WGU D435 - HR Technology & People Analytics Complete Exam
Set (Questions & Verified Answers)
1. The digital economy refers to an economy that is primarily based on digital computing
technologies, leveraging the internet, digital platforms, and data to create and exchange value.
Potential disruptions in HR within this economy could include the automation of routine tasks, the
use of AI in recruitment, remote work trends, and the need for upskilling to adapt to evolving job
requirements. - ANS ✔ - Describe the digital economy and potential disruptions in HR?
2. Digital HR refers to the use of digital technologies, data-driven insights, and innovative tools to
transform traditional HR functions. 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. - ANS ✔ - Define Digital HR
3. Automation and evolving work models, such as remote work and gig economy structures, are
reshaping the workforce. They impact the future by potentially eliminating certain jobs, creating
new roles requiring different skills, changing the nature of work, and emphasizing the need for
continuous upskilling and adaptability. - ANS ✔ - What impacts do Automation and work models
have on the future?
4. A people-centered approach in HR focuses on prioritizing employees' needs, well-being, and
experiences within an organization. It involves creating a supportive culture, providing growth
opportunities, fostering diversity and inclusion, and aligning organizational goals with employee
aspirations. - ANS ✔ - Describe the people-centered approach.
5. VUCA stands for Volatility, Uncertainty, Complexity, and Ambiguity. It's a concept used to describe
the challenging and rapidly changing business environment. HR needs to adapt to VUCA by being
agile, adaptable, and innovative in responding to constant change. - ANS ✔ - Define VUCA.
6. Transformation often involves stages like preparation, planning, implementation, and continuous
improvement. Challenges include resistance to change, cultural shifts, aligning technology with
human needs, and ensuring effective communication throughout the process. - ANS ✔ - Describe
the stages and challenges associated with transformation.
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, 7. Transformation refers to a fundamental change in an organization's strategy, structure, processes,
culture, or technology to adapt to new challenges, seize opportunities, or remain competitive in
the evolving landscape. - ANS ✔ - Define transformation.
8. Transformation implies a significant, often radical, change that alters the fundamental aspects of
an organization, its operations, or its approach to achieving goals. - ANS ✔ - What does
transformation mean?
9. Components, Functions, and Users of HRIS:
Components: HRIS (Human Resource Information Systems) typically comprise databases,
software, hardware, and networks. They encompass various modules for managing employee
information, payroll, benefits administration, recruitment, performance management, etc.
Functions: HRIS serves multiple purposes, including employee data management, payroll
processing, time and attendance tracking, recruitment and applicant tracking, performance
evaluation, training and development, and regulatory compliance.
Users: Various stakeholders utilize HRIS. HR professionals are primary users, leveraging the
system for personnel management. Employees access HRIS for tasks like updating personal
information, viewing pay stubs, and requesting time off. Managers rely on HRIS for approving
leave requests, performance reviews, and accessing team data. - ANS ✔ - Describe the types
of components, functions, and users of HRIS.
10. Users: HR technology users span across HR professionals, employees, managers, and sometimes
external stakeholders like recruiters, consultants, or IT support.
Owners: The ownership of HR technology can vary. HR departments often have primary
ownership and responsibility for HRIS. However, IT departments may assist with technical
support, maintenance, and integration. Sometimes, larger organizations have dedicated HRIS
teams or partners managing these systems. - ANS ✔ - Describe the HR technology users and
owners.
11. Functions: HR administration applications streamline administrative tasks like employee
onboarding, record-keeping, benefits management, compliance, and generating reports.
Benefits: These applications enhance efficiency by automating repetitive tasks, ensuring
compliance with regulations, reducing paperwork, centralizing data, facilitating faster
decision-making, and improving accuracy in HR processes. - ANS ✔ - What are the functions
and benefits of HR administration applications?
12. Functions: Service and delivery in HR technology often focus on providing support to employees,
addressing their queries or concerns regarding HR policies, benefits, or general HR-related
questions.
