HRM 3540 HR Technology (D356)
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Free HRM 3540 HR Technology (D356) Questions
Which human resources (HR) metric measures the period from job requisition approval to the new hire start date
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Compensation (motivation)
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Time to hire
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Operational feasibility
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Time to fill
Explanation
Correct Answer:
D. Time to fill
Explanation:
Time to fill measures the time it takes from when a job requisition is approved until the new hire starts their position. This metric is critical in understanding how efficiently the recruitment process is working and helps HR departments streamline hiring strategies.
Why other options are wrong:
A. Compensation (motivation): This metric typically relates to the salary or benefits package offered to employees, not the time it takes to complete the hiring process.
B. Time to hire: Although similar to time to fill, "time to hire" measures the period from when a candidate applies or is identified until they are hired, not from requisition approval to the hire start date.
C. Operational feasibility: This refers to the ability of a system or project to function effectively within an organization, unrelated to the time metrics of the hiring process.
What is a concern that human resource information system (HRIS) experts must be aware of when collecting and analyzing big data about job candidates
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The ethics of using big data if users have not explicitly given permission
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The requirement to share all collected data with competitors
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To create awareness of the need for change and improve motivation
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The obligation to analyze data only from current employees
Explanation
Correct Answer
A. The ethics of using big data if users have not explicitly given permission
Explanation
HRIS experts must consider the ethical implications of collecting and using big data about job candidates. This includes obtaining explicit consent to ensure compliance with privacy laws and regulations. Using data without candidates' permission can lead to legal issues and damage to the organization’s reputation. Transparency in how data is collected, stored, and used is essential to maintain trust and ethical standards.
Why other options are wrong
B: The requirement to share all collected data with competitors: Organizations are not obligated to share data with competitors; this is irrelevant to ethical concerns surrounding big data.
C: To create awareness of the need for change and improve motivation: This relates to change management and employee engagement, not to ethical concerns about using big data.
D: The obligation to analyze data only from current employees: This is not true, as HRIS systems often collect data on both job candidates and employees, provided ethical and legal guidelines are followed.
The human resources (HR) director has been asked to develop a company staffing strategy for the next three years to assist with employee attrition. Which step in human resource planning (HRP) would accomplish this
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Prediction
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Planning
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Forecasting
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Predictive Analytics
Explanation
Correct Answer:
C. Forecasting
Explanation:
Forecasting in human resource planning (HRP) involves predicting future staffing needs based on trends, such as employee attrition. This step helps HR prepare for future changes by assessing how many employees will be needed, the skills required, and how to manage attrition rates over time.
Why other options are wrong:
A. Prediction: While prediction can play a role, it is more general and doesn't focus specifically on staffing strategies or attrition management.
B. Planning: Planning is a broader phase that follows forecasting and involves creating specific actions based on predictions and forecasts.
D. Predictive Analytics: Predictive analytics involves analyzing data to make predictions, but forecasting is the step that focuses on projecting staffing needs over time, specifically in relation to attrition.
What is an example of an external human resource information system (HRIS) data input
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Market surveys
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Customer surveys
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Market research
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Data store
Explanation
Correct Answer:
A. Market surveys
Explanation:
Market surveys are an example of external HRIS data input because they provide insights from the external environment, such as compensation trends, industry benchmarks, and labor market conditions, which help organizations make informed HR decisions.
Why other options are wrong:
B. Customer surveys: These are typically used for gathering feedback from customers and are unrelated to HR data inputs.
C. Market research: This is broader and focuses on analyzing market trends for business purposes, not specifically for HRIS data.
D. Data store: A data store refers to where data is stored, not an external input for HRIS.
Which phase of the systems development life cycle documents current capabilities, identifies new needs, and defines the scope of the HRIS
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Analysis
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Implementation
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Planning
Explanation
Correct Answer
A. Analysis
Explanation
The Analysis phase of the systems development life cycle (SDLC) is where the current capabilities of the existing system are documented, new needs are identified, and the scope of the new system is defined. During this phase, the organization evaluates what the HRIS should accomplish, outlines its requirements, and sets the foundation for the design and implementation phases.
