HRM 3540 HR Technology (D356)
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Free HRM 3540 HR Technology (D356) Questions
What does a gap analysis indicate when considering the human resource information system (HRIS) implementation process
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Current state compared to future state
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Understanding the data structure for querying the database
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Current change leader becoming a future change leader
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Current state compared to historical data
Explanation
Correct Answer:
A. Current state compared to future state
Explanation:
A gap analysis identifies the differences between the current state (how things are now) and the future state (how things should be after implementation). This helps organizations understand what needs to be done to bridge the gap during the HRIS implementation.
Why other options are wrong:
B. Understanding the data structure for querying the database: This is a technical requirement, not part of the gap analysis.
C. Current change leader becoming a future change leader: This is unrelated to the gap analysis process.
D. Current state compared to historical data: This comparison is about past performance, not future goals.
How can a human resource information system (HRIS) support diversity initiatives within a company
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Ensuring all employees are from diverse backgrounds
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Limiting recruitment to only local candidates
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Providing the data used to identify high-potential underrepresented talent
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Creating a database of all employees' personal information
Explanation
Correct Answer:
C. Providing the data used to identify high-potential underrepresented talent
Explanation:
HRIS can support diversity initiatives by providing valuable data that helps identify and track high-potential underrepresented talent within the organization. This data enables HR professionals to design targeted strategies for attracting, retaining, and promoting diverse talent, ensuring the workforce reflects a variety of backgrounds and perspectives.
Why other options are wrong:
A. Ensuring all employees are from diverse backgrounds: HRIS cannot directly control employee backgrounds, but it can help track diversity metrics.
B. Limiting recruitment to only local candidates: This approach does not necessarily support diversity, as it could restrict the candidate pool and limit access to a diverse workforce.
D. Creating a database of all employees' personal information: While HRIS stores employee data, simply storing personal information does not contribute to diversity initiatives. The focus should be on analyzing data to support inclusive practices.
An organization sets a strategic goal of improving employee engagement. The organization plans to use its new applicant tracking system (ATS) in the human resource information system (HRIS) to engage talent from the beginning. Which objective does this goal psychologically fulfill
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Improved attitudes about promises between employees and the organization
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Change the HR business process
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Reported the accident within 8 hours
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The staffing cycle framework highlights the decisions that are made in staffing each position. The framework can help guide workforce analytics as it helps identify the decisions that are made as well as the critical processes that influence these decisions.
Explanation
Correct Answer:
A. Improved attitudes about promises between employees and the organization
Explanation:
Using the applicant tracking system (ATS) to engage talent from the beginning fosters a positive psychological contract between employees and the organization. This refers to the mutual perceptions of promises and commitments, leading to improved attitudes and stronger employee engagement.
Why other options are wrong:
B. Change the HR business process: While the ATS may involve changes to HR processes, this option does not address the psychological aspect of employee engagement.
C. Reported the accident within 8 hours: This pertains to compliance with safety regulations, unrelated to employee engagement or the use of the ATS.
D. The staffing cycle framework highlights the decisions that are made in staffing each position: Although relevant to workforce planning, this option does not align with the goal of psychologically engaging talent through improved attitudes.
What is the major goal of workforce analytics for talent management
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Track employee attendance and punctuality
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Evaluate the effectiveness of marketing strategies
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Analyze the financial performance of the company
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Model the KSAs (knowledge, skills, abilities) of successful employees
Explanation
Correct Answer:
D. Model the KSAs (knowledge, skills, abilities) of successful employees
Explanation:
The major goal of workforce analytics for talent management is to identify the key knowledge, skills, and abilities (KSAs) that contribute to the success of employees. By modeling these KSAs, HR can make better decisions regarding hiring, training, and development to optimize workforce performance.
Why other options are wrong:
A. Track employee attendance and punctuality: While attendance is important, workforce analytics for talent management focuses on improving overall employee success through the analysis of skills, performance, and development rather than just attendance.
B. Evaluate the effectiveness of marketing strategies: This is unrelated to talent management, which is focused on employee development, performance, and skills.
C. Analyze the financial performance of the company: Financial performance is typically the responsibility of finance teams, not directly related to talent management through workforce analytics.
What is a legal compliance need that a human resource information system (HRIS) helps meet
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Evidence-based hiring in accordance with changing guidelines
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Hiring based solely on personal recommendations
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Ignoring legal guidelines during the hiring process
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Using outdated hiring practices without evidence
Explanation
Correct Answer:
A. Evidence-based hiring in accordance with changing guidelines
Explanation:
HRIS systems help ensure that hiring practices align with current legal standards and guidelines by tracking relevant data and providing evidence-based support for hiring decisions. This promotes fairness and compliance with labor laws.
