HRM 3540 HR Technology (D356)
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Free HRM 3540 HR Technology (D356) Questions
Why do change leaders use change models
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To create a detailed financial report on changes
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To enforce strict regulations on change processes
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To enhance understanding and provide a common language
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To eliminate all resistance to change
Explanation
Correct Answer:
C. To enhance understanding and provide a common language
Explanation:
Change leaders use change models to provide a framework for managing change effectively. These models help enhance understanding of the change process, align stakeholders, and establish a common language that everyone involved can use to communicate clearly and consistently.
Why other options are wrong:
A. To create a detailed financial report on changes: Change models are not used for financial reporting but to guide the process of implementing change.
B. To enforce strict regulations on change processes: Change models focus on guidance and flexibility rather than enforcing strict regulations.
D. To eliminate all resistance to change: While change models can help manage resistance, they cannot eliminate it entirely, as resistance is a natural part of change.
A human resources (HR) administrator wants to implement a human resource information system (HRIS) to automate day-to-day transactional activities. Which activity fulfills this administrator's requirement
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Updating benefits
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Recruiting candidates
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Reviewing performance
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Updating benefits
Explanation
Correct Answer:
A. Updating benefits
Explanation:
Updating benefits is a typical transactional activity that an HRIS can automate, making it a suitable option for fulfilling the administrator's requirement. HRIS systems can streamline tasks such as benefits enrollment, changes, and other administrative tasks.
Why other options are wrong:
B. Recruiting candidates: While recruiting can be supported by an HRIS, it is not primarily a transactional activity but a strategic one.
C. Reviewing performance: Performance reviews involve more strategic decision-making rather than transactional automation.
D. Updating benefits (Repeated option): This is the correct activity to automate transactional tasks in HR.
Describe two ways to conduct a needs analysis interview
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Identified gaps should be closed.
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An employee list can be generated to assign employees to company computers.
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Interviews can be completely unstructured or very scripted. Unstructured interviews are when a general topic is introduced for discussion and the interviewer lets the interview progress naturally. In a structured interview, the interviewer asks specific questions in a predetermined order and respondents select from a set of alternative answers.
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AI-enabled performance management solutions can give immediate performance feedback to both individuals and teams. Because the feedback happens in real time, employees can make quicker adjustments to their performance.
Explanation
Correct Answer:
C. Interviews can be completely unstructured or very scripted. Unstructured interviews are when a general topic is introduced for discussion and the interviewer lets the interview progress naturally. In a structured interview, the interviewer asks specific questions in a predetermined order and respondents select from a set of alternative answers.
Explanation:
Needs analysis interviews can be conducted either in an unstructured manner, allowing for free-flowing conversation, or in a structured way with predetermined questions. Both approaches provide valuable insights into the needs of the organization or employees, depending on the situation.
Why other options are wrong:
A. Identified gaps should be closed: While closing identified gaps is an outcome of needs analysis, it is not a way to conduct the interview itself.
B. An employee list can be generated to assign employees to company computers: This is an administrative task unrelated to conducting interviews for needs analysis.
D. AI-enabled performance management solutions can give immediate performance feedback: While useful for performance management, this is not relevant to conducting needs analysis interviews.
What are two ways to assess the effectiveness of recruitment
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Model the KSAs (knowledge, skills, abilities) of successful employees
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1. Depersonalization
2. Unanticipated power shifts -
1. Allowing real-time access to accurate data that facilitates decision-making
2. Providing almost continuous data about the status of the organization -
1. Speed of filling the job vacancy
2. The quality of applicants
Explanation
Correct Answer
D. 1. Speed of filling the job vacancy
2. The quality of applicants
Explanation
Recruitment effectiveness is typically measured by how quickly job vacancies are filled and the quality of the applicants hired. Speed indicates the efficiency of the recruitment process, while the quality of applicants reflects the ability of the process to attract qualified and suitable candidates. These metrics provide a clear and actionable way to assess recruitment outcomes.
Why other options are wrong
A: Model the KSAs (knowledge, skills, abilities) of successful employees: While modeling KSAs is useful for defining job requirements, it is not a direct method for assessing the effectiveness of recruitment.
B: 1. Depersonalization
2. Unanticipated power shifts: These factors relate to organizational dynamics or employee relations, not recruitment effectiveness.
C: 1. Allowing real-time access to accurate data that facilitates decision-making
2. Providing almost continuous data about the status of the organization: These benefits are associated with data-driven systems or analytics but do not directly measure recruitment effectiveness.
