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Questions and Answers
What is the purpose of this chapter?
What is the purpose of this chapter?
To provide an introduction to human resource management and information technology, and their combination into HRIS.
What are the three types of HR activities discussed in the chapter?
What are the three types of HR activities discussed in the chapter?
The chapter does not specify them directly, but generally includes administrative, operational, and strategic HR activities.
What significant impact has the development of HRIS had on human resource management?
What significant impact has the development of HRIS had on human resource management?
It has contributed to the emergence of strategic human resource management.
What is the difference between e-HRM and HRIS?
What is the difference between e-HRM and HRIS?
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What is Six Sigma in the context of HRM?
What is Six Sigma in the context of HRM?
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How can information from an HRIS assist in decision making in organizations?
How can information from an HRIS assist in decision making in organizations?
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The chapter discusses the role of HRIS in strategic HRM.
The chapter discusses the role of HRIS in strategic HRM.
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What does the introduction of HRIS aim to improve in HR departments?
What does the introduction of HRIS aim to improve in HR departments?
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What does the chapter imply about the changing role of HR professionals?
What does the chapter imply about the changing role of HR professionals?
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HRIS stands for _____
HRIS stands for _____
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Study Notes
Introduction to HRIS
- This chapter introduces the fields of Human Resource Management (HRM) and Information Technology (IT) and their intersection in Human Resource Information Systems (HRIS).
- The chapter discusses the historical evolution of HRM and the impact of computer technology on its evolution.
- It focuses on the use of HRIS data to support managerial decision making.
- This chapter also explores the impact of HRIS on the emergence of Strategic HRM.
Evolution of HRM and HRIS
- The chapter traces the evolution of HRM, highlighting the changing role of HR professionals.
- It examines the impact of computer technology on the evolution of HRM and HRIS.
Types of HR Activities
- The chapter outlines three types of HR activities:
- Strategic HR activities focus on aligning the organization's human resources with its strategic goals.
- Managerial HR activities focus on managing the HR department and its activities.
- Operational HR activities focus on supporting the day-to-day work of the organization.
HRIS: Purpose and Functionality
- The chapter explains the purpose and nature of an HRIS.
- It underscores the different types of information system functionalities within an HRIS.
HRIS and Decision Making
- The chapter showcases how information from an HRIS can support decision making across organizations.
- It emphasizes the role of HRIS in providing data-driven insights for organizational decisions.
HRIS and Strategic HRM
- The chapter discusses how HRIS advancements have contributed to HRM becoming a strategic partner in organizations.
- It links these advancements to the emergence of the field of Strategic HRM.
HRIS in Action
- The chapter presents a practical example of how an HRIS can be utilized for real-world issues.
- It highlights the importance of HRIS data in responding to legal and employee concerns.
- In the scenario:
- The legal department requests historical data on promotions and training records for investigating a discrimination complaint.
- Employees at a remote location report issues with pay slips and accessing information.
- The chapter emphasizes the importance of an HRIS in addressing these issues and providing timely, relevant information.
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Description
This quiz covers the foundational concepts of Human Resource Management (HRM) and Information Technology (IT) as they relate to Human Resource Information Systems (HRIS). It explores the historical evolution of HRM, the role of HRIS in decision-making, and the categorization of HR activities into strategic, managerial, and operational. Familiarize yourself with how technology has transformed HR practices.
