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Ünite 4: Human Resource Information Systems — Doğru/Yanlış

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Compensation

All extrinsic rewards that employees receive in exchange for their work, including pay, bonuses, and benefits. It is managed via HRIS to maintain internal and external pay equity.

Compensation — All extrinsic rewards that employees receive in exchange for their work, including pay, bonuses, and benefits. It is managed via HRIS to maintain internal and external pay equity.

Soft Human Resource Management — An approach to human resource management that focuses on improving the feelings, motivation, commitment, and skills of employees. It treats the workforce as individuals whose development is key to organizational success.

Hard Human Resource Management — An approach to human resource management that views employees as strategic assets or resources that must be deployed efficiently to achieve business goals. It focuses on alignment with corporate objectives and cost-efficiency.

Reengineering — The redesign of business processes using technology to establish new ways of thinking and eliminate unnecessary administrative layers. In HR, it helps streamline workflows and increase operational speed.

Skill Inventory — A computerized or manual system designed to take stock of information about current employees' experiences, education, compensation history, and abilities. It is used to identify internal capabilities and support HR planning.

Hiring Management System (HMS) — An advanced e-recruiting system that uses job boards and corporate websites to automatically match applicants with recruiter requirements. It alerts the company when a matching resume is received.

Applicant Tracking System (ATS) — A type of e-recruiting system that stores information on candidates and vacancies in searchable databases. It tracks demographic information and screens resumes based on predefined criteria.

HR Audit — A systematic examination of an organizational workforce to create an understanding of the current staffing situation. It compares past and present labor specifications to identify trends in turnover, training, and absence.

Self-Service — An HRIS feature, typically hosted on an intranet, that allows employees to access and modify their personal information and benefits, and allows managers to access employee records for business purposes.

Training Need Analysis (TNA) — The process of measuring and appraising the gap between current employee proficiencies and the desired organizational competencies. HRIS facilitates this through web-based questionnaires and data management.

Succession Planning — The process of identifying key positions within a company and developing long-term plans to fill those positions with either internal or external candidates. It ensures leadership continuity and talent development.

HR Scorecard — A management metrics system that identifies and operationalizes the behaviors, attitudes, and skills required for human resource effectiveness. It aligns HR strategies with overall business objectives.

Human Resource Information System (HRIS) — An integrated, computer-based system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization's human resources. It includes hardware, software, people, forms, policies, and data to support decision-making and strategic planning.

Data Integrity — The assurance that information stored within the HRIS is accurate, complete, consistent, and stored in the correct location, while remaining accessible only to authorized users.

Process Mapping — The phase in HRIS implementation where each business process is examined and flowcharted from input to output. It helps identify data flow, cycle times, and opportunities for process simplification.

Skill Gap — The difference between the skills and competencies that employees currently possess and the skills required to perform a specific job effectively. HRIS helps identify this gap to design targeted training.

Human Capital — The collective value of the capabilities, knowledge, skills, life experiences, and motivation of the people working in an organization. Unlike talent management, which focuses on individuals, human capital refers to the aggregate value of the workforce.

Data Migration — The process of identifying, formatting, and moving historical and current employee data from old systems or paper records into the new HRIS database during the implementation phase.

Information Privacy — The legal or moral right of an individual to have control over the acquisition, disclosure, use, and flow of their personal information stored within an information system.

HR Metrics — Specific indicators used to track and measure the performance of human resources on different aspects, such as time till promotion or revenue per employee. They help quantify and demonstrate the effectiveness of HR activities.

Electronic Human Resource Management (e-HRM) — The application of information technology for networking and supporting at least two individual or collective actors in their shared performance of HR activities. It is enabled by HRIS and typically conducted via the Internet or Intranet.

Talent Management — A component of human capital management that focuses on the individual, seeking ways to recruit, retain, promote, and train the business's most talented employees. It aims to decrease workforce turnover and win the war for talent.