D356 HR Technology Study Guide
Questions and Answers | Latest Version
| 2024/2025 | 100% Pass
What are the primary benefits of using HR technology in organizations?
✔✔ HR technology streamlines HR processes, enhances data accuracy, improves efficiency, and
provides better insights for decision-making.
How does applicant tracking software (ATS) improve the recruitment process?
✔✔ ATS automates job postings, resumes screening, and candidate communication, making the
recruitment process faster and more organized.
How can HR technology enhance employee onboarding experiences?
✔✔ HR technology can automate onboarding tasks, provide digital training resources, and
facilitate communication between new hires and their teams, leading to smoother transitions.
What is the significance of integrating HR systems with other business applications?
✔✔ Integration allows for seamless data flow between systems, reducing redundancy, enhancing
reporting capabilities, and providing a comprehensive view of organizational performance.
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,How can performance management systems be improved through technology?
✔✔ Technology can enable continuous feedback, set clear performance goals, and facilitate
regular check-ins, making performance management more dynamic and engaging.
What are some challenges organizations face when implementing HR technology?
✔✔ Common challenges include resistance to change, inadequate training for users, data privacy
concerns, and the need for ongoing system maintenance.
What is the purpose of learning management systems (LMS) in HR?
✔✔ LMS are designed to deliver, track, and manage employee training programs, enabling
organizations to enhance skill development and compliance training.
How does employee self-service technology empower employees?
✔✔ Self-service technology allows employees to access and manage their personal information,
benefits, and training opportunities, fostering autonomy and engagement.
What factors should organizations consider when selecting HR technology solutions?
✔✔ Organizations should consider ease of use, scalability, integration capabilities, vendor
support, and alignment with organizational goals when selecting HR technology solutions.
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,How can organizations ensure data security in their HR technology systems?
✔✔ Organizations can implement strong access controls, encryption, regular audits, and
employee training on data protection to enhance security.
What is the role of mobile technology in HR practices?
✔✔ Mobile technology allows employees to access HR services on-the-go, improving
engagement and communication through apps and mobile-friendly platforms.
How can HR technology contribute to employee engagement initiatives?
✔✔ HR technology can facilitate feedback mechanisms, recognition programs, and
communication channels, helping organizations foster a culture of engagement.
What is the impact of cloud-based HR systems on traditional HR practices?
✔✔ Cloud-based HR systems offer flexibility, scalability, and remote access, transforming how
HR functions operate and allowing for more efficient processes.
How can predictive analytics enhance talent management strategies?
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, ✔✔ Predictive analytics can identify high-potential employees, assess turnover risks, and
forecast workforce needs, enabling proactive talent management.
What considerations should organizations keep in mind regarding HR technology
implementation timelines?
✔✔ Organizations should plan for adequate time for training, data migration, system testing, and
stakeholder feedback to ensure a successful HR technology implementation.
What are the advantages of using social media in recruitment processes?
✔✔ Social media expands the reach for job postings, allows for engagement with potential
candidates, and helps build the employer brand.
How can organizations measure the effectiveness of their HR technology investments?
✔✔ Organizations can measure effectiveness by evaluating improvements in efficiency, cost
savings, employee satisfaction, and overall business outcomes post-implementation.
What is HRIS? ✔✔Systems used to acquire, store, manipulate, analyze, retrieve, and distribute
information regarding an organization's human resources.
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