Malicious software, malware in short, is an umbrella term that covers a variety of forms of hostile or intrusive software. Computer viruses, worms, Trojan horses, ransomware, spyware, adware, and scareware are the examples of malicious software.

Salary, bonus, employee type, data of hours worked, deductions and tax status are the stock of information gathered in compensation module of HRIS.

Compensation refers to all extrinsic rewards employees receive in exchange for their work. Pay refers only to the actual money employees receive in exchange for their work. Bonus is an extra money that is given according to the effort of the employee.

A GPU consists of thousands of smaller cores and it is designed for parallel processing from the very beginning.  The ability to handle thousands of threads simultaneously makes GPUs more efficient than the general-purpose of CPUs for algorithms where the compute-intensive portions can be executed in parallel.

To successfully forecast human resources demand and supply, HRIS enables to gather some important information to develop skill inventory and HR audit. A skill inventory is a computerized or manual system designed to take stock of information about current employees’ experiences, education, compensation history or abilities. HR audit is a systematic examination of an organizational workforce in an effort to create an understanding of the current staffing situation. The HR audit compares the past with the present labour specifications to identify trends and patterns in multiple aspects, including turnover, training, absence, and diversity. An HR audit can identify key information about HR operations, including how well they work, and where improvement may be needed.

A HRIS is a system which is deeply integrated with the Human Resource (HR) function. HR information system consists of all information related to business’s human resources and it can include various data elements such as head count, fluctuation, age distributions, composition of talent pools, use and effectiveness of training and development initiatives, or data sources such as the employee surveys, performance management, succession planning.

Know-how is the opinion on a subject, situation or concept and the knowledge of the rules about the working ways of systems.

The decision-making process consists of these steps: Defining the decision problem, Determining goals and objectives, Setting solution options, Evaluating the alternatives and Determining the most feasible solution.

In the component based development approach, the reusability of codes and modules are facilitated, system development time is shortened, productivity is improved, software quality is improved and comprehensibility is facilitated. On the other hand, the linear sequential model allows the managers to monitor the progress according to project plans through the activities and documentation carried out in each phase.

Recruitment: Position name, number, the department where the position resides are the data need to manage recruitment process. In some cases, applicants can be tracked via online forms and can be scanned through the keywords to identify talents and competencies.

• Identify the component of the network that causes the failure. • Isolate the rest of the network to continue functioning without any interruption. • Resolve the problem which is the cause of the fault and restore the network to its initial state. • Log the reason and solution of the fault.

All descriptions are correct.

Demand forecasting and supply forecasting in HR planning are the processes which can be performed by gathering information such as personnel information, experience or recruiting sources. This type of information is generated by HRIS.

Determine objectives and Constraints-Risk analysis – Engineering- Evaluation can be components of spiral pattern but progress isn’t a component.