Human Resource Information Systems Basics Applications And Future Directions 4th Edition Michael J. Kavanagh, Richard D. Johnson - Solutions

Unlock the full potential of your studies with the "Human Resource Information Systems Basics Applications And Future Directions 4th Edition" by Michael J. Kavanagh and Richard D. Johnson. Discover an extensive range of resources including a comprehensive answers key, solution manual, and solutions PDF. Our platform offers expertly solved problems, providing questions and answers across various chapters. Benefit from the detailed chapter solutions and step-by-step answers that enhance your understanding. Access the instructor manual and test bank for a complete learning experience. Explore the textbook solutions available for free download to guide your academic journey effectively.

_____ is a division or department that generates monetary returns for the organization.
_____ is a revenue center that enhances the profitability of the organization through enhancing the productivity of the people within the organization.
_____ is the amount of output that an organization gets per unit of input, with human input usually expressed in terms of units of time.
_____ answers the question, “Did we do the right things?”It is a function of getting the job done whenever and however it must be done.
_____ is a function of how many organizational resources we used in getting the job done; it answers the question, “Did we do things right?”
_____ are workers who “use their head more than their hands” to gather and interpret information to improve a product or process for their organizations.
_____ is the permanent loss of workers from the organization.
_____ is the failure of an employee to report to the workplace as scheduled.
_____ is a capability that creates value for customers that rivals can’t copy quickly or easily and that allows the organization to differentiate its products or services from those of competitors.
_____ include the ability to use methods and techniques to perform a task.
_____ are the ability to understand, communicate, and work well with individuals and groups through developing effective relationships.
_____ is being able to put yourself in another person’s place—to understand not only what they are saying but why they are communicating that information to you.
_____ are made up of the ability to evaluate a situation, identify alternatives, select a reasonable alternative, and make a decision to implement a solution to a problem.
_____ are the analytical and quantitative skills, including in-depth knowledge of how the business works and of its budgeting and strategic-planning processes, that are necessary for a manager to understand and contribute to the profitability of the organization.
_____ create and manage the organizational processes and the people that create whatever it is that a business sells.
_____ are the individuals who advise line management of the firm in their area of expertise.
_____ is meeting the needs of today without sacrificing future generations’ ability to meet their needs.
_____ is the largest and most recognized of the HRM advocacy organizations in the United States.
_____ includes employee engagement as well as the totality of other interactions between the individual and their workplace and whether those interactions are positive or negative overall.
Why is it important for all business majors to take this course in HRM?
Straton Industries is a Connecticut-based manufacturer of molds, tools, dies, and stampings. As a machine shop, they help other companies with any of their custom manufacturing needs.Founded in 1961, the firm has built its reputation by providing superb customer service and ensuring that everything
When oil hit $$26.21$ a barrel in 2016, down from nearly $$100$ a barrel from five years earlier, jobs in the oil service industry were rare, and people were out of work. “Everyone [was] so hungry, it [was] like we were hanging a steak in front of a bunch of starving people,” said Joseph
Explain why relationship building and engagement are important in both human resource management and your personal life.
Identify the difference between the traditional view of human resource management (HRM) and the present view.
Identify the major challenges that HR managers face in a modern organization; note especially where we are not doing well.
Describe the four critical dependent variables that managers must control in order to compete in a modern organization.
Describe the four major HRM skill sets.
Discuss the line manager’s six HRM responsibilities.
Describe the eight major HRM discipline areas.
List some of the major resources for HRM careers.
Explain the five parts of the practitioner’s model for HRM and how the model applies to this book.
Discuss the issues and trends impacting HRM today.
Using the EEO-1 report as an example, discuss the purpose of government mandates. Give examples of penalties that organizations incur when they fail to comply with government mandates such as EEO and OSHA reporting.
Once again Rudiger is sitting at his desk in his seventh-floor office in central London reflecting on life. The move from Barcelona to England went smoothly, with the last crate arriving only two months later than the rest. He is still working hard, but the hours are slightly better since the
