Evolution of HRM and HRIS: Chapter 1
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Questions and Answers

What was the main reason for the automation of data collection and analysis during the Social Issues Period?

  • Increasing costs of training employees
  • Expansion of HR activities
  • Demand for manual data entry
  • Decreasing costs of computer technology (correct)

Which technology advanced significantly during the 1980s to 1990s, impacting cost-effectiveness in HR?

  • Widespread use of personal computers
  • Introduction of cloud computing
  • Development of HR Information Systems (HRIS) (correct)
  • Emergence of social media platforms

What is the primary purpose of the Balanced Scorecard (BSC)?

  • To help managers achieve strategic goals (correct)
  • To minimize operational costs
  • To improve employee satisfaction
  • To increase the number of HR staff

During the technology advancement era (1990s to today), what is one of the strategic HRM metrics emphasized?

<p>Return on Investment (ROI) (C)</p> Signup and view all the answers

Which category of resources is considered the most critical for competitive advantage?

<p>Human resources (D)</p> Signup and view all the answers

In the context of HR activities, what does the transition from transactional to transformational HR practices imply?

<p>Greater emphasis on strategic planning (A)</p> Signup and view all the answers

What are the four perspectives measured by the Balanced Scorecard?

<p>Learning and growth, internal processes, customers, financial (B)</p> Signup and view all the answers

What was a notable shift in HR practices highlighted during the cost-effectiveness period?

<p>Greater justification of HR costs through productivity improvements (A)</p> Signup and view all the answers

What was the primary function of the HR department before World War II?

<p>Systematic record keeping (A)</p> Signup and view all the answers

Which major development influenced the evolution of Human Resource Management post-1945?

<p>The rise of employee unions (C)</p> Signup and view all the answers

What has been a significant impact of computer technology on HRM according to the evolution discussed?

<p>Improved record keeping and reporting (B)</p> Signup and view all the answers

What function does an HRIS primarily serve in organizations?

<p>Record keeping and automated reporting (A)</p> Signup and view all the answers

Which external environmental factor does NOT necessitate the need for an HRIS?

<p>Employee satisfaction surveys (B)</p> Signup and view all the answers

What was a characteristic of HR activities post World War II?

<p>The formation of specialized divisions (B)</p> Signup and view all the answers

What was the prevailing management philosophy before World War II?

<p>Scientific management (A)</p> Signup and view all the answers

Which activity is NOT typically associated with the responsibilities of an HR department in the post-war era?

<p>Child labor management (D)</p> Signup and view all the answers

What is the primary function of a Human Resources Information System (HRIS)?

<p>To provide accurate, timely information for decision making (D)</p> Signup and view all the answers

Which of the following is NOT a component of HRIS?

<p>Marketing strategies (B)</p> Signup and view all the answers

How does Electronic Human Resource Management (E-HRM) primarily serve its users?

<p>By utilizing information technology and the Web (A)</p> Signup and view all the answers

Which type of decision would be categorized as tactical within the HRIS framework?

<p>Evaluating the efficiency of a training program (C)</p> Signup and view all the answers

What is a significant benefit of using HRIS as mentioned in the content?

<p>Providing an integrated database for decision making (A)</p> Signup and view all the answers

Which statement best describes the relationship between HRIS and decision making?

<p>HRIS provides data that aids in decision making at all levels (C)</p> Signup and view all the answers

Which of the following is a primary audience for HRIS?

<p>All employees, including non-HR staff (D)</p> Signup and view all the answers

What is the main purpose of collecting data within HRIS?

<p>To convert data into information for better decision making (A)</p> Signup and view all the answers

What is one of the primary reasons for implementing Human Resource Information Systems (HRIS)?

<p>To enhance the efficiency of HR administrative functions. (B)</p> Signup and view all the answers

What was the primary focus of HR departments during the cost effectiveness era (1980-1990)?

<p>Employee development and involvement (B)</p> Signup and view all the answers

Which factor is likely to hinder a firm's ability to fully leverage HRIS?

