ALL HR Technology and People Analytics - D435 - Assessments

A company is expanding to multiple cities and has been advised to upgrade their human resources (HR) technology system to handle an increase in new hires.

What HR practice categories should this company target to optimize their human resources information system (HRIS) to facilitate this expansion?

Talent management and Service Delivery

What is talent management?

This HR practice allows the company to manage the recruitment and marketing of job positions. This involves sending the job offer to different employment databases and receiving and analyzing resumes. The HRIS usually has AI implemented for received resumes, which searches for the keywords needed in the requirements for the job.

What is service delivery?

This HR practice allows the company to have employee self-service applications so that newly hired staff can be onboarded while adding their personal data. The HRIS can combine this function with the help desk case management to resolve any issues that are not addressed by the onboarding knowledge base.

What human resources (HR) technology system describes a broad set of software modules for a specific HR practice category?

Functional suite application

What is a functional suite application?

A functional suite has many interfaces and uses for any particular area of the HR department. For example, the performance management suite can integrate HR data visualization, HR reporting, and dashboards to measure employee performance.

A company is planning for a global expansion and will need to implement human resources information systems (HRIS) in each new global location. Because each country will have a different set of regulations related to human resources (HR) (payroll, accounting forms, reporting bodies, etc.), the company should plan to use a separate localized software solution for each location.

True or False? Why?

False

Companies are not required to install localized HRIS. Additionally, a global HRIS has a few advantages, including standardized onboarding and organization-wide data set sharing.

When defining a persona configuration for different positions within the company, it is best to include a table detailing the level of access each position has to different areas of the human resources information system (HRIS).

True or False? Why?

True

The persona matrix is the table that has a list of HRIS areas and a list of positions within the company. Each position has different levels of access to each HRIS area.

What day-to-day tasks fall within the area of responsibility of a human resource information management (HRIM) professional?

Acting as the liaison between the human resources (HR) department and the technology - The HRIM position represents the HR department and discusses the technology being developed/managed.

Working as the human resources information system (HRIS) strategic planner to align the IT to the HR practices - The HRIM position designs the strategic plan of the IT behind the HRIS and aligns the technical configurations to company HR policies and labor law regulations.

What role within an organization is tasked with managing IT maintenance procedure workflows, setting up implementation reporting, and overseeing adoption and change management?

Functional HR support professional

What does a functional HR support professional do?

While not specifically part of the HRIS team, they can be from different areas within the HR department. These HR professionals help in carrying out the system upgrades or workflow changes, as well as perform functional reporting of the change management progress within a strategic plan.

Which features of such HRIS should an organization implement to ensure it is optimizing its profits?

Recording and processing authorizations and approvals for everyday activities and recording workflow activities that require constant data entry

A corporate wellness program can benefit from the hyperconnectivity of modern communication devices to provide employees with more personalized services that align directly to their interests.

True or False? Why?

True

Wellness programs can take advantage of hyperconnectivity by performing analytics that are specific to each employee. With this data, the organization can personalize employee experiences as a way to increase motivation and positive support.

What feature of a human resources information system (HRIS) was created to satisfy the needs of employees?

The ability to access payroll and benefits information on a 24/7 basis - Employees want to be able to access their payroll and benefits information at all times, and not just during working hours.

What can an organization effectively manage by utilizing the human resources information system (HRIS) to create reports from vast amounts of data?

Compliance reporting obligations - The ability to quickly pull the data needed for state, local, and even federally mandated reports enables the organization to manage the reporting obligations necessary to remain in compliance.

Which feature is part of a human resources information system (HRIS) benefits system?

The ability to sign up for a 401k program - Benefits are an important component of a compensation package and employee retention strategies. With an HRIS benefit program, employees can not only sign up for a 401k but also decide how much to contribute each pay period.

How is a human resources (HR) portal designed to improve the work life of an employee?

It provides access to a knowledge base with solutions to the routine issues employees face. - An HR portal has robust answers to all routine issues employees face, including displaying a knowledge base for all employees. It may also include access to HR systems that allow employees to submit HR-related requests.

What activities can supervisors complete through a manager self-service application?

Approving requests from employees - This system allows the supervisor to initiate employment-related actions and approve employee requests.

Effecting administrative activities for direct reports - This system allows the supervisor to effect any needed administrative changes for employees.

Employee case management applications allow employees to submit inquiries or resolve issues in a ticketing system.

True or False? Why?

