WGU D435 Set 3 HR Technology & People Analytics Assessments 2026 |
Most Tested Questions & Verified Answers | Latest Update | Graded A+
1. What course of action should the HR consultant recommend the CEO take
when creating new goals for the company's employees?
Create detailed annual goals that are relevant to the company's
mission and that can be aligned with the company's performance
management system.
Create amorphous goals that can be used as a method to decide
whether employees should receive bonuses.
Develop general goals that aren't too specific or measurable so that
the company does not put too much stress on the employees.
Create difficult and challenging goals so employees can strive to be
the best, even if the goals may not be realistic.
2. Which of the following is NOT an element of the McKinsey 7-S model?
structure
strengths
strategy
systems
skills
3. Describe the characteristics of projects that fall into the highly complex
category of the Complexity-Impact Matrix.
Projects that are moderately complex have a balanced requirement of
time and resources.
Projects that are low complexity require minimal resources and can be
completed quickly.
, Projects that are highly complex typically require significant time
and resources, often lasting several years.
Projects that are highly complex are usually completed in less than a
year.
4. Discuss how people analytics can influence decision-making in HR
departments.
People analytics focuses solely on employee satisfaction surveys.
People analytics provides data-driven insights that help HR make
informed decisions.
People analytics does not impact HR strategies.
People analytics is primarily used for payroll management.
5. Describe how the methodology analytics model can impact decision-making
in HR departments.
The methodology analytics model is used for financial forecasting in
HR.
The methodology analytics model helps HR departments make
informed decisions by validating assumptions and beliefs through
data analysis.
The methodology analytics model eliminates the need for
communication in HR.
The methodology analytics model focuses solely on employee
satisfaction surveys.
6. If an organization decides to implement a new HRIS but neglects to align it
with their corporate structure, what potential issue might arise?
Enhanced data analytics capabilities
, Ineffective communication and unclear reporting lines
Improved alignment with business goals
Increased employee engagement
7. According to 2020 Edelman's Trust Barometer, and are the most
important attributes in building trust.
energy; determination
integrity; engagement
goodwill; charities
innovation; creativity
8. Which of the following are included in trust-building strategies?
Taking the blame but sharing the credit
Being consistent
Pitching in and helping
Being equitable
All of the above
9. What uses techniques that extract information from data and use it to predict
future trends and identify behavioral patterns?
Descriptive analytics
Prescriptive analytics
Predictive analytics
Business analytics
, 10. If an HR department is struggling with employee engagement during a
digital transformation, what strategy should they implement to improve
communication and collaboration?
Conduct regular feedback sessions with employees to gather
insights and address concerns.
Limit communication to formal meetings only.
Increase the use of automated messages to reduce human
interaction.
Focus solely on training programs without employee input.
11. If an HR manager discovers that one department has a significantly higher
turnover rate than others, what steps could they take to address this issue?
Increase salaries across all departments immediately.
Conduct a detailed analysis of employee feedback and
departmental culture.
Focus solely on training programs for the entire organization.
Implement a new recruitment strategy without further investigation.
12. If an HR department wants to improve employee engagement using people
analytics, which approach should they take?
Increase the number of HR personnel without data analysis.
Analyze employee feedback data to identify areas for
improvement.
Focus solely on financial metrics without considering employee input.
Limit communication about analytics to upper management only.
Most Tested Questions & Verified Answers | Latest Update | Graded A+
1. What course of action should the HR consultant recommend the CEO take
when creating new goals for the company's employees?
Create detailed annual goals that are relevant to the company's
mission and that can be aligned with the company's performance
management system.
Create amorphous goals that can be used as a method to decide
whether employees should receive bonuses.
Develop general goals that aren't too specific or measurable so that
the company does not put too much stress on the employees.
Create difficult and challenging goals so employees can strive to be
the best, even if the goals may not be realistic.
2. Which of the following is NOT an element of the McKinsey 7-S model?
structure
strengths
strategy
systems
skills
3. Describe the characteristics of projects that fall into the highly complex
category of the Complexity-Impact Matrix.
Projects that are moderately complex have a balanced requirement of
time and resources.
Projects that are low complexity require minimal resources and can be
completed quickly.
, Projects that are highly complex typically require significant time
and resources, often lasting several years.
Projects that are highly complex are usually completed in less than a
year.
4. Discuss how people analytics can influence decision-making in HR
departments.
People analytics focuses solely on employee satisfaction surveys.
People analytics provides data-driven insights that help HR make
informed decisions.
People analytics does not impact HR strategies.
People analytics is primarily used for payroll management.
5. Describe how the methodology analytics model can impact decision-making
in HR departments.
The methodology analytics model is used for financial forecasting in
HR.
The methodology analytics model helps HR departments make
informed decisions by validating assumptions and beliefs through
data analysis.
The methodology analytics model eliminates the need for
communication in HR.
The methodology analytics model focuses solely on employee
satisfaction surveys.
6. If an organization decides to implement a new HRIS but neglects to align it
with their corporate structure, what potential issue might arise?
Enhanced data analytics capabilities
, Ineffective communication and unclear reporting lines
Improved alignment with business goals
Increased employee engagement
7. According to 2020 Edelman's Trust Barometer, and are the most
important attributes in building trust.
energy; determination
integrity; engagement
goodwill; charities
innovation; creativity
8. Which of the following are included in trust-building strategies?
Taking the blame but sharing the credit
Being consistent
Pitching in and helping
Being equitable
All of the above
9. What uses techniques that extract information from data and use it to predict
future trends and identify behavioral patterns?
Descriptive analytics
Prescriptive analytics
Predictive analytics
Business analytics
, 10. If an HR department is struggling with employee engagement during a
digital transformation, what strategy should they implement to improve
communication and collaboration?
Conduct regular feedback sessions with employees to gather
insights and address concerns.
Limit communication to formal meetings only.
Increase the use of automated messages to reduce human
interaction.
Focus solely on training programs without employee input.
11. If an HR manager discovers that one department has a significantly higher
turnover rate than others, what steps could they take to address this issue?
Increase salaries across all departments immediately.
Conduct a detailed analysis of employee feedback and
departmental culture.
Focus solely on training programs for the entire organization.
Implement a new recruitment strategy without further investigation.
12. If an HR department wants to improve employee engagement using people
analytics, which approach should they take?
Increase the number of HR personnel without data analysis.
Analyze employee feedback data to identify areas for
improvement.
Focus solely on financial metrics without considering employee input.
Limit communication about analytics to upper management only.
