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Sample Test

 Chapter 03

Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) The impact of technology has fundamentally changed the role of HR. It has enabled HR to: 1)
A) increase its involvement in transactional services.
B) decrease the time spent with employees and line staff.
C) increase time spent on administrative tasks.
D) decrease its involvement in transactional activities.
E) decrease focus on the customer.
Answer: D
Explanation: A)
B)
C)
D)
E)
2) The use of HRIS data to assess the performance of an organization’s workforce using statistics and
research design techniques is referred to as:
2)
A) tombstone data.
B) data warehousing.
C) workforce analytics.
D) workforce data.
E) workforce calculations.
Answer: C
Explanation: A)
B)
C)
D)
E)
3) An integrated system that is used to gather, store and analyze information regarding an
organization’s human resource is known as:
3)
A) a web database.
B) a relational database.
C) an interactive database.
D) HR technology.
E) HRIS.
Answer: E
Explanation: A)
B)
C)
D)
E)
1
4) Talent Management is a subsystem of the HRIS mainly used by: 4)
A) HR only.
B) employees and managers.
C) HR and employees.
D) HR, managers and employees.
E) HR and managers.
Answer: D
Explanation: A)
B)
C)
D)
E)
5) Recent surveys of ESS and MSS systems users indicate that, though 80% of respondents agree that
web- based self – service systems can lower HR operational costs, only 40% believe that their
company is actually achieving this result. This discrepancy may be due to:
5)
A) systems requiring frequent updates from vendors.
B) systems not providing adequate features.
C) frequent systems malfunctions.
D) lack of motivation to use such systems.
E) technology not being user- friendly.
Answer: E
Explanation: A)
B)
C)
D)
E)
6) Some of the common employee self – service (ESS) applications include allowing employees to: 6)
A) update their own personal information.
B) update HR and related policies.
C) make changes to payroll information for themselves.
D) update the information of other employees.
E) change salary deductions.
Answer: A
Explanation: A)
B)
C)
D)
E)
2
7) You are the Director HR at an accounting firm and as such are responsible for overseeing
implementation of the HRIS. To address privacy and security risks what should you have the
security profile of the HRIS determine?
7)
A) Who can enter information.
B) No security profile is necessary.
C) Who has access to the system and who can view the information.
D) Who can enter, view, and change information and who can access the system.
E) Who can view information.
Answer: D
Explanation: A)
B)
C)
D)
E)
8) The primary central storage repository for all data collected by an organization’s business systems
is known as:
8)
A) a data repository.
B) a subsystem.
C) HRIS.
D) employee records.
E) a data warehouse.
Answer: E
Explanation: A)
B)
C)
D)
E)
9) Which of the following phases involve activities such as getting the system running in a controlled
environment, conversion of existing data into the new system, and establishing security profiles?
9)
A) follow up phase.
B) implementation phase.
C) needs analysis phase.
D) institutionalization phase.
E) adoption phase.
Answer: B
Explanation: A)
B)
C)
D)
E)
3
10) HR professionals and managers utilize information from the recruitment, training and
development, and administration subsystems to develop long- term plans for staffing. This is an
example of which of the following benefits of an HRIS?
10)
A) strategic alignment
B) compliance
C) maintenance of employee records
D) HR planning and forecasting
E) talent and knowledge management
Answer: D
Explanation: A)
B)
C)
D)
E)
11) A telephone technology in which a touch- tone phone is used to interact with a database to acquire
information from it or enter data into it is called a(n):
11)
A) relational database.
B) interactive database.
C) interactive voice response.
D) web- based application.
E) client server.
Answer: C
Explanation: A)
B)
C)
D)
E)
12) Technology that is used to attract, hire, retain, and maintain human resources, support HR
administration, and optimize HRM is called:
12)
A) HR server.
B) PeopleSoft.
C) HRIS.
D) HR management.
E) HR technology.
Answer: E
Explanation: A)
B)
C)
D)
E)
4
13) A company has concluded its adoption phase and has sent a request to vendors to schedule
demonstrations of the various systems available. The company will ultimately choose one that most
closely aligns with their needs analysis, budget and management requirements. This is known as:
13)
A) request for proposal.