True

Employees can send inquiries to a shared service function center, which categorizes requests into different tiered support levels depending on the issues being addressed.

What are two tools of timekeeping systems that make it easier for employees to log their hours? Describe them.

Self-service environments - These are computer systems in which the employees either input their time or have their supervisor preset their hours.

Input devices - These are hardware or software tools that have a digital time clock. These are generally used by hourly staff.

An HR manager has recently identified employee absence as a major contributor to lost revenue.

Which human resources (HR) IT feature can be implemented to address the issue of lost revenue as a result of unexpected employee absences?

Add an HR system module specialized in analyzing the parameters and automating the need for replacements - Absence management applications that have built-in data analysis can predict how many workers will be absent and have a group of replacement employees to call on.

Workforce scheduling applications are not employee self-service oriented; employees cannot build their own schedules or swap shifts with another member of staff.

True or False? Why?

False

Workforce scheduling applications are employee self-service; as such, staff can make their own schedule. In newer applications, employees can even swap shifts if need be with another fellow staff.

A company is planning to hire several candidates to fill new positions within the organization.

Which modules should this company look for to add efficiency when choosing an HR system to assist with this process?

A module that handles the marketing of a job position, the reception of applications, and applies the applicant tracking system for analysis - Organizations seek to use software applications that automatically market an open job position. At the same time, the software (either a client-server application or an Infrastructure as a Service [IaaS]) can receive electronic resume files from applicants and then use ATS technology to analyze them.

A module that handles the relationship management of all candidates by sending customized automated messages - Solutions that send automated customized messages to all candidates are an effective recruiting method. For example, a templated message that inputs the name of the candidate that an organization is looking to recruit.

Onboarding applications manage the process of transitioning a job candidate into a new employee but are not used to transition existing employees into new roles within the same company.

True or False? Why?

False

Onboarding applications are designed to help an employee quickly acclimate to their new role. This is true of any employee starting a new role, regardless of whether they are an existing employee.

An organization is hiring an outside consultant to help them improve sales by implementing automated revenue metrics across different departments.

Which recommendation could the consultant provide that would target the organization's goal to increase its sales?

Establish quota performance goals and assess employees' outcomes periodically - A company that establishes quota performance goals for employees can conduct periodic performance evaluations. That is because the metrics measure discrete units of sales units, and the organization can easily identify and target areas for improvement.

What is one of the major issues that impacts the technology surrounding compensation and rewards?

Assessing work based on skills rather than titles - Although two positions have the same titles, their job duties might be vastly different, as well as their compensation packages. The ability to automate benchmarking or comparing like-kind jobs is just not possible with today's technology.

Why do companies invest more in recruiting and hiring technology than in skills and competency programs?

Skills and competency programs require constant upkeep and maintenance. - Skills and competencies are always changing and require constant maintenance of HRIS applications. Additionally, it is not easy to demonstrate the value of a skills HRIS program.

What percentage of organizations have a human resources management system (HRMS) in place?

Over 80%

Over 87 percent of organizations have an HRMS in place.

What is infrastructure as a service or IaaS?

It is an on-demand computing environment making applications and data available via the public internet. - The definition clearly defines infrastructure as a service or IaaS.

Which term is also referred to as the term human resource management system (HRMS)?

Human resource information system (HRIS) - The HRMS is sometimes called a Human Resource Information System. - The HRMS is sometimes called a Human Resource Information System.

What are functional human resources (HR) support roles that support HR technology?

They are HR professionals from various HR practice areas that help manage functional-specific setup and maintenance requirements. - These are functional HR support roles.

What is the title given to a human resources (HR) professional who has a broad range of HR responsibilities and provides HR services across the organization as needed?

HR generalist - An HR professional who has a broad range of HR responsibilities and provides HR services across an organization, the person is called an HR Generalist.

Which human resources (HR) application category addresses workforce limitations and is a relatively new addition to HR systems?

Talent management - Talent management is rather recent to HR system which has been introduced seeing challenges in a tight workforce.

What is the purpose of a software module in human resources (HR) technology systems?

It creates a separate space in a software application that partitions off datasets, security, or content. - A software module is a part of a software program that creates a separate space in a software application that partitions off data sets, security, or content.

An accounts manager of a company wants to automate the salary process in the organization. The manager is looking for a system that organizes and automates the workforce payments and schedules, records, and calculates taxes and deductions to process the payments.

What part of the core human resource information system (HRIS) application will benefit the manager?

