HR Technology and Information Systems
This section covers HR Technology and Information Systems. The exam tests HRIS/HCM architecture, ATS, LMS, payroll, integration, security, privacy, implementation, and vendor management. Expect questions about system selection, data integrity, and go-live risk.
Core rules
- Core HR is the system of record for worker data; ATS manages recruiting; LMS manages learning; payroll and time systems feed pay.
- Prefer a single source of truth with defined data owners. Integrations use APIs or file transfers; map fields and test them.
- Role-based access, least privilege, audit trails, encryption, and retention schedules protect PII. GDPR and CCPA add notice, access, deletion, and consent obligations; SOX adds controls for public companies.
- Implementation: requirements, RFP, demos, security review, contract and SLA, data migration, configuration, UAT, parallel run, go-live, and hypercare.
- Change management covers sponsor, stakeholders, communication, training, and readiness.
- Avoid unnecessary customization; it raises upgrade cost and vendor lock-in.
Worked example
An ATS replacement is behind. The team writes requirements, scores vendors, and selects one. Data migration maps legacy fields; UAT tests apply, interview, offer, and EEOC reporting. A parallel run catches an offer-approval routing error. Go-live is staged by region. After go-live, integration failures are monitored with error logs, and the SLA requires response times.
Traps
Treating the HRIS as payroll only; skipping UAT; underestimating data cleanup; over-customizing; weak access controls; no retention schedule; and confusing GDPR and CCPA scopes.