WGU D356 - How to pass the HR Technology In The Right Way!

Hi fellow WGU night owls!! Welcome to our latest article on the module “HR Technology WGU D356 ”. This module is known among WGU students as one of the harder modules to study. This is mostly due to the hefty Textbook that is provided by WGU as the primary study material for the module. In to order pass the OA, you will need to prove your knowledge in your memorization skills as well as your logical thinking skills on the subject matter. If overcoming this challenge feels overwhelming, do not worry… We will guide you through the course content step by step and make sure you are equipped with all the necessary skills and knowledge you require to ace the module without any hesitation. In this article we will walk you through;

About the module D356
Study guide for acing the OA
External resources to study
Key Topics you should focus on

So put your trust in us, we will guarantee your success in this module if you follow our advice and go through our study guide step by step. Let us take our first step on your journey to success.

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About the Module WGU D356📖

The HR Technology D356 module provides a comprehensive understanding of how technology can revolutionize human resource management. This course is designed to equip students with the skills necessary to analyze, implement, and manage various human resource information systems (HRIS). Throughout the course, students will learn about the strategic applications of HR technology, including the use of applicant tracking systems (ATS) to streamline the hiring process and the development of searchable databases of qualified résumés. This knowledge is essential for making better, faster hiring decisions and improving overall HR efficiency.

Students can expect to delve into critical areas such as the value and application of different HRIS types, effective management of HRIS implementations, and the principles of electronic human resource management (e-HRM). Additionally, the course will explore future trends and emerging technologies in HR, ensuring that students are well-prepared to adapt to the ever-evolving landscape of human resources. By the end of the module, students will be able to provide informed recommendations to leadership regarding investments in HR technology, enhancing their ability to support strategic HR practices within their organizations.

In this module you will go through;

Describes Foundations of Human Resource Information Systems, Lessons 1-3; (10%)
Analyses the HRIS for Final Implementation; Lessons 1-7; (35%)
Describe the application of HRIS; Lessons 1-17; (30%)
Describes Privacy and Security Aspects of HRIS; Lessons 1-7; (15%)

Preparing for the final exam will involve a thorough review of these topics, with a focus on understanding how technology can be leveraged to optimize HR functions. Students should be prepared to analyze case studies, participate in discussions about the latest trends in HR technology, and demonstrate their ability to manage HRIS implementations effectively. Mastery of these concepts will not only help students succeed in the exam but also equip them with in-demand skills that are highly valued in the HR field across all industries.

Study Guide to Ace the WGU D356 OA📝

This study guide we have put together will be your one-stop resource for ALL YOU NEED TO KNOW on successfully completing this module. We have browsed through all the available resources and hand-picked the best and most efficient for you to utilize in your journey. We have spoken to former WGU students and noted down their advice and the tips and tricks they used to pass this module, so we can share them with you to ease your burden. With our comprehensive study guide, we offer you only the best of the best material and advice we can find. So put your trust in us, as you begin your journey towards success.

Step 1 – Download the note-taking guide

In the course search section of module D356, you can find a number of resources to assist you in your studies. Among these, you can find an excel document named “D356: Study Guide” that we will be utilizing throughout our studies to take down notes on each topic and track our progress through the course content. To download this document, follow the steps mentioned below.

Log on to the homepage of the WGU website with your student credentials
Navigate to the “Degree Plan” section from the Homepage
Click on the “HR Technology D356 ” link to go to the module page
Go to the course search section
Find the link “D356: Study Guide” and open it
Download the document using the given link

This document contains several Excel sheets, one for each topic on the module as well as a separate sheet to note down the vocabulary. In the sheets of each topic, you can find a number of questions that will test your knowledge of the course content of that section. By answering these questions, you can fill out the study guide and use it as your short notes to quickly revise your knowledge at later stages of the study guide. So keep this document close to you when you start your studies on the subject matter.

Step 2 – Read through the Textbook

Now we will begin our first run through the course content. To begin our studies, we will utilize the TextBook provided by WGU for D356. As the OA of the module is based on this document, it is necessary for you to read through the TextBook at least once before you attempt the OA. A common complaint we hear from the former course takers is that the Textbook is very lengthy and content-heavy, which makes it harder to go through. But note that it is absolutely necessary to read this Textbook from the beginning to the end as it contains information that you will not be able to find in the other supplementary resources on this module. As going through the Textbook will take you some time, plan your study schedule as you fit. Pace yourself according to your strengths and weaknesses. No need to rush through the course content, your primary goal should be to understand the core concepts not to just pass the OA.

To find the Textbook of D356, go to the module page and click on the “Go to course material” button.

Here are some tips to help you study.

The OA is about applying what you learned in the module, so memorizing is not helpful. So try and understand the core concepts and how they can be applied in the real world.
Sections 2 and 3 hold the most weight when it comes to the OA. Focus on these sections more.
Utilize the note-taking guide we downloaded in the first step. Answer each question on each topic and note down the vocabulary when you come across the terms and definitions.
Do all the knowledge checks and section-end quizzes when you come across them.