Payroll - The payroll solution is a core human resource application that manages, organizes, and automates workforce payments, streamlining the process from scheduling, record-keeping, and calculating taxes and deductions to processing the actual payment.

With the start of the new year, an IT company gives its eligible employees a pay increase. An employee has a problem with their paycheck because the pay increase was not considered while issuing the paycheck.

What human resource information system (HRIS) application would handle this concern?

Core human resources administration applications - Core HR administration applications oversee payroll, Core HRMS, benefits, health, safety, and wellness.

A multinational organization provides benefits to its employees by accessing their information through self-service applications. When using a self-service application, an employee is prompted to enter their password and an access code texted to their mobile phone on file.

What type of security is being used for the benefit of employees to access the application?

Two-factor authentication - Two-factor authentication ensures authorized employees have access to the self-service application and require an access code.

A company's human resources (HR) division employs a compensation and rewards application to carry out pay analysis and create payment structures.

What problem will affect the technological environment in which these applications operate?

The requirement to evaluate performance based on skills applied rather than job titles. - The issue affecting the application of compensation and awards is the requirement to evaluate work based on abilities applied rather than job position titles. When doing compensation analyses and creating salary structures, this presents a hurdle.

The human resources department of a company is looking for an application that can help in the calculation of accrued vacation time and compensation provided to absent employees. The company wants to analyze this data to determine the paid time off.

What application meets the need of the human resources department?

Leave management application - Employees have access to a gateway through the leave management application for both long- and short-term leave requests. The system may be used to calculate employees' vacation time and the compensation they get while they are away.

Employees at a steel manufacturing company work different hourly schedules. The company must maintain accurate attendance records to ensure the schedules meet the needs of the manufacturing quotas. The supervisor, however, is unable to keep track of employee attendance using head count.

What back-office application will be most beneficial to the company in this scenario?

Absence management application - This application helps maintain track of an employee's absence during expected work hours due to illness, vacation or other unforeseen issues.

The human resources department of an IT company must manage and preserve various application forms, résumés, documents, and company policies. To accomplish these responsibilities and to streamline all the procedures involved in content generation and maintenance, the company makes use of a human resources content management tool.

What additional advantage may the company get from using this application?

The application also functions as a tool for document management process reporting. - The application for human resource content management serves as a tool for document management process auditing and reporting.

What human resources (HR) function was made possible by the Fourth Industrial Revolution (4IR)?

The ability to process big data and utilize people analytics in HR decision-making - The Fourth Industrial Revolution has provided HR with access to large amounts of data and advanced analytics tools. People analytics enables HR professionals to make data-driven decisions about talent acquisition, performance management, employee engagement, and workforce planning, among other areas.

Which statement is true for both innovation and disruption?

Disruption is about transforming industries, while innovation focuses on new approaches. - Disruption involves shaking up existing industries or markets by challenging established practices, business models, or products/services.

On the other hand, innovation focuses on creating new and novel solutions, such as implementing gamification techniques for employee training and development.

The Director of Human Resources (HR) is requesting a significant amount of money to purchase a new human resources information system (HRIS).

What is a true value proposition that they can use to justify this cost?

HR digital transformation enhances employee self-service and empowers autonomy. - HR digital transformation provides employees with self-service portals, mobile apps, and chatbots, enabling them to access HR information and services. This self-service approach reduces administrative burdens and empowers employees to take ownership of their HR needs.

What is an outcome of human resources (HR) transformation?

HR transformation places a strong emphasis on employee-centric approaches and experiences. - HR transformation focuses on creating employee-centric approaches and experiences. It aims to align HR practices with employees' needs and expectations, fostering engagement, well-being, and career development. By leveraging technology and innovative solutions, HR can provide personalized experiences that enhance employee satisfaction and contribute to a positive work culture.

What are the key characteristics that are concealed in a digital mindset?

Agile thinking, understanding patterns, adopting diversity, collaborative approach - Agile thinking, understanding patterns, adopting diversity, and collaborative approach are the key characteristics that are concealed in a digital mindset.

How can human resources (HR) demonstrate its ability to both effectively adapt and implement changes?

By creating inclusive and diverse workplaces - HR adaptation involves creating inclusive and diverse workplaces that support equity, belonging, and diversity. HR needs to implement strategies for diversity and inclusion, such as unconscious bias training, diverse hiring practices, and inclusive policies, to ensure a fair and inclusive work environment where all employees feel valued and respected.

