Technology Management

Question 1

What is “big data” in the HR context?

Answer 1

Big data is the huge volume of diverse, fast-moving data (from systems, devices, social media, etc.) that organizations can capture and analyze to see patterns, predict outcomes, and support evidence-based HR and business decisions.

Question 2

What are the three “V” features of big data, and why do they matter for HR?

Answer 2

Volume – massive amounts of data.

Velocity – data generated and updated very quickly.

Variety – many formats (numbers, text, images, audio, sensor data).
They drive the need for scalable systems and analytics so HR can turn raw data into useful insights.

Question 3

What are the three ways big data can help HR, according to SHRM?

Answer 3

Collecting new data – about how, when, and where employees work to improve processes and reduce errors.

Using existing data more effectively – understanding engagement, motivation, and why employees behave as they do.

Better strategic analysis – mapping information flows and work relationships to support more strategic decisions.

Question 4

What must HR do to really capitalize on big data?

Answer 4

Partner with IT to gather the right data at the right intervals.

Use systems that can take in diverse data formats and refresh them.

Ensure systems are scalable and include strong analytics tools so value comes from analysis, not just database size.

Question 5

Give two practical HR examples of how big data can be used.

Answer 5

Analyze employee profiles to link performance/tenure with variables (education, location, assessments) to improve selection and retention.

Detect issues, such as turnover spikes in one location, and forecast workforce surpluses/shortages by role or competency.

Question 6

What is an information system (IS) in simple terms?

Answer 6

An IS is a way to collect, organize, store, analyze, and share data so the organization can support operations, decision-making, and communication.

Question 7

What are the four basic tiers (layers) of an information system?

Answer 7

Presentation tier – what the user sees and interacts with (screens, UI).

Logic tier – the rules and business logic that drive operations.

Data tier – where data is stored and managed.

Communications tier – how data moves across internal and external networks.

Question 8

In the context of IS, what does integration mean and why is it important?

Answer 8

Integration is the extent to which users share the same data across systems. High integration reduces duplication, errors, and manual work, and supports consistent, real-time information across functions

Question 9

What is an ERP system, and what problem does it solve?

Answer 9

Enterprise Resource Planning (ERP): an integrated suite that lets different parts of the organization (finance, HR, operations, etc.) access a common data set.

It reduces silos, supports cross-functional coordination, and improves process efficiency

Question 10

What is an HRIS, and how does it relate to ERP?

Answer 10

HRIS (HR information system): technology that supports HR functions and enables HR to gather, store, maintain, retrieve, analyze, and report HR data.

It can be a module within an ERP or a stand-alone solution that connects to the enterprise data environment

Question 11

What are “best of breed” (BoB) HR systems, and what is the key trade-off?

Answer 11

BoB systems are specialized HR tech products designed to solve a specific HR need very well (e.g., recruiting, learning).

Trade-off: strong functional depth but potential integration and data-sharing challenges with the main ERP and other systems; may require interfaces or manual work.

Question 12

In technology management, what is scalability, and why does HR care?

Answer 12

Scalability is a system’s ability to handle more data, users, and transactions without performance degradation. HR cares because data, automation, and self-service keep expanding, and systems must grow without slowing down or becoming too expensive

Question 13

What are the main benefit dimensions of cloud computing mentioned in the SHRM slides?

Answer 13

Flexibility – easy to scale up or down.

Economy – pay-for-use; less investment in hardware.

Control – can vary depending on on-prem vs private vs public cloud.

Security – must be carefully evaluated in vendor selection

Question 14

Why is cloud computing attractive for HR technology?

Answer 14

Provides on-demand capacity without buying servers.

Simplifies access for mobile and global users.

Shifts hardware and maintenance responsibilities to the vendor.

Often lowers upfront costs compared to on-prem solutions.

Question 15

What three key security steps does SHRM highlight for HR tech?

Answer 15

Ensure confidence in security of purchased systems and software.

Assign appropriate user security levels (role-based access).

Implement governance policies and processes to ensure transparency and accountability

Question 16

What are four general things HR software products can do?

Answer 16

Automate complex processes (e.g., recruiting, onboarding).

Produce data that can feed other applications (e.g., skill profiles into workforce planning).

Support data analysis and dashboards.

Support compliance-related activities (reports, audits, legal tracking).

Question 17

What is Software as a Service (SaaS) in the HR tech context?

Answer 17

SaaS is software that is owned, delivered, and managed remotely by a provider, accessed over the Internet, usually via subscription or pay-for-use, with updates handled by the vendor rather than installed locally

Question 18

What are key advantages of SaaS for HR?

Answer 18

No need to install/maintain software on internal servers.

Scalable capacity and ability to add features.

Frequent updates and enhancements included.

