WGU D435 EXAM QUESTIONS AND
ANSWERS
Prosci's ADKAR Model - ANSWER-5 step process for managing change in
individuals.
The steps are:
1. Awareness
2. Desire
3. Knowledge
4. Ability
5. Reinforcement
The personnel module of the human resource information system (HRIS) allows the
human resources (HR) business partner to capture manpower data. The HR
manager is concerned about the high turnover in the business and asks the HR
business partner to provide a report on the key positions to be filled and the reasons
people left those positions over the last three years. Which business driver for agile
adoption is illustrated in this scenario? - ANSWER-Quick response to high priorities
A government contractor is implementing a new human resource information system
(HRIS). The company is working on sourcing key talent who understand and can
implement the HRIS. Which dimension of organizational effectiveness is the
company working on? - ANSWER-Human capital management
The founder of a nonprofit organization recognizes the importance of people
analytics in managing employees at the organization. The founder asks the human
resources (HR) manager to summarize the implications of people analytics for HR
professionals. Which statement is suitable for the manager to provide? - ANSWER-
There is a significant gap in people analytics skills.
The human resources (HR) manager conducted a regression analysis to determine
the incentive earned by each employee based on their performance. Further, the
manager wants to test the relationship between attendance and performance. Which
diagnostic analytics technique should be used by the manager? - ANSWER-
Correlation analysis
A company wants to analyze its human resources (HR) metrics to understand the
impact of HR initiatives on business performance outcomes. It has collected both
quantitative and qualitative data related to HR practices, employee engagement, and
business performance indicators. The HR team wants to analyze the data to identify
the relationship between HR initiatives and business outcomes. Which method will
be useful for analyzing both quantitative and qualitative data in this context? -
ANSWER-Correlation analysis
In order to create a compensation package where compensation is paid according to
the employee's preferences, a business presents four compensation packages to its
employees and requests that they rank them in order of most to least favorable.
ANSWERS
Prosci's ADKAR Model - ANSWER-5 step process for managing change in
individuals.
The steps are:
1. Awareness
2. Desire
3. Knowledge
4. Ability
5. Reinforcement
The personnel module of the human resource information system (HRIS) allows the
human resources (HR) business partner to capture manpower data. The HR
manager is concerned about the high turnover in the business and asks the HR
business partner to provide a report on the key positions to be filled and the reasons
people left those positions over the last three years. Which business driver for agile
adoption is illustrated in this scenario? - ANSWER-Quick response to high priorities
A government contractor is implementing a new human resource information system
(HRIS). The company is working on sourcing key talent who understand and can
implement the HRIS. Which dimension of organizational effectiveness is the
company working on? - ANSWER-Human capital management
The founder of a nonprofit organization recognizes the importance of people
analytics in managing employees at the organization. The founder asks the human
resources (HR) manager to summarize the implications of people analytics for HR
professionals. Which statement is suitable for the manager to provide? - ANSWER-
There is a significant gap in people analytics skills.
The human resources (HR) manager conducted a regression analysis to determine
the incentive earned by each employee based on their performance. Further, the
manager wants to test the relationship between attendance and performance. Which
diagnostic analytics technique should be used by the manager? - ANSWER-
Correlation analysis
A company wants to analyze its human resources (HR) metrics to understand the
impact of HR initiatives on business performance outcomes. It has collected both
quantitative and qualitative data related to HR practices, employee engagement, and
business performance indicators. The HR team wants to analyze the data to identify
the relationship between HR initiatives and business outcomes. Which method will
be useful for analyzing both quantitative and qualitative data in this context? -
ANSWER-Correlation analysis
In order to create a compensation package where compensation is paid according to
the employee's preferences, a business presents four compensation packages to its
employees and requests that they rank them in order of most to least favorable.