Describe which characteristics of HR metrics and workforce analytics are likely to result in greater return on investment and organizational impact.
Why are information security and privacy important considerations in the design, development, and maintenance of an HRIS?
List and discuss the major information security and privacy threats to organizations.
Discuss each of the theoretical change models introduced in this chapter.How can we use them when planning an HRIS implementation to increase our chances of success?
The Grant Corporation is a financial services firm based in Chicago, Illinois. Its revenue exceeded $$1$ billion last year, producing a net income of $$530$ million. It has just over 1,000 employees. Although the organization has been in business for almost 10 years, it has experienced rapid
Analyze the main reasons for HRIS implementation failure. How can we prevent these from affecting us?
Discuss the importance of communication in managing a technology change. What roadblocks might an organization face if it fails to create a good communication plan?
If you were asked to develop a training plan for an HRIS implementation, what kinds of things would you include? Why?
Discuss the role of culture in HRIS implementation. How might two different organizations with very different cultures approach the same HRIS implementation differently?
Create recommendations for an organization that is facing resistance to change from its own HR department. What are some of the likely causes of this resistance? How can they be overcome?
Discuss how informal leaders within the organization might be used to increase user acceptance.
How has the use of HRIS evolved over the past 10 years in organizations, and how might this influence an organization’s evaluations of additional investments in new or updated HRIS functionality?
Investment Associates, Inc. (IA)2 started as a small firm in 2001 with four employees plus its owner, Jim Tower. The company specialized in providing financial investment and tax advice to its clients. Jim had brought a substantial number of clients from his private practice, which had become too
Why is it important to estimate the benefits to be derived from new HRIS functionality before you estimate the costs? If costs were estimated first, how might this change the analysis?
Develop an argument for the implementation of an HRIS using a risk reduction strategy and an organizational enhancement strategy.
Organizations have traditionally used “employee time saved” as the primary source of benefits to justify HRIS and other types of information system investments. Why can this be problematic? Give several reasons and relate them to conducting a CBA.
How might an organization estimate the direct and indirect benefits of a new HRIS that decreases the time required by employees to complete transactions of the HR department through the implementation of employee self-service by creating employee portals (see Chapter 10) and allows HR employees to
What makes indirect benefits so difficult to include in a CBA? What techniques might be used?
When should benchmarking be preferred to direct estimates of the magnitudes of benefits? When should direct estimates be preferred? Is it appropriate to use both?
Why does average employee contribution offer a better estimate of the contribution of individuals to an organization than total compensation (wages, incentives, and benefits)?
What are the factors you would have to use in calculating a cost-benefit ratio to support a decision to purchase a new HRIS when the organization already has an HRIS that was acquired 10 years ago? Be sure to mention the factors that would comprise the costs, direct and indirect, and the benefits,
Discuss the theoretical bases for the four HR administrative approaches introduced in this chapter. Are such theories useful to HR professionals in their efforts to improve transactional performance? Why or why not?
Jan Samson, CEO at CalleetaCO, sat staring at the now-empty boardroom. Her board of directors had reacted negatively to Jan’s growth proposals for expanding CalleetaCO globally, leaving Jan with a big problem. Shareholders, who had bought its stock as the radio frequency identification (RFID)
Why is service-oriented architecture enhanced by XML important to HR administration? Choose two HR administrative approaches, and discuss how each is facilitated by this architecture.
What are the primary advantages of HR portals and shared-services centers? Give examples of how HR professionals might use each to better achieve cost controls and service enhancement.
What are the primary purposes of ESS and MSS? What are the advantages and disadvantages of each?
Define outsourcing and offshoring. Compare and contrast the two as HR administrative tools. Give examples of the decision factors to consider when choosing one over the other.
Based on information in this chapter, recommend the most effective HR administrative approach or approaches for the owner of a small business with fewer than 50 employees and infrequent staffing needs. Would what you recommend work for a business with 5,000 employees and high turnover? Why or why
Identify and explain the purpose of each of the four perspectives included in the balanced scorecard. Give two examples of HR measures for each of the four areas that would demonstrate the value of HR in achieving the strategic goals of organizations.