Often faster implementation and lower upfront costs

Question 19

What is artificial intelligence (AI) as used in HR technologies?

Answer 19

AI is the ability of a computer system to imitate human thought and behavior, such as understanding patterns, making predictions, and interacting with users through self-learning, speech/optical recognition, and virtual “assistants.

Question 20

Give two examples of how AI can enhance HR technologies.

Answer 20

Self-learning chatbots that improve help-desk or candidate support based on user interactions.

Virtual representatives (avatars/voice bots) that guide employees through HR processes (benefits enrollment, policy questions)

Question 21

How is machine learning (ML) related to AI in HR tech?

Answer 21

ML is a subset of AI focused on systems that can learn from data and gradually improve accuracy of predictions or classifications (e.g., predicting attrition, matching candidates to jobs)

Question 22

What are employee self-service (ESS) technologies?

Answer 22

ESS tools let employees view and update their own HR data and complete HR-related transactions (time off, benefits enrollment, personal information, performance docs) via portals, often 24/7

Question 23

What are manager self-service (MSS) technologies, and why do they matter?

Answer 23

MSS tools give managers direct access to employee data and HR transactions (approve leave, pay changes, promotions, performance reviews, succession information), reducing e-mail back-and-forth, increasing efficiency, and freeing HR for more strategic work

Question 24

What are the four big steps in purchasing HR technology shown on the SHRM slide?

Answer 24

Assess needs and prioritize requirements.

Identify and assess providers.

Create a business case.

Implement and assess the selected technology.

Question 25

Why is IT a critical partner in acquiring HR technology?

Answer 25

They understand the current tech landscape and product capabilities. They evaluate security, integration, and capacity impacts. They provide technical support for implementation and maintenance. Early involvement prevents conflicts, vulnerabilities, and rework

Question 26

What is the first step in selecting HR technology?

Answer 26

Conduct an internal needs assessment: define what HR wants the technology to do and how it will improve service, productivity, and alignment with strategy

Question 27

According to SHRM, what three main stakeholder perspectives must be included in a technology needs assessment?

Answer 27

HR’s needs – objectives, problems, compliance issues, budget/technical constraints. Users’ needs – how people will interact with the technology, access issues, different user groups and access levels, data needed. Organization’s needs – alignment with strategy, current/future needs, risk appetite, desired control level.

Question 28

In a SHRM knowledge question, which stakeholder perspective is often missed if the assessment only looks at HR objectives and org strategy?

Answer 28

The users’ needs perspective (how end users will experience and use the technology).

Question 29

Why is it important to identify all stakeholders early in a tech project?

Answer 29

Their involvement improves requirements quality, buy-in, and adoption, ensures that different needs are understood (executives, HR staff, managers, employees, IT, compliance), and reduces resistance later

Question 30

After a needs assessment, what’s the next step with requirements?

Answer 30

Prioritize requirements by deciding what will best meet needs, including: On-premises vs cloud. Owned vs leased/licensed vs subscription. An integrated ERP HRIS vs multiple best-of-breed systems

Question 31

What are the three delivery approaches for integrated and BoB solutions mentioned in the slides?

Answer 31

On-premises. Hosted (off-prem/private cloud). Software as a Service (SaaS) (public or multi-tenant cloud).

Question 32

What are the basic trade-offs between integrated ERP HRIS and best-of-breed?

Answer 32

Integrated ERP HRIS: Pros: one vendor, common interface, easier data integration, lower per-module cost. Cons: limited customization, slower upgrades, may be weaker in some functional areas. BoB: Pros: best fit in each area, quicker implementation, not locked into one vendor, buy only needed functions. Cons: more integration work, different interfaces, multiple vendors to manage, interoperability risk.

Question 33

What performance objectives should be defined before selecting a vendor?

Answer 33

Budget (total and ongoing). Launch date or timeline. Traffic support (users, transactions). Capabilities provided (transactions, integration, reporting, usability). Responsibilities of HR, the organization, and the vendor

Question 34

What are five ways to research technology providers before making contact?

Answer 34

Internet searches and vendor websites. Analyst reports (e.g., Gartner). Recommendations from HR colleagues in other organizations. Contact current trusted vendors. Attend HR conferences and tech trade shows.

Question 35

What key elements must a business case for HR technology address?

Answer 35

Strategic alignment with org and HR objectives. New capabilities added. Impact on risk level (security, continuity, compliance). Expected return on investment (ROI) or value vs cost.

Question 36

What are good practices for implementing new HR technology?

Answer 36

Consider piloting in one part of the org first. Use strong change management (communication, training, support). Build acceptance among influencers and key users. Ensure clear roles and responsibilities with the vendor and IT

Question 37

How should HR assess new technology after implementation?

