WGU D356 Elaborate Exam Practice
Guide (Questions and 100% Correct
Answers) | Latest Edition
1. Traditional HR - ANSWER Activities that involve HR programs such as
planning, recruiting, selection, training, compensation, and performance
management
2. Transactional HR - ANSWER Routine, day-to-day activities of the HR
department, such as record keeping that are important but add little value to
the competitive position of the organization.
3. Best-Practice HRM - ANSWER This is an approach to strategic HRM used
by researchers in which organizations adopt industry-recognized best
practices and use them in their organization
4. HR Metrics - ANSWER Measures used to evaluate the function of HR
programs and acts as benchmarks for the total HRM department.
5. Strategic HRM - ANSWER The strategic alignment of the HR management
function with organizational goals. It aims to harness the potential of people
as key competitive advantage through the use of their creativity and
innovation.
6. Patient Protection and Affordable Care Act - ANSWER A federal law
passed in 2010 that focuses on the delivery and regulation of health care in
the US. It represents one of the most sweeping regulatory overhauls of
health care in 50 years and has large implications for businesses.
,7. analysts or power user - ANSWER use the HRIS to evaluate potential
decision choices and opportunities. The most demanding user(s) of HRIS
who will use a large amount of the system functionality.
8. Technician or help experts - ANSWER are responsible for providing a
system that is usable and up to date for each user or clerical employees who
largely engage in data entry
9. Clerical Employee - ANSWER Spend a significant portion of their day
interacting with HRIS. They understand the process required to enter info
into the HRIS, they can start the process and generate periodic reports.
Generally, don't provide input about hiring a person. Enters reporting
relationship (benefits, salary, direct deposit info)
10.HRIS Customers - ANSWER Managers, Analysts/Power Users,
Technicians/Help Experts, Clerical Employees
11.Organizational Employees - ANSWER All other employees throughout the
organization who interact with HRIS. Serve in roles such as bank teller,
nurse, sales personal. Those who use HRIS on a self serve basis to obtain
personal information (paychecks, benefits, pto, etc.).
12.Nonemployees - ANSWER Job Seekers, and Sourcing Partner
Organizations
13.Source Partner Organizations - ANSWER An external firm that partners
with a company to provide some of its HR functionality. For example:
recruitment or benefits management. They require certain info to complete
tasks such as fill out info for vacant positions, job descriptions, etc. Like
indeed.
,14.HRIS Database Categories - ANSWER "Information about people (KSA's
& biographical info) Information about the organization (jobs, structure,
pay, etc.). Data that are created as a result of the interaction of the first two
categories (job history, performance appraisals, pay info)"
15.HRIS Managers Primary Outcomes - ANSWER Allowing real time access
to accurate data that facilitates decision-making Providing almost continuous
data about the status of an organization
16.HRIS Architecture - ANSWER how the computing systems are built
17.Two-Tier Architecture - ANSWER Client-Server. Spreads out low powered
processing capability to dozens of PC's now being used across the enterprise
18.Three-Tier Architecture - ANSWER A computing architecture that
distributes processing power across a machine that requests service and two
machines that provide data and application services
19.Transformational HR - ANSWER Those strategic-level activities that focus
on adding value to the organization. Ex cultural or organizational change,
structural realignment, strategic redirection and increasing innovation.
20.eHRM - ANSWER It is the implementation and delivery of HR
functionality enabled by an HRIS that supports employees and their people-
related decisions.
21.Advantages of HRIS - ANSWER 1) Provides a comprehensive information
picture as a single, integrated database.
, 2) Increased competitiveness by improving HR operations and management
processes
3)improves timeliness and quality of decision making
4) Streamlines and enhances the efficiency and effectiveness of HR admin
functions
5)Shifts focus of HR from process of transactions to strategic HRM
6) Improves employee satisfaction by delivering HR services quickly and
accurately.
22.Risks of HRIS - ANSWER 1) overlooking soft skills due to only focusing
on data captured by HRIS
2) Privacy concerns. Employees and applicants may feel their data is being
accessed and used by those internal and external to the organization
3) Rigidity and lack of flexibility in the system. Standard HR process can
benefit the organization but some systems may not allow for needed exceptions
that arise with changes in HR legal environment
4) Employee stress and resistance to use electronic performance monitoring
5) Performance reduction in complex tasks when performance monitoring
systems are used.
23.Pre WW2 - ANSWER just record keeping (scientific management), how
can work be divided, how long can the average workday be, pay is the main
motivator.
24.Post WW2 1945-1960 - ANSWER job descriptions created, pay &
recognition is motivator, creation of unions, recruitment, labor relations,
training and benefits, government relations. Firms began investing in
technology.