<p>The size of the organization being small. (C)</p> Signup and view all the answers

What could improve employee satisfaction in the context of HR services?

<p>Increased automation of HR processes. (C)</p> Signup and view all the answers

Which period is characterized by the emergence of traditional HR activities such as recruitment and compensation?

<p>Post-World War II (1945-1960) (B)</p> Signup and view all the answers

What role does top management support play in the success of HRIS implementation?

<p>It is crucial for resource allocation and motivation. (C)</p> Signup and view all the answers

What was a notable advancement in computer technology during the social era (1963-1980)?

<p>Emergence of Management Information Systems (MIS) (A)</p> Signup and view all the answers

How did HR departments respond to the pressures of cost-effectiveness in the 1980s?

<p>By integrating advanced computer technology (B)</p> Signup and view all the answers

Which of the following is NOT a benefit of adopting HRIS?

<p>Reducing the need for employee training. (B)</p> Signup and view all the answers

Which of the following was NOT a function of HRM during the historical period from 1945-1960?

<p>Organizational development (B)</p> Signup and view all the answers

What best describes the primary function of HR during the era from 1963-1980?

<p>Strategic thinking and service delivery (A)</p> Signup and view all the answers

What technological advancement was initially utilized by the military before large companies adopted it?

<p>Computer technology for HR activities (D)</p> Signup and view all the answers

What was the primary characteristic of the HR protector function during the 1963-1980 period?

<p>Employee development (D)</p> Signup and view all the answers

What is the primary goal of a Transaction Processing System at the operational level?

<p>Improving transaction speed and accuracy (C)</p> Signup and view all the answers

Which type of system provides managers with key data for ongoing decisions?

<p>Management Information System (A)</p> Signup and view all the answers

Which example best fits the purpose of an Executive Information System?

<p>Aggregate data on balanced scorecard (D)</p> Signup and view all the answers

What is a characteristic feature of Management Information Systems?

<p>Defined and ad-hoc reporting (D)</p> Signup and view all the answers

What outcome is NOT typically associated with Transaction Processing Systems?

<p>Supports strategic direction (B)</p> Signup and view all the answers

Which of the following is an example of the use of Management Information Systems?

<p>Calculation of per-capita merit increases (C)</p> Signup and view all the answers

Which level of organizational systems primarily deals with routine transaction automation?

<p>Operational level (A)</p> Signup and view all the answers

What is a major goal of Executive Information Systems?

<p>Supporting high-level strategic decisions (D)</p> Signup and view all the answers

Flashcards

Pre-World War II HRM

Human Resource Management (HRM) before WWII was primarily a caretaker function focused on record-keeping. It was known as the Personnel function. There was no computer technology for automation.

Post-war HRM (1945-1960)

After WWII, HRM became more important for employee morale. Job descriptions developed, and unions emerged. HR started building record-keeping and reporting systems for government agencies.

HR Information System (HRIS)

A system for collecting, storing, and managing human resources information. Includes employee data and related functions. A core function of HR today.

Evolution of HRM

HRM has evolved from a simple personnel function to a more complex and strategic role encompassing many processes (e.g., recruitment, training, and government relations).

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Impact of Computers on HRM

The development of computer technology dramatically changed HRM, leading to the creation of HR Information Systems (HRIS) for more efficient and automated record-keeping and reporting.

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Government Regulations & HRM

Government regulations, laws, and EEOC reports impacted HRM. They necessitated increased record-keeping and reporting. Decisions by courts also impacted HR practice.

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Postwar HRIS

HRIS development in the period 1945-1960.

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Social Issues Period (1963-1980)

HRIS advancements during the 1960s to 1980s, driven by social concerns, and the introduction of IBM 360 and MIS.

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Cost-Effectiveness (1980-1990s)

HRIS development focused on cost reductions and automation of HR processes.

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Technology Advancement Era (1990s-Today)

HRIS advancement influenced by globalization, technology, and hyper-competition. Includes strategic HRM and metrics like HR BSC and ROI.

