HRM 3540 HR Technology (D356)
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Free HRM 3540 HR Technology (D356) Questions
A human resources (HR) manager must justify the cost of implementing a human resource information system (HRIS). The HR manager is working on a business-cost analysis (BCA) to determine the average employee contribution (AEC). Which indirect formula should this HR manager use to calculate this cost
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Total benefits minus the total cost of the investment divided by the total cost of investment multiplied by 100
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Protects the civilian employment of military personnel
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Number of employees who have left divided by the average number of employees multiplied by 100
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Online reporting of the EEO-1 is required through the EEO-1 online filing system
Explanation
Correct Answer:
A. Total benefits minus the total cost of the investment divided by the total cost of investment multiplied by 100
Explanation:
This formula helps calculate the Return on Investment (ROI) by determining how much the benefits of implementing the HRIS exceed the cost of investment. It provides a way to justify the cost of the HRIS by showing its financial impact.
Why other options are wrong:
B. Protects the civilian employment of military personnel: This is unrelated to HRIS cost analysis.
C. Number of employees who have left divided by the average number of employees multiplied by 100: This calculates turnover rate, not cost or ROI related to an HRIS investment.
D. Online reporting of the EEO-1 is required through the EEO-1 online filing system: This is related to legal compliance, not the calculation of HRIS investment cost.
A human resources (HR) manager is evaluating whether a new human resource information system (HRIS) met a department's needs. Which phase of the systems development life cycle (SDLC) would this HR manager be doing
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Maintenance
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Testing
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Planning
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Implementation
Explanation
Correct Answer:
A. Maintenance
Explanation:
In the maintenance phase of the SDLC, the HR manager would evaluate the HRIS's performance and assess whether it meets the department's needs. This phase involves ongoing monitoring, updates, and addressing any issues that arise post-implementation.
Why other options are wrong:
B. Testing: This phase is focused on ensuring that the system functions correctly before it is fully implemented, not after it’s in use.
C. Planning: The planning phase involves identifying system requirements and setting objectives, not evaluating post-implementation performance.
D. Implementation: During implementation, the system is put into use, but evaluation occurs later in the maintenance phase.
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 prepares employees to accept a change in technology by providing reasons why the technology is needed to improve customer relations within the organization
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Refreezing
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Freezing
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Unfreezing
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Refreezing
Explanation
Correct Answer:
C. Unfreezing
Explanation:
In Lewin's Three-Stage Model of Change, the Unfreezing stage involves preparing the organization for change. It requires creating awareness of the need for change, often by communicating the benefits and reasons behind the change, which is what the manager is doing in this scenario.
Why other options are wrong:
A. Refreezing: This stage occurs after the change has been implemented, where new behaviors or systems are solidified and integrated into the organization.
B. Freezing: This is not a recognized stage in Lewin's model.
D. Refreezing: This is a repetition of option A, referring to the post-change stabilization phase.
What is an example of an external human resource information system (HRIS) data input
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Market surveys
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Customer surveys
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Market research
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Data store
Explanation
Correct Answer:
A. Market surveys
Explanation:
Market surveys are an example of external HRIS data input because they provide insights from the external environment, such as compensation trends, industry benchmarks, and labor market conditions, which help organizations make informed HR decisions.
Why other options are wrong:
B. Customer surveys: These are typically used for gathering feedback from customers and are unrelated to HR data inputs.
C. Market research: This is broader and focuses on analyzing market trends for business purposes, not specifically for HRIS data.
D. Data store: A data store refers to where data is stored, not an external input for HRIS.
Which stage of human resource planning is concerned with the identification of strategic options and the creation of human resources (HR) scenarios about labor force demand and supply
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Prediction
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Predictive Analytics
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Forecasting
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Planning
Explanation
Correct Answer:
C. Forecasting
Explanation:
The forecasting stage of human resource planning involves identifying strategic options and creating scenarios about labor force demand and supply. This helps organizations anticipate future workforce needs and align their HR strategies with business goals.
Why other options are wrong:
A. Prediction: While prediction is related, it refers more specifically to anticipating future events or trends, not the strategic creation of HR scenarios.
B. Predictive Analytics: Predictive analytics uses data to make predictions, but forecasting is more focused on creating strategic HR scenarios.
