This is your one-stop resource for success at the D435 HR Technology and People Analytics that you take at WGU. For those with ideas in their mind that are still undeveloped, as well as those who are in the process of creating a general concept of how they can achieve success, this article is perfect. They will cover all the general course expectations and detail specific instructions on what you need to do to clear the objective assessment or OA as it is commonly called. Again, you will also see the list of the external resources that are also free and aimed to give you additional exercises and sources of information to understand the most difficult topics and, further, the detailed description of the topics that will be most important for you during the exams. Furthermore, we will provide an overview of the frequently asked questions and conclude the article at the end. Well, if you are here with the goal of acing this class, then this guide is here to make the process as non-stressful as can be.
That gives you a flavor of what we have for you, so head on straight into the details of what you will get in this module!
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An Introduction to D435 HR Technology and People Analytics📖
The D435 HR Technology and People Analytics course is an intensive look at the HRIS and people analytics sphere. In the course of their studies, the students will discover how the data are collected, analyzed, and managed in order to better understand and inform leadership decisions, or perk up organizational outcomes.
This course is structured around three core sections, each designed to build your competency in key areas:
- Examine Human Resource Information Systems (20% of Assessment): In this section, you will be availed of an understanding of the various types of HRIS, applications, and platforms that are modern HR practices. This is important to understand since these systems are at the core of how employee information is collected, processed, and archived. Expect to spend time on your course figuring out the various HRIS being offered, the advantages of each, and concrete examples of how these can be used.
- Evaluate Change Management Strategies for HRIS Implementation (40% of Assessment): The introduction of new HR technology is not only about the selection of the tools, it is also about effective change. This section shall draw light on how the implementation of new HR technologies can be planned for in organizations. You will discover how to write implementation plans, how to sell them to change recipients, and how to obtain a satisfactory level of commitment to change. Furthermore, you will examine techniques of staff training so that the employees can be in a position to operate new systems.
- Analyze Quantitative and Qualitative Data within HR Metrics (40% of Assessment): The last chapter focuses on people analytics and what it means to the world. You’ll discover how to extract data from HR systems and then leverage it to make meaningful narratives that get things done. Quantitative analysis prepares you to review and enhance the elements of HR key indicators, while qualitative analysis will enable you to make significant input to the success of the firm.
Over the course of the course, you will interact with the online module format of WGU which presents case studies, reading materials, videos, and other media including quizzes and polling of students. The course is benchmarked against the SHRM competencies and forms part of the MSHRM program with a focus on problem-solving, critical thinking analysis, and decision-making. These skills will help you to ace the Objective Assessment of the course and also lay a solid groundwork for the gamut of HR certifications that you may require in the future.
Study Guide for D435 HR Technology and People Analytics 📝
To excel in the D435 HR Technology and People Analytics course, following a structured study plan is crucial. Here’s a week-by-week guide to help you stay on track and ensure you’re fully prepared for the Objective Assessment (OA).
Week 1: Download the “Study Guide” Document
The first step in your journey is to download the “Study Guide” document provided within the course materials. This guide will be your best friend throughout the course, helping you track important concepts and serving as your go-to for quick revision. Spend the first week familiarizing yourself with the document, organizing it according to the course sections, and adding any initial notes as you skim through the upcoming material. This preparation will make it easier to add detailed notes as you progress through the textbook.
Location: Course Search > D435: Study Guide
Week 2-3: Read the Textbook and Attempt All Quizzes
For these two weeks, your work should be concentrated on reading the textbook carefully. It is advised when you are reading you should try all the quizzes found at the end of each section. These quizzes are primarily intended to help you review the course material as well as to familiarize yourself with the format of the end-of-course test. Certain resources named ‘Study Guide’ at the end of each chapter should be filled by the reader with brief notes summing up or explaining primary points, definitions, or any important notions related to the HRIS sphere. This will not only help you to reinforce your knowledge but it will also help you a lot when you start revising for your exams later on.
Supplemental videos location: Course Search > D435: Essential Videos
Week 4: Attempt the Pre-Assessment (Pre-A)
Since you are now done with the textbook and quizzes the next step is the Pre-Assessment (Pre-A). This should be an early goal that you should strive to achieve so that you will pass the exam with a score of 85% or better on the first try. But if you fail to get that, do not fret—Every student is allowed to take the Pre-A as many times as he/she wants so as to ensure that he/she gets a good enough score that will show preparedness. Refer to the coaching report from the Pre-A, to determine which questions you had difficulty with and turn to those sections in the textbook and study guide, for more practice. This will be a targeted review to make sure that one does not have any blackout when preparing for the final OA.