What action can an organization take to demonstrate the application of VACA (Value, Analytics, Collaboration, and Agility) in human resources (HR)?

Focusing on aligning HR practices with the organization's mission and values, promoting employee engagement and well-being - VACA in HR emphasizes delivering value by aligning HR practices with the organization's mission and values. HR should prioritize employee engagement and well-being, fostering a positive work environment that supports the growth and success of employees and the organization.

Define Growth Mindset

A growth mindset refers to the belief that intelligence, skills, and abilities can be developed and improved through dedication, effort, and continuous learning. Individuals with a growth mindset embrace challenges, view failures as opportunities for learning and growth, persist in the face of setbacks, and are open to feedback. They believe that their potential is not predetermined but can be developed over time with practice, hard work, and the right strategies. People with a growth mindset tend to have a more positive attitude toward learning, are motivated to develop their abilities, and are more resilient in the face of obstacles.

Define Fixed Mindset

A fixed mindset, on the other hand, refers to the belief that intelligence, skills, and abilities are fixed traits that cannot be significantly changed. Individuals with a fixed mindset believe that their talents and capabilities are innate and predetermined, leading them to avoid challenges or situations where they might make mistakes or face failure. They tend to attribute success or failure to inherent qualities rather than effort. Feedback or criticism is often taken personally and seen as a reflection of their self-worth. People with a fixed mindset may shy away from opportunities to grow or develop their skills because they fear failure or believe that effort will not lead to meaningful improvement.

Explain the difference between a growth mindset and a fixed mindset.

The key differences between growth mindset and fixed mindset lie in the belief systems individuals hold regarding their abilities and potential for growth. A growth mindset fosters a belief in the malleability of intelligence and skills, promotes resilience, embraces challenges, and values effort and learning. A fixed mindset, on the other hand, assumes that abilities are fixed, leading to avoidance of challenges, resistance to feedback, and a belief that effort may not yield significant improvement.

What is the economic measure of organizational culture?

It includes analyzing financial metrics alongside employee performance indicators. - Economic measurement of organizational culture involves analyzing financial metrics, such as revenue, profitability, and return on investment, alongside employee engagement surveys and performance indicators.

An organization is interested in implementing people analytics into its human resources (HR) workflows. What is an effective application of people analytics?

Identifying skill gaps in the workforce to develop personalized training programs - By leveraging people analytics, the organization can analyze employee skills, performance, and career aspirations to identify skill gaps. Based on this analysis, personalized training and development programs can be designed to address those gaps, enhance employee capabilities, and support their career growth.

The human resources (HR) team has been tasked with implementing more strategic planning approaches in their processes. Which action can the HR team take to target this goal?

Succession planning: Proactively identifying and developing high-potential employees for key leadership positions - Succession planning is a strategic HR consideration as it involves identifying and nurturing talent within the organization to fill critical roles in the future. It ensures a smooth leadership transition and maintains organizational continuity.

A company is interested in exploring a data-driven transformation empowered by analytics. What is a barrier to harnessing the power of data and insights that would derail their plans?

Silos and data fragmentation: Scattered data across various systems and departments making it challenging to analyze holistically - Silos and data fragmentation can be significant barriers to harnessing the power of data and insights. Organizations need to establish data governance frameworks and implement systems that facilitate data integration and collaboration.

What is the difference between cultural fit and cultural contribution?

Cultural fit focuses on the alignment between an individual's values and the existing organizational culture, while cultural contribution emphasizes the active role individuals play in shaping and enriching the organizational culture. While cultural fit seeks compatibility, cultural contribution encourages diversity and active participation in shaping the culture. Cultural fit assumes that maintaining a stable and consistent culture is important, whereas cultural contribution acknowledges that organizational culture can evolve and improve through the contributions of diverse individuals. Cultural fit may reinforce the existing culture without significant change, while cultural contribution has the potential to bring about positive change, innovation, and growth by challenging existing norms and promoting inclusivity.

Human resources (HR) introduces a digital onboarding platform that streamlines and automates the employee onboarding process, reducing paperwork, improving efficiency, and enhancing the employee experience. What is this type of change?

Process-oriented change - Process-oriented change for a company refers to making systematic and deliberate modifications to its operational processes, workflows, and procedures. It involves analyzing and redesigning existing processes to enhance efficiency, effectiveness, and quality.