B) the adoption phase.
C) the implementation phase.
D) selecting a proposal.
E) request for information.
Answer: A
Explanation: A)
B)
C)
D)
E)
14) A single site that can be accessed within an existing internet site is called: 14)
A) an intranet.
B) a portal.
C) e- HR.
D) a web site.
E) none of the above.
Answer: B
Explanation: A)
B)
C)
D)
E)
15) Talent Management is a subsystem of the HRIS mainly used by: 15)
A) employees and managers.
B) HR and managers.
C) HR, managers and employees.
D) HR and employees.
E) HR only.
Answer: C
Explanation: A)
B)
C)
D)
E)
5
16) Today there are more than 140 HRI systems being offered by Canadian vendors. Having a human
resource information system can help the HR department because:
16)
A) it can substitute for HR professionals in the decision-making process.
B) it can act as an internal consultant to line managers.
C) it can reduce the time spent coaching line staff.
D) it can reduce administration and record keeping for HR.
E) none of the above.
Answer: E
Explanation: A)
B)
C)
D)
E)
17) HRIS has several components called subsystems. Which of the following is a subsystem of HR? 17)
A) pension administration.
B) time and attendance.
C) labour relations.
D) performance evaluation.
E) all of the above.
Answer: E
Explanation: A)
B)
C)
D)
E)
18) The HRIS is made up of a number of systems that can store data. This data can be used to create
information that will serve different purposes for many different stakeholders. One of the key
functions of an HRIS is to:
18)
A) provide information to HR and managers.
B) discipline employees.
C) define organizational climate.
D) provide information to managers.
E) provide information to HR.
Answer: A
Explanation: A)
B)
C)
D)
E)
6
19) The internet has enabled organizations to do which of the following? 19)
A) assist the adoption and implementation stages of an HRIS
B) harness web- based technology and applications to assist strategy development
C) harness web- based technology and applications to enhance HR services
D) outsource HR functions to HR technology companies
E) reduce the number of HR staff for increased effectiveness
Answer: C
Explanation: A)
B)
C)
D)
E)
20) HR technology has: 20)
A) made is difficult to have access to information.
B) not contributed to any changes in the HR department.
C) reduced the administrative burden on the HR department.
D) prevented employees from accessing their personnel information.
E) increased the administrative burden on the HR department.
Answer: C
Explanation: A)
B)
C)
D)
E)
21) Having an HRIS enables managers to make a more informed decision. It also provides information
that is relevant, useful, timely and accurate. Reports are generated to facilitate this process. One of
the most commonly requested reports from an HRIS includes:
21)
A) performance evaluations.
B) number of vacation days taken.
C) basic information such as name and address.
D) compensation reports.
E) all of the above.
Answer: E
Explanation: A)
B)
C)
D)
E)
7
22) Compliance is a subsystem of the HRIS mainly used by: 22)
A) employees and managers.
B) HR and managers.
C) HR, managers and employees.
D) HR and employees.
E) HR only.
Answer: E
Explanation: A)
B)
C)
D)
E)
23) An HR professional who is trying to develop understanding of key drivers of organizational
productivity, and to become aware of costs associated with enhancing the efficiency and
effectiveness of the workforce, is fulfilling which of the competencies described in the Ulrich
model?
23)
A) strategic contribution
B) HR delivery
C) mastery of technology
D) business knowledge
E) none of the above
Answer: D
Explanation: A)
B)
C)
D)
E)
24) Software can be purchased for any HR- related function in any industry. The software that has been
developed to create succession- planning matrices, establish career paths, and create candidate
placement scenarios is known as:
24)
A) Ergowatch.
B) ExecuTRA CK software.
C) Halogen.
D) SAP.
E) Peoplesoft.
Answer: B
Explanation: A)
B)
C)
D)
E)
8
25) 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):
25)
A) HRIS.
B) relational database.
C) intranet.
D) enterprise- wide system.
E) electronic HR.
