Evolution of HRM: Key Shifts & IT Impact

<p>1930s and 1940s (C)</p> Signup and view all the answers

<p>A fundamental shift in management's view of employees as valuable resources. (A)</p> Signup and view all the answers

<p>Overseeing hiring processes and administering pay and benefits. (C)</p> Signup and view all the answers

<p>An old French word meaning 'person'. (D)</p> Signup and view all the answers

<p>It positioned personnel management as a more tactical and administratively-focused role. (B)</p> Signup and view all the answers

<p>Transformation of how information is accessed, gathered, analyzed, and communicated. (C)</p> Signup and view all the answers

<p>Greater integration of HR applications, increasing adoption due to lower costs. (C)</p> Signup and view all the answers

<p>To automate HR processes and gain a competitive advantage through improved HR service delivery. (B)</p> Signup and view all the answers

<p>Loss of personal connection with applicants despite an increase in applications. (C)</p> Signup and view all the answers

<p>To efficiently manage the process of identifying the best job candidates with the right skills and knowledge. (B)</p> Signup and view all the answers

<p>It caused an explosion of HR systems and applications. (C)</p> Signup and view all the answers

<p>Competitive advantage is less dependent on better business processes than workforce quality. (B)</p> Signup and view all the answers

<p>Providing a seamless and engaging online application experience highlighting company culture. (B)</p> Signup and view all the answers

<p>Transitioning to a comprehensive telecommuting program. (D)</p> Signup and view all the answers

<p>An electronic performance support system (EPSS). (C)</p> Signup and view all the answers

<p>Potential isolation that reduces opportunities for networking and career enhancement. (C)</p> Signup and view all the answers

<p>The balance between potential benefits and issues of privacy and data accuracy. (B)</p> Signup and view all the answers

<p>Establishing a comprehensive telecommuting program. (B)</p> Signup and view all the answers

<p>Providing online coaching, mentoring services, and access to organizational information. (D)</p> Signup and view all the answers

<p>They provide platforms for companies to post updates, service offerings, and increase brand awareness. (D)</p> Signup and view all the answers

<p>By offering more work options and eliminating long commutes, making the position more attractive. (B)</p> Signup and view all the answers

<p>Employees are recognized as assets with potential for personal satisfaction and growth, unlike traditional views that considered them mere costs. (D)</p> Signup and view all the answers

<p>It reflects that HR plays a strategic role in policy decisions and corporate strategy. (B)</p> Signup and view all the answers

<p>HRM practices significantly affect the firm's ability to formulate and implement strategy, and vice versa. (B)</p> Signup and view all the answers

<p>Davenport emphasizes that workers are increasingly taking active control over their lives and careers, unlike the traditional view of them as passive resources. (D)</p> Signup and view all the answers

<p>By fostering competencies, knowledge, and personality attributes that enhance performance and economic value. (A)</p> Signup and view all the answers

<p>An employee's advanced proficiency in data analysis software. (D)</p> Signup and view all the answers

<p>Adapting to global competition, communication, and managing outsourcing and downsizing. (D)</p> Signup and view all the answers

<p>Investing in continuous training and development programs to enhance employee skills and competencies. (B)</p> Signup and view all the answers

<p>By automating payroll processes and ensuring timely payments in compliance with local regulations. (B)</p> Signup and view all the answers

<p>By providing online self-service access where employees can view their benefits and financial details. (B)</p> Signup and view all the answers

<p>To enable HR to take on a more strategic role in the business through improved efficiency and data access. (C)</p> Signup and view all the answers

<p>Using real-time metrics to identify workforce trends and inform decision-making. (B)</p> Signup and view all the answers

<p>In the training investment factor section. (A)</p> Signup and view all the answers

<p>A gradual decline in the proportion of workers who are union members. (A)</p> Signup and view all the answers

<p>Replacing human trainers with AI-driven training modules to cut costs. (B)</p> Signup and view all the answers

<p>2% and 2% (B)</p> Signup and view all the answers

<p>By providing data for HR forecasting and costing, as well as succession plans. (A)</p> Signup and view all the answers

<p>It allows them to perform transactions at their leisure, freeing up office hours for other tasks. (D)</p> Signup and view all the answers

<p>GSIS is more than double SSS. (C)</p> Signup and view all the answers

<p>By automating payroll computation and facilitating easy recording and retrieval of employee records. (C)</p> Signup and view all the answers

<p>One-time grants to pensioners and increased pension benefits. (C)</p> Signup and view all the answers

<p>To ensure that all HR systems and tools align with the speed and intensity of customer needs. (B)</p> Signup and view all the answers

<p>To lessen the impact of medical costs on a company's finances. (A)</p> Signup and view all the answers

<p>Short-term loans and access to housing programs. (C)</p> Signup and view all the answers

The progression of human resource management practices from personnel departments to strategic management.

Initial HR units responsible for hiring and administering basic HR activities in the 1930s-1940s.

The early form of HR management, focused on hiring and routine tasks.

HRM arose in the late 1970s as a more strategic approach to managing employees.

Shift in viewing employees from those needing management to valuable resources for competitive advantage.

Advancements in technology influenced the roles of HR managers to improve efficiency and productivity.

The connection between employers and employees, affecting workplace dynamics and social contributions.

A technology application that HR uses to manage employee data and processes.

Practices and policies that affect organizational strategy and employee satisfaction.

Attributes that predict superior performance, including skills and attitudes.

Attributes gained through education and experience that enhance a worker's value.

Shift from viewing employees as costs to viewing them as assets.

HR executives now have vice presidential status contributing to strategy.

Critiques viewing workers as passive assets; emphasizes active human capital.

Issues arising from global competition, technology, and outsourcing.

Workers need to feel personal satisfaction and growth from their jobs.

The use of systems for storing, retrieving, and sending information.

The development of information technology applications in human resources over decades.

Web-based recruitment that allows wider access to job applicants.

Improves recruiting efficiency and increases applicant pool.

Increases application quantity but may lower applicant quality.

Technology-driven process to identify suitable job candidates.

Quality of the workforce determines organizational success.

The Internet has accelerated the development of HR systems.

A self-service platform for employees to update their status and relevant information.

Benefits include flexible learning, cost reduction, and better training management.

Drawbacks include isolation from networking and career enhancement.

Online systems for coaching, mentoring, and accessing organizational information.

Management of employee pay linked to performance and attendance systems.

Refers to managing HR transactions online via the internet.

Working remotely using technology, moving work to employees.

Includes increased productivity, reduced turnover, and better use of time.

HRIS helps manage workflow costs and ensures timely employee payments.

HRIS organizes internal training including participants, budgets, and assessments.

Employees can access their benefits package online at their convenience.

Different stakeholders have varied levels of online self-service access to HR data.

An integrated personnel and payroll system designed for the Philippines, automating payroll computations.

Consists of modules for time attendance, payroll, and HRIS, creating a comprehensive system.

HR must adapt quickly to support the strategic needs of CEOs in the 21st century.

Executives use HRIS for data on HR forecasting and costing, aiding strategic decisions.

HR is becoming more technology-based to improve processes and reduce costs.

Making HR operations more efficient to reduce administrative burdens.

Percentage of labor union members decreased from 30.7% in 1982 to 10.6% in 2009.

Employees contribute 10.4% of their salary to the Social Security System.

National Health Insurance Program to cover employees' health expenses.

A mandatory fund for savings, loans, and housing benefits for members.

Contributions vary based on employee salaries and are shared between employee and employer.

Providing immediate data insights for decision-making in HR management.