D435 HR TECHNOLOGY AND PEOPLE
ANALYTICS COMPREHENSIVE STUDY
GUIDE V3
1. When comparing an Applicant Tracking System (ATS) to a Human Resource Information
System (HRIS), what is the primary distinction in their functional scope?
A. The HRIS is used exclusively for external recruitment, while the ATS manages the
employee lifecycle.
B. The ATS focuses on the pre-hire phase and candidate management, whereas the HRIS
serves as the central database for active employee data.
C. The HRIS focuses on payroll only, while the ATS manages employee benefits and
performance.
D. There is no functional difference; they are interchangeable terms in modern HR tech.
Answer: B
Conceptual Explanation: An Applicant Tracking System (ATS) is designed to manage the
recruitment process, while a Human Resource Information System (HRIS) acts as the
system of record for employees after they are hired.
,2. Which level of people analytics is characterized by using historical data to predict future
outcomes, such as identifying employees at high risk of turnover?
A. Descriptive Analytics
B. Predictive Analytics
C. Diagnostic Analytics
D. Prescriptive Analytics
Answer: B
Conceptual Explanation: Predictive analytics uses statistical models and forecasts to
determine what is likely to happen in the future based on historical patterns.
3. Under the General Data Protection Regulation (GDPR), what does the principle of ‘Data
Minimization’ require?
A. Data should be stored for at least ten years for legal safety.
B. All employee data must be shared with third-party vendors to ensure transparency.
C. Data should be compressed to save server space.
D. Only the data necessary for a specific, stated purpose should be collected and processed.
Answer: D
Conceptual Explanation: Data minimization ensures that organizations only collect and
process the personal information they actually need to fulfill their specific objectives.
, 4. Which of the following represents a ‘Strategic’ use of HR technology rather than an
‘Operational’ use?
A. Automating monthly payroll processing.
B. Using workforce modeling to identify future skill gaps required for a 5-year business
expansion.
C. Tracking daily attendance via a digital clock-in system.
D. Storing emergency contact information for new hires.
Answer: B
Conceptual Explanation: Strategic HR technology focuses on long-term planning and
value creation, such as workforce planning, while operational tech focuses on day-to-day
administrative efficiency.
5. What is the primary benefit of a ‘Software as a Service’ (SaaS) HRIS model compared to an
on-premise installation?
A. Total control over the physical server hardware.
B. Elimination of all cybersecurity risks.
C. The ability to run the software without an internet connection.
D. Lower initial capital expenditure and automatic updates managed by the vendor.
Answer: D
ANALYTICS COMPREHENSIVE STUDY
GUIDE V3
1. When comparing an Applicant Tracking System (ATS) to a Human Resource Information
System (HRIS), what is the primary distinction in their functional scope?
A. The HRIS is used exclusively for external recruitment, while the ATS manages the
employee lifecycle.
B. The ATS focuses on the pre-hire phase and candidate management, whereas the HRIS
serves as the central database for active employee data.
C. The HRIS focuses on payroll only, while the ATS manages employee benefits and
performance.
D. There is no functional difference; they are interchangeable terms in modern HR tech.
Answer: B
Conceptual Explanation: An Applicant Tracking System (ATS) is designed to manage the
recruitment process, while a Human Resource Information System (HRIS) acts as the
system of record for employees after they are hired.
,2. Which level of people analytics is characterized by using historical data to predict future
outcomes, such as identifying employees at high risk of turnover?
A. Descriptive Analytics
B. Predictive Analytics
C. Diagnostic Analytics
D. Prescriptive Analytics
Answer: B
Conceptual Explanation: Predictive analytics uses statistical models and forecasts to
determine what is likely to happen in the future based on historical patterns.
3. Under the General Data Protection Regulation (GDPR), what does the principle of ‘Data
Minimization’ require?
A. Data should be stored for at least ten years for legal safety.
B. All employee data must be shared with third-party vendors to ensure transparency.
C. Data should be compressed to save server space.
D. Only the data necessary for a specific, stated purpose should be collected and processed.
Answer: D
Conceptual Explanation: Data minimization ensures that organizations only collect and
process the personal information they actually need to fulfill their specific objectives.
, 4. Which of the following represents a ‘Strategic’ use of HR technology rather than an
‘Operational’ use?
A. Automating monthly payroll processing.
B. Using workforce modeling to identify future skill gaps required for a 5-year business
expansion.
C. Tracking daily attendance via a digital clock-in system.
D. Storing emergency contact information for new hires.
Answer: B
Conceptual Explanation: Strategic HR technology focuses on long-term planning and
value creation, such as workforce planning, while operational tech focuses on day-to-day
administrative efficiency.
5. What is the primary benefit of a ‘Software as a Service’ (SaaS) HRIS model compared to an
on-premise installation?
A. Total control over the physical server hardware.
B. Elimination of all cybersecurity risks.
C. The ability to run the software without an internet connection.
D. Lower initial capital expenditure and automatic updates managed by the vendor.
Answer: D
