WGU D356 HR TECHNOLOGY. EXAM
2025/2026 QUESTIONS AND ANSWERS
100% PASS
Activites that infolve HR programs such as planning, recruiting, selection, training,
compensation, and performance management - ANS 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. - ANS 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. -
ANS Transformational HR
It is the implementation and delivery of HR functionality enabled by an HRIS that supports
emplooyees and their people-related decisions. - ANS 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. -
ANS Advantages of HRIS
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED
, 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. -
ANS 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. - ANS 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. -
ANS Post WW2 1945-1960
Promotion of occupational health/safety, retirement benefits, tax regulation. Beginning of the
name Human Resources Management. Computer costs going down. - ANS Social Issues Era
1963-1980
Focus shift from employee administration to training and development. Development of
microcomputers. Creation of HRIS. - ANS 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. - ANS ERPs and Strategic HRM 1990 - 2010
Technology and regulation depentend. Patient Protections and affordable care act. Cloud based
HR systems - ANS The Cloud and Mobiles: 2010-Present
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED
2025/2026 QUESTIONS AND ANSWERS
100% PASS
Activites that infolve HR programs such as planning, recruiting, selection, training,
compensation, and performance management - ANS 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. - ANS 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. -
ANS Transformational HR
It is the implementation and delivery of HR functionality enabled by an HRIS that supports
emplooyees and their people-related decisions. - ANS 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. -
ANS Advantages of HRIS
1 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED
, 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. -
ANS 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. - ANS 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. -
ANS Post WW2 1945-1960
Promotion of occupational health/safety, retirement benefits, tax regulation. Beginning of the
name Human Resources Management. Computer costs going down. - ANS Social Issues Era
1963-1980
Focus shift from employee administration to training and development. Development of
microcomputers. Creation of HRIS. - ANS 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. - ANS ERPs and Strategic HRM 1990 - 2010
Technology and regulation depentend. Patient Protections and affordable care act. Cloud based
HR systems - ANS The Cloud and Mobiles: 2010-Present
2 @COPYRIGHT 2025/2026 ALLRIGHTS RESERVED