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Balanced Scorecard (BSC)

A performance management and measurement tool used to aid managers in achieving strategic goals. Evaluates performance across four perspectives.

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Competitive Advantage

Competitive advantage is achieved through effective use of resources. Human resources are the most important.

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HRIS Definition

A computerized system for managing and processing human resource information within an organization, supporting HRM and managerial decision-making.

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HRIS Components

HRIS includes people, policies, procedures, data, and software, not just computer hardware or software.

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HRIS Purpose

HRIS aims to provide accurate and timely information to support effective decision-making at various levels (strategic, tactical, and operational).

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E-HRM

Electronic HRM uses technology, mainly the web, to serve employees and managers outside the HR department.

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HRIS vs. E-HRM

HRIS is the system used within the HR department itself, while E-HRM focuses on providing HR services to employees outside the HR department.

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Benefits of HRIS

HRIS improves competitiveness by streamlining HR processes, providing comprehensive data, and enhancing the quality and speed of decision-making.

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Post-World War 2 HR

Mandatory transactional HR activities, primarily manual record keeping, dominated HR during this period (1945-1960).

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Social Era HR (1963-1980)

HRM functions expanded in this period, including the transition to strategic planning and improved delivery of HR services (e.g. strategic thinking, recruitment, compensation, and performance appraisals).

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Cost Effectiveness Era (1980-1990)

HR departments faced pressure to use computer technology to improve efficiency and employee development. Transactional activities were still important.

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Early Computer Impact on HR (Post-war to 1980s)

While computers initially were used by the military and started emerging in the business world, large companies were slow to use them for employee record keeping and HR processes.

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Traditional HR Activities

Recruitment, compensation, and performance appraisals are examples of traditional HR functions.

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Strategic HR Activities

Strategic planning and efficient service delivery by HR departments.

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HRIS Emergence

During the 1980s and later, a growing use of computers in HR was spurred by the need for cost-effectiveness and better resource management.

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HRIS Benefits

HRIS improves HR functions by increasing efficiency, shifting HR focus to strategy, and re-engineering processes.

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HRIS Factors

Organizational size, management support, resources (time, money, personnel), and employee adaptability impact HRIS success.

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HRIS Goal

Produce more accurate, real-time HR reports.

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Operational System

A system that handles daily business transactions to improve speed, accuracy, and efficiency in HRM.

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Transaction Processing

The process of recording and handling routine business transactions, such as payroll processing.

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Managerial System

A system providing key data to managers for ongoing decision-making, often through reporting.

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Management Information System

System supplying data to managers for informed decisions, including regular and ad-hoc reporting.

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Executive Information System

System providing high-level, aggregate data to top executives to support strategic planning and decisions.

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Study Notes

Chapter 1: Evolution of Human Resource Management and Human Resource Information Systems

  • The chapter focuses on the evolution of HRM and the role of information technology (IT) in HRM and HRIS
  • The objectives of the chapter are to describe the historical evolution of HRM, including the changing role of the HR professional, discuss the impact of computer technology on the evolution of HRM and HRIS, describe the three types of HR activities, explain the purpose and nature of an HRIS and its information systems, and how HRM information assists in decision making.

Need for HRIS: The External Environment

  • Government regulations are a factor in the need for HRIS.
  • EEO-1 reports are required.
  • Employee compositions are constantly changing impacting HRIS
  • Increased records and reports are essential for proper administration
  • Court decisions drive changes in HRM and HRIS
  • New laws and regulations are a driving force behind HRIS

Pre-World War II

  • The HR department was called the "Personnel function."
  • HR activities were primarily record-keeping.
  • Pre-war management philosophy was primarily scientific management.
  • There were very few government influences, with labor and child abuse being common issues.
  • Record-keeping is a core function of modern HRIS

Postwar (1945-1960)

  • Employee morale became a significant factor in management.
  • Occupational categories and job descriptions were systematically classified.
  • Labor unions became important, leading to changes in the role of the personnel department.
  • Dedicated departments, such as recruitment, training, and government relations, were established.

