D) decrease focus on the customer. E) increase time spent on administrative tasks. Answer: C Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 14) What are the three major ways that the traditional HR role has changed as a result of the technologically enabled environment? A) Decreased transformational activities, increased training focus, increased delivery of legal services B) Decreased strategic activities, increased employee satisfaction focus, increased delivery of evaluation services C) Decreased direct hiring activities, increased executive focus, increased delivery of outsourcing services D) Decreased financial support activities, increased work/life focus, increased delivery of employee record services E) Decreased transactional activities, increased client/customer focus, increased delivery of strategic services Answer: E Type: MC Learning Objective: 3.3: Describe the impact that HR technology has on the role of the HR professional and the resulting three major changes to the role of HR. 15) Describe the three major ways that the traditional HR role has changed as a result of the technologically-enabled environment: Answer: 1 point for identifying each major way and 2 marks for describing each. 1) decreased transactional activities 2) increased client / customer focus 3) increased delivery of strategic services Type: ES Learning Objective: 3.3: Describe the impact that HR technology has on the role of the HR professional and the resulting three major changes to the role of HR. 16) An integrated system that is used to gather, store, and analyze information regarding an organization's human resources is known as A) a web database. B) a human resources administration system. C) an interactive database. D) a relational database. E) a human resources information system. Answer: E Type: MC Learning Objective: 3.4: Define HRIS and describe its main components. 4 © 2020 Pearson Canada Inc.

17) The costs of implementing human resources information system range from A) $1000 to $10,000. B) $1000 to $100,000. C) $1000 to $12 million. D) $1000 to $500,000. E) $1000 to $1 million. Answer: C Type: MC Learning Objective: 3.4: Define HRIS and describe its main components. 18) Much of the data now available to HR comes from A) a data warehouse. B) the job interview process. C) the reference checking stage. D) job application forms. E) customer testimonials. Answer: A Type: MC Learning Objective: 3.4: Define HRIS and describe its main components. 19) Statistical measures of the impact of HRM practices on the performance of an organization's human capital are referred to in the textbook as A) balanced scorecard data. B) workforce data. C) data warehousing. D) workforce analytics. E) workforce calculations. Answer: D Type: MC Learning Objective: 3.4: Define HRIS and describe its main components. 20) The main user groups for an organization's HRIS include A) employees, managers, and HR. B) employees, customers, and HR. C) managers, clients, and HR. D) clients, board members, and the government. E) managers, the ministry of labour, and the government. Answer: A Type: MC Learning Objective: 3.4: Define HRIS and describe its main components.

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21) Workforce analytics are also known as A) biometrics. B) metrics. C) psychometrics. D) data. E) data warehousing. Answer: B Type: MC Learning Objective: 3.4: Define HRIS and describe its main components. 22) An HRIS would help with making which of the following decisions? A) Deciding on the auditing firm that should be hired B) Deciding on the recommended salary increases for employees C) Deciding on the next market that should be entered D) Deciding on the branding strategy that should be followed E) Deciding on the most effective supply chain to follow Answer: B Type: MC Learning Objective: 3.4: Define HRIS and describe its main components. 23) Using tools like statistical analysis to sift through data looking for relationships is an example of? A) Strategy-based metrics B) Data mining C) Talent management D) Applicant tracking E) Trend analysis Answer: B Type: MC Learning Objective: 3.4: Define HRIS and describe its main components. 24) An HRIS is primarily a transaction processor, editor, and record keeper, maintaining employee, organizational, and HR-related data. Answer: TRUE Type: TF Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 25) It is uncommon for managers to request reports from the HRIS. Answer: FALSE Type: TF Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance.

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26) A learning management system is part of which of the following HRIS components? A) Employment equity B) Performance evaluation C) Organizational management D) Training and development E) Employee administration Answer: D Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 27) Tamara is an HR Manager and is analyzing data regarding the length of service related to the amount of vacation time employees are given. Which source of information will help Tamara the most? A) Labour relations B) Payroll interface C) Employee equity D) Time and attendance E) Performance evaluation Answer: D Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 28) Joseph's company is undergoing fast growth. He would like to begin maintaining records of the skill level of candidates that have applied to the company for employment so that he can have a pool of talent to go to when needed. Which information will Joseph use to do this? A) Labour relations B) Payroll interface C) Employment equity information D) Performance management E) Recruitment and applicant tracking Answer: E Type: MC Learning Objective: 3.6: Analyze the use of HR audits and metrics to assess talent management issues. 29) Sophia wants to ensure that she has a diverse slate of candidates for the IT Consultant role that needs to be filled. Which information will allow her to do this? A) Labour relations B) Payroll interface C) Employment equity information D) Performance management E) Recruitment and applicant tracking Answer: C Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance.

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30) Which subsystem of a company's HRIS will be most helpful for providing information, such as the date of plan entry, normal retirement date, and annual company contribution? A) Labour relations B) Pension administration C) Employment equity D) Training and development E) Compensation and benefits administration Answer: B Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 31) Which of the following is a special software tool that supports internet training by helping employers identify training needs as well as scheduling, delivering, assessing, and managing the online training itself? A) Learning management systems B) Talent management systems C) Development management systems D) Management information systems E) Leadership information systems Answer: A Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 32) Data can help HR managers make recommendations and develop strategies for their workforces. Answer: TRUE Type: TF Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 33) Stacey needs to ensure that her team has completed health and safety training. Which software tool will help her? A) Learning management systems B) Talent management systems C) Development management systems D) Management information systems E) Leadership information systems Answer: A Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 34) Payroll is often one of the first functions employers outsource because of its complexity and the need for accuracy. Answer: TRUE Type: TF Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance.