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Set (Questions & Verified Answers)
1. The digital economy refers to an economy that is primarily based on digital computing
technologies, leveraging the internet, digital platforms, and data to create and exchange value.
Potential disruptions in HR within this economy could include the automation of routine tasks, the
use of AI in recruitment, remote work trends, and the need for upskilling to adapt to evolving job
requirements. - ANS ✔ - Describe the digital economy and potential disruptions in HR?
2. Digital HR refers to the use of digital technologies, data-driven insights, and innovative tools to
transform traditional HR functions. 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. - ANS ✔ - Define Digital HR
3. Automation and evolving work models, such as remote work and gig economy structures, are
reshaping the workforce. They impact the future by potentially eliminating certain jobs, creating
new roles requiring different skills, changing the nature of work, and emphasizing the need for
continuous upskilling and adaptability. - ANS ✔ - What impacts do Automation and work models
have on the future?
4. A people-centered approach in HR focuses on prioritizing employees' needs, well-being, and
experiences within an organization. It involves creating a supportive culture, providing growth
opportunities, fostering diversity and inclusion, and aligning organizational goals with employee
aspirations. - ANS ✔ - Describe the people-centered approach.
5. VUCA stands for Volatility, Uncertainty, Complexity, and Ambiguity. It's a concept used to describe
the challenging and rapidly changing business environment. HR needs to adapt to VUCA by being
agile, adaptable, and innovative in responding to constant change. - ANS ✔ - Define VUCA.
6. Transformation often involves stages like preparation, planning, implementation, and continuous
improvement. Challenges include resistance to change, cultural shifts, aligning technology with
human needs, and ensuring effective communication throughout the process. - ANS ✔ - Describe
the stages and challenges associated with transformation.
1|Page
, 7. Transformation refers to a fundamental change in an organization's strategy, structure, processes,
culture, or technology to adapt to new challenges, seize opportunities, or remain competitive in
the evolving landscape. - ANS ✔ - Define transformation.
8. Transformation implies a significant, often radical, change that alters the fundamental aspects of
an organization, its operations, or its approach to achieving goals. - ANS ✔ - What does
transformation mean?
9. Components, Functions, and Users of HRIS:
Components: HRIS (Human Resource Information Systems) typically comprise databases,
software, hardware, and networks. They encompass various modules for managing employee
information, payroll, benefits administration, recruitment, performance management, etc.
Functions: HRIS serves multiple purposes, including employee data management, payroll
processing, time and attendance tracking, recruitment and applicant tracking, performance
evaluation, training and development, and regulatory compliance.
Users: Various stakeholders utilize HRIS. HR professionals are primary users, leveraging the
system for personnel management. Employees access HRIS for tasks like updating personal
information, viewing pay stubs, and requesting time off. Managers rely on HRIS for approving
leave requests, performance reviews, and accessing team data. - ANS ✔ - Describe the types
of components, functions, and users of HRIS.
10. Users: HR technology users span across HR professionals, employees, managers, and sometimes
external stakeholders like recruiters, consultants, or IT support.
Owners: The ownership of HR technology can vary. HR departments often have primary
ownership and responsibility for HRIS. However, IT departments may assist with technical
support, maintenance, and integration. Sometimes, larger organizations have dedicated HRIS
teams or partners managing these systems. - ANS ✔ - Describe the HR technology users and
owners.
11. Functions: HR administration applications streamline administrative tasks like employee
onboarding, record-keeping, benefits management, compliance, and generating reports.
Benefits: These applications enhance efficiency by automating repetitive tasks, ensuring
compliance with regulations, reducing paperwork, centralizing data, facilitating faster
decision-making, and improving accuracy in HR processes. - ANS ✔ - What are the functions
and benefits of HR administration applications?
12. Functions: Service and delivery in HR technology often focus on providing support to employees,
addressing their queries or concerns regarding HR policies, benefits, or general HR-related
questions.
2|Page
