WGU D359 PRE-ASSESSMENT (RZO1/PRZO) STUDY
GUIDE — 2026 UPDATE
Agile HR | Complete Solutions | Pass Guaranteed
PART A: AGILE HR FOUNDATIONS & MINDSET DRILL
Questions 1–15
Question 1
Who created the Agile Manifesto?
A. A consortium of Fortune 500 HR executives in 2015
B. A group of seventeen software developers who met at Snowbird, Utah in February 2001
C. The Project Management Institute (PMI) in 2005
D. A team of academics from MIT Sloan School of Management in 1999
Correct Answer: B
Rationale: The Agile Manifesto was authored by seventeen software developers who
convened at The Lodge at Snowbird, Utah, in February 2001. Key figures included Kent Beck
(Extreme Programming), Robert C. Martin ("Uncle Bob"), and Martin Fowler. This was a
grassroots practitioner movement, not an academic or corporate initiative. The Manifesto
emerged from real-world software development frustrations with rigid, plan-driven
methodologies.
High-Yield Pearl: Memorize the "Snowbird 17" — this is a classic WGU D359 fact-check
question. The year is 2001, the location is Snowbird, Utah, and the creators were software
developers, not HR professionals or academics.
Question 2
According to the Agile Manifesto, which of the following is valued MORE?
A. Processes and tools over individuals and interactions
B. Comprehensive documentation over working software
C. Contract negotiation over customer collaboration
D. Responding to change over following a plan
,Correct Answer: D
Rationale: The Agile Manifesto establishes four core values, explicitly stating that the items on
the left are valued more than those on the right: (1) Individuals and interactions over
processes and tools; (2) Working software over comprehensive documentation; (3) Customer
collaboration over contract negotiation; (4) Responding to change over following a plan.
Option D correctly identifies the left-side value.
High-Yield Pearl: The Manifesto does NOT say the right-side items are worthless — it says they
are valued LESS. WGU loves to test whether you understand this nuance. "Over" means
preference, not elimination.
Question 3
A student argues that "the Agile Manifesto means we should never create documentation."
What is the flaw in this reasoning?
A. The Manifesto was written only for software teams, not HR
B. The Manifesto values working software MORE than documentation, but does not eliminate
it
C. The Manifesto was superseded by the Scrum Guide in 2010
D. Documentation is required by federal labor law, so the Manifesto is irrelevant
Correct Answer: B
Rationale: This is a critical conceptual distinction tested repeatedly on the D359 OA. The Agile
Manifesto states "Working software over comprehensive documentation" — the word "over"
indicates a preference hierarchy, not a binary exclusion. Documentation still has value (e.g.,
compliance records, user guides, process documentation), but it should not overshadow the
delivery of working, valuable output. In Agile HR, this translates to: deliver employee value
first, document second.
High-Yield Pearl: WGU frequently uses distractors that say "never" or "completely eliminate"
regarding the right-side Manifesto values. The correct answer always preserves the left-side
priority while acknowledging the right-side still has situational value.
Question 4
Which of the following is NOT one of the 12 Principles of Agile?
A. Welcome changing requirements, even late in development
B. Deliver working software frequently, from a couple of weeks to a couple of months
,C. The project manager must approve all changes before implementation
D. At regular intervals, the team reflects on how to become more effective
Correct Answer: C
Rationale: The 12 Principles of Agile emphasize self-organization, trust, and responsiveness —
not hierarchical approval gates. Principle #2 welcomes changing requirements; Principle #3
advocates frequent delivery; Principle #12 mandates regular reflection and adjustment. There
is NO principle requiring a project manager to approve all changes. In fact, Agile explicitly
builds projects around motivated individuals and trusts them to get the job done (Principle
#5).
High-Yield Pearl: Any answer choice mentioning "project manager approval," "sign-off," or
"gatekeeping" in the context of Agile principles is almost certainly wrong. Agile replaces
command-and-control with trust and empowerment.
Question 5
Which Agile principle states that "the most efficient and effective method of conveying
information is face-to-face conversation"?
A. Principle #4
B. Principle #6
C. Principle #9
D. Principle #11
Correct Answer: B
Rationale: This is Principle #6 of the 12 Agile Principles. The full principle reads: "The most
efficient and effective method of conveying information to and within a development team is
face-to-face conversation." While co-located teams are ideal, modern Agile HR adapts this to
video conferencing and synchronous collaboration tools for remote/hybrid environments. The
underlying truth remains: real-time, synchronous communication reduces ambiguity and
accelerates problem-solving.