D. Planning: Planning is the overall process of aligning HR practices with business goals, but it’s broader than just forecasting labor supply and demand.
Describe two ways to conduct a needs analysis interview
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Identified gaps should be closed.
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An employee list can be generated to assign employees to company computers.
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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.
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AI-enabled performance management solutions can give immediate performance feedback to both individuals and teams. Because the feedback happens in real time, employees can make quicker adjustments to their performance.
Explanation
Correct Answer:
C. 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.
Explanation:
Needs analysis interviews can be conducted either in an unstructured manner, allowing for free-flowing conversation, or in a structured way with predetermined questions. Both approaches provide valuable insights into the needs of the organization or employees, depending on the situation.
Why other options are wrong:
A. Identified gaps should be closed: While closing identified gaps is an outcome of needs analysis, it is not a way to conduct the interview itself.
B. An employee list can be generated to assign employees to company computers: This is an administrative task unrelated to conducting interviews for needs analysis.
D. AI-enabled performance management solutions can give immediate performance feedback: While useful for performance management, this is not relevant to conducting needs analysis interviews.
Which function do human resources (HR) managers perform to compare their company to their industry
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Forecasting
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Metrics
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Benchmarking
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Planning
Explanation
Correct Answer:
C. Benchmarking
Explanation:
Benchmarking is the process of comparing a company’s performance, practices, or policies with those of other organizations in the same industry to identify best practices and areas for improvement.
Why other options are wrong:
A. Forecasting: Forecasting involves predicting future trends or needs, not comparing with industry standards.
B. Metrics: Metrics are quantitative measures used to track performance, but they don't involve comparison with industry peers.
D. Planning: Planning is focused on setting goals and strategies for the organization, rather than comparing performance with other companies.
Describe a benefit of using an artificial intelligence (AI)-enabled performance management solution
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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.
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AI-enabled performance management solutions can give immediate performance feedback to both individuals and teams. Because the feedback happens in real time, employees can make quicker adjustments to their performance.
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The first recommendation is to review the needs analysis and redesign of business processes to understand the specific requirements that should be included in the RFP. Another recommendation is to keep it simple. This means that if it is 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.
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HR planning is important for several reasons. HR planning helps ensure that the best people are working in the right jobs at the right moments in time. This allows the company to correctly forecast the people it needs, and it can recruit and train people at the right times.
Explanation
Correct Answer:
B. AI-enabled performance management solutions can give immediate performance feedback to both individuals and teams. Because the feedback happens in real time, employees can make quicker adjustments to their performance.
Explanation:
AI-enabled performance management solutions provide real-time feedback to individuals and teams, allowing employees to immediately adjust their actions based on up-to-date information. This fosters continuous improvement and enhances overall performance.
Why other options are wrong:
A. The staffing cycle framework highlights the decisions...: This is not related to AI performance management, as it focuses on staffing decisions rather than real-time performance feedback.
C. The first recommendation is to review the needs analysis...: This describes business process design, not a benefit of AI-enabled performance management.
D. HR planning is important for several reasons...: This discusses HR planning and recruitment, but it doesn't directly relate to AI in performance management.
HR metrics data alone is ineffective because the data needs to be placed into context so the decision maker can find meaning in it. For example, the rate of turnover in an organization becomes more meaningful when it can be compared to earlier rates. This allows stakeholders to determine whether the rate is rising or falling, which can help them make decisions based on both the data and the context. Which option best aligns with this approach
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Flexible software
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Chatbots
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Innovative technology
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Cost analysis
Explanation
Correct Answer:
A. Flexible software
Explanation:
Flexible software is crucial for providing the necessary context to HR metrics. It allows for the comparison of current data with past performance, making the metrics more meaningful and actionable. The software can integrate data from various sources and provide insights into trends, helping decision-makers interpret HR metrics more effectively.
Why other options are wrong:
B. Chatbots: Chatbots are designed for customer interaction and may not directly address the need to contextualize HR metrics.
C. Innovative technology: While innovative technology could be part of a larger solution, it doesn't specifically highlight the need for contextualizing HR metrics.
D. Cost analysis: Cost analysis focuses on financial aspects, which is different from the goal of contextualizing HR metrics for decision-making.
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