Question 1

An organisation's intranet system is an internal network that can be accessed by anyone; people outside the organisation as well as people who are members of the organisation:

Accepted Answer

An intranet system is an internal network that can only be accessed by people who are members of the organisation, not by people outside the organisation.

Question 2

Which of the following is an example of an e-HRM transactional activity?
A) advertising vacant positions on the web, such as using seek.com.au or careerone.com
B) communicating via email with employees about organisational change
C) compensating employees by depositing their wages directly into their bank accounts
D) using computer simulations to train employees

Accepted Answer

Compensating employees by depositing their wages directly into their bank accounts is an example of an e-HRM transactional activity. This involves using electronic systems to manage and process payroll and other logistical HR tasks. The other options are examples of e-HRM strategic activities, which involve using technology to support broader HR goals such as recruitment, training, and communication.

Question 3

A Human Resource Information System (HRIS) allows the manager to conduct skills audits to monitor individual performance and see if employees have the relevant qualifications or experience for promotions.The main purpose of the system is to:
A) improve the wellbeing of employees and the organisation
B) accumulate, maintain and access employee information
C) improve the efficiency and effectiveness of the HR department
D) develop high quality information systems about employees

Accepted Answer

C

Question 4

The implementation of an HRIS proceeds is six straightforward steps; there is no need to go back to any previous steps in the plan:

Accepted Answer

The implementation of an HRIS (Human Resource Information System) is not always a straightforward process that proceeds in six steps without the need to revisit previous steps. It often requires revisiting and adjusting earlier steps based on new insights, challenges, or changes in organizational needs.

Question 5

The internet can be used to communicate information about the organisation, such as its mission and vision, to people inside and outside the organisation:

Accepted Answer

The internet is a vast platform that can be used to communicate information about an organisation's mission, vision, values, products, and services to people inside and outside the organisation. The internet can be used to create a website, social media platforms, and other digital communication channels to convey information to a global audience. This increases the visibility of the organisation and helps in reaching a wider audience.

Question 6

Though e-HRM has only been used in organisations for a short time productivity gains, cost reductions and faster processes have been noted:

Accepted Answer

Studies have shown that the implementation of e-HRM in organizations have resulted in productivity gains, cost reductions, and faster processes.

Question 7

When implementing new technology in an organisation the most important factor is that the goal of the new HRIS is clear to all organisational stakeholders:

Accepted Answer

It is important that all organisational stakeholders have a clear understanding of the goal of the new HRIS so that they can provide adequate support and buy-in to the implementation process. This is essential for successful adoption of the new technology.

Question 8

Sending email is an effective way to communicate because:
A) it is fast and efficient to reach people across geographical boundaries
B) they can be sent and received any time and not restricted by trading hours
C) the email can to accessed at a later date for organisational knowledge
D) all of the above

Accepted Answer

All of the given options are correct. Email is fast and efficient, can be sent and received any time, and can be accessed at a later date for organizational knowledge. Therefore, sending emails is an effective way to communicate.

Question 9

An HRIS is an example of what type of system?
A) a human resource control system
B) a data storage system
C) a knowledge management system
D) an information retrieval system

Accepted Answer

The answer of An HRIS is an example of what...

Question 10

One of the benefits of a standardised HRIS is that employees can access a system that is consistent in its function, appearance and procedures, regardless of when and where the system is accessed:

Accepted Answer

Standardisation ensures that the HRIS is uniform and consistent in its function, appearance and procedures, making it easier for employees to navigate the system and access relevant information regardless of location and time.

Question 11

If an HRIS is implemented strategically with the organisation's structure, culture and processes, there is a high probability that it will yield satisfactory results:

Accepted Answer

When an HRIS is implemented strategically, it can align with the organization's structure, culture, and processes, resulting in efficient HR operations and improved outcomes. Therefore, there is a high probability that it will yield satisfactory results. However, if an HRIS is implemented without considering the organization's context, it may not meet the desired objectives.

Question 12

When implementing an HRIS several factors need to be considered as they will impact on the type of system that is installed.These factors include:
A) who will provide the required employee training and selection activities
B) how data entry errors will be controlled and fixed
C) how differential access to and use of technology will be managed
D) all of the above

Accepted Answer

All three factors mentioned in options A, B, and C are important considerations when implementing an HRIS. Training and selection activities are crucial for successful system adoption and use. Data entry errors can impact the accuracy and reliability of the HR data, and mechanisms need to be in place to minimize and fix them as necessary. Finally, differential access to and use of technology can cause issues with system security and functionality, and this needs to be managed effectively. It is, therefore, necessary to consider all of these factors when selecting and implementing an HRIS.

Question 13

There are six phases in the implementation of an HRIS however the implementation may be:
A) a continuous cycle
B) outdated and superseded
C) constantly maintained and updated
D) both a and c

Accepted Answer

While the six phases provide structure to the initial implementation of an HRIS, overall it is a continuous cycle that requires constant maintenance and updates, especially as technology and the needs of the organization evolve. Therefore, both choices (a) and (c) are correct. Choice (b) is not applicable as an outdated and superseded HRIS would likely need to be replaced with a new system rather than simply maintained.