High-Yield Pearl: Principle #6 is frequently tested because it distinguishes Agile from email-
heavy, asynchronous traditional HR communication. In Agile HR, feedback is immediate and
continuous, not annual or quarterly.
Question 6
In Agile HR, what is the PRIMARY measure of progress?
, A. Completion of all HR policies and procedures documentation
B. Number of training sessions delivered per quarter
C. Working software (or working HR deliverables) that deliver value
D. Employee satisfaction survey scores
Rationale: This directly maps to Agile Principle #7: "Working software is the primary measure
of progress." In the HR context, "working software" translates to working deliverables — a
functional new onboarding process, a deployed performance feedback tool, a launched talent
marketplace. Documentation, training counts, and survey scores are secondary indicators. The
core Agile metric is: Did we deliver something that works and creates value?
High-Yield Pearl: Whenever WGU asks about "primary measure of progress" in Agile, the
answer is always about WORKING DELIVERABLES, not documentation, process compliance, or
satisfaction metrics. This is one of the most tested concepts on the OA.
Question 7
What does the Agile principle "Simplicity—the art of maximizing the amount of work not
done—is essential" mean for HR practitioners?
A. HR should eliminate all non-mandatory activities
B. HR should focus on the minimum viable solution that delivers value and avoid unnecessary
complexity
C. HR should only do what is legally required and nothing more
D. HR should outsource all non-core functions to reduce internal workload
Correct Answer: B
Rationale: This is Principle #10 of Agile. "Maximizing the amount of work not done" does not
mean laziness or minimal compliance. It means ruthless prioritization — identifying the
smallest set of activities that deliver maximum value and eliminating gold-plating, redundant
processes, and bureaucratic overhead. In HR, this might mean: launching a pilot onboarding
app with 5 core features rather than building a 50-feature system that takes 18 months.
High-Yield Pearl: "Simplicity" in Agile is about VALUE DENSITY, not doing less work overall. It
means every action must earn its place. WGU often tests this with scenarios where HR is
tempted to over-engineer a solution.
Question 8
GUIDE — 2026 UPDATE
Agile HR | Complete Solutions | Pass Guaranteed
PART A: AGILE HR FOUNDATIONS & MINDSET DRILL
Questions 1–15
Question 1
Who created the Agile Manifesto?
A. A consortium of Fortune 500 HR executives in 2015
B. A group of seventeen software developers who met at Snowbird, Utah in February 2001
C. The Project Management Institute (PMI) in 2005
D. A team of academics from MIT Sloan School of Management in 1999
Correct Answer: B
Rationale: The Agile Manifesto was authored by seventeen software developers who
convened at The Lodge at Snowbird, Utah, in February 2001. Key figures included Kent Beck
(Extreme Programming), Robert C. Martin ("Uncle Bob"), and Martin Fowler. This was a
grassroots practitioner movement, not an academic or corporate initiative. The Manifesto
emerged from real-world software development frustrations with rigid, plan-driven
methodologies.
High-Yield Pearl: Memorize the "Snowbird 17" — this is a classic WGU D359 fact-check
question. The year is 2001, the location is Snowbird, Utah, and the creators were software
developers, not HR professionals or academics.
Question 2
According to the Agile Manifesto, which of the following is valued MORE?
A. Processes and tools over individuals and interactions
B. Comprehensive documentation over working software
C. Contract negotiation over customer collaboration
D. Responding to change over following a plan
,Correct Answer: D
Rationale: The Agile Manifesto establishes four core values, explicitly stating that the items on
the left are valued more than those on the right: (1) Individuals and interactions over
processes and tools; (2) Working software over comprehensive documentation; (3) Customer
collaboration over contract negotiation; (4) Responding to change over following a plan.
Option D correctly identifies the left-side value.
High-Yield Pearl: The Manifesto does NOT say the right-side items are worthless — it says they
are valued LESS. WGU loves to test whether you understand this nuance. "Over" means
preference, not elimination.
Question 3
A student argues that "the Agile Manifesto means we should never create documentation."
What is the flaw in this reasoning?