Why other options are wrong
B: Implementation is the phase where the HRIS is actually developed, tested, and deployed. It is focused on putting the system into action, not defining its scope or needs.
C: Planning is the initial phase where the project's feasibility, timeline, and resources are considered, but the detailed documentation of current capabilities and needs occurs during the Analysis phase.
What is the technical way to reduce the number of applicants for each open position in an applicant tracking system (ATS)
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Remove all questions from the application process
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Allow all applicants to bypass qualifications
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Increase the number of open-ended questions
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Set up qualifying questions that screen out unqualified candidates
Explanation
Correct Answer
D. Set up qualifying questions that screen out unqualified candidates
Explanation
Qualifying questions in an applicant tracking system (ATS) are designed to filter out candidates who do not meet the basic requirements for a position. By using these questions, the system automatically screens out unqualified applicants, reducing the overall number of applications while ensuring that only those who meet the criteria proceed in the hiring process.
Why other options are wrong
A: Remove all questions from the application process: This would likely increase the number of applicants, as there would be no barriers or screening mechanisms in place.
B: Allow all applicants to bypass qualifications: This approach would result in more unqualified applicants being considered, increasing, rather than reducing, the number of applicants.
C: Increase the number of open-ended questions: Open-ended questions may deter some applicants, but they do not technically reduce the applicant pool as they are not automatically screening unqualified candidates.
How can a company create a culture of knowledge management
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By rewarding learning
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By building economic growth
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By advancing experts
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By tracking performance
Explanation
Correct Answer:
A. By rewarding learning
Explanation:
A company can create a culture of knowledge management by incentivizing learning and knowledge sharing. Rewarding employees for contributing knowledge, sharing expertise, and engaging in continuous learning encourages others to do the same and strengthens the overall knowledge culture.
Why other options are wrong:
B. By building economic growth: While economic growth can be a result of knowledge management, it is not the direct method for creating a knowledge-driven culture.
C. By advancing experts: Advancing experts is valuable, but focusing solely on individual advancement may overlook the broader company-wide culture needed to promote knowledge sharing.
D. By tracking performance: Tracking performance is essential for organizational growth, but it does not directly foster a culture of knowledge management, which requires a focus on learning and collaboration.
HRIS T&D projects fail to meet the expectations of key decision makers because the decision makers may have false expectations of what the T&D can provide and fail to note the intangible gains. Employees may not use the system, or they may not be satisfied with it, which can mean that employees do not finish e-learning programs
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What are two benefits that using a human resource information system (HRIS) has for mandated Equal Employment Opportunity Commission (EEOC) and Occupational Safety and Health Administration (OSHA) reporting?
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What is the main difference between 3-tier architecture and N-tier architecture?
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What are two issues that may arise as a result of the implementation of human resource information system (HRIS) training and development (T&D) applications?
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What are two advantages to using artificial intelligence (AI) or machine learning for human resources (HR) metrics?
Explanation
Correct Answer
C. What are two issues that may arise as a result of the implementation of human resource information system (HRIS) training and development (T&D) applications?
Explanation
The question is focused on the challenges related to HRIS training and development (T&D) systems. Issues such as false expectations from key decision-makers and low system adoption or satisfaction by employees are directly linked to HRIS T&D implementations. Employees may not complete e-learning programs due to dissatisfaction, or the systems may fail to meet intangible benefits or expected results.
Why other options are wrong
A: What are two benefits that using a human resource information system (HRIS) has for mandated EEOC and OSHA reporting: While this is an important functionality of HRIS, it is not related to training and development (T&D) issues, which is the context of the question.
B: What is the main difference between 3-tier architecture and N-tier architecture: This option focuses on technical architecture, not the challenges faced during the implementation of T&D applications in HRIS.
D: What are two advantages to using artificial intelligence (AI) or machine learning for human resources (HR) metrics: This option relates to HR analytics and metrics, not the implementation challenges of T&D applications in HRIS.
An employer fails to link job postings to an application tracking system (ATS). Which challenge does this employer face
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Requirement to retrieve and manually sort resumes.
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No need to review résumés at all
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Direct integration with social media profiles
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Automatic sorting of résumés by skill level
Explanation
Correct Answer
A. Requirement to retrieve and manually sort resumes.
Explanation
When job postings are not linked to an ATS, the employer loses the ability to automate processes like resume sorting, tracking, and organizing. As a result, they must manually retrieve, sort, and assess resumes, which increases the time and effort required for recruitment.
