WGU D356: HR Technology Verified Multiple Choice
and Conceptual Actual Emended Exam Questions
With Reviewed 100% Correct Detailed Answers
Guaranteed Pass!!Current Update!!
Summary Table
Module Topics Covered
Foundations of HR & HRIS Evolution, HR functions, HRIS value
System Architecture Mainframe, client-server, N-tier, cloud models
Needs Analysis & SDLC Requirements, design, modeling
Vendor Selection Vendor evaluation, RFPs, compliance
HRIS Functional Areas Recruitment, performance, payroll, training, analytics
Data Governance & Compliance Privacy, security, legal mandates
Change Management Stakeholder buy-in, training, adoption
Metrics & ROI Cost-benefit analysis, HR metrics
Topic 1: Historical Evolution of HRM and HRIS
Q1. In the early 1900s, HR management focused primarily on:
A. Strategic workforce planning
B. Industrial welfare and labor management
C. Predictive analytics
D. Cloud-based HRIS
Answer: B
Q2. The 1950s–1970s were significant in HR history because of:
A. Emergence of personnel management and labor laws (e.g., Title VII, OSHA)
,B. AI-driven talent analytics
C. Remote workforce management
D. Rise of the gig economy
Answer: A
Q3. Which era marked HR’s shift toward being a strategic business partner?
A. Pre-1900s
B. 1980s–1990s
C. 1940s–1950s
D. Current AI era
Answer: B
Q4. Early HRIS systems in the 1960s–1980s were:
A. Paper-based filing cabinets
B. Cloud-based tools
C. Mainframe systems managed by IT departments
D. Mobile-first HR apps
Answer: C
Q5. The biggest advancement of web-based HRIS in the 2000s was:
A. Employee self-service portals and global accessibility
B. Paper record consolidation
C. Centralized payroll only
D. Manual training logs
Answer: A
Q6. Which historical period highlighted HR’s role in employee welfare rather than strategy?
A. Pre-1900s
B. 2000s–present
C. 1980s–1990s
D. AI era
Answer: A
Q7. Which law shaped HR practices in the 1960s–70s?
A. Title VII of Civil Rights Act
B. Affordable Care Act
C. Sarbanes-Oxley Act
D. FMLA (Family and Medical Leave Act)
Answer: A
,Q8. In modern HRM (2000s–present), emphasis is on:
A. Filing paperwork
B. Analytics, digital tools, and strategy alignment
C. Only recruitment
D. Eliminating workforce planning
Answer: B
Q9. Which best describes client-server HRIS systems of the 1990s?
A. Paper-based records stored in file cabinets
B. Desktop/server-based HR applications distributed across organizations
C. Cloud-based and mobile apps
D. Blockchain HR systems
Answer: B
Q10. The integration of AI in HRIS is primarily used for:
A. Filing benefits paperwork
B. Predicting turnover and improving recruitment
C. Creating manual job applications
D. Reducing internet usage
Answer: B
Topic 2: Traditional HR Activities
Q1. Which of the following is a traditional HR activity?
A. Managing payroll and benefits
B. Predictive AI analytics
C. Cloud system upgrades
D. Blockchain recruitment tools
Answer: A
Q2. Recruiting and training employees falls under which HR category?
A. Strategic HR
B. Tactical HR
C. Operational HR
D. None of the above
Answer: C
Q3. Which of the following activities is MOST administrative in nature?
A. Payroll processing
, B. Succession planning
C. Workforce analytics
D. Talent strategy
Answer: A
Q4. Managing performance reviews and annual appraisals represents:
A. Traditional HR
B. Strategic HR
C. Data-driven HR
D. Digital HR
Answer: A
Q5. HR’s role in compliance reporting (EEO, OSHA) is considered:
A. Administrative/operational
B. Strategic planning
C. AI-based HR
D. Non-HR activity
Answer: A
Q6. Benefits administration typically includes:
A. Enrolling employees in healthcare plans
B. Running predictive analytics
C. Building AI chatbots
D. Scenario modeling
Answer: A
Q7. Which of the following is NOT a traditional HR activity?
A. Payroll management
B. Compliance tracking
C. Predictive turnover analytics
D. Training administration
Answer: C
Q8. Which task would be MOST likely performed daily in HR?