Step 3 – Watch the recorded cohorts

Once you complete the Textbook you will have an in-depth knowledge of the course content and you will be equipped to tackle the OA of D356. But instead of rushing to the OA, we will go through a second study material to strengthen our knowledge and go through the course content once again. To achieve this goal, we will use the recorded cohorts of D356. You can find these recorded cohorts by following the below-given steps.

Log on to the homepage of the WGU website with your student credentials
Navigate to the “Degree Plan” section from the Homepage
Click on the “HR Technology D356 ” link to go to the module page
Go to the course search section
Find the link “D356: Human Resource Technology Resource Index” and open it
Scroll to the bottom to find the link “Video Recordings/Recorded Cohorts” which will redirect you to the Penepto page

These cohorts are conducted by the course instructors of this module and they will share a wealth of information throughout the duration of these videos. As they are well versed in the course content as well as the WGU OA procedure, they will give you advice on how to tackle the subject matter and be best prepared for the OA. So take your time to watch the videos to help you better prepare yourself for the challenge ahead.

Step 4 – Review the course content and the vocabulary

Let us go through some more exercises to help us memorize the core concepts and the vocabulary of D356. In this step, we will utilize the PowerPoint slides and the vocabulary document in the course search section to revise the knowledge of the module and commit the information to our memory. Follow the same steps given above to navigate to the course search section and open the links mentioned below.

Powerpoint slides for each chapter
D356: Quizlet Vocabulary Terms

Also, you can attempt some additional practice questions by using the below link in the course search.

D356: Human Resource Technology Key Questions

Go through these documents once before proceeding to the next step.

Step 5 – Take the D356 PA

In this step of the study guide, we will attempt the Pre-A available for the D356 module. The Pre-A will assist you estimate your understanding of each topic accurately and it also aligns with the actual OA of this module which will help you understand the structure of the exam. So we advise you to treat the Pre-A as a real assessment and sit for the test as you would sit for the OA. Do your best to answer each question accurately and pass the Pre-A on your first attempt. Go through the Pre-A with all you got!!

After you have completed the Pre-A, you will receive a coaching guide that accurately depicts your understanding of each topic in the module. This will allow you to find your weak points and give you a chance to work on them before attempting the OA. So revisit the TextBook and the study guide document to fill the gaps in your knowledge.

If you have failed the Pre-A on your first attempt, revise your knowledge as mentioned above and retake the Pre-A. Try to achieve a score of more than 85%. Repeat this procedure until you are able to achieve this score.

Step 6 – Ace the OA

Now you are ready for the final challenge of “HR Technology WGU D356”; The last hurdle you need to face before completing the module. If you have taken our advice and followed each step of our guide, you are now more than prepared to face the OA. So without hesitation, schedule the OA and do your best to score above the passing score.

Make sure you are well prepared before sitting for the OA. Check your internet connectivity, webcam, and microphone status, and read through the proctoring guidelines to understand the rules of the exam to avoid any complications. Make sure you are in a calm and quiet environment which will help you focus on the exam. Most importantly believe in yourself and give it all you’ve got!!

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External Resources to Study 📂

Flashcards to study the course content – Link
Quizlet on the Pre-Assessment questions – Link
Supplementary flashcards – Link
Supplementary flashcards #2 – Link
Supplementary videos on YouTube – Link#1 , Link #2
Udemy course on HRIS – Link

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Key Topics You Should Focus On 🔑

Architecture, Customers, and Major Functions of HRIS

Aspect	Description
Architecture
Application Layer	Software applications managing HR functions like recruitment, onboarding, payroll, benefits, performance management, learning, and employee self-service.
Integration Layer	Connects HRIS with other enterprise systems (finance, accounting, time management) for seamless data flow and real-time updates.
User Interface (UI) Layer	Front-end interface including web-based portals and mobile apps for HR professionals, managers, and employees to access and manage HR-related information.
Security Layer	Features ensuring data protection such as user authentication, role-based access control, data encryption, and compliance with data protection regulations.
Customers
HR Professionals	Primary users managing recruitment, onboarding, payroll, performance management, and compliance reporting.
Managers	Use HRIS to access team information, track performance, approve leave requests, and manage employee development plans.
Employees	Interact with HRIS through self-service portals to update information, view pay slips, apply for leave, enroll in benefits, and access training resources.
Major Functions
Recruitment and Onboarding	Manages job postings, applicant tracking, resume databases, interview scheduling, automates onboarding paperwork, and provides training resources.
Payroll Management	Automates payroll processing, calculates wages, taxes, and deductions, ensures timely payment, generates reports, and ensures compliance with labor laws and tax regulations.
Benefits Administration	Manages employee benefits like health insurance, retirement plans, wellness programs, handles enrollment, tracks eligibility, and provides access to benefits information.
Performance Management	Supports appraisals, goal setting, employee feedback, tracks performance metrics, facilitates reviews, and identifies development and training areas.
Learning and Development	Manages training and development programs, tracks completion, schedules courses, and offers e-learning resources.
Employee Self-Service	Provides portals for employees to update personal info, view pay slips, apply for leave, and access HR policies and procedures, reducing administrative burden on HR staff.
Compliance and Reporting	Helps organizations comply with labor laws and regulations, maintains accurate records, generates compliance reports, and provides audit trails.