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35) Stacey works for a large organization and she scans her employer's website to determine if there is any online training to help her improve her presentation skills. What is the name given in the textbook for the part of the employer's website where Stacey will most likely find online access to training courses? A) Skills exchange blog B) Instructional database C) Training menu D) Learning portal E) Skills module Answer: D Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 36) Why do some employers integrate their learning management and talent management systems? Answer: Up to 5 points — to have better visibility into the training needs of their top performers, to identify training gaps, to build succession plans. Type: ES Learning Objective: 3.6: Analyze the use of HR audits and metrics to assess talent management issues. 37) Employment equity reports can be generated from HRIS enabling companies to easily report on employment equity requirements. Answer: TRUE Type: TF Learning Objective: 3.6: Analyze the use of HR audits and metrics to assess talent management issues. 38) Recruitment and applicant tracking is a subsystem in an HRIS that enables an organization to program rules into the system, such as how unused vacation can accumulate. Answer: FALSE Type: TF Learning Objective: 3.6: Analyze the use of HR audits and metrics to assess talent management issues. 39) Talent analytics help managers to answer six types of talent management questions. A manager analyzing why employees choose to stay with or leave the company is addressing the question related to the talent value model. Answer: TRUE Type: TF Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance.

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40) Which of the following refers to a web-based application that enables managers and employees to access and manage information directly without having to go through HR or higher-level management? A) Self-service options B) The autonomous HRIS C) The decentralized HRIS D) Relational database options E) Transactional database options Answer: A Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 41) Celine is a Sales Account Manager. Before calling on a customer she can look into the financial records of her company's system to determine whether the customer has had any previous payment issues when interacting with other departments in her company. What kind of system does this company have? A) MRP B) SAT C) ERP D) SMM E) RFP Answer: C Type: MC Learning Objective: 3.7: Describe the three-step process involved in selecting and implementing an HRIS. 42) The choice of technology revolves around two basic questions: (1) What is the desired amount of customization? and (2) What A) is the cost of the system? B) is the user-friendliness of the system? C) will the employee reactions be to the system? D) type of system is required/preferred? E) will the reactions of the management team be to the system? Answer: D Type: MC Learning Objective: 3.7: Describe the three-step process involved in selecting and implementing an HRIS.

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43) Which of the following is an example of a stand-alone system? A) Microsoft Excel B) Halogen Software Inc. C) Microsoft Access D) Bloomberg ERP E) ERP system Answer: B Type: MC Learning Objective: 3.7: Describe the three-step process involved in selecting and implementing an HRIS. 44) A system that supports enterprise-wide or cross-functional requirements, rather than a single department or group within the organization, is known as a(n) A) HRIS. B) intranet. C) enterprise-wide system. D) HRMS. E) relational database. Answer: C Type: MC Learning Objective: 3.7: Describe the three-step process involved in selecting and implementing an HRIS. 45) According to the textbook, regardless of the type of HRIS selected, the key reasons for purchase are generally A) cost savings, employee retention, and faster processing of information. B) faster processing of information, cost savings, and helping the organization to achieve its goals. C) cost savings, skills assessment, and employee equity planning. D) higher efficiency in data processing, ease of scheduling work, and linking compensation to performance. E) maintaining employee records, developing labour relations, and data mining. Answer: B Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 46) Typically, organizations follow a process to select an HRIS. Which of the following states the three phases accurately and in the proper order? A) Adoption, implementation, and integration B) Needs analysis, implementation, and revision C) Adoption, implementation, and revision D) Adoption, integration, and revision E) Needs analysis, adoption, and integration Answer: A Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 11 © 2020 Pearson Canada Inc.

47) A company in the banking industry has decided to purchase a human resources information system. The organization is conducting a review of the company's background, management and HR considerations, and technical considerations. The company is in the ________ of the selection process. A) integration phase B) implementation phase C) adoption phase D) revision phase E) cost analysis phase Answer: C Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 48) Liana is conducting a needs analysis in order to determine the right human resources information system to adopt for her company. She is analyzing elements, such as hardware, operating systems, networking and telecommunications. Which area of the adoption phase is Liana focusing on? A) Company background B) Management considerations C) Technical considerations D) HR considerations E) Cost considerations Answer: C Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 49) During the adoption phase, a company has requested that vendors schedule demonstrations of their various human resources information systems that they have available. What is this request known as? A) The adoption phase request B) Request for information C) Request for proposal D) A selection request E) The implementation phase request Answer: C Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 50) According to the textbook, organizations typically require HR software after they reach A) 10 employees. B) 50 employees. C) 75 employees. D) 1000 employees. E) 100 employees. Answer: E Type: MC Learning Objective: 3.5: Explain the key functions of a HRIS and its strategic importance. 12 © 2020 Pearson Canada Inc.

51) Which of the following HRIS adoption phases involves activities, such as getting the system operating in a controlled environment, conversion of existing da...