WGU D356 - HR Technology Study Guide: Key Concepts and
Definitions | Actual verified study set Complete Solutions |
2026/27 Updates | 100% correct
Lesson 1 — Historical and Current Approaches
Key vocabulary — definitions
• Service-oriented architecture (SOA) — An architectural approach that
exposes discrete business functions (services) as interoperable
components that can be reused and composed across systems.
• Outsourcing — Contracting an external provider to perform business
functions or processes previously done in-house.
• Self-service portals — Web interfaces that allow employees and
managers to complete HR tasks (view pay, request leave, update
personal data) without HR intermediary.
Short answer questions
In what ways does the HRIS assist managers with improving efficiency?
• Automates routine transactions (payroll, timekeeping, approvals),
reducing manual steps and errors.
• Provides on-demand access to people data and dashboards for faster
decisions (staffing, performance, leave coverage).
• Enables manager self-service (approvals, org charts, performance
notes) and delegated workflows that speed action.
• Standardizes forms and processes so managers spend less time on
administrative coordination.
• Integrates with other systems (finance, scheduling) so managers work
from a single source of truth.
What 2 key components does SOA include?
1. Discrete, reusable services (modular functional components).
2. A communication/integration layer (message routing, APIs or service
bus) that lets services interoperate.
Create an example where outsourcing might be used for a key HR function:
• Example: A mid-sized company outsources payroll processing to a
specialist payroll provider so the vendor manages tax withholdings,
filings, year-end forms, and compliance across states while the
company retains strategy and people decisions.
,What are some benefits of outsourcing?
• Access to specialized expertise and economies of scale.
• Reduced in-house operational burden and lower fixed costs.
• Faster compliance updates (taxes, regulations) handled by vendor.
• Predictable pricing and reduced capital investment in systems.
• Ability to focus internal HR on strategic activities.
List three benefits (advantages) of a Self-Service Portal.
1. Employee empowerment and faster transaction completion (update
address, view pay).
2. Reduced HR administrative workload and fewer help-desk requests.
3. Improved data accuracy because users enter and maintain their own
data.
Summary (key question): What are historical and current approaches to
HRIS; how has service delivery changed?
• Historically HR systems focused on centralized, on-premises payroll
and record keeping with HR as an administrative function. Today HRIS
approaches are modular, cloud-delivered, integrated with talent and
analytics (SOA, SaaS, best-of-breed vs suites), and emphasize
self-service, outsourcing options, and service orientation — shifting HR
from admin processor to strategic partner supported by technology.
Lesson 2 — Legal Concepts in HR Administration
Key vocabulary — definitions
• Family Medical Leave Act (FMLA) — U.S. federal law providing eligible
employees unpaid, job-protected leave for specified family and medical
reasons.
• Equal employment opportunity (EEO) — Legal principle and set of laws
that prohibit employment discrimination based on protected
characteristics.
• Executive Order 11246 — U.S. order requiring federal contractors to
take affirmative action and prohibit employment discrimination.
, • Age Discrimination in Employment Act (ADEA) — Federal law protecting
workers 40+ from age-based employment discrimination.
• Uniformed Services Employment and Reemployment Rights Act
(USERRA) — Law protecting employment and reemployment rights of
service members.
• Genetic Information Nondiscrimination Act (GINA) — Law prohibiting
discrimination using genetic information for employment decisions.
• OSHA — Occupational Safety and Health Administration; U.S. federal
agency that enforces workplace safety and health standards.
• OSHA Forms 300, 300A, and 301 — Recordkeeping forms: 300 (log of
work-related injuries/illnesses), 301 (incident report for each case),
300A (annual summary of work-related injuries/illnesses).
• Balanced Scorecard — A strategic performance framework linking
measures across perspectives (financial, customer, internal processes,
learning & growth) to strategy.
Short answer questions
What underpins the general principles used in the practice of HRM? (p. 170)
• Legal and ethical obligations plus organizational strategy and
stakeholder expectations underpin HRM principles.
Note one example:
• Ensuring nondiscriminatory hiring practices to comply with EEO laws.
Which employers must comply with a written affirmative action plan?
• Federal contractors and subcontractors meeting specified contract
value/employee thresholds must maintain written affirmative action
plans (per Executive Order 11246 and OFCCP rules).
What is the Age Discrimination in Employment Act (ADEA)?
• Federal law that prohibits employment discrimination against persons
40 years of age or older in hiring, discharge, pay, promotions, and
other terms and conditions.