Human resources (HR) is planning to switch to a new company for payroll. They communicate the reasons for the change and engage in open discussions, address concerns, and provide training to prepare employees for the upcoming change. A month later, HR introduces the new performance management system. They provide clear guidelines, tools, and resources for employees to understand and navigate the new system. In addition, they also establish support structures and regular check-ins with the department heads. Three months after the new system is in place, HR examines the effectiveness of the system, collects feedback from employees, and makes a few necessary adjustments.

What change model did they use?

Lewin's Change Management Model - Lewin's stages of unfreezing, change, and refreezing correspond to the change process used by HR for the rollout of a new payroll system.

Human resources (HR) aligns its strategy with the overall business strategy, ensuring that HR initiatives and programs support organizational goals. For example, if the business strategy focuses on rapid expansion, HR might develop recruitment and talent acquisition strategies to attract and retain top talent to meet the growing needs.

What change model does this step apply to?

McKinsey 7-S Model - In the given scenario, HR aligns its strategy with the overall business strategy, ensuring that HR initiatives and programs support the organizational goals. This aligns with the strategy element of the McKinsey 7-S model.

What change model can help predict and manage employee reactions to change, such as when an employee switches teams or increases their responsibilities on a certain project?

Kubler-Ross Change Curve - The change curve is specifically designed to understand and manage individual reactions to change. It helps predict and guide employees through the emotional journey they experience during transitions, such as switching teams or taking on increased responsibilities.

Which two steps in Kotter's 8-Step Change Model emphasize the need to create a sense of urgency in order to mobilize employees and stakeholders for change?

Step 1: Establish a guiding coalition - This step emphasizes the importance of forming a dedicated team of influential leaders who understand the need for this change to happen at this particular time.

Step 3: Communicate the vision - This step involves effectively communicating the vision for change to create a sense of urgency and align employees and stakeholders around the need for change.

What are valuable change management assets?

Employee empowerment - Empowering employees by involving them in decision-making, telling them what actions they can take, what actions they must take, providing them with the necessary resources, and fostering a sense of ownership can enhance their commitment and participation during change initiatives.

Clear and effective communication - Effective communication is crucial in change management as it helps to convey the purpose, benefits, and expectations of the change to stakeholders, reducing resistance and increasing engagement.

An organization wants to implement a new performance management system. They determine that Lewin's Change Model would be the best fit. The model is particularly effective in situations where a specific change needs to be implemented and there is a need to manage the transition effectively.

What should the company's actions be for each of the stages?

Name each stage of change, and then explain what the organization does at that stage

Unfreeze: The organization recognizes the need for change in its performance management system and communicates the reasons behind the change to employees. This step aligns with Lewin's model, which emphasizes the importance of creating awareness and readiness for change.

Change: The organization introduces and implements the new performance management system, providing clear guidelines, training, and support to employees. Lewin's model emphasizes the need to execute the change effectively, involving active involvement and participation of employees in the process.

Refreeze: The organization stabilizes and reinforces the new performance management system by integrating it into the organizational culture and practices. Lewin's model recognizes the importance of embedding the change into the organization to make it the new norm.

What is a chronological step when human resources (HR) is planning a project involving the installation and rollout of a new human resources information system (HRIS)?

Conducting a needs assessment to determine system requirements before selecting the HRIS platform - This is correct because understanding the organization's needs and requirements is essential for selecting the most suitable HRIS platform.

What is an advantage of using a Gantt chart in human resources (HR) projects?

Gantt charts help HR to track project progress and identify potential bottlenecks or delays. - This is a correct answer because a Gantt chart allows HR professionals to monitor the progress of tasks and identify any obstacles or delays, enabling timely interventions and adjustments to keep the project on track.

What is a key element in a project timeline?

Project dependencies - Dependencies describe the relationships between different tasks, indicating which tasks need to be completed before others can begin. Durations and dependencies are essential for creating a realistic project schedule.

Which stage of a project has the highest level of uncertainty and the lowest cost of changes?

Starting the project - The initiation phase typically has the highest level of uncertainty and the lowest cost of changes since it involves defining the project objectives, assessing feasibility, and determining the project scope. During this phase, key decisions are made, and there may be uncertainties related to project goals, requirements, and stakeholder expectations.

What is an impartial business case that includes human resources (HR) implications?

Designing an employee training program with different options for training methods, content delivery, and assessment approaches - This is a correct answer because it involves HR implications related to employee development, requiring decision-makers to analyze and select from multiple alternatives to design an effective training program.