Week 5: Prepare for and Take the Objective Assessment (OA)
When you have your Pre-A results and all your flunked areas improved, you can proceed to take the OA. This week is the final one of this course: Spend this week reviewing the “Study Guide” created at the end of the Pre-A that included the topics you found most difficult. Take one last glance at the quizzes and any other extra questions that may be offered within the course. You should be prepared and confident by the end of this week to take the OA in which you’ll be acting out all that you’ve practiced.
Adhering to this study plan will enable you to organize yourself well and ensure that you study in an orderly manner which will enable you to cover all the necessary areas. Namely, keep to this schedule, and you will be able to achieve high results in the D435 HR Technology and People Analytics.
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Recommended Resources for HR Technology and People Analytics📂
While the course materials provided by WGU are comprehensive, sometimes it’s helpful to supplement your learning with additional resources. Here’s a list of free online tools and materials that can help you better understand the concepts covered in the D435 HR Technology and People Analytics course:
Quizlet Flashcards
- WGU D435 Flash Cards: These flashcards cover key terms and concepts from the course, making them a great resource for quick reviews or studying on the go.
- D435 HR Technology & People Analytics Flash Cards: Another set of flashcards that delve into the HR technology and people analytics topics covered in the course.
YouTube Playlists
- HR Basics by GreggU: This playlist provides a straightforward explanation of HR basics, including HRIS and people analytics. GreggU’s clear and concise teaching style makes complex concepts easier to grasp.
- Understanding Employment Law by GreggU: This video will give you a foundational understanding of employment law, which can be very useful when considering the legal implications of HR technology implementations.
HRM Course on Udemy
- Essentials of Human Resource Management: This one, as you know, is a paid course; however, it is usually offered at a reduced price. While it is not an all-encompassing guide to HRM, it is a fine starting point and could be quite useful if you are seeking to get more knowledge about the practices of the profession.
These materials should also be strong for supporting and offering different views on the subject area of the D435 course. With the help of those tools, you will get a broader view of the subject of the course and HR technology and people analytics in particular which in turn will be beneficial for your success in the course.
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D435 OA Tips for HR Technology and People Analytics: Topics to Focus on👨🏻🏫
To enhance your learning of the D435 HR Technology and People Analytics course, there are several concepts as well as their practical application that you need to learn and be acquainted with. In the next few subtopics, let’s explore four of these issues in detail, along with why they matter for the evolution of HR technology and people analytics. Where possible we will employ the use of tables and comparisons to enhance understanding of particular issues.
- What is VUCA?
VUCA is an acronym that is used to explain the current business environment and it is composed of the following; Volatility, Uncertainty, Complexity, and Ambiguity. Originally started in the context of the U. S. military to explain the fluidity and volatility of the business environment.
| Aspect | Definition | HR Application |
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Volatility
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Refers to the speed and turbulence of change. In HR, this might be seen in rapid shifts in workforce needs, such as sudden changes in demand for certain skills or workforce reductions during economic downturns.
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HR must be agile, adapting quickly to new situations and workforce demands.
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Uncertainty
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The lack of predictability in issues and events. This can impact HR decisions, such as uncertainty in labor markets or the potential for sudden changes in employment laws.
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HR should focus on scenario planning and risk management. |
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Complexity
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Refers to the number of factors and their interconnectedness that HR professionals must consider, such as global labor markets, diverse workforces, and complex legal environments.
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HR should develop robust systems to manage complexity, such as integrated HRIS.
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Ambiguity
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The lack of clarity about meaning or the potential for misinterpretation. In HR, this might relate to ambiguous job roles or the unclear impact of new technologies on employment.
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Clear communication and strong leadership are essential to navigating ambiguity.
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Understanding VUCA helps HR professionals prepare for and manage the complexities of modern workforce challenges, making it a vital concept in strategic HR planning.
- What is the McKinsey 7-S Model?
The McKinsey 7-S Model is a framework that helps organizations achieve effectiveness by aligning seven key elements. This model is particularly useful during times of organizational change, such as the implementation of new HR technology.
| Element | Description | HR Technology Application |
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Strategy
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The plan to maintain and build competitive advantage.
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Align HR technology with overall business strategy to ensure that it supports long-term goals.
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Structure
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How the organization is arranged, including reporting lines and roles.
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Ensure that HRIS supports the organizational structure by facilitating communication and decision-making processes.
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Systems
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The daily activities and procedures that staff use to get the job done.
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Implement efficient HRIS that streamline workflows, reduce administrative burdens, and provide data for strategic decision-making.
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Shared Values
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Core values that are central to the organization’s culture.
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Embed these values into the HRIS through features like performance management and employee recognition systems.
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Style
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The leadership approach and management style.
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Use HR analytics to measure leadership effectiveness and adapt HR practices to support desired leadership behaviors.
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Staff
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The employees and their capabilities.
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Use HRIS to manage talent development and succession planning, ensuring that the organization has the skills needed for the future.
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Skills
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The competencies and capabilities within the organization.
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Leverage HR analytics to identify skill gaps and tailor training programs to address them. |
The McKinsey 7-S Model is a powerful tool for HR professionals, ensuring that all aspects of an organization are aligned during technology implementation, which is crucial for successful change management.
- What is the Kubler-Ross Change Curve?
The specific model refers to the Kubler-Ross Change Curve and encompasses the following understanding – people have to go through a sequence of emotions during the process of change. Such a model is particularly relevant in the context of the dynamics of employees’ reactions to change, for example, the incorporation of new technologies in HRM.
| Stage | Description | HR Management Application |
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Denial
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The initial reaction where employees may deny the need for change.
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Communicate openly about why the change is necessary and how it will benefit the employees and the organization.
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Anger
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Employees may express frustration or resistance as they begin to realize the change is happening.
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Provide support and allow employees to express their concerns. Address their fears with empathy and clear information.
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Bargaining
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Employees may attempt to negotiate or bargain to delay or avoid the change.
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Involve employees in the change process where possible, giving them a sense of control and participation.
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Depression
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A period of sadness or low morale may occur as employees start to realize the full impact of the change.
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Offer counseling or support programs and emphasize the positive aspects of the change to help lift morale.
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Acceptance
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Finally, employees begin to accept the change and work towards making it successful.
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Provide training and resources to help employees adapt to the new system and encourage their active participation. |
The whole progression of emotions is illustrated in the Kubler-Ross Change Curve and for HR professionals is useful for identifying and addressing the feelings that employees might experience more often when new changes in HR systems are being implemented.
- What is CSR Strategy?
CSR is an aspect whereby a firm goes beyond the traditional business responsibility heading towards a path of being socially responsible in perhaps more than one way. In HR, CSR can be defined as a process of integrating core organizational values with business practices, especially in the management of employees and the relationship the organization has with the community.
| Aspect | Description | HR Role |
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Environmental
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Initiatives that reduce the company’s environmental impact, such as sustainability practices.
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HR can promote green practices within the workplace, such as recycling programs and energy-efficient operations.
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Social
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Efforts to support social causes, such as community engagement and employee volunteerism.
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HR can organize volunteer programs and ensure that company policies promote diversity, equity, and inclusion.
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Economic
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Practices that ensure the company operates ethically and contributes to economic well-being.
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HR can ensure fair wages, promote ethical labor practices, and support local economic initiatives through responsible sourcing.
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Ethical
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Upholding ethical standards in business operations, such as transparency and integrity.
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HR can enforce ethical behavior through codes of conduct, training programs, and transparent communication policies. |
CSR is not just about improving a company’s image; it is about securing a culture that embraces social and environmental responsibility, and that can make employees far more engaged and provide a greater rate of turnover
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FAQs for D435 HR Technology and People Analytics ❓
- What is the best way to prepare for the Objective Assessment (OA)?
The best way to prepare is by thoroughly reading the textbook, completing all quizzes, and using the Pre-Assessment (Pre-A) to identify and work on weak areas. - How important is the Pre-Assessment (Pre-A)?
The Pre-A is crucial as it helps gauge your understanding of the material and highlights areas that need more focus before attempting the final OA. - Are the quizzes in the course enough to prepare for the OA?
It is useful but additional learning is required, especially with subjects identified in the Pre-A quizzes in which respondents performed worse. - Can I retake the Pre-Assessment (Pre-A) multiple times?
Yes, is it possible to take Pre-A multiple times until the candidate feels ready to pass the OA test. - How long should I spend on each section of the course?
About two weeks should be dedicated to each section, some of which can be used to read through the material, while others to take tests and revise the material. - Are there any free resources that can help me understand difficult concepts?
Yes, resources like Quizlet flashcards and YouTube playlists such as HR Basics by GreggU are great for reinforcing your understanding of key concepts.
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Conclusion: Navigating HR Technology and People Analytics📄
The D435 HR Technology and People Analytics is an important component of your learning path to HR management and analytics mastery. I have shared some guidelines that can help one prepare well and pass the Objective Assessment. Some of the guides that are worth considering include Having a structured study plan, relying on the available tools, and understanding the main ideas. In a nutshell, do not forget that the cardinal aim is not the passing of the course, but the mastery of its content to enable you to solve real-life HR problems. When you are dedicated, have the appropriate equipment, and have laid down your strategies, then you are on the right path. Good luck!