Why other options are wrong
B: Reviewing resumes is still necessary without an ATS, but it will be more manual and time-consuming.
C: Integration with social media profiles may be beneficial but does not directly address the issue of manually sorting resumes.
D: ATS systems can automatically sort resumes by skill level and other criteria, but without integration, this feature is unavailable, leading to manual sorting.
An organization learns that the cost of human resources (HR) administration is less expensive in other countries or regions. To take advantage of these reduced costs, the company creates a subsidiary in another country or region
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Backsourcing operations
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Offshore ownership
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Job requirements
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Offshore outsourcing
Explanation
Correct Answer:
B. Offshore ownership
Explanation:
Offshore ownership refers to creating a subsidiary or branch in another country to take advantage of lower HR administrative costs. This approach involves owning and managing operations in the new location, rather than outsourcing tasks to an external vendor.
Why other options are wrong:
A. Backsourcing operations: This refers to bringing outsourced operations back in-house, not establishing a new subsidiary abroad.
C. Job requirements: This is unrelated to the specific strategy of managing HR costs by setting up operations in another country.
D. Offshore outsourcing: Offshore outsourcing involves contracting with a third-party service provider in another country, not creating a subsidiary.
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HRM 3540 HR Technology (D356) Comprehensive
1. Introduction to HR Technology
Core Concepts
HR Technology Definition: Digital systems and software solutions that automate and streamline human resource management processes
Evolution of HR Tech: From paper-based systems → early HRIS → cloud-based solutions → AI-powered platforms
Strategic Importance: HR technology enables data-driven decision-making, improves efficiency, and supports strategic HR initiatives
Key Benefits
I. Process Automation
- Reduces manual work
- Minimizes errors
- Increases efficiency
Example: Automated onboarding systems that generate paperwork, set up accounts, and track completion
II. Data Analytics
- Real-time reporting
- Predictive analytics
- Workforce planning
Example: Using predictive analytics to identify flight risks and implement retention strategies
2. Core HR Technology Systems
Human Resource Information Systems (HRIS)
Definition: Central database for employee information and HR processes
Key Features:
- Employee records management
- Benefits administration
- Time and attendance tracking
- Payroll processing
- Reporting capabilities
Applicant Tracking Systems (ATS)
Purpose: Manage recruitment process
Functions:
- Job posting management
- Resume parsing
- Candidate screening
- Interview scheduling
- Hiring workflow automation
Learning Management Systems (LMS
Core Features:
- Course creation and delivery
- Training tracking
- Skill assessment
- Certification management
Benefits:
- Standardized training
- Progress monitoring
- Compliance tracking
3. Emerging HR Technologies
Artificial Intelligence in HR
Applications:
- Resume screening
- Chatbots for candidate communication
- Predictive analytics for retention
- Performance assessment
Impact:
- Reduced bias in hiring
- Improved efficiency
- Better decision-making
- Enhanced employee experience
Virtual Reality (VR) and Augmented Reality (AR)
Use Cases:
- Training simulations
- Virtual onboarding
- Remote collaboration
- Safety training
Benefits:
- Immersive learning experience
- Reduced training costs
- Improved knowledge retention
4. Data Security and Privacy
Compliance Requirements
Key Regulations:
- GDPR
- CCPA
- HIPAA
- Local data protection laws
Implementation:
- Data encryption
- Access controls
- Audit trails
- Regular security assessments
Best Practices
1. Regular security audits
2. Employee training on data protection
3. Incident response planning
4. Vendor security assessment
5. Data retention policies
5. Future Trends in HR Technology
1. Blockchain
- Credential verificationSmart contracts
- Payroll processing
- Employment history
- Performance prediction
- Succession planning
- Workplace analytics
- Personalized learning
- Workplace safety monitoring
- Space utilization
- Employee wellness tracking
- Environmental controls
Impact on HR Role
- Shift from administrative to strategic focus.
- Enhanced data-driven decision making.
- Greater focus on employee experience.
- Increased need for HR analytics skills.
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