Creating a comprehensive benefits package with different options for healthcare plans, retirement savings, and wellness programs - This is correct because it involves HR implications related to employee benefits, requiring decision-makers to analyze and select from various alternatives to design a competitive and attractive benefits package.

What is an advocacy business case with human resource (HR) implications?

Developing a leadership development program will cultivate a strong talent pipeline, ensuring long-term staffing. - This is correct because it emphasizes the strategic value of HR investments in developing future leaders and aligning talent with business objectives.

Introducing flexible work arrangements will decrease the cost of office space for employees who remain virtual. - This is correct because it articulates the direct impact on business objectives and financial outcomes.

Name the five main phases of a project and describe what occurs during each phase.

Initiation: In this phase, the project is defined and its feasibility is assessed. The project objectives, scope, and deliverables are determined, and a project charter is created. Key stakeholders are identified, and initial planning activities take place.

Planning: This phase involves detailed planning of the project. Project tasks, activities, and milestones are defined, and a project schedule is developed. The project team is assembled, roles and responsibilities are assigned, and project resources are allocated. Additionally, risk assessment and mitigation strategies are established, and a communication plan is created.

Execution: In this phase, the project plan is put into action. Project tasks are executed, and the project team carries out their assigned activities. Regular project meetings are conducted, and progress is monitored. Changes and deviations from the plan are managed, and project deliverables are produced.

Monitoring and Control: This phase focuses on tracking the project's progress and performance. Key performance indicators (KPIs) are monitored, and project metrics are analyzed. Any issues or risks that arise are addressed and managed. Regular project status reports are generated, and necessary adjustments to the project plan are made to keep the project on track.

Closure: The closure phase marks the completion of the project. Project deliverables are reviewed and accepted, and a formal project closure report is prepared. Lessons learned are documented, and final project documentation and resources are archived. A project review is conducted, and the project is formally closed, releasing project resources.

An operating model is formed from the working best practices of that company.

True or False? Why?

False

Operating models are individually created from the needs of the company and not from best practices.

A human resource (HR) manager has been focusing on creating dedicated spaces within the office where employees can collaborate, exchange ideas, and work together on projects. They hope that these spaces will help to facilitate teamwork, brainstorming, and knowledge sharing.

Which HR enabler tool is the HR manager using?

HR work styles enablers - HR work style enablers refer to the tools, practices, and initiatives that support flexible and productive work styles within the HR function. These enablers empower HR professionals to optimize their work arrangements so that communication and collaboration are optimal.

Which dimension of organizational effectiveness are governance and business service design?

Organization design - Organizational design focuses on optimizing organizational structures and ensuring the right people will be in place at the right time.

Which correctly describes human resource (HR) agility in action?

HR implementing flexible staffing strategies to accommodate a surge in demand for its services - HR agility refers to the capacity of HR to adapt and respond promptly to changes in the external and internal business landscape. By being agile, HR can effectively address challenges, seize opportunities, and support the organization in achieving its goals. This scenario captures the essence of HR agility by emphasizing the ability to respond quickly and make necessary adjustments.

A company is in the process of selecting a new human resources information system (HRIS) program to streamline their human resource (HR) processes and enhance efficiency. They have decided to issue a Request for Information (RFI) to potential vendors to gather information about their HRIS offerings.

Which topics would likely be included in the RFI for the HRIS program?

Ability to incorporate current data - The ability to convert the current HRIS into the new system will affect both cost and time so it should be in an RFI.

Performance management capabilities - Modern HRIS programs should be able to track performance management so that managers can make operational and strategic decisions.

A company is facing challenges related to employee productivity, retention, and overall organizational performance. The human resources (HR) department has been tasked with identifying and implementing HR practices to increase organizational outcomes.

Which HR practices should the HR department implement?

Introducing talent acquisition and recruitment strategies - Workforce planning has a direct correlation to organizational outcomes since it enables the organization to hire the right people for the right positions.

Organizing employee birthday celebrations - Employee relations are a central function of HR and have a close relationship with organizational outcomes.

With self-service human resource (HR) systems, cloud computing, and mobile device interfaces, line managers are expected to perform many processes that were traditionally the responsibility of HR. Compare and contrast the traditional role of human resources with the modern role of human resources.