Answer: D
Explanation: A)
B)
C)
D)
E)
26) A company in the banking industry has decided to purchase an HRIS and wants to choose a
system. The organization is conducting a review of company background, management and HR
considerations, and technical considerations. The company is in the ________ of the selection
process.
26)
A) selection phase
B) implementation phase
C) adoption phase
D) institutionalization phase
E) none of the above
Answer: C
Explanation: A)
B)
C)
D)
E)
27) HR technology has evolved over the years. The evolution of HR technology is characterized by: 27)
A) 3 stages.
B) 4 stages.
C) 6 stages.
D) 5 stages.
E) none of the above.
Answer: B
Explanation: A)
B)
C)
D)
E)
9
28) All staff of a company that has purchased an HRIS is undergoing systems training. Which phase is
the company in?
28)
A) implementation phase
B) adoption phase
C) institutionalization phase
D) training phase
E) none of the above
Answer: C
Explanation: A)
B)
C)
D)
E)
29) What are some of the areas factored in to pricing during the adoption phase? 29)
A) ongoing support requirements
B) additional hardware requirements
C) training costs
D) additional staffing needs
E) all of the above
Answer: E
Explanation: A)
B)
C)
D)
E)
30) Selecting and implementing an HRIS can be time consuming as well as costly. Before an
organization decides to purchase a system, it is important to ask which of the following questions?
30)
A) What do the competitors do?
B) Is the organization ready for an HRIS?
C) What do the employees expect of an HRIS?
D) Does the employee base have the required IT skills?
E) What type of system does the organization need?
Answer: E
Explanation: A)
B)
C)
D)
E)
10
31) The subcontracting of work that is not considered part of a company’s core business is called: 31)
A) outplacement.
B) ESS and MSS.
C) HRIS.
D) RFPs.
E) outsourcing.
Answer: E
Explanation: A)
B)
C)
D)
E)
32) What are the five key competencies in the HR model introduced by David Ulrich? 32)
A) mastery of technology, strategic contribution, HR knowledge, business knowledge, integrity
B) mastery of technology, transactional contribution, customer service, credibility, HR
knowledge
C) mastery of technology, strategic contribution, HR delivery, personal credibility, business
knowledge
D) strategic contribution, HR mastery, HR delivery, mastery of technology, personal credibility
E) strategic contribution, HR delivery, business knowledge, personal credibility, HR knowledge
Answer: C
Explanation: A)
B)
C)
D)
E)
33) A form of technology that enables HR professionals to integrate an organization’s HR strategies,
processes, and human capital to improve overall HR service delivery is known as:
33)
A) stand- alone HR.
B) electronic HR.
C) an HRIS.
D) HR technology.
E) enterprise- wide HR.
Answer: B
Explanation: A)
B)
C)
D)
E)
11
34) Sheila is an HR generalist of a newly formed organization. It has 50 employees and is expected to
grow up to about 100 during the upcoming year. The company is thinking of purchasing an HR
system. As the HR specialist, Sheila’s recommendation will be to:
34)
A) purchase employee administration and time/attendance subsystems.
B) purchase employment equity and health and safety subsystems.
C) use a paper – based system since the employee base is small.
D) not purchase an HRIS.
E) purchase a comprehensive HRIS with all subsystems.
Answer: A
Explanation: A)
B)
C)
D)
E)
35) The following is a major trend in technology that will influence HR management: 35)
A) increased focus on reducing costs.
B) increased use of portals.
C) enhanced focus on work force analytics.
D) greater access to technology.
E) all of the above.
Answer: E
Explanation: A)
B)
C)
D)
E)
36) Nelu is part of the HR department of a production company. The HR department was the sole
custodian of all HR- related data. Therefore Nelu spends most of her time handling employee
queries on personnel questions. The company has:
36)
A) a counseling procedure.
B) PeopleSoft.
C) a paper – based system.
D) one -on- one coaching.
E) advanced HR technology.
Answer: C
Explanation: A)
B)
C)
D)
E)
12
37) HR needs to work closely with IT in the IT- enabled organization. In order to do this, HR must gain
credibility with IT staff and work well with them. This knowledge can be acquired through:
37)
A) trade shows.
B) meeting with software vendors.
C) reading about technological trends
D) formal IT courses.
E) all of the above.
Answer: E
Explanation: A)
B)
C)
D)
E)
38) A n enterprise – wide system is defined as a system that supports enterprise- wide or
cross- functional requirements rather than a single department or group within the organization.
One of the well- recognized enterprise – wide systems is:
38)
A) Taleo.
B) Deploy.
C) People Track.
D) SAP.
E) none of the above.
Answer: D
Explanation: A)
B)
C)
D)
E)
39) Which of the systems allow managers to access a range of information not only about themselves
but also about the employees who report to them?
39)
A) MSS
B) ESS
C) MIS
D) the internet
E) HRIS
Answer: A
Explanation: A)
B)
C)
D)
E)
13
40) A network that is interconnected within an organization, using web technologies for sharing
information internally, is called:
40)
A) an intranet.
B) a subsystem.
C) the internet.
D) a portal.
E) an HRIS.
Answer: A
Explanation: A)
B)
C)
D)
E)
41) HRIS can be stand – alone because not all organizations require sophisticated systems, and there are
many different vendors who offer different sizes and types of products. This is because:
41)
A) organizations have to consider the cost aspect.
B) HR departments don’t support the use of such systems.
C) not all systems provide all features.
D) organizations prefer to use paper – based systems.
E) most sophisticated systems are not user – friendly.
Answer: A
Explanation: A)
B)
C)
D)
E)
42) Web- based HR applications have enabled companies to shift responsibility for viewing and
updating records onto employees, thus changing the manner in which employees acquire
information and relate to their departments. Two of the most popular web- based HR applications
are:
42)
A) HRIS and management self – service.
B) HRIS and employee self – service.
C) employee and management self – service.
D) HR and management self- service.
E) HR and employee self – service.
Answer: C
Explanation: A)
B)
C)
D)
E)
14
43) Wayne Brockbank and David Ulrich of the University of Michigan Business School have identified
five key competencies for HR. This new competency model has emerged because:
43)
A) line managers and employees no longer see HR to be credible.
B) HR has decided to play a key role in transactional activities.
C) HR is moving towards outsourcing of services.
D) the businesses have demanded that HR have a new competency model.
E) technology has fundamentally changed the role of HR.
Answer: E
Explanation: A)
B)
C)
D)
E)
44) An HR professional who engages in environmental scanning together with line managers to
develop business goals for an organization is fulfilling which of the competencies described in the
Ulrich model?
44)
A) business knowledge
B) HR delivery
C) strategic contribution
D) mastery of technology
E) all of the above
Answer: C
Explanation: A)
B)
C)
D)
E)
45) Company High Tech has three branches across Canada and the US. Both locations are managed by
one HR department. All employee data is fed in from each of the locations and updates a central
database, which can be accessed by each of the locations in return. The HR database is also linked
to their performance management system, payroll/benefits and attendance tracking system. This is
an example of:
45)
A) an interactive database.
B) a relational database.
C) a paper – based system.
D) video conferencing.
E) none of the above.
Answer: B
Explanation: A)
B)
C)
D)
E)
15
46) Deploying highly developed HR technology to manage HR functions will enable members of an
HR department to:
46)
A) increase their efficiency.
B) delegate to managers and employees the ability to use HR information to solve their
problems.
C) focus on transforming information to knowledge.
D) relinquish the role of the “sole custodian” of employee information.
E) all of the above.
Answer: D
Explanation: A)
B)
C)
D)
E)
47) Targus Inc. is a sports equipment retailer with 500 employees that has just implemented a HRIS.
One would expect the decision making subsystem of the HRIS to be mainly used by:
47)
A) HR and employees.
B) employees and managers.
C) HR and managers.
D) HR, managers and employees.
E) HR only.
Answer: D
Explanation: A)
B)
C)
D)
E)
48) The following software, which was initially developed to assess and reduce the risk of back
injuries, is now modified to evaluate the risk of repetitive stress injuries to workers’ hands and
arms:
48)
A) Deploy.
