WGU D435 - HR TECHNOLOGY & People Analy cs 2026|
COMPLETE EXAM SET (ques ons and verified
answers)frequently most tested ques ons | already
passed!!
Components, Func ons, and Users of HRIS:
Components: HRIS (Human Resource Informa on Systems) typically comprise databases,
so ware, hardware, and networks. They encompass various modules for managing employee
informa on, payroll, benefits administra on, recruitment, performance management, etc.
Func ons: HRIS serves mul ple purposes, including employee data management, payroll
processing, me and a(endance tracking, recruitment and applicant tracking, performance
evalua on, training and development, and regulatory compliance.
Users: Various stakeholders u lize HRIS. HR professionals are primary users, leveraging the
system for personnel management. Employees access HRIS for tasks like upda ng personal
informa on, viewing pay stubs, and reques ng me off. Managers rely on HRIS for approving
leave requests, performance reviews, and accessing team data.
Describe the types of components, func ons, and users of HRIS.
Users: HR technology users span across HR professionals, employees, managers, and some mes
external stakeholders like recruiters, consultants, or IT support.
Owners: The ownership of HR technology can vary. HR departments o en have primary
ownership and responsibility for HRIS. However, IT departments may assist with technical
support, maintenance, and integra on. Some mes, larger organiza ons have dedicated HRIS
teams or partners managing these systems.
Describe the HR technology users and owners.
Func ons: HR administra on applica ons streamline administra ve tasks like employee
onboarding, record-keeping, benefits management, compliance, and genera ng reports.
Benefits: These applica ons enhance efficiency by automa ng repe ve tasks, ensuring
compliance with regula ons, reducing paperwork, centralizing data, facilita ng faster decision-
making, and improving accuracy in HR processes.
What are the func ons and benefits of HR administra on applica ons?
, Func ons: Service and delivery in HR technology o en focus on providing support to
employees, addressing their queries or concerns regarding HR policies, benefits, or general HR-
related ques ons.
Benefits: Efficient service and delivery mechanisms improve employee sa sfac on, resolve
issues promptly, increase transparency in HR processes, and foster a posi ve employee
experience.
What are the func ons and benefits of service and delivery?
Func ons: Time management applica ons assist in tracking employee a(endance, working
hours, leave requests, and scheduling.
Benefits: These applica ons automate me-tracking, reduce errors in payroll calcula ons, help
in workforce planning, ensure compliance with labor regula ons, and facilitate be(er resource
alloca on.
What are the func ons and benefits of me management applica ons?
Func ons: Talent management applica ons cover recruitment, performance management,
learning and development, and succession planning.
Benefits: They aid in a(rac ng and retaining top talent, iden fying skill gaps, aligning employee
goals with organiza onal objec ves, fostering a culture of con nuous learning, and planning for
future leadership needs.
What are the func ons and benefits of talent management applica ons?
The digital economy refers to an economy that is primarily based on digital compu ng
technologies, leveraging the internet, digital pla8orms, and data to create and exchange value.
Poten al disrup ons in HR within this economy could include the automa on of rou ne tasks,
the use of AI in recruitment, remote work trends, and the need for upskilling to adapt to
evolving job requirements.
Describe the digital economy and poten al disrup ons in HR?
Digital HR refers to the use of digital technologies, data-driven insights, and innova ve tools to
transform tradi onal HR func ons. It involves leveraging technology to streamline HR processes,
enhance employee experiences, and make data-backed decisions in areas like recruitment,
performance management, learning, and development.
Define Digital HR
Automa on and evolving work models, such as remote work and gig economy structures, are
reshaping the workforce. They impact the future by poten ally elimina ng certain jobs, crea ng
COMPLETE EXAM SET (ques ons and verified
answers)frequently most tested ques ons | already
passed!!
Components, Func ons, and Users of HRIS:
Components: HRIS (Human Resource Informa on Systems) typically comprise databases,
so ware, hardware, and networks. They encompass various modules for managing employee
informa on, payroll, benefits administra on, recruitment, performance management, etc.
Func ons: HRIS serves mul ple purposes, including employee data management, payroll
processing, me and a(endance tracking, recruitment and applicant tracking, performance
evalua on, training and development, and regulatory compliance.
Users: Various stakeholders u lize HRIS. HR professionals are primary users, leveraging the
system for personnel management. Employees access HRIS for tasks like upda ng personal
informa on, viewing pay stubs, and reques ng me off. Managers rely on HRIS for approving
leave requests, performance reviews, and accessing team data.
Describe the types of components, func ons, and users of HRIS.
Users: HR technology users span across HR professionals, employees, managers, and some mes
external stakeholders like recruiters, consultants, or IT support.
Owners: The ownership of HR technology can vary. HR departments o en have primary
ownership and responsibility for HRIS. However, IT departments may assist with technical
support, maintenance, and integra on. Some mes, larger organiza ons have dedicated HRIS
teams or partners managing these systems.
Describe the HR technology users and owners.
Func ons: HR administra on applica ons streamline administra ve tasks like employee
onboarding, record-keeping, benefits management, compliance, and genera ng reports.
Benefits: These applica ons enhance efficiency by automa ng repe ve tasks, ensuring
compliance with regula ons, reducing paperwork, centralizing data, facilita ng faster decision-
making, and improving accuracy in HR processes.
What are the func ons and benefits of HR administra on applica ons?
, Func ons: Service and delivery in HR technology o en focus on providing support to
employees, addressing their queries or concerns regarding HR policies, benefits, or general HR-
related ques ons.
Benefits: Efficient service and delivery mechanisms improve employee sa sfac on, resolve
issues promptly, increase transparency in HR processes, and foster a posi ve employee
experience.
What are the func ons and benefits of service and delivery?
Func ons: Time management applica ons assist in tracking employee a(endance, working
hours, leave requests, and scheduling.
Benefits: These applica ons automate me-tracking, reduce errors in payroll calcula ons, help
in workforce planning, ensure compliance with labor regula ons, and facilitate be(er resource
alloca on.
What are the func ons and benefits of me management applica ons?
Func ons: Talent management applica ons cover recruitment, performance management,
learning and development, and succession planning.
Benefits: They aid in a(rac ng and retaining top talent, iden fying skill gaps, aligning employee
goals with organiza onal objec ves, fostering a culture of con nuous learning, and planning for
future leadership needs.
What are the func ons and benefits of talent management applica ons?
The digital economy refers to an economy that is primarily based on digital compu ng
technologies, leveraging the internet, digital pla8orms, and data to create and exchange value.
Poten al disrup ons in HR within this economy could include the automa on of rou ne tasks,
the use of AI in recruitment, remote work trends, and the need for upskilling to adapt to
evolving job requirements.
Describe the digital economy and poten al disrup ons in HR?
Digital HR refers to the use of digital technologies, data-driven insights, and innova ve tools to
transform tradi onal HR func ons. It involves leveraging technology to streamline HR processes,
enhance employee experiences, and make data-backed decisions in areas like recruitment,
performance management, learning, and development.
Define Digital HR
Automa on and evolving work models, such as remote work and gig economy structures, are
reshaping the workforce. They impact the future by poten ally elimina ng certain jobs, crea ng
