D356 HR Technology Actual Exam
Questions & Answers
ERPs and Strategic HRM (1990-2010)
Work redesigning to increase efficiency. HR scorecards, best fit and best practice
approach came to be. Strategic HRM, HRP, HR Metrics, and ERP systems were being used.
"The Cloud" and Mobile Technologies (2010-Present)
Patient Protection and Affordable Care Act was passed. Organizations are moving from ERP's to
cloud-based HR systems that are accessible over mobile devices.
Patient Protection and Affordable Care Act
A federal law passed in 2010 that focuses on the delivery and regulation of health care in
the U.S. Has large implications for businesses.
HR Balanced Scorecard
Approach to measuring the value of HR function by identifying the key value-added HR
activities that contribute to business goals, measuring/evaluating the effectiveness of HR
through them.
"Best-fit" Approach
This is an approach to strategic HRM in which the organization adopts the practices that work
most effectively for it rather than adopting industrywide best practices.
"Best-Practice" Approach
This HRM approach is used by researchers in which organizations adopt industry-recognized
best-practices to use at their firms. "One size fits all"
HR Metrics
,Measures used to evaluate the functioning of HR programs and as benchmarks for the
total HRM department.
Strategic HRM
The alignment of HRM with organizational goals. It aims to harness the potential of people as
a key competitive advantage through the use of their creativity and innovation.
Human Resource Planning (HRP)
A systematic approach to estimating the future needs of a company for human capital in
terms of labor and supply. It forecasts the needs for employees.
Customer of HRIS- Manager
The primary HRIS need is to have real-time access to accurate data that facilitates decision-
making about their people. They also use HRIS for performance management, team
management, project management, and employee development.
Customer of HRIS- Analysts (Power Users)
The most demanding users of HRIS who acquire, examine, and provide as much relevant data as
possible to the managers for decision-making. They have access to most of HRIS.
Customer of HRIS- Technicians (HRIS Experts)
Have two roles with HRIS
1. To ensure that HR staff have all the access, information, and tools necessary to do their job.
2. Understand the needs of HR and translate that into technical language so the technical
employee knows exactly what is expected.
Customer of HRIS- Clerical Employees
Must understand the process required to enter information into the HRIS and may also need
to start the process or generate periodic reports. They enter stuff into HRIS like a new
employee's pay/benefits.
Customer of HRIS- The Organizations Employees
, Use HRIS self-service by managing their own personal information.
Customer of HRIS- Nonemployee- Sourcing Partner Organizations
An external firm that partners with companies to assist in HR functions. Ex; Indeed
Client-Server (two-tier)
The hardware and software configuration that divides a business application into two
tiers, typically with the user interface and some business logic on the user computers.
Three-Tier Architecture
A computing architecture that distributes processing power across a machine that requests
service (e.g., client) and two machines that provide data services (e.g., the database server)
and application services (e.g., the application server).
N-Tier Architecture
Questions & Answers
ERPs and Strategic HRM (1990-2010)
Work redesigning to increase efficiency. HR scorecards, best fit and best practice
approach came to be. Strategic HRM, HRP, HR Metrics, and ERP systems were being used.
"The Cloud" and Mobile Technologies (2010-Present)
Patient Protection and Affordable Care Act was passed. Organizations are moving from ERP's to
cloud-based HR systems that are accessible over mobile devices.
Patient Protection and Affordable Care Act
A federal law passed in 2010 that focuses on the delivery and regulation of health care in
the U.S. Has large implications for businesses.
HR Balanced Scorecard
Approach to measuring the value of HR function by identifying the key value-added HR
activities that contribute to business goals, measuring/evaluating the effectiveness of HR
through them.
"Best-fit" Approach
This is an approach to strategic HRM in which the organization adopts the practices that work
most effectively for it rather than adopting industrywide best practices.
"Best-Practice" Approach
This HRM approach is used by researchers in which organizations adopt industry-recognized
best-practices to use at their firms. "One size fits all"
HR Metrics
,Measures used to evaluate the functioning of HR programs and as benchmarks for the
total HRM department.
Strategic HRM
The alignment of HRM with organizational goals. It aims to harness the potential of people as
a key competitive advantage through the use of their creativity and innovation.
Human Resource Planning (HRP)
A systematic approach to estimating the future needs of a company for human capital in
terms of labor and supply. It forecasts the needs for employees.
Customer of HRIS- Manager
The primary HRIS need is to have real-time access to accurate data that facilitates decision-
making about their people. They also use HRIS for performance management, team
management, project management, and employee development.
Customer of HRIS- Analysts (Power Users)
The most demanding users of HRIS who acquire, examine, and provide as much relevant data as
possible to the managers for decision-making. They have access to most of HRIS.
Customer of HRIS- Technicians (HRIS Experts)
Have two roles with HRIS
1. To ensure that HR staff have all the access, information, and tools necessary to do their job.
2. Understand the needs of HR and translate that into technical language so the technical
employee knows exactly what is expected.
Customer of HRIS- Clerical Employees
Must understand the process required to enter information into the HRIS and may also need
to start the process or generate periodic reports. They enter stuff into HRIS like a new
employee's pay/benefits.
Customer of HRIS- The Organizations Employees
, Use HRIS self-service by managing their own personal information.
Customer of HRIS- Nonemployee- Sourcing Partner Organizations
An external firm that partners with companies to assist in HR functions. Ex; Indeed
Client-Server (two-tier)
The hardware and software configuration that divides a business application into two
tiers, typically with the user interface and some business logic on the user computers.
Three-Tier Architecture
A computing architecture that distributes processing power across a machine that requests
service (e.g., client) and two machines that provide data services (e.g., the database server)
and application services (e.g., the application server).
N-Tier Architecture