A. The Manifesto was written only for software teams, not HR
B. The Manifesto values working software MORE than documentation, but does not eliminate
it
C. The Manifesto was superseded by the Scrum Guide in 2010
D. Documentation is required by federal labor law, so the Manifesto is irrelevant
Correct Answer: B
Rationale: This is a critical conceptual distinction tested repeatedly on the D359 OA. The Agile
Manifesto states "Working software over comprehensive documentation" — the word "over"
indicates a preference hierarchy, not a binary exclusion. Documentation still has value (e.g.,
compliance records, user guides, process documentation), but it should not overshadow the
delivery of working, valuable output. In Agile HR, this translates to: deliver employee value
first, document second.
High-Yield Pearl: WGU frequently uses distractors that say "never" or "completely eliminate"
regarding the right-side Manifesto values. The correct answer always preserves the left-side
priority while acknowledging the right-side still has situational value.
Question 4
Which of the following is NOT one of the 12 Principles of Agile?
A. Welcome changing requirements, even late in development
B. Deliver working software frequently, from a couple of weeks to a couple of months
,C. The project manager must approve all changes before implementation
D. At regular intervals, the team reflects on how to become more effective
Correct Answer: C
Rationale: The 12 Principles of Agile emphasize self-organization, trust, and responsiveness —
not hierarchical approval gates. Principle #2 welcomes changing requirements; Principle #3
advocates frequent delivery; Principle #12 mandates regular reflection and adjustment. There
is NO principle requiring a project manager to approve all changes. In fact, Agile explicitly
builds projects around motivated individuals and trusts them to get the job done (Principle
#5).
High-Yield Pearl: Any answer choice mentioning "project manager approval," "sign-off," or
"gatekeeping" in the context of Agile principles is almost certainly wrong. Agile replaces
command-and-control with trust and empowerment.
Question 5
Which Agile principle states that "the most efficient and effective method of conveying
information is face-to-face conversation"?
A. Principle #4
B. Principle #6
C. Principle #9
D. Principle #11
Correct Answer: B
Rationale: This is Principle #6 of the 12 Agile Principles. The full principle reads: "The most
efficient and effective method of conveying information to and within a development team is
face-to-face conversation." While co-located teams are ideal, modern Agile HR adapts this to
video conferencing and synchronous collaboration tools for remote/hybrid environments. The
underlying truth remains: real-time, synchronous communication reduces ambiguity and
accelerates problem-solving.
High-Yield Pearl: Principle #6 is frequently tested because it distinguishes Agile from email-
heavy, asynchronous traditional HR communication. In Agile HR, feedback is immediate and
continuous, not annual or quarterly.
Question 6
In Agile HR, what is the PRIMARY measure of progress?
, A. Completion of all HR policies and procedures documentation
B. Number of training sessions delivered per quarter
C. Working software (or working HR deliverables) that deliver value
D. Employee satisfaction survey scores
Rationale: This directly maps to Agile Principle #7: "Working software is the primary measure
of progress." In the HR context, "working software" translates to working deliverables — a
functional new onboarding process, a deployed performance feedback tool, a launched talent
marketplace. Documentation, training counts, and survey scores are secondary indicators. The
core Agile metric is: Did we deliver something that works and creates value?
High-Yield Pearl: Whenever WGU asks about "primary measure of progress" in Agile, the
answer is always about WORKING DELIVERABLES, not documentation, process compliance, or
satisfaction metrics. This is one of the most tested concepts on the OA.
Question 7
What does the Agile principle "Simplicity—the art of maximizing the amount of work not
done—is essential" mean for HR practitioners?
A. HR should eliminate all non-mandatory activities
B. HR should focus on the minimum viable solution that delivers value and avoid unnecessary
complexity
C. HR should only do what is legally required and nothing more
D. HR should outsource all non-core functions to reduce internal workload
Correct Answer: B
Rationale: This is Principle #10 of Agile. "Maximizing the amount of work not done" does not
mean laziness or minimal compliance. It means ruthless prioritization — identifying the
smallest set of activities that deliver maximum value and eliminating gold-plating, redundant
processes, and bureaucratic overhead. In HR, this might mean: launching a pilot onboarding
app with 5 core features rather than building a 50-feature system that takes 18 months.
High-Yield Pearl: "Simplicity" in Agile is about VALUE DENSITY, not doing less work overall. It
means every action must earn its place. WGU often tests this with scenarios where HR is
tempted to over-engineer a solution.
Question 8