Why is it important to establish the meaning of talent and talent management in a particular organizational setting?
How does the strategic direction of the organization influence human resource planning activities?
Given the different needs of the HRP/workforce planning process discussed in this chapter, what types of data would you expect the HRIS data warehouse to contain?
What are the uses and benefits of workforce management systems/HRP systems? Check one of the websites mentioned in this chapter to obtain this information.
What are some potential disadvantages of using a packaged application to help automate the employee goal-setting process?
How would you use workforce analytics to support talent programs such as recruiting, retention, and employee development?
Why is it important to have an adaptable workforce in a global economy?
Discuss the underlying attributes necessary to support high achievers.
How might the attributes of a highly motivated employee change for different job descriptions?
Discuss corporate tactics that can be used in a down economy to keep top talent.
Discuss how you would use information systems to support succession planning.
Discuss the pros and cons of using social networks to recruit top talent.
What recruiting objectives are being met through the use of online recruitment?
Rudiger is sitting at his desk in his seventh-floor corner office in the city, gazing out over London and reflecting on life. At 43, he is at the top of his game. He has everything he could wish for—a lovely partner, a 4-year-old in a private nursery, a new executive house in the suburbs, a
What are some of the advantages and disadvantages of using online recruitment?
Should organizations rely solely on recruiting through the Internet? Why or why not?
What are some of the technological issues that arise through the use of technology in the function of selection?
Describe how the use of technology in the selection process is adding value to organizations.
What is the systems model of T&D? Discuss how HRIS T&D applications can assist in carrying out the steps in the systems model.
Meddevco (name changed) is a large multinational corporation that operates in the medical devices sector. The firm employs around 33,000 people in five divisions and has operations in 120 countries. A total of 66% of the multinational’s revenue is generated from products that are less than two
Explain synchronous and asynchronous communication in relation to elearning.
What are the advantages and disadvantages of e-learning?
How can HRIS T&D applications help firms foster organizational learning?
Explain how organizations should choose appropriate T&D methods.
What is transfer of training? What role does transfer of training play in e-learning?
Explain the issues involved in establishing ROI for T&D initiatives.What role do HRIS T&D applications play in establishing ROI?
Outline how standard desktop applications such as a spreadsheet or database can be used to set up a basic T&D system.
Discuss the different types of HRIS T&D applications and their reporting and decision-support capabilities.
What issues might arise during and as a result of the implementation of HRIS T&D applications?
Discuss how a manager might make sure that the performance plan for each of her direct reports was driven by organizational strategy and the business plan. How can information systems support this goal?
Grandview Global Financial Services is an international corporation providing multiple financial services. Although it is one of the smaller players in the field, the firm has about 20,000 employees worldwide.Corporate strategy has focused on serving a niche market comprised of high net worth
Merit increases require a single “performance” number, while most incentive plans have multiple and varying performance measures. How can the PM system meet both needs?
Compensation strategy includes how competitive the organization wants to be, the number of different compensation systems the organization wants to have, the mix of various reward and benefit components, and the basis of increases. Discuss the data inflows required if an organization wanted to
Both PM and benefits information systems make provisions for employee access and input. What access would you provide in each of these systems, and what leeway would you provide employees in reading, entering, and changing data?
A lot of compensation information is available to employees today on the Web (e.g., www.salary.com), and much of it is inaccurate. How can an organization assure employees that they are fairly compensated(assume they are) when public data suggest otherwise?
Flexible benefit plans are common today. Discuss ways in which employers can ensure that employees make good choices about the benefits and benefit levels that they choose within the benefits information system itself.
Payroll and benefits are commonly outsourced. Discuss which parts of PM, compensation, benefits, and payroll you would consider outsourcing; justifying your views.

Showing 2200 - 2300 of 2368

First
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24

Human Resource Information Systems Basics Applications And Future Directions 4th Edition Michael J. Kavanagh, Richard D. Johnson - Solutions

Step by Step Answers