The traditional role of human resources focused primarily on administrative functions and transactional tasks. HR professionals were responsible for tasks such as payroll processing, benefits administration, record-keeping, and ensuring compliance with labor laws and regulations. They played a vital role in managing employee files, handling employee grievances, and facilitating disciplinary actions. Additionally, HR was responsible for recruitment and selection, conducting interviews, and onboarding new employees. Training and development initiatives were also part of the traditional HR role, where HR professionals organized training programs and workshops to enhance employee skills and knowledge.

In contrast, the modern role of human resources has evolved to become more strategic and proactive. With the advent of self-service HR systems, cloud computing, and mobile device interfaces, many administrative tasks have been automated, shifting the focus of HR professionals toward strategic initiatives. Modern HR professionals now play a crucial role in aligning HR strategies with organizational goals and driving cultural transformation. They actively participate in strategic planning, workforce analytics, and talent management. The modern HR role emphasizes employee engagement, performance management, and creating a positive work environment. HR professionals also play a critical role in fostering diversity and inclusion, promoting employee well-being, and addressing workplace challenges such as remote work and flexible arrangements. Overall, the modern HR role encompasses a broader scope of responsibilities, emphasizing strategic thinking, data-driven decision-making, and a focus on enhancing the employee experience.

Economists have predicted that a recession will occur within the next year. The board of directors has asked the human resources (HR) director to devise a strategy that will leverage their workforce.

Which strategy should the HR director recommend?

Focus on the human element - That's right! HR must concentrate on their people assets, the human part of human resources.

Which are moments that matter in the organizational journey experience?

Culture, job, technology - Culture, job, and technology are all part of the organizational journey experience.

An engineering company has made the decision to allow employees to choose their percentage of time working remotely. They have remodeled the office to allow for open and shared work desks. The company will be placing a priority on their messaging, booking, and access to IT functions.

Which digital workplace framework have they prioritized?

Workplace productivity - In the modern workplace framework, productivity tools include messaging, booking, scheduling, and access.

What are the four building blocks of an artificial intelligence and automation strategy?

Capacity, skills, data, infrastructure - These are the four building blocks that are vital to forming an effective artificial intelligence and automation strategy and approach.

A retail chain's sales have decreased to the point where they are closing some stores and restructuring the organization of their headquarters office.

Where should human resources (HR) be focusing their resources during this time of workforce transition?

Human capital investment - The primary focus of HR should always be on human capital, during times of change and times of normalization.

When focusing on enhancing employee skills and knowledge, which approach emphasizes acquiring new skills related to emerging technologies and trends that relate to their current position?

Upskilling - Upskilling is preparing your employees for major changes in their current position.

Which is an example that exemplifies disruptive innovation?

A hospital chain opens urgent care facilities in high-traffic areas to offer same-day no-appointment doctor service as well as minor emergency care. - Disruptive innovation includes applying new technology or processes to the existing business model of the organization in the current market.

A marketing team creates multiple versions of a website landing page with different designs and content to analyze user engagement and identify the most effective layout.

Which type of innovation tool are they using?

Rapid prototyping - Rapid prototyping is the development of rough prototypes of new products and components that can help foster an innovative design through various iterations to bring the final product to market more rapidly.

What are the three leadership principles that will help leaders be successful in times of uncertainty?

Appetite to learn, mindset to implement change, commitment to values - The appetite to learn, the mindset to implement change, and the commitment to values are the three leadership principles that will help leaders to lead successfully in times of uncertainty.

The human resources (HR) department proposes a new initiative to implement a flexible work arrangement policy. When presented to the leadership team, the proposal receives lukewarm support and limited resources for implementation. The leadership team expresses concerns about potential challenges in monitoring employee performance, maintaining collaboration, and ensuring consistent customer service.The HR department faced several obstacles in fully implementing the flexible work arrangement policy: they lacked adequate resources and struggled to communicate the benefits of the initiative to employees, which led to resistance among staff members.What was the major barrier that HR failed to address that hindered the successful implementation of their innovation?

Insufficient leadership support - The root cause was resistance from leadership to the proposal, and as a result, the HR department did not receive the resources to properly implement the innovative change.

What role does human resources (HR) have in fostering innovation in their organization?

HR plays a multifaceted role in fostering innovation by attracting and developing talent, shaping culture, facilitating collaboration, aligning incentives, managing change, and promoting diversity and inclusion. By embracing these responsibilities, HR can create an environment that nurtures innovation and supports the organization's ability to adapt and thrive in an increasingly competitive and fast-paced business landscape.