Question 14

There is a link between the implementation process of an HRIS and the roles played by external and internal suppliers.What capabilities does an organisation require from external suppliers of HRIS:
A) expert skills in HRIS development and installation
B) a long term history and interest in the company
C) maintenance of software currency and relevance
D) both a and c

Accepted Answer

An organisation requires expert skills in HRIS development and installation as well as maintenance of software currency and relevance from external suppliers of HRIS. A long-term history and interest in the company is a bonus but not a requirement for their capabilities. Therefore, choices A and C are required, making D the best choice.

Question 15

The HR specialist can adopt several roles during the implementation of a new HRIS system.The role that is most likely to lead to the successful adoption of the new IT by employees is the:
A) HR reactive role
B) HR supportive role
C) HR proactive role
D) HR change agent role

Accepted Answer

The answer of The HR specialist can adopt several roles...

Question 16

Cross cultural implications and access to technology present challenges when implementing a HRIS system.In which geographical region would consideration be most needed:
A) North America
B) Eastern Europe
C) Western Europe
D) Asia-Pacific

Accepted Answer

The answer of Cross cultural implications and access to technology...

Question 17

Which of the following is NOT included in the HRM technology environment?
A) internet and intranets
B) shared systems and HR portals
C) paper-based employee information
D) email and online learning

Accepted Answer

The HRM technology environment includes internet and intranets, shared systems and HR portals, email and online learning. However, paper-based employee information is not included in the HRM technology environment as it is not a technology-based system.

Question 18

While technology in HRM can easily cross international borders, national culture of organisational members is likely to affect access to, and use of, technology:

Accepted Answer

National culture can shape the way people perceive and utilize technology, therefore affecting their access to and usage of HRM technology despite its ability to easily cross borders. Cultural values and norms can also influence the adoption and implementation of technology in the workplace.

Question 19

Employee self-service (ESS) systems are more likely to permit employees to edit information than manager self-service systems (MSS):

Accepted Answer

This statement is true. Employee self-service systems are designed to allow employees to access and edit their own personal information such as contact details, bank account information, and tax withholdings. However, manager self-service systems are typically designed to enable managers to view and authorize employee information, but not to edit it themselves. This is to ensure proper security and data accuracy within the system.

Question 20

During the implementation of technology change, employees will often experience fears and anxiety about job security, ability to control their work and confidence in their skills:

Accepted Answer

Employees may experience fears and anxiety during technology implementation because they may perceive the change as a threat to their job security, ability to control their work, and confidence in their skills. It is important for organizations to address these concerns through effective communication, training, and support throughout the change process.

Quiz 5: Technology and Strategic Human Resource Management

An organisation's intranet system is an internal network that can be accessed by anyone; people outside the organisation as well as people who are members of the organisation:

Which of the following is an example of an e-HRM transactional activity?

A Human Resource Information System (HRIS) allows the manager to conduct skills audits to monitor individual performance and see if employees have the relevant qualifications or experience for promotions.The main purpose of the system is to:

The implementation of an HRIS proceeds is six straightforward steps; there is no need to go back to any previous steps in the plan:

The internet can be used to communicate information about the organisation, such as its mission and vision, to people inside and outside the organisation:

Though e-HRM has only been used in organisations for a short time productivity gains, cost reductions and faster processes have been noted:

When implementing new technology in an organisation the most important factor is that the goal of the new HRIS is clear to all organisational stakeholders:

Sending email is an effective way to communicate because:

An HRIS is an example of what type of system?

One of the benefits of a standardised HRIS is that employees can access a system that is consistent in its function, appearance and procedures, regardless of when and where the system is accessed:

If an HRIS is implemented strategically with the organisation's structure, culture and processes, there is a high probability that it will yield satisfactory results:

When implementing an HRIS several factors need to be considered as they will impact on the type of system that is installed.These factors include:

There are six phases in the implementation of an HRIS however the implementation may be:

There is a link between the implementation process of an HRIS and the roles played by external and internal suppliers.What capabilities does an organisation require from external suppliers of HRIS:

The HR specialist can adopt several roles during the implementation of a new HRIS system.The role that is most likely to lead to the successful adoption of the new IT by employees is the:

Cross cultural implications and access to technology present challenges when implementing a HRIS system.In which geographical region would consideration be most needed:

Which of the following is NOT included in the HRM technology environment?

While technology in HRM can easily cross international borders, national culture of organisational members is likely to affect access to, and use of, technology:

Employee self-service (ESS) systems are more likely to permit employees to edit information than manager self-service systems (MSS):

During the implementation of technology change, employees will often experience fears and anxiety about job security, ability to control their work and confidence in their skills: