WGU D356 HR Technology – Complete
Practice Exam/WGU D356 HR
TECHNOLOGY COMPLETE EXAM
QUESTIONS AND CORRECT ANSWERS
(LATEST 2026)
This comprehensive practice exam is designed for the WGU D356
Human Resource Technology course, covering Human Resource
Information Systems (HRIS), HR technology foundations, the Systems
Development Life Cycle (SDLC), needs analysis, and implementation
strategies. The exam consists of 200 questions with verified answers
and detailed rationales.
SECTION 1: HR TECHNOLOGY FOUNDATIONS
(Questions 1-25)
Question 1
What is a human resource information system (HRIS)?
A) A system used only for payroll processing
B) A system used to acquire, store, manipulate, analyze, retrieve, and
distribute information about an organization's human resources
,C) A software application for recruiting only
D) A database for employee benefits only
Answer: B
Rationale: An HRIS is a comprehensive system that supports all
aspects of HR management, including data management, analytics,
and reporting. It integrates various HR functions into a unified
platform to improve efficiency and strategic decision-making.
Question 2
What are the three categories of HR activities?
A) Administrative, Operational, Strategic
B) Transactional, Traditional, Transformational
C) Basic, Intermediate, Advanced
D) Manual, Automated, Cloud-based
Answer: B
Rationale: HR activities are categorized into three types: transactional
(routine record-keeping tasks), traditional (core HR programs such as
recruiting and training), and transformational (strategic value-adding
activities). This framework helps organizations identify where
technology can have the greatest impact.
Question 3
Which of the following is an example of a transactional HR activity?
A) Strategic workforce planning
B) Employee self-service for address changes
,C) Cultural change initiatives
D) Leadership development programs
Answer: B
Rationale: Transactional HR activities include routine, day-to-day
record-keeping tasks such as entering payroll activities, tracking
employee status changes, benefits administration, and employee
self-service for personal data updates. These activities are important
but add little competitive value.
Question 4
Which of the following is an example of a traditional HR activity?
A) Payroll data entry
B) Cloud-based HR analytics dashboards
C) Planning, recruiting, selection, training, compensation, and
performance management
D) Employee self-service portal access
Answer: C
Rationale: Traditional HR activities involve core HR programs such as
planning, recruiting, selection, training, compensation, and
performance management. These are foundational HR functions that
existed before the widespread adoption of HR technology.
Question 5
Transactional HR activities are best described as:
, A) Strategic-level activities that add value to organizational
competitiveness
B) Routine, day-to-day record-keeping activities that add little value to
competitive position
C) Activities that involve cultural or organizational change
D) Strategic redirection and increasing innovation initiatives
Answer: B
Rationale: Transactional HR activities include routine, day-to-day tasks
such as record keeping, entering payroll activities, tracking employee
status changes, and administering employee benefits. These are
important but add little value to the competitive position of the
organization.
Question 6
Transformational HR activities focus on:
A) Payroll processing
B) Employee record maintenance
C) Adding value through strategic activities like cultural change,
structural realignment, and strategic redirection
D) Benefits administration
Answer: C
Rationale: Transformational HR includes strategic-level activities that
focus on adding value to the organization. Examples include cultural
or organizational change, structural realignment, strategic redirection,
and increasing innovation. These activities elevate HR from
administrative to strategic partner.
Practice Exam/WGU D356 HR
TECHNOLOGY COMPLETE EXAM
QUESTIONS AND CORRECT ANSWERS
(LATEST 2026)
This comprehensive practice exam is designed for the WGU D356
Human Resource Technology course, covering Human Resource
Information Systems (HRIS), HR technology foundations, the Systems
Development Life Cycle (SDLC), needs analysis, and implementation
strategies. The exam consists of 200 questions with verified answers
and detailed rationales.
SECTION 1: HR TECHNOLOGY FOUNDATIONS
(Questions 1-25)
Question 1
What is a human resource information system (HRIS)?
A) A system used only for payroll processing
B) A system used to acquire, store, manipulate, analyze, retrieve, and
distribute information about an organization's human resources
,C) A software application for recruiting only
D) A database for employee benefits only
Answer: B
Rationale: An HRIS is a comprehensive system that supports all
aspects of HR management, including data management, analytics,
and reporting. It integrates various HR functions into a unified
platform to improve efficiency and strategic decision-making.
Question 2
What are the three categories of HR activities?
A) Administrative, Operational, Strategic
B) Transactional, Traditional, Transformational
C) Basic, Intermediate, Advanced
D) Manual, Automated, Cloud-based
Answer: B
Rationale: HR activities are categorized into three types: transactional
(routine record-keeping tasks), traditional (core HR programs such as
recruiting and training), and transformational (strategic value-adding
activities). This framework helps organizations identify where
technology can have the greatest impact.
Question 3
Which of the following is an example of a transactional HR activity?
A) Strategic workforce planning
B) Employee self-service for address changes
,C) Cultural change initiatives
D) Leadership development programs
Answer: B
Rationale: Transactional HR activities include routine, day-to-day
record-keeping tasks such as entering payroll activities, tracking
employee status changes, benefits administration, and employee
self-service for personal data updates. These activities are important
but add little competitive value.
Question 4
Which of the following is an example of a traditional HR activity?
A) Payroll data entry
B) Cloud-based HR analytics dashboards
C) Planning, recruiting, selection, training, compensation, and
performance management
D) Employee self-service portal access
Answer: C
Rationale: Traditional HR activities involve core HR programs such as
planning, recruiting, selection, training, compensation, and
performance management. These are foundational HR functions that
existed before the widespread adoption of HR technology.
Question 5
Transactional HR activities are best described as:
, A) Strategic-level activities that add value to organizational
competitiveness
B) Routine, day-to-day record-keeping activities that add little value to
competitive position
C) Activities that involve cultural or organizational change
D) Strategic redirection and increasing innovation initiatives
Answer: B
Rationale: Transactional HR activities include routine, day-to-day tasks
such as record keeping, entering payroll activities, tracking employee
status changes, and administering employee benefits. These are
important but add little value to the competitive position of the
organization.
Question 6
Transformational HR activities focus on:
A) Payroll processing
B) Employee record maintenance
C) Adding value through strategic activities like cultural change,
structural realignment, and strategic redirection
D) Benefits administration
Answer: C
Rationale: Transformational HR includes strategic-level activities that
focus on adding value to the organization. Examples include cultural
or organizational change, structural realignment, strategic redirection,
and increasing innovation. These activities elevate HR from
administrative to strategic partner.