What is an agility approach to building a better society from an organizational point of view when considering the workforce?

Embracing diversity and fostering inclusive practices - An agile approach to building a better society from an organizational point of view requires adaptability, flexibility, and an openness to change. Embracing diversity and fostering inclusive practices aligns with these principles.

Which action is an example of an organization applying the ecosystem model?

An organization collaborating with competitors to address common industry challenges - The ecosystem model emphasizes collaboration, interdependence, and partnerships among different entities within an industry or sector.

Provide an example of an application of community-driven learning?

An internal online forum where employees can share knowledge and collaborate on projects - Community-driven learning involves fostering a collaborative and interactive learning environment where individuals within a community actively contribute, share knowledge, and learn from one another.

The human resources (HR) department has been tasked to recommend an initiative that will leverage social capital within the organization.

Which program taps into social capital?

Establishing a mentorship program within the company to foster professional development - This program leverages social connections and relationships within the organization to foster professional development and create a supportive learning environment. Mentoring relationships build social capital by facilitating the exchange of insights, promoting networking, and enhancing collaboration among employees.

Social capital and human capital are distinct but complementary concepts that play vital roles in organizations. Explain the difference between social capital and human capital.

Social capital refers to the network of relationships, trust, and social norms within and outside an organization. It encompasses the value derived from social connections, such as cooperation, collaboration, and information exchange. Social capital facilitates collective action, knowledge sharing, and problem-solving. It enables organizations to tap into the collective resources and support available through their networks. Social capital is built over time through social interactions, trust-building, and investments in relationships.

Human capital focuses on the skills, knowledge, and expertise possessed by individuals within an organization. It represents the intellectual and productive capacity of employees and their potential contribution to the organization's goals. Human capital is acquired through education, training, and professional development. It enables employees to perform tasks, make informed decisions, and apply their expertise effectively. Human capital is more transferable across individuals, as it is tied to the capabilities and qualifications that individuals possess.

A human resources (HR) team is considering implementing a human resource information system (HRIS) as part of an overall company strategy to embrace digital technologies.

What is the primary reason HR would have for implementing this goal?

To enhance collaboration. - Participating in these initiatives helps foster collaboration and break down silos.

A broadcasting company is implementing a human resource information system (HRIS) to improve process efficiency. The implementation team is trying to analyze the effects of the new system over another system in the organization.

Which concept is the implementation team working on?

Interdependence - The scenario describes a study of the interdependence between the systems.

A brick-and-mortar retailer has decided to close all its stores due to rising operational and overhead costs. To sustain the business, the company decides to move its retail business online.

Which type of business transformation is the company implementing?

Digitalization - Digitalization is the process of moving to a digital business model.

An information technology (IT) professional has extensive experience providing technical support. However, the employee frequently rejects opportunities to learn new IT business processes and believes that experience and talent are sufficient to advance in the organization.

Which type of mindset of the employee is impacting the organization's ability to achieve its objectives?

The employee has a fixed mindset. - A fixed mindset is a mindset that connects success to fixed personal characteristics like intelligence and talent. In this case, the employee believes that experience and talent alone are the core traits needed for advancement.

A corporation has a significant turnover rate. The corporation is seeking to change its business model and operations to attract, develop, and retain staff. The chief executive officer (CEO) of the corporation has decided to partner with the company's chief operations officer (COO) to understand how to facilitate organizational change.

What needs to be the foundation of the transformational change initiative?

Culture - Culture is the foundation of transformational change initiatives.

A company is experiencing the effects of low employee morale. Profits and revenue are down and turn-time for daily operations is steadily increasing each month. To solve the issue, company leadership decides to foster a more human-centered approach with staff.

What can the company do to facilitate a more human-centered approach with its employees?

Reward outstanding behavior. - Rewarding outstanding behavior is a way the company can facilitate a more human-centered approach with its employees and boost morale.

A multinational company wants to implement the Work 4.0 paradigm. The company uses this strategy to incorporate a need for new skill development. This requires on-the-job training and continuous learning environments for the workforce and the entire company.

Which aspect of the Work 4.0 paradigm is the company focusing on?

Lifelong learning - The model's lifelong learning component emphasizes workplace training and the ongoing education of employees.

An organization prepares to work on human development, considering it important for sustainable development goals.

Which major area should the company focus on to bring this development?

Enhancing equity by widening the gender dimension - To ensure human development, the company should focus on increasing equity and giving chances to all genders equally in the workplace.