ABM B - Unit 16- Set 1 - Motivational Banker

1. What does utilizing HR data aim to achieve?

Reduction in decision-making effectiveness

Decrease in workforce productivity

Enhancement in decision-making and adding value to the company

Increase in administrative tasks

Question 1 of 27

2. What kind of information is typically stored in HR databases?

Only employee schedules

Employee details, schedules, timesheets, expenses, and more

Limited data related to absenteeism

Data not relevant to HR tasks

Question 2 of 27

3. How does HR knowledge of data management benefit decision-making?

It restricts data possibilities within the organization.

It limits the understanding of data storage and analysis.

It enables data-driven decisions and leverages data possibilities.

It decreases the need for data reporting.

Question 3 of 27

4. What strategic tasks does HRIS enable HR professionals to focus on?

Routine data entry

Administrative tasks

Leadership development and talent management

Data submission to statutory agencies

Question 4 of 27

5. How does HRIS benefit organizations regarding data management?

It complicates data submission to government agencies

It limits decision-making in HR areas

It converts data into valuable information and knowledge

It slows down HR service delivery

Question 5 of 27

6. Why is IT training important for HR management?

To limit employee involvement in HRIS services

To increase administrative workload

To empower line management

To invest in employee skills for efficient HRIS usage

Question 6 of 27

7. Which of the following is NOT typically a component of HRIS?

Educational and Professional Qualifications

Salary and Allowances

Employee preferences for office equipment

Organizational History

Question 7 of 27

8. What strategic tasks does HRIS enable HR professionals to focus on?

Routine data entry

Administrative tasks

Leadership development and talent management

Data submission to statutory agencies

Question 8 of 27

9. How does HRIS benefit organizations regarding data management?

It complicates data submission to government agencies

It limits decision-making in HR areas

It converts data into valuable information and knowledge

It slows down HR service delivery

Question 9 of 27

10. Why is IT training important for HR management?

To limit employee involvement in HRIS services

To increase administrative workload

To empower line management

To invest in employee skills for efficient HRIS usage

Question 10 of 27

11. Which of the following is NOT typically a component of HRIS?

Educational and Professional Qualifications

Salary and Allowances

Employee preferences for office equipment

Organizational History

Question 11 of 27

12. What is the primary objective of HRMS (Human Resource Management System)?

To increase the complexity of HR tasks

To manage employee data efficiently

To eliminate HR professionals' involvement in data management

To limit the tasks handled by HR software

Question 12 of 27

13. What is the key advantage of using HRMS in organizations?

Increasing manual workload for HR professionals

Limiting employee access to personal information

Automating HR tasks to free up time for culture and retention efforts

Isolating departments by restricting data sharing

Question 13 of 27

14. Which of the following is NOT a common function of HRMS modules?

Managing payroll

Performance evaluation

Tracking employee social media activity

Learning management

Question 14 of 27

15. What specific function does HRMS NOT typically assist with?

Employee self-service

Attendance record-keeping

Third-party vendor management

Recruitment and onboarding

Question 15 of 27

16. How do HRMS and HRIS differ in their scope?

HRMS focuses on numerical data, while HRIS encompasses IT and HR management tech.

HRMS focuses on employee information, while HRIS deals with analytics and profitability tracking.

HRMS is a subset of HRIS, handling quantitative HR aspects only.

HRIS focuses on employee satisfaction, while HRMS deals with workforce challenges.

Question 16 of 27

17. Which statement best describes the unique features of HRMS compared to HRIS?

HRMS is solely concerned with policies and procedures.

HRMS deals with employee information, while HRIS is focused on employee satisfaction.

HRMS includes features such as employee satisfaction, job performance, analytics, and profitability tracking.

HRMS focuses on numerical data, while HRIS handles qualitative HR aspects.

Question 17 of 27

18. What is a crucial aspect to consider when choosing an HRMS for a company?

Selecting the most cost-effective option

Prioritizing the system's focus on employee satisfaction

Aligning technology with company needs and user experience

Choosing a system with limited features to streamline workflows

Question 18 of 27

19. How can HRMS benefit organizations?

By increasing bureaucracy and hierarchy within the company

By limiting employee access to self-service options

By reducing errors through automated reminders and emails

By restricting customization and workflows for organizational needs

Question 19 of 27

20. What best defines the main focus of Transformational e-HRM?

Managing administrative tasks like payroll and employee data.

Addressing strategic HR activities such as knowledge management.

Building virtual relationships among managers and employees.

Streamlining routine HR tasks like recruitment and onboarding.

Question 20 of 27

21. What is the primary purpose of e-Selection within e-HRM functionalities?

Maximizing human capital while increasing costs and time.

Ensuring compliance with procedural requirements.

Generating feedback through web portals for employees.

Reducing HR processes to manage employee data effectively.

Question 21 of 27

22. How does knowledge management benefit organizations?

By complicating organizational processes and creating redundancy.

By limiting access to information to a select few individuals.

By encouraging a culture of continuous learning and innovation.

By reducing efficiency through standardized processes.

Question 22 of 27

23. Which step is crucial during the implementation of a Knowledge Management (KM) program?

Avoiding any assessment of the current knowledge management status.

Implementing changes without senior leadership support.

Preparing for cultural adjustments and addressing resistance.

Creating an implementation plan after the monitoring and measurement stage.

Question 23 of 27

24. What is the primary advantage of Virtual Instructor-Led Training (VILT)?

Inflexible scheduling for global participation.

Real-time interaction and cost-effectiveness.

Limited participation due to high costs.

Lack of online adaptation for instructor-led training.

Question 24 of 27

25. What characterizes the use of Augmented Reality (AR) in training programs?

Providing self-paced learning with immediate feedback.

Use of VR headsets for a simulated environment.

Integration of digital content into the real world.

Enhanced visualization and user experience in a controlled setting.

Question 25 of 27

26. What is a potential disadvantage of e-Learning?

High cost due to hardware and software requirements.

Greater flexibility and adaptability for learners.

Immediate personal reinforcement enhancing motivation.

Sense of isolation and lack of interaction.

Question 26 of 27

27. What is a key role of HR Analytics in the realm of Human Resource Management?

Collecting data and storing it in various formats.

Providing raw data without any interpretation.

Focusing on understanding business performance through data insights.

Prioritizing HR metrics over deeper insights into employee engagement.

Question 27 of 27

ABM B – Unit 16- Set 1

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