week three - human resource information and control systems

Question 1

what is the concept of a human resource information system

Answer 1

a set of tangible/intangible media and people that collect, analyse and distribute relevant information for HR activity

Question 2

what is the purpose of developing a HRIS

Answer 2

• to know the current situation and future evolution of HR
• to identify factors for success or failure for HR decisions

Question 3

what are the types of HRIS

Answer 3

• informal and unsystematic
• formal and systematic
  1) static and disaggregated HRIS
  2) dynamic and aggregated HRIS

Question 4

what is an informal and unsystematic HRIS

Answer 4

no formal systems for information storage, based on human memory and subjective interpretations

Question 5

what is a formal and systematic HRIS

Answer 5

based on formal systems (e.g. database) and systematic analysis of hard data

Question 6

what is a static and disaggregated HRIS

Answer 6

• the most common formal HRIS
• HR statistics: staff, firings, working hours, training hours
• HR ratios and graphics: turnover, university graduates, graphics with statistics

Question 7

what is a dynamic and aggregated HRIS

Answer 7

statistics and ratios are analysed jointly and underlying dynamics and causes are investigated

Question 8

what is the process of building a HRIS

Answer 8

1) identifying information needs
2) establish key sources of information
3) establish procedures for data collection
4) establish procedures for data analysis, ratios, graphics
5) identifying the potential users of information of the HRIS
6) establishing procedures for information distribution

Question 9

what is the concept of HR audit

Answer 9

periodic review of the effectiveness with which a company uses its human resources

Question 10

what aspects does a HR audit assess and monitor

Answer 10

• consistency
• effectiveness
• changes

Question 11

what are the main HR audit goals

Answer 11

• HR strategy goals
• specific HRM functions/processes/practices goals (e.g. success of a recruitment plan)
• specific HRM support tools’ goals (e.g. resolution of conflict in teams)
• specific labour administration goals (e.g. successful agreement between unions)

Question 12

what evaluation is necessary for a HRIS

Answer 12

• cost-benefit analysis
• speed of obtaining information
• appropriateness of information received by recipients
• accuracy and timeliness

Question 13

the balanced scorecard model

Answer 13

check topic three, slide eleven

Question 14

how should a company appear in order to appeal stakeholders

Answer 14

• broad revenue mix
• good operating efficiency
• good enterprise financial health

Question 15

how should a company appear to its customers

Answer 15

• excellent service
• trusted business partner

Question 16

what business processes should a company excel at

Answer 16

• develop new products
• reduce cycle time
• provide rapid response
• shift to the appropriate channel

Question 17

how does a company sustain their ability to change and improve

Answer 17

• hire technical talent
• implement cross-training
• align personal goals
• increase employee productivity

Question 18

the emergence of knowledge economy diagram

Answer 18

topic three, slide twelve

Question 19

how does a company optimise knowledge as a strategic asset

Answer 19

• innovation
• unlearn what is obsolete
• learn faster in order to achieve a sustainable competitive advantage

Question 20

what is the process of data –> information –> knowledge

Answer 20

smart talent management:
- the process of obtaining information
- the process of learning

Question 21

what is information vs knowledge

Answer 21

info:
- gives meaning to data
- input to the learning process
- objective
- basic requirement
knowledge:
- gives meaning to information
- output of the learning process
- subjective
- source of competitive advantage

Question 22

what is organisational learning

Answer 22

• the process by which an organisation creates knowledge by selecting, interpreting and transforming information
• the created knowledge is institutionalised and embedded into organisational routines

Question 23

what is knowledge management

Answer 23

a set of policies, activities, programmes, and projects aimed at optimising the use of knowledge as a strategic resource (e.g. creating/organising/integrating/applying knowledge from and between people)

Question 24

what are the four complimentary pillars of an integrated approach to KM

Answer 24

hard aspects:
- information management
- IT tools (e.g. databases)
soft aspects:
- social interaction enhancement and structural change
- use of human resource practices that enable knowledge creation and sharing (e.g. talent attraction, training, performance appraisal)

Question 25

what are some smart talent/knowledge management strategy success factors (people based_

Answer 25

• develop a friendly culture
• flexible and decentralised structures
• promote a climate of trust
• promote maximum employee participation
• align HR system with KM needs