Answer 37

Compare results against original performance objectives. Recalculate costs vs savings with real data. Gather stakeholder feedback and user satisfaction. Assess vendor performance and responsiveness. Consider operating costs and expected system life span to decide when to upgrade or retire.

Question 38

What are the three general categories of technology risks and opportunities?

Answer 38

Data and system security. Data privacy. Social and ethical implications. SHRM_2025_3e-Organization-Tech-…

Question 39

Which category of technology risk is most tied to laws and regulations (per SHRM knowledge item?

Answer 39

Data privacy – because regulations like GDPR directly govern data collection, storage, sharing, and use

Question 40

What kinds of problems can data and system security failures create?

Answer 40

Theft or misuse of employee data (identity fraud). Altered or erased payroll or security records. Breaches of physical or information security. Disruption of operations and financial losses

Question 41

What three high-level security measures does SHRM emphasize?

Answer 41

Limit logical and physical access to data and systems (role-based access, firewalls, secure devices). Use encryption for data in motion and at rest. Protect against hacking and social engineering through technology and user education.

Question 42

What is encryption, and why is it important in HR tech?

Answer 42

Encryption converts data into a scrambled format that hides its meaning during storage or transmission, protecting sensitive information from unauthorized access, especially over the Internet or on mobile devices.

Question 43

What is hacking, and what is social engineering in this context?

Answer 43

Hacking: attempting to gain unauthorized access to systems to steal, alter, or destroy data. Social engineering: tricking users into revealing information (passwords, IDs) or clicking malicious links that allow attackers into systems.

Question 44

What are common social engineering tactics listed in the slides?

Answer 44

Phishing. Fake job openings or e-cards. Phony security alerts. “Click this link” scams that lead to malicious sites.

Question 45

What are key user training messages to reduce social engineering risk?

Answer 45

Never share passwords. Do not give private information to unknown or unverified sources. Only click links from trusted sources. Delete unsolicited e-mails without opening or forwarding. Verify unusual requests (e.g., CEO asking for employee data).

Question 46

What is the general concern behind data privacy regulations?

Answer 46

Public uneasiness about how much personal data is collected, how it is stored and used, who can access it, and the potential for misuse or discrimination

Question 47

What is the GDPR, and why is it important for HR?

Answer 47

The General Data Protection Regulation is the EU data privacy law that applies to organizations processing personal data in the EU, including employee data. It sets strict requirements on transparency, consent, data rights, data breaches, and carries heavy fines for non-compliance

Question 48

Name at least four GDPR themes that HR must address.

Answer 48

Transparency – clear notices on how data is used. Individual rights – access, correction, and control. Legality of processing – data use must be based on law, not just “consent.” Data quality and minimization – only necessary data, retained for limited time. Data sharing and transfers – controlled and documented. Data breach response – detection, reporting within 72 hours. Accountability – governance, records, and audits.

Question 49

Give two social/ethical issues raised by workplace technology.

Answer 49

Unequal access to technology can disadvantage certain applicants or employees (digital divide). Use of AI/algorithms and historical data can embed bias and affect opportunities (e.g., job ads, promotions).

Question 50

Why can AI-driven HR tools still be biased, even if they seem objective?

Answer 50

Because algorithms are trained on historical or incomplete data, which may reflect existing biases or patterns; they can also be designed with intentional or unintentional bias in features and decision rules.

Question 51

What is the main purpose of collaboration technology policies?

Answer 51

To balance structured, secure communication with natural human interaction, ensuring participation, clarity, and protection of rights and confidentiality.

Question 52

Give three examples of good collaboration practices from the slides.

Answer 52

Schedule meetings at times that suit most participants. Use agendas with time estimates for each topic. Give the host full control over tools; use passcodes; record meetings; set clear read/write access; include legal disclaimers.

Question 53

What is BYOD, and why do organizations create BYOD policies?

Answer 53

Bring Your Own Device (BYOD) is when employees use personal devices to access work systems. Policies are needed to balance convenience and productivity with security, legal, and privacy risks

Question 54

What elements should a BYOD policy cover?

Answer 54

When and how personal devices may be used at work. Which devices IT will support and security requirements. Financial and legal terms (reimbursement, right to wipe devices). Security measures (passwords, VPN rules, app controls). Steps to remove access when employees exit.

Question 55

Why is a social network policy important for employers?

Answer 55

Because employee use of social media can affect reputation, confidentiality, harassment risk, and legal exposure; policies help protect both organization and employees while preserving a positive culture

Question 56

What are some key steps in developing social network policies?

Answer 56

Identify key risks. Review existing policies/handbooks. Consult IT and legal. Align with culture and values. Develop clear, written policies (use of resources, confidentiality, personal posts). Communicate, obtain acknowledgment, and enforce consistently.