1
WGU D356 HR technology Quizzes | Questions
and Answers| 2026 Update|100% Correct
1. An individual who was born in the United States and is currently working in
Spain for a company headquartered in Germany would be considered a
______. - ANSWER third-country national
2. In a host country with low pay rates, which approach to international
compensation would pay expatriates more? - ANSWER balance-sheet
approach
3. A method of creating useful comparisons is called ______. - ANSWER
Benchmarking
4. How is the success of any metrics and analytics project measured? -
ANSWER ?
5. The metrics that focus on how well the HR department accomplishes its
critical processes to support organizational effectiveness are ______. -
ANSWER HR administrative process efficiency.
6. ______ allows users to maintain a current snapshot of key HR metrics. -
ANSWER Dashboards
7. "Big Data" refers to ______. - ANSWER A collection of very large and
complex data, created by transaction processing systems, which are mined
for hidden patterns of relationships regarding customers or employees.
8. The technique used to identify a causal mechanism within data and identify
patterns of relationships is called ______. - ANSWER balanced scorecards
9. Workforce analytics are ______. - ANSWER Strategies for combining data
elements into metrics and for examining relationships or changes in HR
metrics.
10.What is HRIS? - ANSWER Systems used to acquire, store, manipulate,
analyze, retrieve, and distribute information regarding an organization's
human resources.
, 2
11.What are the three ways HRIS adds value to an organization? - ANSWER 1)
They automate HR processes to conduct transactional activities more
efficiently.
2) By providing accurate and timely information to the HR personnel and
managers, an HRIS can help them make better decisions
3) By providing new forms of information, HRIS can help HR more fully
support the strategic mission of the firm.
12.What is eHRM? - ANSWER This technology-enabled collection of HR
processes.
13.What happens when technology enables eHRM? - ANSWER Enables the
HR function to be done differently, allows transactional things to be done
while HR staff focuses on transformational.
14.What is the main function of eHRM and HRIS? - ANSWER eHRM is a way
of conducting HR and HRIS is the technology through which hrm is
enabled.
15.What are the advantages of HRIS? - ANSWER 1) providing a
comprehensive information picture as a single, integrated database; this
enables organizations to provide structural connectivity across units and
activities and to increase the speed of information transactions 2)
increasing competitiveness by improving HR operations and management
processes;
3) improved timeliness and quality of decision making;
streamlining and enhancing the efficiency and effectiveness of HR
administrative functions 4)
shifting the focus of HR from the processing of transactions to strategic
HRM 5)
improving employee satisfaction by delivering HR services more quickly
and accurately. 6) the implementation of a HRIS can lead to dramatic cost
and time savings.
16.What factors decide the usage of HRIS? - ANSWER 1) the size of the
organization, with large firms generally reaping greater benefits;
2) the amount of top management support and commitment;
3) the availability of resources (time, money, and personnel);
, 3
4) the HR philosophy of the company as well as its vision, organizational
culture, structure, and systems;
5) managerial competence in cross-functional decision making, employee
involvement, and coaching;
6) the ability and motivation of employees in adopting change, such as
increased automation across and between functions
17.What are some risks of HRIS? - ANSWER 1) management by computer and
substitution of technology for human judgment—managers may begin to
base performance evaluations exclusively on the data captured by the HRIS.
Thus, soft-skill behaviors such as teamwork and customer service may not
be fully considered.
2) privacy concerns—employees and applicants may feel that their data are
being accessed and used by those internal and external to the organization.
3) system rigidity and lack of flexibility—standardization of HR processes
can benefit the organization, but some systems may not allow for the
inevitable exceptions that arise and as the HR legal environment changes.
4) employee stress and resistance to the use of electronic performance
monitoring.
5) performance reduction in complex tasks when performance monitoring
systems are used.
18.An organization purchased a new human resource information system
(HRIS) with business intelligence (BI) capabilities. The organization's
president asks the human resources (HR) manager about current workforce
demographics and future hiring needs. In response, the HR manager
provides reports from the new system.
19.Which pair of system functions is used for this request? - ANSWER Extract
and analyze
20.A human resources (HR) director is developing a business case for
purchasing a human resource information system (HRIS). The HRIS must
include support for all HR functions.
21.Which system provides this full support capability? - ANSWER
Employment data system
22.What is a 360° appraisal? - ANSWER A system where employee
performance is rated by managers, peers, subordinates, and the employee.
, 4
23.What is an ability test? - ANSWER A standardized test of personal skills.
24.What is acquiring talent? - ANSWER The process of hiring new employees.
25.What is an adaptable workforce? - ANSWER A workforce trained to
complete multiple tasks and fill different roles.
What is an adaptive learning platform? - ANSWER A platform that adapts content
to the trainee's needs using AI.
What is adaptive maintenance? - ANSWER Maintenance that focuses on software
changes due to business or environmental changes.
What is administrative process efficiency? - ANSWER The ability to conduct HR
processes accurately and on time while minimizing costs.
What is adverse impact? - ANSWER Employment practices that have a negative
impact on a protected class of employees.
What are aesthetic features of a website? - ANSWER Stylistic or innovative
features that engage users, such as colors, pictures, and animation.
What is an affirmative action plan (AAP)? - ANSWER A report detailing how an
employer actively seeks to hire and promote individuals in protected classes.
What is applicant tracking system (ATS)? - ANSWER Software that helps
manage and streamline the recruitment process.
What is attrition? - ANSWER The natural reduction in the size of a workforce
over time.
What is behavioral interview? - ANSWER An interview technique that focuses on
past behavior to predict future performance.
What is benefits administration? - ANSWER The process of managing employee
benefits, such as health insurance and retirement plans.
What is a blended learning approach? - ANSWER A combination of online and
in-person learning methods.
