MAN4322 Exam II

Which of the following is NOT a recruiting process objective discussed in the text?

- Cost - Speed of filling vacancies - Psychological contract fulfillment - Satisfaction and retention rates - Quality and quantity applicants - Diversity of applicants

Guidelines for a successful HRIS CBA

- The objective for conducting a CBA is to improve organizational effectiveness - Be honest with yourself - Focus on functionality not products - Estimate benefits first - Know your business - Develop the best estimate - Distinguish between the analysis and the packaging of that analysis for decision makers

Decades of assessment research has found ______ can, on average, predict success virtually as well as simulations.

Cognitive Ability Test

According to the research, which population(s) tend to prefer online recruiting?

College students

The Civil Rights Act, Title VII, is the 1964 federal legislation prohibiting illegal discrimination in employment based on individuals' race, sex, religion, or national origin.

True

The Occupational Safety and Health Act (OSHA) is a law that authorizes the federal government to establish and enforce occupational safety and health standards for all places of employment affecting interstate commerce.

True

A person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means is called a ______.

Change agent

Time saved by the implementation of an HRIS a direct cost reduction.

False

Getting end users involved in the development of a system can help with user acceptance.

True

Direct costs for implementing a new HRIS application in training would include reduced absenteeism.

False

For employers with government contracts totaling $1,000,000 or more, the Office of Federal Contract Compliance Procedures (OFCCP) requires that an AAP be completed.

False

Older individuals (55 or above) tend to have higher computer self-efficacy than younger adults.

False

The Family and Medical Leave Act (FMLA) is the federal legislation that requires organizations with 50 or more employees to provide up to 12 weeks of paid leave after childbirth or adoption, to care for a seriously ill family member, or for an employee's own serious illness.

False

Which of the follow is NOT a component of Kaplan and Norton's (1996) balanced scorecard?

Financial, Customer, Internal Business Processes and Learning and Growth

In order for HR departments to take on a value creation role to support corporate and business unit strategy, they must change and develop into a high-performance system for TM.

True

Running an old system in parallel with a new system has the disadvantage of

dual data entry performed for every task and risk employees will try to use the old system processes rather than fully committing to the new system

The need for both a long-term talent management strategy and a short-term tactical strategy is necessary because of ______.

dynamics in the marketplace can change easily

OSHA is primarily concerned with which of the following?

employers must provide a workplace free of known hazards likely to cause death or serious injury

The availability of particular information (i.e., advancement opportunities and salary) will not likely impact applicants' attraction to organizations.

False

The best approach to justify a new HRIS is to identify first what new software applications are included in the HRIS.

False

The total cost of an HRIS implementation will be driven by number of employees in the organization.

False

A ______ is a useful technique for looking at the advantages and disadvantages of a proposed change.

Force Field Analysis

"The practice of contracting with vendors to perform HR services and activities" best describes which of the following?

Human resources outsourcing

Which of the following statements is most accurate?

In the U.S. over 90% of large companies use the internet to recruit applicants

The process of obtaining information about jobs is called ______.

Job analysis

The goal of the ______ function is to identify, attract, and hire the most qualified people.

Recruitment

Indirect costs for implementing a new HRIS application in training would include lost productivity during conversion to new system.

True

Internal assessment for estimating indirect benefit magnitude provides the most precise estimates of the baseline costs and current performance of existing processes.

True

Investing in human capital is one of the most significant expenditures for corporations.

True

One problem with online recruitment is that it may attract job hoppers.

True

Online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.

True

Online recruitment may have a negative impact on the extent to which organizations are able to attract women, older workers, and some minorities.

True

The most important aspect of a job description is that it is ______.

accurate and up to date

In human resources planning, the forecast for labor demand is based on ______.

employee turnover by job and strategic future business plan

The results of human resources planning (HRP) are estimates of

number and kinds of employees needed in the future

Forces for change are ______.

external, such as appearance of new technology & internal, such as decision to downsize the workforce

Using workforce analytics to manage talent involves asking questions about employees by using a(n) ______.

query program

The KSAs for a specific job would be used for the ______.

recruitment of new employees

College students tend to prefer online recruitment over other recruitment sources.