Why other options are wrong:
B. Hiring based solely on personal recommendations: This practice may not comply with legal standards or ensure diversity and fairness in the hiring process.
C. Ignoring legal guidelines during the hiring process: Ignoring legal guidelines can lead to non-compliance and potential legal issues.
D. Using outdated hiring practices without evidence: Relying on outdated practices can undermine compliance with current laws and regulations.
A manager acknowledges and rewards employees who are closely involved in going from brick-and-mortar to e-commerce. Which stage in Kotter's Eight-Stage Change Process does this scenario describe
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Generate short-term wins
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Communicate vision
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Create guiding coalition
Explanation
Correct Answer:
A. Generate short-term wins
Explanation:
In Kotter's Eight-Stage Change Process, the "Generate short-term wins" stage involves recognizing and rewarding employees for their efforts and accomplishments. This helps build momentum for the change process and shows the organization that progress is being made.
Why other options are wrong:
B. Communicate vision: This stage focuses on ensuring that the change vision is clearly communicated to everyone in the organization, not on rewarding employees.
C. Create guiding coalition: This stage involves assembling a group of influential leaders to support and drive the change, rather than acknowledging individual efforts.
What is an undesirable consequence of electronic human resource management (eHRM)
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Performance management
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Increased administrative burdens
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Lesser efficiency for processes
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Social issues era
Explanation
Correct Answer:
B. Increased administrative burdens
Explanation:
While eHRM can automate many tasks, it can also create increased administrative burdens, particularly during the implementation phase. Organizations may face additional complexity when integrating the system, requiring training, data migration, and managing system updates.
Why other options are wrong:
A. Performance management: eHRM typically improves performance management by automating performance tracking and feedback processes.
C. Lesser efficiency for processes: eHRM is designed to increase efficiency, not decrease it.
D. Social issues era: This option is unrelated to the direct effects of eHRM and is not a standard consequence of its implementation.
What is an undesirable consequence of electronic human resource management (eHRM)
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Increased administrative burdens
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Social issues era
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Lesser efficiency for processes
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Performance management
Explanation
Correct Answer:
A. Increased administrative burdens
Explanation:
An undesirable consequence of eHRM is the potential for increased administrative burdens. While eHRM can automate many tasks, it also requires careful system setup and management. Mismanagement or overreliance on automated systems may lead to more complex workflows, resulting in increased administrative tasks and pressure on HR staff.
Why other options are wrong:
B. Social issues era: eHRM does not directly cause social issues, although issues like data privacy can arise.
C. Lesser efficiency for processes: eHRM is generally implemented to increase efficiency, not decrease it.
D. Performance management: eHRM typically supports performance management rather than hindering it.
Which employees should engage in performance management
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Restricted
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Contingent
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Dependent
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Contextual
Explanation
Correct Answer
B. Contingent
Explanation
Contingent employees, such as temporary, contract, or part-time workers, should still engage in performance management processes. While their engagement may differ in terms of goals and evaluation frequency, performance management helps ensure that all employees, regardless of their employment status, align with the organization's objectives and contribute to its success. Even for contingent employees, it’s important to evaluate their performance to maintain quality and productivity.
Why other options are wrong
A: Restricted: This term typically refers to employees who have limitations on their roles or responsibilities, and it is not related to the concept of engaging in performance management.
C: Dependent: This term refers to individuals who rely on others for support, such as family dependents, and does not apply to employees engaging in performance management.
D: Contextual: While context is important in performance management, this term does not describe a type of employee that should engage in performance management.
Why is it important that both process perspective and data perspective be considered when designing an HRIS
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The data perspective is irrelevant to system functionality.
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The process perspective focuses solely on employee performance.
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Each perspective represents a portion of the total HRIS.
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Both perspectives are only necessary for financial reporting.
Explanation
Correct Answer
C. Each perspective represents a portion of the total HRIS.
Explanation
Both the process perspective and the data perspective are essential when designing an HRIS because they each represent critical components of the system. The process perspective addresses how HR processes (such as recruitment, training, and performance management) are executed within the system. The data perspective focuses on how data is collected, stored, and managed. Together, these perspectives ensure that the HRIS is comprehensive, functional, and capable of supporting various HR tasks and decision-making processes.
Why other options are wrong
A: The data perspective is crucial for system functionality because it defines how information is organized and accessed, which is integral to how the HRIS works.
B: The process perspective goes beyond just employee performance; it encompasses all HR functions, not just performance management.
D: Both perspectives are important for the overall design of the HRIS, not just for financial reporting. They impact all areas of HR, from recruitment to compliance.
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