SHRM Exam Prep - The Common Trap Candidates Fall Into
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SHRM-CP Organization Questions - Part 4
1. IT Purchasing Process An HR function has purchased applicant tracking software that allows external recruiters to access certain areas of the organization's information system. Throughout the purchasing process, HR has excluded the IT function. What is a possible outcome?
A) The vendor will refuse to implement theΒ new system.
B) The applicant tracking system will not meet the HR organization's needs.
C) IT refuses to allow the software to be loaded into the system.
D) The applicant tracking system will not work properly.
2. Which is a challengeΒ when followingΒ a best-of-breed HRIS purchasing strategy?
A) Working with multiple vendors
B) IntegratingΒ data and technological infrastructure
C) Having a common interface across applications
D) AcceptingΒ increased access to data by employees
3. An organization is entering the decline phase of its growth, and leaders are uncertain about its future. Still, all departments must continue to fulfill their tasks, now with a steadily decreasing head count. HR would like to purchase new technology that would support required productivity levels without new hiring. Would a software as a service (SaaS) technology meet this organization's needs?
A) No, it will decrease the organization's flexibility and ability to shift to other solutions.
B) Yes, because the service can be scaled to the organization's changing needs.
C) No, it will require too much support from the overburdened IT function.
D) Yes, it will be compatible with the organization's current technology.
4. Why are multi-criteria decision analysis (MCDA) tools particularly useful for teams who are purchasing HR technology?
A) By focusing on specific criteria, the tool decreases the risk of making a bad choice.
B) The tool can be scaled up to accommodate a large pool of possible vendors.
C) The tool can reduce the need for lengthy, time-consuming research.
D) Scoring can be adjusted to reflect an organizationβs unique technology needs.
5. Managing Technology Opportunities and Risks HR works with IT to develop policies and procedures for Internet use and social media posts on the organization's network. Which best describes the impact of this policy?
A) Preserving the organization's employee value proposition
B) Limiting legal liability and ensuringΒ data security
C) Increasing productivity and eliminating outside distractions
D) Facilitating the monitoring of employee work practices
A) The vendor will refuse to implement theΒ new system.
B) The applicant tracking system will not meet the HR organization's needs.
C) IT refuses to allow the software to be loaded into the system.
D) The applicant tracking system will not work properly.
2. Which is a challengeΒ when followingΒ a best-of-breed HRIS purchasing strategy?
A) Working with multiple vendors
B) IntegratingΒ data and technological infrastructure
C) Having a common interface across applications
D) AcceptingΒ increased access to data by employees
3. An organization is entering the decline phase of its growth, and leaders are uncertain about its future. Still, all departments must continue to fulfill their tasks, now with a steadily decreasing head count. HR would like to purchase new technology that would support required productivity levels without new hiring. Would a software as a service (SaaS) technology meet this organization's needs?
A) No, it will decrease the organization's flexibility and ability to shift to other solutions.
B) Yes, because the service can be scaled to the organization's changing needs.
C) No, it will require too much support from the overburdened IT function.
D) Yes, it will be compatible with the organization's current technology.
4. Why are multi-criteria decision analysis (MCDA) tools particularly useful for teams who are purchasing HR technology?
A) By focusing on specific criteria, the tool decreases the risk of making a bad choice.
B) The tool can be scaled up to accommodate a large pool of possible vendors.
C) The tool can reduce the need for lengthy, time-consuming research.
D) Scoring can be adjusted to reflect an organizationβs unique technology needs.
5. Managing Technology Opportunities and Risks HR works with IT to develop policies and procedures for Internet use and social media posts on the organization's network. Which best describes the impact of this policy?
A) Preserving the organization's employee value proposition
B) Limiting legal liability and ensuringΒ data security
C) Increasing productivity and eliminating outside distractions
D) Facilitating the monitoring of employee work practices
1. Right Answer: C
Explanation: HR's approach to this project does not recognize IT's responsibilities and needs. IT may refuse to allow the system to be installed on a shared system out of concern for security and incompatibilities or because they cannot estimate the demand the additional technology will have on IT's support resources.