True

Which one of the following attributes is not among common attributes of talented individuals?

-Ability to communicate with others using multiple media - Drive, ability, and willingness to listen to the ideas of others - Problem-solving skills and imagination

Investment analyses for an HRIS are based the following information:

1. Sources of costs and benefits 2. An estimated dollar value for each cost and benefit item 3. Time when organization will incur each cost and receive each benefit

______ is described as "a paradigm for organizing and utilizing distributed [computing] capabilities that may be under the control of different ownership domains . . . providing a uniform means to offer, discover, interact with and use capabilities to produce desired [business] effects."

Self-oriented architecture

In order to develop talent within an organization, HRM programs must create ______.

an adaptable workforce

In the United States, over 90% of large companies use the Internet to recruit applicants for job openings.

True

Basing the justification of a new HRIS system or upgrade on compliance with Equal Employment Opportunity (EEO) regulations is an example of ______.

Risk avoidance justifications

According to survey research, what percentage of large organizations consider online recruitment a more effective means than any other traditional method of recruitment?

40%

From the SHRM poll on what HR professionals felt was the top investment challenge over the next 10 years, about ______ said the top challenge was obtaining human capital and optimizing human capital investments.

47%

The Americans with Disabilities Act (ADA) was developed the same year as the ADEA and prohibits illegal discrimination in employment against individuals with disabilities.

False

In Kotter's change process,

All stages must be worked through in order.

A company's employment brand can do little to aid in the attraction of applicants to your website.

False

A force field analysis is a useful technique for looking at only the advantages of a proposed change.

False

A needs analysis indicates the differences between the current state of affairs in the organization and the desired future state.

False

Average employee contribution and employees variance in work outcomes are used for the determination of compensation levels.

False

Content information can be defined as the overall ease with which a user can browse through multiple webpages to locate topics of interest.

False

Corporate culture is based on the KSA requirements of all jobs in the company.

False

Job analysis defines the working contract between the employee and the organization.

False

Kotter's model of change is an organizational performance model that is built on the view that organizations are and there needs to be a "fit" between the various organizational subsystems for optimal performance.

False

Males generally have more computer anxiety and lower computer self-efficacy than females.

False

A preliminary estimate of the CBA of an HRIS investment should

Be presented to senior management before beginning detailed work on the project.

Using HR audit metrics to measure the effectiveness of one company's HR programs against other companies is called ______.

Benchmarking

______ can be described as a systematic process of applying the knowledge, tools, and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision.

Change Management

Navigability refers to the degree to which the website hosts relevant information that the user deems valuable and informative in nature.

False

Offshoring is an organization's use of an outside group to provide from a few (e.g., recruiting, compensation processing) to a broad set of services (e.g., all HR functions) to achieve strategic organizational goals.

False

Organizational climate is an organization's collective values, beliefs, experiences, and norms that shape the behavior of the group and the individuals within it.

False

Outsourcing is an organization's use of groups outside the U.S. to provide services (e.g., HR call centers) to achieve strategic organizational goals.

False

To use an organizational enhancement approach for the justification of new HRIS, one must use ______.

Cost Benefit Analysis

Packaging your CBA for decision makers should be done on a single page.

False

Process management is a systematic process of applying the knowledge, tools, and resources needed to effect change in transforming an organization from its current state to some future desired state as defined by its vision.

False

Social networks (e.g., Facebook and LinkedIn) are excellent and have no drawbacks for use in a talent management program.

False

Systems resistance is a term to describe a common response to any major change initiative, where individuals fail to accept the change and strive to maintain the status quo.

False

Talent management is really a new title for the HR professional who is in charge of recruiting and new hiring at a company.

False

An HRIS can provide the primary infrastructure used to ______.

Deliver HR programs, ensure HR regulatory compliance and produce metrics to evaluate HR function and contribution of the organization's HR.

The "planning for HR programs" phase in HRP is based on the estimated need for new employees.

False

The Age Discrimination in Employment Act (ADEA) is the 1967 federal legislation prohibiting illegal discrimination in employment against individuals 50 years of age and older.

False

"An electronic means for a company's employees to access its HR services and information" is associated with which acronym?

Employee self-service

In terms of estimating costs and benefits for a new HRIS, the critical time period is ______.