B) Org Plus.
C) Ergowatch.
D) SAP.
E) Halogen.
Answer: C
Explanation: A)
B)
C)
D)
E)
16
49) Employee self – service (ESS) systems have fundamentally changed the way employees relate to
their HR departments because:
49)
A) line managers and employees have taken over HR.
B) they need to visit HR regularly for personnel information.
C) HR no longer provides related services.
D) they are able to access information relevant to themselves.
E) ESS has made HR redundant in the organization.
Answer: D
Explanation: A)
B)
C)
D)
E)
50) Learning Inc. has an HRIS which has a subsystem that includes data on employee skills and
competencies, development activities and career planning in terms of which positions might be
most appropriate for an employee based on skills/competencies. Which type of subsystem does
Learning Inc. have?
50)
A) performance evaluation
B) training and development
C) organizational management
D) employment equity
E) employee administration
Answer: B
Explanation: A)
B)
C)
D)
E)
51) Targus Inc. is a mid – size sports clothing retailer in Canada. Components of an HRIS system that
are likely to be cost effective and efficient for it include:
51)
A) generic software applications only like Microsoft Excel.
B) payroll and benefits administration only.
C) systems which allow for many users such as People Track inc. and Organization Plus.
D) employee scheduling only.
E) an enterprise- wide system which has many HR Modules.
Answer: C
Explanation: A)
B)
C)
D)
E)
17
52) Gavin Chen is the VP of HR in Motion.com. It has recently concluded its adoption phase and
entered the implementation phase of an HRIS. Gavin is faced with the task of putting together a
project team for the implementation phase. He should include the following:
52)
A) outside consultants who have technical skills.
B) subject matter experts from HR and payroll.
C) outside consultants who have technical and change management skills and subject matter
experts from HR and payroll.
D) outside consultants who have change management and legal compliance skills and subject
matter experts from HR and payroll.
E) a senior project manager to lead the team.
Answer: C
Explanation: A)
B)
C)
D)
E)
53) During the evolution of HR technology, there was a migration of the information resident in the
paper – based system to PCs and local area network systems. These HR databases were able to
produce reports that simply listed what is knows as:
53)
A) tombstone data.
B) personnel information.
C) personnel data.
D) employee data.
E) tombstone information.
Answer: A
Explanation: A)
B)
C)
D)
E)
54) A decision to purchase an HRIS can vary from one organization to another based on their existing
technology, ability to afford technology and the size and culture of the company. However, there is
some common ground that all companies can agree on for adopting HR technology. Those reasons
are:
54)
A) faster processing of information, cost savings, and helping the organization to achieve goals.
B) faster processing of information only.
C) helping the organization to achieve goals only.
D) cost savings and faster processing of information.
E) cost savings only.
Answer: A
Explanation: A)
B)
C)
D)
E)
18
55) The management of human capital is critical to be able to attract, retain and develop talent within
an organization. The use of e- HR systems including web- based job sites, portals and kiosks to
attract job applicants is becoming a necessity. Two technologies that have made e – recruiting a
reality are:
55)
A) internet only.
B) ESS and MSS.
C) HRIS and job boards.
D) internet job boards and applications.
E) internet and job boards.
Answer: D
Explanation: A)
B)
C)
D)
E)
56) In company Smith & Cole, employees can access the applications from any computer with a
connection to the internet. Each person has a password- protected login page. The company has a:
56)
A) interactive voice response.
B) web- based application.
C) interactive database.
D) relational database.
E) all of the above.
Answer: B
Explanation: A)
B)
C)
D)
E)
57) Typically organizations follow a process to select an HRIS. Which of the following states the three
phases accurately and in proper order?
57)
A) adoption, implementation and institutionalization
B) adoption, implementation and follow- up
C) adoption, institutionalization and follow- up
D) needs analysis, adoption and implementation
E) needs analysis, implementation and institutionalization
Answer: A
Explanation: A)
B)
C)
D)
E)
TRUE/FALSE. Write ‘T’ if the statement is true and ‘F’ if the statement is false.
