Cloud Applications & HR Systems Quiz

<p>Increased use of mobile and social technologies (A)</p> Signup and view all the answers

<p>Web-based software access (A)</p> Signup and view all the answers

<p>Focus on employee self-control (B)</p> Signup and view all the answers

<p>Strengthening HR as a partner (C)</p> Signup and view all the answers

<p>Adoption of ERP or web-based systems (B)</p> Signup and view all the answers

<p>Centralization of HRM data (B)</p> Signup and view all the answers

<p>Facilitated global applicant reach (B)</p> Signup and view all the answers

<p>Enhanced HR use analysis (D)</p> Signup and view all the answers

<p>24/7 access through web browsers (C)</p> Signup and view all the answers

<p>Emphasizing technology and integration (C)</p> Signup and view all the answers

<p>Employee Self-Service (ESS) (D)</p> Signup and view all the answers

<p>More effective use of employee data (B)</p> Signup and view all the answers

<p>Employee Self-Service (B)</p> Signup and view all the answers

<p>They are accessible via the internet (B)</p> Signup and view all the answers

<p>Since 2010 (A)</p> Signup and view all the answers

<p>Unrestricted data storage (A)</p> Signup and view all the answers

<p>Multiple HR functional areas (D)</p> Signup and view all the answers

<p>Tracking employee work hours (D)</p> Signup and view all the answers

<p>The mobilization of millions into armed forces (C)</p> Signup and view all the answers

<p>Development of customized payroll systems (A)</p> Signup and view all the answers

<p>Tax Payment Act of 1943 (A)</p> Signup and view all the answers

<p>Client Server Systems (D)</p> Signup and view all the answers

<p>2010s (D)</p> Signup and view all the answers

<p>By developing the Comprehensive Occupational Data Analysis Program (D)</p> Signup and view all the answers

<p>To enhance employee compensation (D)</p> Signup and view all the answers

<p>Meeting government regulations and reporting requirements (D)</p> Signup and view all the answers

<p>Over 50 percent (C)</p> Signup and view all the answers

<p>Potential for cheating (C)</p> Signup and view all the answers

<p>They facilitate un-proctored internet testing (D)</p> Signup and view all the answers

<p>Flexibility in testing location (D)</p> Signup and view all the answers

<p>Increased integration into hiring (B)</p> Signup and view all the answers

<p>High-performance computers with vast memory (C)</p> Signup and view all the answers

<p>It can be taken from various locations (C)</p> Signup and view all the answers

<p>It will be enhanced and expanded (C)</p> Signup and view all the answers

<p>Requesting services or resources from the server (C)</p> Signup and view all the answers

<p>An ERP system that requires a web browser to use (B)</p> Signup and view all the answers

<p>Enterprise Resource Planning (B)</p> Signup and view all the answers

<p>Software with components that work in both cloud and local environments (A)</p> Signup and view all the answers

<p>To enable employees to manage their HR and IT needs independently (C)</p> Signup and view all the answers

<p>Software systems aimed at managing HR processes and data (A)</p> Signup and view all the answers

<p>To establish valid working days and exceptions (D)</p> Signup and view all the answers

<p>Providing internet hosting services for software development (B)</p> Signup and view all the answers

The period from the 1940s to the mid-1980s, where large, centralized computers known as mainframes were used to manage HR data. This era was driven by the need for standardized record-keeping and payroll processing due to government regulations and workforce mobilization during World War II.

A pivotal event that spurred the development of HR data management systems. This act required employers to withhold taxes from employee paychecks, leading to more complex record-keeping and processing needs.

A formalized system designed by the U.S. Air Force during World War II to classify and analyze job descriptions. This system aimed to standardize job information for efficient organization and management of personnel.

Organizations sought to streamline payroll, employee records, and compensation using technology during this period. This led to the development of mainframe payroll systems and outsourcing of payroll processing to specialized companies.

A company that pioneered the development of mainframe payroll systems. This initiative showcased the potential of technology in managing HR functions.

A system where software applications run on a central server and users access them through their own computers (clients).

Organizations downsized, restructured, and redesigned their operations to become more efficient and competitive.

Increased emphasis on employee skills and abilities, allowing them to take more control over their work and career development.

A decentralized HRIS enabled organizations to conduct HR planning and analyses, leading to more effective use of employee skills and abilities.

The use of integrated software systems, such as ERP (Enterprise Resource Planning) or Web-based systems, to manage HR processes and data.

Centralized HR data allowed organizations to access information from anywhere, anytime, through Web browsers.

Web-based systems enabled the development of online recruiting systems, attracting applicants worldwide.

HRM entered a new era, with a focus on using technology and data to manage HR processes more strategically.

Software accessed over the internet using a web browser, eliminating the need for local installation and maintenance.

The shift from physically installed software to cloud-based applications, happening around 2010.

Software designed specifically for mobile devices, prioritizing usability and accessibility on smartphones and tablets.

A popular online collaboration tool for creating and sharing documents.

A type of software where users access and use applications through the internet instead of directly installing them on their computers.

A system that integrates different HR functions into a single platform, improving data management and streamlining processes.

A system that helps organizations efficiently manage employee time and attendance, typically including features for tracking hours worked, leave requests, and scheduling.

A feature that allows employees to manage their own personal data, such as requesting leave, viewing pay stubs, and updating contact information.

A system used to manage and process employee salaries, including tasks like calculating pay, deducting taxes and benefits, and issuing paychecks.

Software that encompasses various business functions, including HR, finance, operations, and supply chain, aiming for a unified and integrated management approach.

A software system that is accessed and used through a web browser, rather than being installed locally on a computer.

Companies are increasingly using un-proctored internet testing (UIT) and social media as part of the hiring process.

The use of technology like un-proctored internet tests and social media in hiring can create risks like cheating.

Un-proctored internet tests are different from traditional paper-pencil tests or proctored computer-based tests.

The use of un-proctored internet testing (UIT) and social media in hiring is expanding.

Large computers with significant processing power that handle large amounts of data.

Organizations are using social media for hiring, which can be used to support hiring decisions.

Over 50% of UK organizations use or plan to use social media for hiring.

Companies plan to increase their use of social media for hiring in the future.

A software system that manages and integrates essential business functions like finance, human resources, and operations.

A software program that requires a web browser to be used, allowing access from anywhere with an internet connection.

A software system designed to manage information related to employees, including payroll, benefits, and training.

A system where employees use their own computers (clients) to access applications on a central server, enabling geographically dispersed access to HR functions.

A software program where its processing logic and data storage are handled by both the client-side (user) and server-side (provider), creating an interactive experience for the user.

The use of technology to manage HR processes like recruitment, training, and performance evaluation.

A type of internet testing where candidates take assessments from their own location without a proctor present.