The first five years.

Which of the following are three of the five categories of the key factors related to HRIS implementation failures?

Leadership, Planning, Change Management

Unfreezing is specifically mentioned as one of the three stages in ______.

Lewin's three step change model

An organizational performance model built on the view that organizations are systems and that there needs to be a "fit" between the various organizational subsystems for optimal performance is ______.

Nadler's Congruence Model

What has the research consistently found regarding the cost of online recruitment?

Online recruiting methods are considerably less costly than traditional recruiting methods

Mode of administration (paper or computer) of assessments will not likely impact scores for ______ but will likely influence scores for ______.

Power tests; Speeded tests

According to Cascio (1991), which of the following is NOT a way of defining the quality of a job candidate?

Proportion of candidates who are successful on the job - Average number value of an outcome of interest - Dollar amount of benefit resulting to the organization

The ______ is best described as "the employees' beliefs about the reciprocal obligations and promises between them and their organizations."

Psychological contract

A(n) ______ is best described as "when an applicant is given positive and negative attributes of a job they are applying to see if this job is truly what they desire or thought it was."

Realistic job preview

______ is best described as an "electronic access point to an organization's HRM information, such as company policies, benefits registration, and an individual's payroll data or other records; access may be via the organization's computers and intranet or remotely from other locations via the Internet."

Self-service portal

______ is best described as a "technology-enabled HRM group focused on value creation by providing excellent service to internal customers while reducing costs through increased efficiency and continuous improvement."

Shared-service center

______ are best described as "job-related decision making tools that provide information about candidates that organizations use to make choices about their people."

Tests and assessments

Which of the following is true about the EEO-1 report?

The EEOC is strongly encouraging online reporting of the EEO-1

Indirect benefits are difficult to quantify because

Their occurrence may be less certain or because their value is more difficult to establish

Getting end users involved in the development of a system can help with ______.

The likelihood of employee acceptance of the HRIS

HRIS functionality refers to

The number of programs or functions that are operational using the specific HRIS configuration as well as the features of these programs that enhance their usability and capability to affect their outcomes

Increasingly, the failure to successfully implement information systems has to do with

The skills of the change leader and the people and organizational issues related to the change.

A CBA is a comparison of the projected costs and benefits associated with an HRIS investment.

True

Aesthetic features represent the overall stylistic or innovative features of a website, such as contrasting colors, pictures, animation, and playfulness that keep the user engaged while navigating through multiple webpages.

True

An HRIS CBA that includes an extensive analysis of costs matched with a single source of benefits (e.g., an estimate of direct cost reductions) is a common problem in justifying the purchase of a new HRIS.

True

An affirmative action plan (AAP) is a written report detailing how an employer actively seeks to hire and promote individuals in protected classes.

True

An integrated information system is one built on common platforms that permit single instances of data to be used in several applications.

True

Applicant perceptions of website content and style have been found to be positively related to organizational attraction.

True

Equal employment opportunity (EEO) is the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin, as established in federal legislation and the U.S. Constitution and its Amendments (13 and 14).

True

Forecasting in HRP is concerned with the identification of strategic options and estimates of the need for human capital demand and supply.

True

In HRP, it is crucial that the knowledge, skills, and abilities (KSA) required in the forecasted jobs be known.

True

In spite of the multiple definitions of talent management, they all have in common that to gain competitive advantage in the marketplace an organization's talent in its employees must be managed effectively.

True

SOA is a collection of internal and external services that can communicate with each other by point-to-point data exchange or through coordination among different services to achieve a business purpose.

True

The HRP program is closely related to strategic HRM.

True

The balanced scorecard is a means of measuring strategic organizational performance that gives managers a chance to look at their company from the perspectives of stakeholders, including external customers, employees, and shareholders.

True

The change agent is a person who is responsible for leading an organizational change or someone who is influential and can communicate and motivate others to accept a change by informal means.

True

The extent to which the website is usable or not has been referred to as website usability.

True

The fulfillment of the psychological contract could lead to a long and productive relationship for both the employee and employer, where satisfaction and retention rates could be increased.

True

The part of the supply estimate in HRP that is internal is based on

the historic movement of employees within the company by job