D356 HR Technology WGU Exam Questions
With Correct Answers
Activites that infolve HR programs such as planning, recruiting,
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selection, training, compensation, and performance management -
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ANSWER✔✔✔-Traditional HR |
Routine, day-to-day activites of the HR department, such as record
| | | | | | | | | |
keeping that are important but add little value to the competitive
| | | | | | | | | | |
position of the organization. - ANSWER✔✔✔-Transactional HR
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Those strategic-level activites that focus on adding value to the
| | | | | | | | | |
organization. Ex cultrual or organizational change, structural
| | | | | | |
realignment, strategic redirection and increasing innovation. -
| | | | | | |
ANSWER✔✔✔-Transformational HR |
It is the implementation and delivery of HR functionality enabled by an
| | | | | | | | | | | |
HRIS that supports emplooyees and their people-related decisions. -
| | | | | | | | |
ANSWER✔✔✔-eHRM
1) Provides a comprehensive information picture as a single, integrated
| | | | | | | | | |
database. |
,2) Increased competitiveness by improving HR operations and
| | | | | | | |
managmenet processes |
3)improves timeliness and quality of decision making
| | | | | |
4) Streamlines and enchances the efficiency and effectiveness of HR
| | | | | | | | | |
admin functions |
5)Shifts focus of HR from process of transactions to stragetic HRM
| | | | | | | | | |
6) Improves employee staisfaction by delivering HR services quickly and
| | | | | | | | | |
accurately. - ANSWER✔✔✔-Advantages of HRIS
| | | |
1) overlooking soft skills due to only focusing on data captured by HRIS
| | | | | | | | | | | |
2) Privacy conerns. Employees and applicants may feel their data is
| | | | | | | | | | |
being accessed and used by those internal and external to the
| | | | | | | | | | |
organization
3) Rigdity 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 environtment
| | | | | | | |
4) Employee stress and resistance to use electronic performance
| | | | | | | | |
monitoring
5) Performance reduction in complex tasks when peformance
| | | | | | | |
monitroing systems are used. - ANSWER✔✔✔-Risks of HRIS
| | | | | | |
just record keeping (scientific mangement), how can work be divided,
| | | | | | | | | |
how long can the average workday be, pay is the main motivator. -
| | | | | | | | | | | | |
ANSWER✔✔✔-Pre WW2 |
, job desciptions created, pay & recognition is motivator, creation of
| | | | | | | | | |
unions, recruitment, labor relations, training and benefits, government
| | | | | | | |
relations. Firms began investing in technology. - ANSWER✔✔✔-Post
| | | | | | | |
WW2 1945-1960 |
Promotion of occupational health/safety, retirement benefits, tax
| | | | | | |
regulation. Beginning of the name Human Resources Management.
| | | | | | | |
Computer costs going down. - ANSWER✔✔✔-Social Issues Era 1963-
| | | | | | | |
1980
Focus shift from employee administration to training and development.
| | | | | | | | |
Development of microcomputers. Creation of HRIS. - ANSWER✔✔✔- | | | | | | |
Cost-Effectiveness Era 1980-early 1990s | | |
Business process reengineering as companies grew. Focus on retaining
| | | | | | | | |
and engaing talent. HR scorecard / Return on invesment. Focus on best
| | | | | | | | | | | |
fit approach isntead of best practice. Human resource planning
| | | | | | | | |
(forecasting needs for future). HR metrics. Development of ERP systems.
| | | | | | | | |
|ADP for payroll and online recruiting. - ANSWER✔✔✔-ERPs and
| | | | | | | | |
Strategic HRM 1990 - 2010 | | | |
Technology and regulation depentend. Patient Protections and
| | | | | | |
affordable care act. Cloud based HR systems - ANSWER✔✔✔-The Cloud
| | | | | | | | | |
and Mobiles: 2010-Present
| |
With Correct Answers
Activites that infolve HR programs such as planning, recruiting,
| | | | | | | | |
selection, training, compensation, and performance management -
| | | | | | |
ANSWER✔✔✔-Traditional HR |
Routine, day-to-day activites of the HR department, such as record
| | | | | | | | | |
keeping that are important but add little value to the competitive
| | | | | | | | | | |
position of the organization. - ANSWER✔✔✔-Transactional HR
| | | | | |
Those strategic-level activites that focus on adding value to the
| | | | | | | | | |
organization. Ex cultrual or organizational change, structural
| | | | | | |
realignment, strategic redirection and increasing innovation. -
| | | | | | |
ANSWER✔✔✔-Transformational HR |
It is the implementation and delivery of HR functionality enabled by an
| | | | | | | | | | | |
HRIS that supports emplooyees and their people-related decisions. -
| | | | | | | | |
ANSWER✔✔✔-eHRM
1) Provides a comprehensive information picture as a single, integrated
| | | | | | | | | |
database. |
,2) Increased competitiveness by improving HR operations and
| | | | | | | |
managmenet processes |
3)improves timeliness and quality of decision making
| | | | | |
4) Streamlines and enchances the efficiency and effectiveness of HR
| | | | | | | | | |
admin functions |
5)Shifts focus of HR from process of transactions to stragetic HRM
| | | | | | | | | |
6) Improves employee staisfaction by delivering HR services quickly and
| | | | | | | | | |
accurately. - ANSWER✔✔✔-Advantages of HRIS
| | | |
1) overlooking soft skills due to only focusing on data captured by HRIS
| | | | | | | | | | | |
2) Privacy conerns. Employees and applicants may feel their data is
| | | | | | | | | | |
being accessed and used by those internal and external to the
| | | | | | | | | | |
organization
3) Rigdity 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 environtment
| | | | | | | |
4) Employee stress and resistance to use electronic performance
| | | | | | | | |
monitoring
5) Performance reduction in complex tasks when peformance
| | | | | | | |
monitroing systems are used. - ANSWER✔✔✔-Risks of HRIS
| | | | | | |
just record keeping (scientific mangement), how can work be divided,
| | | | | | | | | |
how long can the average workday be, pay is the main motivator. -
| | | | | | | | | | | | |
ANSWER✔✔✔-Pre WW2 |
, job desciptions created, pay & recognition is motivator, creation of
| | | | | | | | | |
unions, recruitment, labor relations, training and benefits, government
| | | | | | | |
relations. Firms began investing in technology. - ANSWER✔✔✔-Post
| | | | | | | |
WW2 1945-1960 |
Promotion of occupational health/safety, retirement benefits, tax
| | | | | | |
regulation. Beginning of the name Human Resources Management.
| | | | | | | |
Computer costs going down. - ANSWER✔✔✔-Social Issues Era 1963-
| | | | | | | |
1980
Focus shift from employee administration to training and development.
| | | | | | | | |
Development of microcomputers. Creation of HRIS. - ANSWER✔✔✔- | | | | | | |
Cost-Effectiveness Era 1980-early 1990s | | |
Business process reengineering as companies grew. Focus on retaining
| | | | | | | | |
and engaing talent. HR scorecard / Return on invesment. Focus on best
| | | | | | | | | | | |
fit approach isntead of best practice. Human resource planning
| | | | | | | | |
(forecasting needs for future). HR metrics. Development of ERP systems.
| | | | | | | | |
|ADP for payroll and online recruiting. - ANSWER✔✔✔-ERPs and
| | | | | | | | |
Strategic HRM 1990 - 2010 | | | |
Technology and regulation depentend. Patient Protections and
| | | | | | |
affordable care act. Cloud based HR systems - ANSWER✔✔✔-The Cloud
| | | | | | | | | |
and Mobiles: 2010-Present
| |