WGU D356 HR technology Quizzes | Questions
and Answers| 2026 Update|100% Correct
1. An individual who was born in the United States and is currently working in
Spain for a company headquartered in Germany would be considered a
______. - ANSWER third-country national
2. In a host country with low pay rates, which approach to international
compensation would pay expatriates more? - ANSWER balance-sheet
approach
3. A method of creating useful comparisons is called ______. - ANSWER
Benchmarking
4. How is the success of any metrics and analytics project measured? -
ANSWER ?
5. The metrics that focus on how well the HR department accomplishes its
critical processes to support organizational effectiveness are ______. -
ANSWER HR administrative process efficiency.
6. ______ allows users to maintain a current snapshot of key HR metrics. -
ANSWER Dashboards
7. "Big Data" refers to ______. - ANSWER A collection of very large and
complex data, created by transaction processing systems, which are mined
for hidden patterns of relationships regarding customers or employees.
8. The technique used to identify a causal mechanism within data and identify
patterns of relationships is called ______. - ANSWER balanced scorecards
9. Workforce analytics are ______. - ANSWER Strategies for combining data
elements into metrics and for examining relationships or changes in HR
metrics.
10.What is HRIS? - ANSWER Systems used to acquire, store, manipulate,
analyze, retrieve, and distribute information regarding an organization's
human resources.
, 2
11.What are the three ways HRIS adds value to an organization? - ANSWER 1)
They automate HR processes to conduct transactional activities more
efficiently.
2) By providing accurate and timely information to the HR personnel and
managers, an HRIS can help them make better decisions
3) By providing new forms of information, HRIS can help HR more fully
support the strategic mission of the firm.
12.What is eHRM? - ANSWER This technology-enabled collection of HR
processes.
13.What happens when technology enables eHRM? - ANSWER Enables the
HR function to be done differently, allows transactional things to be done
while HR staff focuses on transformational.
14.What is the main function of eHRM and HRIS? - ANSWER eHRM is a way
of conducting HR and HRIS is the technology through which hrm is
enabled.
15.What are the advantages of HRIS? - ANSWER 1) providing a
comprehensive information picture as a single, integrated database; this
enables organizations to provide structural connectivity across units and
activities and to increase the speed of information transactions 2)
increasing competitiveness by improving HR operations and management
processes;
3) improved timeliness and quality of decision making;
streamlining and enhancing the efficiency and effectiveness of HR
administrative functions 4)
shifting the focus of HR from the processing of transactions to strategic
HRM 5)
improving employee satisfaction by delivering HR services more quickly
and accurately. 6) the implementation of a HRIS can lead to dramatic cost
and time savings.
16.What factors decide the usage of HRIS? - ANSWER 1) the size of the
organization, with large firms generally reaping greater benefits;
2) the amount of top management support and commitment;
3) the availability of resources (time, money, and personnel);
, 3
4) the HR philosophy of the company as well as its vision, organizational
culture, structure, and systems;
5) managerial competence in cross-functional decision making, employee
involvement, and coaching;
6) the ability and motivation of employees in adopting change, such as
increased automation across and between functions
17.What are some risks of HRIS? - ANSWER 1) management by computer and
substitution of technology for human judgment—managers may begin to
base performance evaluations exclusively on the data captured by the HRIS.
Thus, soft-skill behaviors such as teamwork and customer service may not
be fully considered.
2) privacy concerns—employees and applicants may feel that their data are
being accessed and used by those internal and external to the organization.
3) system rigidity and lack of flexibility—standardization of HR processes
can benefit the organization, but some systems may not allow for the
inevitable exceptions that arise and as the HR legal environment changes.
4) employee stress and resistance to the use of electronic performance
monitoring.
5) performance reduction in complex tasks when performance monitoring
systems are used.
18.An organization purchased a new human resource information system
(HRIS) with business intelligence (BI) capabilities. The organization's
president asks the human resources (HR) manager about current workforce
demographics and future hiring needs. In response, the HR manager
provides reports from the new system.
19.Which pair of system functions is used for this request? - ANSWER Extract
and analyze
20.A human resources (HR) director is developing a business case for
purchasing a human resource information system (HRIS). The HRIS must
include support for all HR functions.
21.Which system provides this full support capability? - ANSWER
Employment data system
22.What is a 360° appraisal? - ANSWER A system where employee
performance is rated by managers, peers, subordinates, and the employee.
, 4
23.What is an ability test? - ANSWER A standardized test of personal skills.
24.What is acquiring talent? - ANSWER The process of hiring new employees.
25.What is an adaptable workforce? - ANSWER A workforce trained to
complete multiple tasks and fill different roles.
What is an adaptive learning platform? - ANSWER A platform that adapts content
to the trainee's needs using AI.
What is adaptive maintenance? - ANSWER Maintenance that focuses on software
changes due to business or environmental changes.
What is administrative process efficiency? - ANSWER The ability to conduct HR
processes accurately and on time while minimizing costs.
What is adverse impact? - ANSWER Employment practices that have a negative
impact on a protected class of employees.
What are aesthetic features of a website? - ANSWER Stylistic or innovative
features that engage users, such as colors, pictures, and animation.
What is an affirmative action plan (AAP)? - ANSWER A report detailing how an
employer actively seeks to hire and promote individuals in protected classes.
What is applicant tracking system (ATS)? - ANSWER Software that helps
manage and streamline the recruitment process.
What is attrition? - ANSWER The natural reduction in the size of a workforce
over time.
What is behavioral interview? - ANSWER An interview technique that focuses on
past behavior to predict future performance.
What is benefits administration? - ANSWER The process of managing employee
benefits, such as health insurance and retirement plans.
What is a blended learning approach? - ANSWER A combination of online and
in-person learning methods.