2. Right Answer: A
Explanation: Organizations that implement a best-of-breed (BOB) strategy pick the best applications for each HR functional area, working with one or more vendors. For example, the organization might use a recruiting solution from one vendor and a payroll system from another. Increased access for many users (such as employees, managers, health insurers, workers' compensation carriers, senior executives, job applicants, and regulatory agencies)Β may apply to BOB or integrated solutions. The other choices here are characteristics of integrated solutions.
3. Right Answer: B
Explanation: SaaS technology would meet this organization's needs because the service is generally priced according to the volume of use. Up-front costs are minimized, which fits with the limited cash flow in this type of organization and makes switching to another solution fairly simple. Another benefit of SaaS here is that, in most cases, it will not place a heavy burden on IT; the vendor performs most support tasks. The possible disadvantage is that integrating the software with existing technologies may be a challenge that IT cannot perform.Β What is the first step in an HRIS implementation? Selecting a project committee Assessing organizational needs Soliciting vendors Evaluating available systems Needs must be determined before selecting a project committee, soliciting vendors, or evaluating available systems. The organizational needs will drive what vendors are selected and what systems will be reviewed.
4. Right Answer: D
Explanation: MCDA tools weight specific purchase factors according to their importance to the organization. For example, the tool may weight scalability more heavily for an HR organization that anticipates growth in the near future. The tool is scalable in that it will accommodate more vendors, but that is not its most useful characteristic. It does not reduce risk or the need for research. The quality and comprehensiveness of the research will reduce the risk of making a poor decision.
5. Right Answer: B
Explanation: Policies restricting access to certain websites (e.g., sexual content) aim at managing risk to the organization's data security posed by questionable sites. The policy may also deter downloading of materials that could be used to harass other employees and pose legal liabilities for the organization. This policy is not aimed at increasing productivity or monitoring activity. It may indirectly preserve the organization brand by preventing problems, but this is not its primary purpose.
Explanation: HR's approach to this project does not recognize IT's responsibilities and needs. IT may refuse to allow the system to be installed on a shared system out of concern for security and incompatibilities or because they cannot estimate the demand the additional technology will have on IT's support resources.
2. Right Answer: A
Explanation: Organizations that implement a best-of-breed (BOB) strategy pick the best applications for each HR functional area, working with one or more vendors. For example, the organization might use a recruiting solution from one vendor and a payroll system from another. Increased access for many users (such as employees, managers, health insurers, workers' compensation carriers, senior executives, job applicants, and regulatory agencies)Β may apply to BOB or integrated solutions. The other choices here are characteristics of integrated solutions.
3. Right Answer: B
Explanation: SaaS technology would meet this organization's needs because the service is generally priced according to the volume of use. Up-front costs are minimized, which fits with the limited cash flow in this type of organization and makes switching to another solution fairly simple. Another benefit of SaaS here is that, in most cases, it will not place a heavy burden on IT; the vendor performs most support tasks. The possible disadvantage is that integrating the software with existing technologies may be a challenge that IT cannot perform.Β What is the first step in an HRIS implementation? Selecting a project committee Assessing organizational needs Soliciting vendors Evaluating available systems Needs must be determined before selecting a project committee, soliciting vendors, or evaluating available systems. The organizational needs will drive what vendors are selected and what systems will be reviewed.
4. Right Answer: D
Explanation: MCDA tools weight specific purchase factors according to their importance to the organization. For example, the tool may weight scalability more heavily for an HR organization that anticipates growth in the near future. The tool is scalable in that it will accommodate more vendors, but that is not its most useful characteristic. It does not reduce risk or the need for research. The quality and comprehensiveness of the research will reduce the risk of making a poor decision.
5. Right Answer: B
Explanation: Policies restricting access to certain websites (e.g., sexual content) aim at managing risk to the organization's data security posed by questionable sites. The policy may also deter downloading of materials that could be used to harass other employees and pose legal liabilities for the organization. This policy is not aimed at increasing productivity or monitoring activity. It may indirectly preserve the organization brand by preventing problems, but this is not its primary purpose.
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