D435 - HR Technology & People Analytics
UPDATED ACTUAL Exam Questions and
CORRECT Answers
Describe the types of components, functions, and users of HRIS. - CORRECT ANSWER -
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.
Describe the HR technology users and owners. - CORRECT ANSWER - 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.
What are the functions and benefits of HR administration applications? - CORRECT
ANSWER - 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.
, What are the functions and benefits of service and delivery? - CORRECT ANSWER -
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.
Benefits: Efficient service and delivery mechanisms improve employee satisfaction, resolve
issues promptly, increase transparency in HR processes, and foster a positive employee
experience.
What are the functions and benefits of time management applications? - CORRECT
ANSWER - Functions: Time management applications assist in tracking employee
attendance, working hours, leave requests, and scheduling.
Benefits: These applications automate time-tracking, reduce errors in payroll calculations, help
in workforce planning, ensure compliance with labor regulations, and facilitate better resource
allocation.
What are the functions and benefits of talent management applications? - CORRECT
ANSWER - Functions: Talent management applications cover recruitment, performance
management, learning and development, and succession planning.
Benefits: They aid in attracting and retaining top talent, identifying skill gaps, aligning employee
goals with organizational objectives, fostering a culture of continuous learning, and planning for
future leadership needs.
Describe the digital economy and potential disruptions in HR? - CORRECT ANSWER -
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.
Define Digital HR - CORRECT ANSWER - 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.
UPDATED ACTUAL Exam Questions and
CORRECT Answers
Describe the types of components, functions, and users of HRIS. - CORRECT ANSWER -
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.
Describe the HR technology users and owners. - CORRECT ANSWER - 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.
What are the functions and benefits of HR administration applications? - CORRECT
ANSWER - 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.
, What are the functions and benefits of service and delivery? - CORRECT ANSWER -
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.
Benefits: Efficient service and delivery mechanisms improve employee satisfaction, resolve
issues promptly, increase transparency in HR processes, and foster a positive employee
experience.
What are the functions and benefits of time management applications? - CORRECT
ANSWER - Functions: Time management applications assist in tracking employee
attendance, working hours, leave requests, and scheduling.
Benefits: These applications automate time-tracking, reduce errors in payroll calculations, help
in workforce planning, ensure compliance with labor regulations, and facilitate better resource
allocation.
What are the functions and benefits of talent management applications? - CORRECT
ANSWER - Functions: Talent management applications cover recruitment, performance
management, learning and development, and succession planning.
Benefits: They aid in attracting and retaining top talent, identifying skill gaps, aligning employee
goals with organizational objectives, fostering a culture of continuous learning, and planning for
future leadership needs.
Describe the digital economy and potential disruptions in HR? - CORRECT ANSWER -
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.
Define Digital HR - CORRECT ANSWER - 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.