Social Issues Period (1963-1980)

  • Social issue legislation had a substantial impact on HR.
  • Employee protection became essential.
  • Automation of data collection, analysis, and reporting were essential.
  • The decreasing cost of computer technology versus the increasing cost of employees influenced HRIS development.
  • The introduction of IBM 360 and the advent of MIS presented a huge opportunity for change.

Cost-Effectiveness (1980-1990s)

  • Cost reduction through process automation.
  • Increased use of HRIS to reduce costs and manage data.
  • HR activities required justification based on cost-benefit analysis.
  • Transitioned from transactional HR to traditional and transformational activities.

Technology Advancement Era (1990s-Today)

  • Globalization, technological breakthroughs, and hyper-competition shaped HRM.
  • Strategic HRM (Resource-Based View, RBV) became crucial.
  • Metrics like HR Balanced Scorecard (BSC) and Return on Investment (ROI) were utilized.
  • HRM processes and systems are enhanced to support organizational growth within a global context.

Balanced Scorecard (BSC)

  • BSC measures organizational performance in four areas: learning and growth, internal processes, customers, and financials.
  • Developed in the early 1990s, BSC is a performance management and measurement tool that assists managers in achieving strategic objectives.

Information Systems Providing Support for HRM (Table 1.1)

  • Operational Level: Transaction processing systems focus on efficiency, such as payroll processing and timekeeping.
  • Managerial Level: Management information systems (MIS) provide crucial data insights for managers including financial reporting, EEO-3 reports, etc.
  • Executive Level: Executive information systems (EIS) provide aggregated data to support strategic decisions, such as succession planning and strategic direction.

HRIS Definition

  • The central purpose of an HRIS is to provide timely and accurate information for decision-making purposes, encompassing strategic, operational, and tactical aspects.
  • HRIS supports varied user roles including strategic, operational, and tactical personnel.

E-HRM & HRIS

  • E-HRM leverages electronic communication tools, including internet-based systems, to carry out HRM processes.
  • Technology is the central component to facilitate efficient and effective HR services.

Why do we need HRIS?

  • Provides a single comprehensive database of information.
  • Boosts competitiveness by streamlining HR operations and management.
  • Collects, analyzes and converts data into timely information improving decision making
  • Facilitates reporting to provide insights needed to make accurate and timely decisions.
  • Provides streamlining and efficiency to HR administrative functions.
  • Focuses HR from transaction processing to strategic HRM.

Factors that affect the ability of firms to harness the potential of an HRIS

  • Organizational size: Larger companies benefit more from HRIS.
  • Top management support and commitment.
  • Availability of financial resources and personnel.
  • Employees' ability and willingness to adopt change.

System Development Life Cycle (SDLC)

  • The SDLC is a crucial step in developing, implementing, and maintaining a practical and effective HRIS, consisting of five phases: planning, analysis, design, implementation, and maintenance.

A Model of Organizational Functioning

  • Organizations function organically, and HRIS is a critical component of effective operations.
  • Strategic management, strategic HRM, and performance goals must align with the strategic planning process.
  • Provides tools to support the efficient and effective use of organizational employees.
  • Strategic HRM and HR planning are crucial.
  • HR Goals influence HR program development that in turn, aids in employee efficiency and effectiveness.
  • Metrics, measuring return on investment and cost-benefit results, continuously drive performance improvement.
  • National culture drives the external environment impacting internal organizational processes, HRM and Strategic Management systems will deliver an improved, efficient organization.

Additional Information

  • Examples of HR data, such as recruitment, training, payroll, and benefit administration data

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Introduction To HRM And HRIS PDF

Description

This quiz explores the historical evolution of Human Resource Management (HRM) and the critical role of Human Resource Information Systems (HRIS). It examines the impact of technology on HR practices and the necessity of HRIS in responding to government regulations and changing workforce dynamics. Discover how the landscape of HRM has transformed with these advancements.

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