HRIS change management models

Successful HRIS implementation requires effective change management to ensure a smooth transition and user acceptance. Here are some widely-used change management models:

ADKAR Model:

Awareness: Build awareness of the need for change and communicate the benefits of the new HRIS.
Desire: Foster a desire among employees and stakeholders to support and participate in the change.
Knowledge: Provide knowledge about how to change, including training on the new system and processes.
Ability: Develop the ability of employees to implement the change through hands-on practice and support.
Reinforcement: Reinforce the change to ensure it is sustained, including feedback mechanisms and continuous support.

Kotter’s 8-Step Change Model:

Create Urgency: Highlight the importance and urgency of the change to motivate stakeholders.
Form a Powerful Coalition: Assemble a group of influential stakeholders to champion the change.
Create a Vision for Change: Develop a clear vision and strategy for the implementation of the HRIS.
Communicate the Vision: Consistently communicate the vision and strategy to all stakeholders.
Remove Obstacles: Identify and address any barriers to change.
Create Short-Term Wins: Set and achieve short-term goals to build momentum.
Build on the Change: Use early successes to drive further change and improvements.
Anchor the Changes: Embed the changes into the organizational culture.

Lewin’s Change Management Model:

Unfreeze: Prepare the organization for change by challenging existing behaviors and mindsets.
Change: Implement the change by transitioning to the new HRIS and adopting new processes.
Refreeze: Solidify the change by establishing new norms and integrating the HRIS into daily operations.

Legal Compliance Concepts in HR Administration

Legal Compliance Concept	Overview	Key Provisions
Equal Employment Opportunity (EEO)	Prohibits discrimination based on race, color, religion, sex, national origin, age, disability, and genetic information.	– Civil Rights Act of 1964 (Title VII) – Age Discrimination in Employment Act (ADEA) – Americans with Disabilities Act (ADA) – Genetic Information Nondiscrimination Act (GINA)
Fair Labor Standards Act (FLSA)	Sets standards for minimum wage, overtime pay, recordkeeping, and child labor.	– Minimum wage requirements – Overtime pay for hours worked over 40 in a workweek – Restrictions on child labor
Occupational Safety and Health Act (OSHA)	Ensures safe and healthful working conditions by setting and enforcing standards.	– Workplace safety standards – Mandatory reporting of workplace injuries and illnesses
Family and Medical Leave Act (FMLA)	Entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons.	– Up to 12 weeks of unpaid leave per year for certain family and medical reasons – Job protection and maintenance of health benefits during leave
Health Insurance Portability and Accountability Act (HIPAA)	Provides data privacy and security provisions for safeguarding medical information.	– Protection of employee health information – Security standards for electronic health information
National Labor Relations Act (NLRA)	Protects employees’ rights to organize, join labor unions, and engage in collective bargaining.	– Protection against employer retaliation for union activities – Rights to organize and bargain collectively
Employee Retirement Income Security Act (ERISA)	Sets minimum standards for most voluntarily established pension and health plans in private industry.	– Requirements for plan information disclosure – Fiduciary responsibilities for plan managers
Affordable Care Act (ACA)	Includes provisions to expand healthcare coverage, control healthcare costs, and improve healthcare delivery systems.	– Employer mandate to provide health insurance to full-time employees – Reporting requirements for health coverage
Immigration and Nationality Act (INA)	Regulates the employment of non-citizens in the United States.	– Prohibition of employment discrimination based on national origin or citizenship status – Requirements for employment eligibility verification (Form I-9)
Worker Adjustment and Retraining Notification (WARN) Act	Requires employers to provide advance notice of significant layoffs or plant closures.	– 60-day notice requirement for mass layoffs or plant closures

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Conclusion 📄

Mastering the HR Technology WGU D356 module is essential for developing the skills needed to effectively leverage technology in human resource management. By taking the advice provided in this article, you can enhance your study approach and navigate through the course content with confidence. Use the study guide we’ve offered to prepare thoroughly for the objective assessment, and focus on the key topics such as analyzing and applying HRIS, managing HRIS implementations, and understanding future trends in HR technology. With diligent preparation and the right strategies, you are well-equipped to succeed. Good luck!

How to pass the HR Technology WGU D356 OA

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