A human resources (HR) manager is evaluating whether a new human resource information system (HRIS) met a department's needs. Which phase of the systems development life cycle (SDLC) would this HR manager be doing
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Maintenance
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Testing
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Planning
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Implementation
Explanation
Correct Answer:
A. Maintenance
Explanation:
In the maintenance phase of the SDLC, the HR manager would evaluate the HRIS's performance and assess whether it meets the department's needs. This phase involves ongoing monitoring, updates, and addressing any issues that arise post-implementation.
Why other options are wrong:
B. Testing: This phase is focused on ensuring that the system functions correctly before it is fully implemented, not after it’s in use.
C. Planning: The planning phase involves identifying system requirements and setting objectives, not evaluating post-implementation performance.
D. Implementation: During implementation, the system is put into use, but evaluation occurs later in the maintenance phase.
What is a legal compliance need that a human resource information system (HRIS) helps meet
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Evidence-based hiring in accordance with changing guidelines
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Hiring based solely on personal recommendations
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Ignoring legal guidelines during the hiring process
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Using outdated hiring practices without evidence
Explanation
Correct Answer:
A. Evidence-based hiring in accordance with changing guidelines
Explanation:
HRIS systems help ensure that hiring practices align with current legal standards and guidelines by tracking relevant data and providing evidence-based support for hiring decisions. This promotes fairness and compliance with labor laws.
Why other options are wrong:
B. Hiring based solely on personal recommendations: This practice may not comply with legal standards or ensure diversity and fairness in the hiring process.
C. Ignoring legal guidelines during the hiring process: Ignoring legal guidelines can lead to non-compliance and potential legal issues.
D. Using outdated hiring practices without evidence: Relying on outdated practices can undermine compliance with current laws and regulations.
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.
Which two actions are examples of a direct benefit
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1. Minimize travel expenses for employees, 2. Conduct custom e-learning training module development for other organizations
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Covered employers need to submit an annual report to OSHA of all reportable work-related injuries or illnesses.
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Recruiting, selecting, and training employees
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1. Speed of filling the job vacancy, 2. The quality of applicants
Explanation
Correct Answer
D. 1. Speed of filling the job vacancy,
2. The quality of applicants
Explanation
Direct benefits are tangible, measurable outcomes that are a direct result of specific actions or processes. In this case, the speed of filling job vacancies and the quality of applicants are immediate, measurable outcomes that come from effective recruitment and selection efforts.
Why other options are wrong
A: While minimizing travel expenses and conducting training are beneficial actions, they do not directly link to the core purpose of human resources (HR) functions like recruitment or employee management.
B: This is a legal requirement related to OSHA compliance and does not directly reflect a benefit of HR processes but rather a regulatory obligation.
C: While recruiting, selecting, and training employees are key HR functions, they represent processes rather than direct, measurable benefits. The direct benefit would come from outcomes like improved performance or reduced turnover resulting from these processes.
Best of breed (BoB) options can create a much more powerful solution than a stand-alone human resource information system (HRIS)
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True
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False
Explanation
Correct Answer:
A. True
Explanation:
Best of Breed (BoB) solutions allow organizations to select specialized systems for specific HR functions, such as payroll, recruiting, or performance management. When integrated effectively, these systems can provide more powerful and tailored solutions than a stand-alone HRIS, which may lack specialization.
Why other options are wrong:
B. False: Stand-alone HRIS systems are comprehensive but may not match the specialized capabilities of BoB solutions in specific areas, potentially limiting flexibility and effectiveness.
Which stage of human resource planning is concerned with the identification of strategic options and the creation of human resources (HR) scenarios about labor force demand and supply
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Prediction
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Predictive Analytics
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Forecasting
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Planning
Explanation
Correct Answer:
C. Forecasting
Explanation:
The forecasting stage of human resource planning involves identifying strategic options and creating scenarios about labor force demand and supply. This helps organizations anticipate future workforce needs and align their HR strategies with business goals.
Why other options are wrong:
A. Prediction: While prediction is related, it refers more specifically to anticipating future events or trends, not the strategic creation of HR scenarios.
B. Predictive Analytics: Predictive analytics uses data to make predictions, but forecasting is more focused on creating strategic HR scenarios.
D. Planning: Planning is the overall process of aligning HR practices with business goals, but it’s broader than just forecasting labor supply and demand.
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