Guide (Questions and 100% Correct
Answers) | Latest Edition
1. Traditional HR - ANSWER Activities that involve HR programs such as
planning, recruiting, selection, training, compensation, and performance
management
2. Transactional HR - ANSWER Routine, day-to-day activities of the HR
department, such as record keeping that are important but add little value to
the competitive position of the organization.
3. Best-Practice HRM - ANSWER This is an approach to strategic HRM used
by researchers in which organizations adopt industry-recognized best
practices and use them in their organization
4. HR Metrics - ANSWER Measures used to evaluate the function of HR
programs and acts as benchmarks for the total HRM department.
5. Strategic HRM - ANSWER The strategic alignment of the HR management
function with organizational goals. It aims to harness the potential of people
as key competitive advantage through the use of their creativity and
innovation.
6. Patient Protection and Affordable Care Act - ANSWER A federal law
passed in 2010 that focuses on the delivery and regulation of health care in
the US. It represents one of the most sweeping regulatory overhauls of
health care in 50 years and has large implications for businesses.
,7. analysts or power user - ANSWER use the HRIS to evaluate potential
decision choices and opportunities. The most demanding user(s) of HRIS
who will use a large amount of the system functionality.
8. Technician or help experts - ANSWER are responsible for providing a
system that is usable and up to date for each user or clerical employees who
largely engage in data entry
9. Clerical Employee - ANSWER Spend a significant portion of their day
interacting with HRIS. They understand the process required to enter info
into the HRIS, they can start the process and generate periodic reports.
Generally, don't provide input about hiring a person. Enters reporting
relationship (benefits, salary, direct deposit info)
10.HRIS Customers - ANSWER Managers, Analysts/Power Users,
Technicians/Help Experts, Clerical Employees
11.Organizational Employees - ANSWER All other employees throughout the
organization who interact with HRIS. Serve in roles such as bank teller,
nurse, sales personal. Those who use HRIS on a self serve basis to obtain
personal information (paychecks, benefits, pto, etc.).
12.Nonemployees - ANSWER Job Seekers, and Sourcing Partner
Organizations
13.Source Partner Organizations - ANSWER An external firm that partners
with a company to provide some of its HR functionality. For example:
recruitment or benefits management. They require certain info to complete
tasks such as fill out info for vacant positions, job descriptions, etc. Like
indeed.
,14.HRIS Database Categories - ANSWER "Information about people (KSA's
& biographical info) Information about the organization (jobs, structure,
pay, etc.). Data that are created as a result of the interaction of the first two
categories (job history, performance appraisals, pay info)"
15.HRIS Managers Primary Outcomes - ANSWER Allowing real time access
to accurate data that facilitates decision-making Providing almost continuous
data about the status of an organization
16.HRIS Architecture - ANSWER how the computing systems are built
17.Two-Tier Architecture - ANSWER Client-Server. Spreads out low powered
processing capability to dozens of PC's now being used across the enterprise
18.Three-Tier Architecture - ANSWER A computing architecture that
distributes processing power across a machine that requests service and two
machines that provide data and application services
19.Transformational HR - ANSWER Those strategic-level activities that focus
on adding value to the organization. Ex cultural or organizational change,
structural realignment, strategic redirection and increasing innovation.
20.eHRM - ANSWER It is the implementation and delivery of HR
functionality enabled by an HRIS that supports employees and their people-
related decisions.
21.Advantages of HRIS - ANSWER 1) Provides a comprehensive information
picture as a single, integrated database.
, 2) Increased competitiveness by improving HR operations and management
processes
3)improves timeliness and quality of decision making
4) Streamlines and enhances the efficiency and effectiveness of HR admin
functions
5)Shifts focus of HR from process of transactions to strategic HRM
6) Improves employee satisfaction by delivering HR services quickly and
accurately.
22.Risks of HRIS - ANSWER 1) overlooking soft skills due to only focusing
on data captured by HRIS
2) Privacy concerns. Employees and applicants may feel their data is being
accessed and used by those internal and external to the organization
3) Rigidity and lack of flexibility in the system. Standard HR process can
benefit the organization but some systems may not allow for needed exceptions
that arise with changes in HR legal environment
4) Employee stress and resistance to use electronic performance monitoring
5) Performance reduction in complex tasks when performance monitoring
systems are used.
23.Pre WW2 - ANSWER just record keeping (scientific management), how
can work be divided, how long can the average workday be, pay is the main
motivator.
24.Post WW2 1945-1960 - ANSWER job descriptions created, pay &
recognition is motivator, creation of unions, recruitment, labor relations,
training and benefits, government relations. Firms began investing in
technology.