A. Maintaining employee records
B. Designing global workforce strategy
C. Building HR chatbots
D. Creating AI dashboards
Answer: A
and Conceptual Actual Emended Exam Questions
With Reviewed 100% Correct Detailed Answers
Guaranteed Pass!!Current Update!!
Summary Table
Module Topics Covered
Foundations of HR & HRIS Evolution, HR functions, HRIS value
System Architecture Mainframe, client-server, N-tier, cloud models
Needs Analysis & SDLC Requirements, design, modeling
Vendor Selection Vendor evaluation, RFPs, compliance
HRIS Functional Areas Recruitment, performance, payroll, training, analytics
Data Governance & Compliance Privacy, security, legal mandates
Change Management Stakeholder buy-in, training, adoption
Metrics & ROI Cost-benefit analysis, HR metrics
Topic 1: Historical Evolution of HRM and HRIS
Q1. In the early 1900s, HR management focused primarily on:
A. Strategic workforce planning
B. Industrial welfare and labor management
C. Predictive analytics
D. Cloud-based HRIS
Answer: B
Q2. The 1950s–1970s were significant in HR history because of:
A. Emergence of personnel management and labor laws (e.g., Title VII, OSHA)
,B. AI-driven talent analytics
C. Remote workforce management
D. Rise of the gig economy
Answer: A
Q3. Which era marked HR’s shift toward being a strategic business partner?
A. Pre-1900s
B. 1980s–1990s
C. 1940s–1950s
D. Current AI era
Answer: B
Q4. Early HRIS systems in the 1960s–1980s were:
A. Paper-based filing cabinets
B. Cloud-based tools
C. Mainframe systems managed by IT departments
D. Mobile-first HR apps
Answer: C
Q5. The biggest advancement of web-based HRIS in the 2000s was:
A. Employee self-service portals and global accessibility
B. Paper record consolidation
C. Centralized payroll only
D. Manual training logs
Answer: A
Q6. Which historical period highlighted HR’s role in employee welfare rather than strategy?
A. Pre-1900s
B. 2000s–present
C. 1980s–1990s
D. AI era
Answer: A
Q7. Which law shaped HR practices in the 1960s–70s?
A. Title VII of Civil Rights Act
B. Affordable Care Act
C. Sarbanes-Oxley Act
D. FMLA (Family and Medical Leave Act)
Answer: A
,Q8. In modern HRM (2000s–present), emphasis is on:
A. Filing paperwork
B. Analytics, digital tools, and strategy alignment
C. Only recruitment
D. Eliminating workforce planning
Answer: B
Q9. Which best describes client-server HRIS systems of the 1990s?
A. Paper-based records stored in file cabinets
B. Desktop/server-based HR applications distributed across organizations
C. Cloud-based and mobile apps
D. Blockchain HR systems
Answer: B
Q10. The integration of AI in HRIS is primarily used for:
A. Filing benefits paperwork
B. Predicting turnover and improving recruitment
C. Creating manual job applications
D. Reducing internet usage
Answer: B
Topic 2: Traditional HR Activities
Q1. Which of the following is a traditional HR activity?
A. Managing payroll and benefits
B. Predictive AI analytics
C. Cloud system upgrades
D. Blockchain recruitment tools
Answer: A
Q2. Recruiting and training employees falls under which HR category?
A. Strategic HR
B. Tactical HR
C. Operational HR
D. None of the above
Answer: C
Q3. Which of the following activities is MOST administrative in nature?
A. Payroll processing
, B. Succession planning
C. Workforce analytics
D. Talent strategy
Answer: A
Q4. Managing performance reviews and annual appraisals represents:
A. Traditional HR
B. Strategic HR
C. Data-driven HR
D. Digital HR
Answer: A
Q5. HR’s role in compliance reporting (EEO, OSHA) is considered:
A. Administrative/operational
B. Strategic planning
C. AI-based HR
D. Non-HR activity
Answer: A
Q6. Benefits administration typically includes:
A. Enrolling employees in healthcare plans
B. Running predictive analytics
C. Building AI chatbots
D. Scenario modeling
Answer: A
Q7. Which of the following is NOT a traditional HR activity?
A. Payroll management
B. Compliance tracking
C. Predictive turnover analytics
D. Training administration
Answer: C
Q8. Which task would be MOST likely performed daily in HR?
A. Maintaining employee records
B. Designing global workforce strategy
C. Building HR chatbots
D. Creating AI dashboards
Answer: A
