WGU D356 DHR TECHNOLOGY EXAM COMPLETE QUESTIONS
AND CORRECT ANSWERS (2026-2027)
Traditional HR - ANSWER Activites that infolve HR programs such as
planning, hiring, selection, training, remuneration, and performance
management
Transactional HR: ANSWER The HR department's routine, daily tasks, such
maintaining records, are crucial but don't significantly improve the company's
competitive position.
Transformational HR - ANSWER Those strategic-level activites that focus on
adding value to the organization. Ex cultrual or organizational change, structural
realignment, strategic redirection and rising innovation.
Employees and their people-related decisions are supported by eHRM, which is
the implementation and delivery of HR functions made possible by an HRIS.
Advantages of HRIS - ANSWER 1) Provides a full information picture as a
single, integrated database.
2) Increased competitiveness by strengthening HR operations and managmenet
procedures
3)improves timeliness and quality of decision making
4) Streamlines and enchances the efficiency and effectiveness of HR admin
activities
5)Shifts focus of HR from process of transactions to stragetic HRM
6) Improves employee staisfaction by delivering HR services fast and properly.
Risks of HRIS: ANSWER 1) ignoring soft skills because HRIS just collects
data
2) Privacy issues. Employees and candidates may fear their data is being viewed
and utilized by persons internal and external to the business
3) The system's inflexibility and rigidity. Standard HR procedures might be
advantageous to the company, but certain systems can not permit necessary
deviations that result from modifications to the HR legal environment.
4) Stress and reluctance among employees to adopt electronic performance
monitoring
5) Performance decline in complicated activities when peformance monitroing
technologies are applied.
, Prior to World War II, the primary motive was simply record keeping (scientific
management), how work could be divided, and how long an average workday
could be.
Post WW2 1945-1960 - ANSWER job desciptions formed, compensation &
recognition is motivator, establishment of unions, recruiting, labor relations,
training and benefits, government relations. Firms began investing in
technology.
Social Issues Era 1963-1980 - ANSWER Promotion of occupational
health/safety, retirement benefits, tax regulation. Human Resources
Management is the first part of the name. Computer expenses going down.
Cost-Effectiveness Era 1980-early 1990s - ANSWER Focus change from staff
administration to training and development. Development of microcomputers.
Creation of HRIS.
ERPs and Strategic HRM 1990 - 2010 - ANSWER Business process
reengineering as organizations grew. Focus on keeping and engaing talent. HR
scorecard / Return on invesment. Focus on best fit approach isntead of best
practice. Planning for human resources (predicting future demands). HR
metrics. Development of ERP systems. ADP for payroll and internet recruiting.
The Cloud and Mobiles: 2010-Present - ANSWER Technology and regulation
depentend. Patient Protections and affordable care legislation. Cloud based HR
systems
HR Balanced Scorecard - ANSWER An approach to measuring the value of
human resource function by identifying the main value-added HR activities that
contribue to company goals, measuring them, and evaluating the effectiveness
of HR through them.
Best-Fit HRM - ANSWER This is an approach to strategic HRM in which the
organization adopts the techniques that work most successfully for it rather than
adopting industrywide best practices.
Best-Practice HRM - ANSWER This is a strategy to strategic HRM employed
by researchers in which firms take industry-recognized best practices and
implement them in their company
HR Metrics - ANSWER Measures used to evaluate the functiong of HR
programs and functions as benchmarks for the overall HRM department.
AND CORRECT ANSWERS (2026-2027)
Traditional HR - ANSWER Activites that infolve HR programs such as
planning, hiring, selection, training, remuneration, and performance
management
Transactional HR: ANSWER The HR department's routine, daily tasks, such
maintaining records, are crucial but don't significantly improve the company's
competitive position.
Transformational HR - ANSWER Those strategic-level activites that focus on
adding value to the organization. Ex cultrual or organizational change, structural
realignment, strategic redirection and rising innovation.
Employees and their people-related decisions are supported by eHRM, which is
the implementation and delivery of HR functions made possible by an HRIS.
Advantages of HRIS - ANSWER 1) Provides a full information picture as a
single, integrated database.
2) Increased competitiveness by strengthening HR operations and managmenet
procedures
3)improves timeliness and quality of decision making
4) Streamlines and enchances the efficiency and effectiveness of HR admin
activities
5)Shifts focus of HR from process of transactions to stragetic HRM
6) Improves employee staisfaction by delivering HR services fast and properly.
Risks of HRIS: ANSWER 1) ignoring soft skills because HRIS just collects
data
2) Privacy issues. Employees and candidates may fear their data is being viewed
and utilized by persons internal and external to the business
3) The system's inflexibility and rigidity. Standard HR procedures might be
advantageous to the company, but certain systems can not permit necessary
deviations that result from modifications to the HR legal environment.
4) Stress and reluctance among employees to adopt electronic performance
monitoring
5) Performance decline in complicated activities when peformance monitroing
technologies are applied.
, Prior to World War II, the primary motive was simply record keeping (scientific
management), how work could be divided, and how long an average workday
could be.
Post WW2 1945-1960 - ANSWER job desciptions formed, compensation &
recognition is motivator, establishment of unions, recruiting, labor relations,
training and benefits, government relations. Firms began investing in
technology.
Social Issues Era 1963-1980 - ANSWER Promotion of occupational
health/safety, retirement benefits, tax regulation. Human Resources
Management is the first part of the name. Computer expenses going down.
Cost-Effectiveness Era 1980-early 1990s - ANSWER Focus change from staff
administration to training and development. Development of microcomputers.
Creation of HRIS.
ERPs and Strategic HRM 1990 - 2010 - ANSWER Business process
reengineering as organizations grew. Focus on keeping and engaing talent. HR
scorecard / Return on invesment. Focus on best fit approach isntead of best
practice. Planning for human resources (predicting future demands). HR
metrics. Development of ERP systems. ADP for payroll and internet recruiting.
The Cloud and Mobiles: 2010-Present - ANSWER Technology and regulation
depentend. Patient Protections and affordable care legislation. Cloud based HR
systems
HR Balanced Scorecard - ANSWER An approach to measuring the value of
human resource function by identifying the main value-added HR activities that
contribue to company goals, measuring them, and evaluating the effectiveness
of HR through them.
Best-Fit HRM - ANSWER This is an approach to strategic HRM in which the
organization adopts the techniques that work most successfully for it rather than
adopting industrywide best practices.
Best-Practice HRM - ANSWER This is a strategy to strategic HRM employed
by researchers in which firms take industry-recognized best practices and
implement them in their company
HR Metrics - ANSWER Measures used to evaluate the functiong of HR
programs and functions as benchmarks for the overall HRM department.