58) Managers often utilize the HRIS to request reports such as performance evaluations. Managers also
utilize the system to perform HR calculations, an example of which is turnover costs.
58)
Answer: True False
Explanation:
19
59) Though research has indicated that those who use technology to manage HR functions will have a
significant advantage over those that do not, some companies do not use such technology due to
cost.
59)
Answer: True False
Explanation:
60) The HR function, with its newly developed strategic focus, is expected to demonstrate a
measurable impact on business results.
60)
Answer: True False
Explanation:
61) Creation of security profiles for the HRIS is carried out in the implementation phase and is required
because of privacy – and security – related issues.
61)
Answer: True False
Explanation:
62) Access to a large number of qualified candidates is a disadvantage of e – recruiting. 62)
Answer: True False
Explanation:
63) Outsourcing of HR- related services has grown over the past decade because it is associated with
cost reductions, and because it increases the ability of HR to focus on transactional objectives.
63)
Answer: True False
Explanation:
64) Managers are receptive to MSS systems because such systems contribute to data integrity and
accuracy.
64)
Answer: True False
Explanation:
65) Recruitment is a subsystem in an HRIS which enables an organization to provide online forms to
applicants so that applicants can be tracked and resumes can be scanned for key words to identify
skills and experience.
65)
Answer: True False
Explanation:
66) HR began to integrate with other business- related systems with the move towards enterprise- wide
systems.
66)
Answer: True False
Explanation:
67) Investigating management considerations for purchasing an HRIS is carried out during the RFP
stage of the selection process.
67)
Answer: True False
Explanation:
68) SAP, PeopleSoft and Oracle are enterprise- wide systems because they support enterprise – wide or
cross- functional requirements rather than a single department.
68)
Answer: True False
Explanation:
20
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
69) You are the Director of HR at Targus Inc., a Canadian sportswear retailer with 1000 employees. Discuss reasons
why you would choose to implement a stand- alone system rather than an enterprise- wide system.
Answer: An HRIS can be a stand- along system, because not all organizations require sophisticated
enterprise- wide systems such as SAP or Oracle. The reasons that would drive an organization to decide
on a stand – alone system would be cost, number of employees, the degree of efficiency and the company’s
existing hardware and software.
An effective HRIS requires a balance between what it can do from a technical perspective and how it can
meet the needs of that organization. These needs usually tend to increase as the size of the company
grows. Smaller firms typically use very basic software applications such as MS Excel. In addition, smaller
firms are not able to bear the large costs associated with implementing an enterprise- wide system, nor
would this be cost effective, since smaller firms would require payroll and benefits administration,
time/attendance and employee scheduling functions right from the start. As the size of the company
grows, the data integration requirement grows and, with it, the need to have better backup and recovery
capability. Therefore larger organizations will want to invest in enterprise- wide systems.
70) Describe the stages in the evolution of HR technology.
Answer: There are four stages in the evolution of HR technology: paper – based systems, early personal computer
technology, electronic databases and web- based technology.
Stage 1–Paper-based systems
These systems operated independently from other business- related functions. Data was typically stored
on mainframe computers and HR was the sole custodian of the data. It was common for managers to
send employees to HR to get their “personnel” questions answered.
Stage 2–Early personal computer technology
In this stage data migrated to PCs and local area network systems. These databases were able to produce
reports that listed basic employee information. HR continued to be the only group who had access to the
system and continued to be the owner of the data.
Stage 3–Electronic database systems
Relational database technology emerged in this stage, which meant that pieces of data could be stored in
more than one file, and they could be connected. With this, HR started to get integrated with other
business- related systems.
Stage 4–Web-based technology
The focus has shifted to automating as many transactions as possible to achieve effectiveness and
efficiencies. Web- based applications use a web browser as a user interface. Users can access the
applications from any computer connected to the internet via a secure, password – protected login page.
HR still continues to be the owner and custodian of HR information but others have begun to recognize
the value of this information to the business.