What is the purpose for EEO reports?
Definitions | Actual verified study set Complete Solutions |
2026/27 Updates | 100% correct
Lesson 1 — Historical and Current Approaches
Key vocabulary — definitions
• Service-oriented architecture (SOA) — An architectural approach that
exposes discrete business functions (services) as interoperable
components that can be reused and composed across systems.
• Outsourcing — Contracting an external provider to perform business
functions or processes previously done in-house.
• Self-service portals — Web interfaces that allow employees and
managers to complete HR tasks (view pay, request leave, update
personal data) without HR intermediary.
Short answer questions
In what ways does the HRIS assist managers with improving efficiency?
• Automates routine transactions (payroll, timekeeping, approvals),
reducing manual steps and errors.
• Provides on-demand access to people data and dashboards for faster
decisions (staffing, performance, leave coverage).
• Enables manager self-service (approvals, org charts, performance
notes) and delegated workflows that speed action.
• Standardizes forms and processes so managers spend less time on
administrative coordination.
• Integrates with other systems (finance, scheduling) so managers work
from a single source of truth.
What 2 key components does SOA include?
1. Discrete, reusable services (modular functional components).
2. A communication/integration layer (message routing, APIs or service
bus) that lets services interoperate.
Create an example where outsourcing might be used for a key HR function:
• Example: A mid-sized company outsources payroll processing to a
specialist payroll provider so the vendor manages tax withholdings,
filings, year-end forms, and compliance across states while the
company retains strategy and people decisions.
,What are some benefits of outsourcing?
• Access to specialized expertise and economies of scale.
• Reduced in-house operational burden and lower fixed costs.
• Faster compliance updates (taxes, regulations) handled by vendor.
• Predictable pricing and reduced capital investment in systems.
• Ability to focus internal HR on strategic activities.
List three benefits (advantages) of a Self-Service Portal.
1. Employee empowerment and faster transaction completion (update
address, view pay).
2. Reduced HR administrative workload and fewer help-desk requests.
3. Improved data accuracy because users enter and maintain their own
data.
Summary (key question): What are historical and current approaches to
HRIS; how has service delivery changed?
• Historically HR systems focused on centralized, on-premises payroll
and record keeping with HR as an administrative function. Today HRIS
approaches are modular, cloud-delivered, integrated with talent and
analytics (SOA, SaaS, best-of-breed vs suites), and emphasize
self-service, outsourcing options, and service orientation — shifting HR
from admin processor to strategic partner supported by technology.
Lesson 2 — Legal Concepts in HR Administration
Key vocabulary — definitions
• Family Medical Leave Act (FMLA) — U.S. federal law providing eligible
employees unpaid, job-protected leave for specified family and medical
reasons.
• Equal employment opportunity (EEO) — Legal principle and set of laws
that prohibit employment discrimination based on protected
characteristics.
• Executive Order 11246 — U.S. order requiring federal contractors to
take affirmative action and prohibit employment discrimination.
, • Age Discrimination in Employment Act (ADEA) — Federal law protecting
workers 40+ from age-based employment discrimination.
• Uniformed Services Employment and Reemployment Rights Act
(USERRA) — Law protecting employment and reemployment rights of
service members.
• Genetic Information Nondiscrimination Act (GINA) — Law prohibiting
discrimination using genetic information for employment decisions.
• OSHA — Occupational Safety and Health Administration; U.S. federal
agency that enforces workplace safety and health standards.
• OSHA Forms 300, 300A, and 301 — Recordkeeping forms: 300 (log of
work-related injuries/illnesses), 301 (incident report for each case),
300A (annual summary of work-related injuries/illnesses).
• Balanced Scorecard — A strategic performance framework linking
measures across perspectives (financial, customer, internal processes,
learning & growth) to strategy.
Short answer questions
What underpins the general principles used in the practice of HRM? (p. 170)
• Legal and ethical obligations plus organizational strategy and
stakeholder expectations underpin HRM principles.
Note one example:
• Ensuring nondiscriminatory hiring practices to comply with EEO laws.
Which employers must comply with a written affirmative action plan?
• Federal contractors and subcontractors meeting specified contract
value/employee thresholds must maintain written affirmative action
plans (per Executive Order 11246 and OFCCP rules).
What is the Age Discrimination in Employment Act (ADEA)?
• Federal law that prohibits employment discrimination against persons
40 years of age or older in hiring, discharge, pay, promotions, and
other terms and conditions.
What is the purpose for EEO reports?
