WGU D435 Exam Review 2026 | HR Technology & People
Analytics | Verified Q&A | Graded A+
1. If a company implements a new HRIS that enhances communication, how
might this impact the delivery of wellness programs?
It would reduce employee participation in wellness activities.
It could lead to more tailored wellness initiatives based on
employee feedback.
It would standardize wellness programs across all departments.
It would likely increase administrative burdens on HR.
2. A human resource information system (HRIS) software program would most
likely be used for which of the following?
Product development
Payroll administration
Marketing research
Site location planning
3. If a company decides to implement a new onboarding application, what
impact might this have on the transition process for existing employees
moving to new roles?
It may streamline the transition process for existing employees by
providing structured support and resources.
It will eliminate the need for any transition process for existing
employees.
It will only benefit new hires and not affect existing employees.
It will complicate the transition process by adding unnecessary steps.
,4. Some of the common employee self-service (ESS) applications include
allowing employees to:
make changes to payroll information for themselves.
update HR and related policies.
update the information of other employees.
change salary deductions.
update their own personal information.
5. Describe how self-service applications in an HR portal can impact employee
efficiency.
Self-service applications require employees to submit requests
through HR personnel.
Self-service applications allow employees to manage their own HR
tasks, reducing wait times and increasing efficiency.
Self-service applications are only available during office hours.
Self-service applications limit employee access to HR information.
6. What is one key benefit of implementing a human resource content
management application?
Decreased talent management
Reduced compliance reporting
Improved efficiency in HR practices
Increased employee turnover
7. A person who is responsible for performing a variety of human resource
activities is known as a _.
, human resource specialist
human resource planner
human resource strategist
human resource generalist
8. Which of the following is a way a company can most effectively utilize a
human resource information system (HRIS)?
Providing for duplication of data entry
Enable reporting for compliance purposes
Allowing for only managers to track attendance.
Restricting payroll information from the finance group
9. What is a key feature of a human resources information system (HRIS)?
Marketing analysis
Financial forecasting
Customer relationship management
Talent management
10. Describe the relationship between HRMS and HRIS in the context of human
resources technology.
HRMS focuses solely on payroll, while HRIS covers all HR functions.
HRIS is a subset of HRMS that only deals with compliance reporting.
HRMS is a newer term that replaces HRIS in all contexts.
HRMS and HRIS are often used interchangeably to refer to systems
that manage HR functions and data.
, 11. Describe how self-service applications can impact employee engagement in
HR practices.
Self-service applications are primarily used for compliance reporting.
Self-service applications reduce the need for HR professionals.
Self-service applications empower employees by allowing them to
manage their own schedules and access HR information.
Self-service applications limit employee access to HR data.
12. Describe how data accuracy influences the effectiveness of HR technology
in compensation management.
Data accuracy is less important than employee feedback in
compensation management.
Data accuracy is crucial as it ensures that compensation
calculations are correct, leading to fair and equitable pay for
employees.
Data accuracy is only relevant for compliance reporting.
Data accuracy only affects payroll processing, not compensation
strategy.
13. What is the relatively new category of HR applications that focuses on
addressing workforce limitations?
Compliance reporting
Service delivery
Talent management
Employee self-service
Analytics | Verified Q&A | Graded A+
1. If a company implements a new HRIS that enhances communication, how
might this impact the delivery of wellness programs?
It would reduce employee participation in wellness activities.
It could lead to more tailored wellness initiatives based on
employee feedback.
It would standardize wellness programs across all departments.
It would likely increase administrative burdens on HR.
2. A human resource information system (HRIS) software program would most
likely be used for which of the following?
Product development
Payroll administration
Marketing research
Site location planning
3. If a company decides to implement a new onboarding application, what
impact might this have on the transition process for existing employees
moving to new roles?
It may streamline the transition process for existing employees by
providing structured support and resources.
It will eliminate the need for any transition process for existing
employees.
It will only benefit new hires and not affect existing employees.
It will complicate the transition process by adding unnecessary steps.
,4. Some of the common employee self-service (ESS) applications include
allowing employees to:
make changes to payroll information for themselves.
update HR and related policies.
update the information of other employees.
change salary deductions.
update their own personal information.
5. Describe how self-service applications in an HR portal can impact employee
efficiency.
Self-service applications require employees to submit requests
through HR personnel.
Self-service applications allow employees to manage their own HR
tasks, reducing wait times and increasing efficiency.
Self-service applications are only available during office hours.
Self-service applications limit employee access to HR information.
6. What is one key benefit of implementing a human resource content
management application?
Decreased talent management
Reduced compliance reporting
Improved efficiency in HR practices
Increased employee turnover
7. A person who is responsible for performing a variety of human resource
activities is known as a _.
, human resource specialist
human resource planner
human resource strategist
human resource generalist
8. Which of the following is a way a company can most effectively utilize a
human resource information system (HRIS)?
Providing for duplication of data entry
Enable reporting for compliance purposes
Allowing for only managers to track attendance.
Restricting payroll information from the finance group
9. What is a key feature of a human resources information system (HRIS)?
Marketing analysis
Financial forecasting
Customer relationship management
Talent management
10. Describe the relationship between HRMS and HRIS in the context of human
resources technology.
HRMS focuses solely on payroll, while HRIS covers all HR functions.
HRIS is a subset of HRMS that only deals with compliance reporting.
HRMS is a newer term that replaces HRIS in all contexts.
HRMS and HRIS are often used interchangeably to refer to systems
that manage HR functions and data.
, 11. Describe how self-service applications can impact employee engagement in
HR practices.
Self-service applications are primarily used for compliance reporting.
Self-service applications reduce the need for HR professionals.
Self-service applications empower employees by allowing them to
manage their own schedules and access HR information.
Self-service applications limit employee access to HR data.
12. Describe how data accuracy influences the effectiveness of HR technology
in compensation management.
Data accuracy is less important than employee feedback in
compensation management.
Data accuracy is crucial as it ensures that compensation
calculations are correct, leading to fair and equitable pay for
employees.
Data accuracy is only relevant for compliance reporting.
Data accuracy only affects payroll processing, not compensation
strategy.
13. What is the relatively new category of HR applications that focuses on
addressing workforce limitations?
Compliance reporting
Service delivery
Talent management
Employee self-service
