WGU D435 HR TECHNOLOGY AND
PEOPLE ANALYTICS COMPREHENSIVE
EXAM QUESTIONS AND ANSWERS
1. Which stage of the HRIS lifecycle involves identifying organizational needs and defining the
functional requirements for a new system?
A. Implementation
B. Maintenance
C. Planning and Analysis
D. Selection
Answer: C
Conceptual Explanation: The Planning and Analysis phase focuses on identifying the
problems the HRIS is intended to solve and defining the business requirements.
2. In the context of HR Analytics, what is the primary difference between predictive and
prescriptive analytics?
A. Predictive looks at what happened; Prescriptive looks at why it happened.
B. Predictive uses historical data; Prescriptive uses only real-time data.
,C. Predictive forecasts future outcomes; Prescriptive recommends specific actions to
achieve a desired outcome.
D. There is no difference; they are interchangeable terms.
Answer: C
Conceptual Explanation: Predictive analytics identifies what is likely to happen in the
future, whereas prescriptive analytics suggests specific decisions or actions to influence
those outcomes.
3. Which of the following is a key feature of a ‘Best-of-Breed’ HRIS strategy compared to an
‘Enterprise Resource Planning’ (ERP) strategy?
A. Specialized functionality tailored to specific HR niches like talent acquisition or benefits.
B. Lower complexity in data synchronization between modules.
C. Total integration across all business functions (Finance, Sales, HR).
D. Single database architecture for the entire organization.
Answer: A
Conceptual Explanation: Best-of-Breed strategies involve selecting the best applications
for specific tasks, whereas ERPs focus on a broad, integrated suite of tools.
4. What does the ‘Volume’ characteristic of Big Data refer to in an HR context?
A. The speed at which data is generated.
B. The truthfulness or reliability of the data.
, C. The diverse types of data formats (structured vs. unstructured).
D. The sheer amount of data generated by various HR systems and social media.
Answer: D
Conceptual Explanation: Volume refers to the scale of data. Velocity is speed, Variety is
diversity, and Veracity is reliability.
5. According to Kotter’s 8-Step Process for Leading Change, what should an HR manager do
immediately after creating a sense of urgency?
A. Generate short-term wins.
B. Empower broad-based action.
C. Build a guiding coalition.
D. Anchor new approaches in the culture.
Answer: C
Conceptual Explanation: The second step in Kotter’s model is to build a guiding coalition
of influential people to lead the change efforts.
6. Which HR technology is specifically designed to manage the recruitment process, from job
posting to candidate onboarding?
A. ATS (Applicant Tracking System)
B. LMS (Learning Management System)
C. ESS (Employee Self-Service)
PEOPLE ANALYTICS COMPREHENSIVE
EXAM QUESTIONS AND ANSWERS
1. Which stage of the HRIS lifecycle involves identifying organizational needs and defining the
functional requirements for a new system?
A. Implementation
B. Maintenance
C. Planning and Analysis
D. Selection
Answer: C
Conceptual Explanation: The Planning and Analysis phase focuses on identifying the
problems the HRIS is intended to solve and defining the business requirements.
2. In the context of HR Analytics, what is the primary difference between predictive and
prescriptive analytics?
A. Predictive looks at what happened; Prescriptive looks at why it happened.
B. Predictive uses historical data; Prescriptive uses only real-time data.
,C. Predictive forecasts future outcomes; Prescriptive recommends specific actions to
achieve a desired outcome.
D. There is no difference; they are interchangeable terms.
Answer: C
Conceptual Explanation: Predictive analytics identifies what is likely to happen in the
future, whereas prescriptive analytics suggests specific decisions or actions to influence
those outcomes.
3. Which of the following is a key feature of a ‘Best-of-Breed’ HRIS strategy compared to an
‘Enterprise Resource Planning’ (ERP) strategy?
A. Specialized functionality tailored to specific HR niches like talent acquisition or benefits.
B. Lower complexity in data synchronization between modules.
C. Total integration across all business functions (Finance, Sales, HR).
D. Single database architecture for the entire organization.
Answer: A
Conceptual Explanation: Best-of-Breed strategies involve selecting the best applications
for specific tasks, whereas ERPs focus on a broad, integrated suite of tools.
4. What does the ‘Volume’ characteristic of Big Data refer to in an HR context?
A. The speed at which data is generated.
B. The truthfulness or reliability of the data.
, C. The diverse types of data formats (structured vs. unstructured).
D. The sheer amount of data generated by various HR systems and social media.
Answer: D
Conceptual Explanation: Volume refers to the scale of data. Velocity is speed, Variety is
diversity, and Veracity is reliability.
5. According to Kotter’s 8-Step Process for Leading Change, what should an HR manager do
immediately after creating a sense of urgency?
A. Generate short-term wins.
B. Empower broad-based action.
C. Build a guiding coalition.
D. Anchor new approaches in the culture.
Answer: C
Conceptual Explanation: The second step in Kotter’s model is to build a guiding coalition
of influential people to lead the change efforts.
6. Which HR technology is specifically designed to manage the recruitment process, from job
posting to candidate onboarding?
A. ATS (Applicant Tracking System)
B. LMS (Learning Management System)
C. ESS (Employee Self-Service)
