Page 1 of 63
WGU D359 OA EXAM (2026/2027
EDITION) – AGILE HR
QUESTIONS AND CORRECT ANSWERS
WITH DETAILED EXPLANATIONS
CURRENT TESTING
SECTION 1: AGILE MINDSET & PRINCIPLES IN HR (Questions 1–40)
1. The Agile Manifesto values "individuals and interactions" over:
A) Processes and tools
B) Contracts
C) Documentation
D) Plans
Answer: A
Rationale: The first value: individuals and interactions over processes and tools. Agile HR
prioritizes people over rigid systems.
2. The Agile Manifesto values "responding to change" over:
A) Following a plan
B) Comprehensive documentation
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C) Contract negotiation
D) Processes and tools
Answer: A
Rationale: Agile HR adapts quickly to changing business needs rather than rigidly following
annual plans.
3. Which of the following is NOT one of the four values of the Agile Manifesto?
A) Processes and tools over individuals and interactions
B) Working software over comprehensive documentation
C) Customer collaboration over contract negotiation
D) Responding to change over following a plan
Answer: A
Rationale: The actual value is "individuals and interactions over processes and tools," not the
reverse.
4. In Agile HR, "working HR" means:
A) Delivering tangible value to employees and the business frequently
B) Creating extensive HR documentation
C) Following annual cycles strictly
D) Minimizing employee interaction
Answer: A
Rationale: Agile HR focuses on outcomes and value delivery, not activity or process adherence.
5. An Agile HR mindset includes:
A) Experimentation, learning from failure, and iterative improvement
B) Perfect planning upfront
C) Avoiding all change
D) Siloed departments
Answer: A
Rationale: Agile embraces a growth mindset, rapid cycles, and continuous adaptation.
6. The concept of "sprints" in Agile originally comes from Scrum. In Agile HR, a sprint is:
A) A time-boxed period (e.g., 2 weeks) to complete a set of work
B) A race
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C) An annual review
D) A training session
Answer: A
Rationale: Sprints create cadence and focus; HR can use sprints for recruiting, onboarding, or
policy updates.
7. A "retrospective" in Agile HR is:
A) A regular meeting to reflect on what went well, what didn't, and what to improve
B) A performance appraisal
C) A job interview
D) A budget review
Answer: A
Rationale: Retrospectives are key for continuous improvement in Agile teams.
8. In Agile HR, a "backlog" is:
A) A prioritized list of work items (initiatives, tasks, improvements)
B) A stack of paperwork
C) A penalty for late work
D) An employee grievance
Answer: A
Rationale: Backlogs are dynamic; HR backlogs might include diversity initiatives, policy
updates, or training modules.
9. A "minimum viable product" (MVP) in HR context is:
A) The smallest version of a new HR solution that delivers value, allowing testing and iteration
B) A complete perfect program before launch
C) A legally required document
D) A hiring minimum
Answer: A
Rationale: MVP thinking reduces waste; e.g., launch a new performance process with one team
before rolling out company-wide.
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10. Agile HR emphasizes "pull" over "push" meaning:
A) Teams pull work from a backlog based on capacity, rather than having work pushed onto
them
B) Pulling employees from one department to another
C) Avoiding all work
D) Pushing tasks without consent
Answer: A
Rationale: Pull systems prevent overload and allow self-organization.
11. Which role in Scrum is responsible for maximizing the value of the product?
A) Product Owner
B) Scrum Master
C) Development Team
D) HR Business Partner
Answer: A
Rationale: In HR context, the Product Owner could be the head of talent or a senior leader with a
vision.
12. The Scrum Master in Agile HR serves as a:
A) Facilitator and coach, removing impediments for the team
B) Supervisor giving orders
C) Timekeeper only
D) Hiring manager
Answer: A
Rationale: Scrum Master is a servant leader, not a traditional manager.
13. A "cross-functional team" in Agile HR means that the team has:
A) All necessary skills to complete a project without depending on external silos
B) Members from only one function
C) Only senior leaders
WGU D359 OA EXAM (2026/2027
EDITION) – AGILE HR
QUESTIONS AND CORRECT ANSWERS
WITH DETAILED EXPLANATIONS
CURRENT TESTING
SECTION 1: AGILE MINDSET & PRINCIPLES IN HR (Questions 1–40)
1. The Agile Manifesto values "individuals and interactions" over:
A) Processes and tools
B) Contracts
C) Documentation
D) Plans
Answer: A
Rationale: The first value: individuals and interactions over processes and tools. Agile HR
prioritizes people over rigid systems.
2. The Agile Manifesto values "responding to change" over:
A) Following a plan
B) Comprehensive documentation
, Page 2 of 63
C) Contract negotiation
D) Processes and tools
Answer: A
Rationale: Agile HR adapts quickly to changing business needs rather than rigidly following
annual plans.
3. Which of the following is NOT one of the four values of the Agile Manifesto?
A) Processes and tools over individuals and interactions
B) Working software over comprehensive documentation
C) Customer collaboration over contract negotiation
D) Responding to change over following a plan
Answer: A
Rationale: The actual value is "individuals and interactions over processes and tools," not the
reverse.
4. In Agile HR, "working HR" means:
A) Delivering tangible value to employees and the business frequently
B) Creating extensive HR documentation
C) Following annual cycles strictly
D) Minimizing employee interaction
Answer: A
Rationale: Agile HR focuses on outcomes and value delivery, not activity or process adherence.
5. An Agile HR mindset includes:
A) Experimentation, learning from failure, and iterative improvement
B) Perfect planning upfront
C) Avoiding all change
D) Siloed departments
Answer: A
Rationale: Agile embraces a growth mindset, rapid cycles, and continuous adaptation.
6. The concept of "sprints" in Agile originally comes from Scrum. In Agile HR, a sprint is:
A) A time-boxed period (e.g., 2 weeks) to complete a set of work
B) A race
, Page 3 of 63
C) An annual review
D) A training session
Answer: A
Rationale: Sprints create cadence and focus; HR can use sprints for recruiting, onboarding, or
policy updates.
7. A "retrospective" in Agile HR is:
A) A regular meeting to reflect on what went well, what didn't, and what to improve
B) A performance appraisal
C) A job interview
D) A budget review
Answer: A
Rationale: Retrospectives are key for continuous improvement in Agile teams.
8. In Agile HR, a "backlog" is:
A) A prioritized list of work items (initiatives, tasks, improvements)
B) A stack of paperwork
C) A penalty for late work
D) An employee grievance
Answer: A
Rationale: Backlogs are dynamic; HR backlogs might include diversity initiatives, policy
updates, or training modules.
9. A "minimum viable product" (MVP) in HR context is:
A) The smallest version of a new HR solution that delivers value, allowing testing and iteration
B) A complete perfect program before launch
C) A legally required document
D) A hiring minimum
Answer: A
Rationale: MVP thinking reduces waste; e.g., launch a new performance process with one team
before rolling out company-wide.
, Page 4 of 63
10. Agile HR emphasizes "pull" over "push" meaning:
A) Teams pull work from a backlog based on capacity, rather than having work pushed onto
them
B) Pulling employees from one department to another
C) Avoiding all work
D) Pushing tasks without consent
Answer: A
Rationale: Pull systems prevent overload and allow self-organization.
11. Which role in Scrum is responsible for maximizing the value of the product?
A) Product Owner
B) Scrum Master
C) Development Team
D) HR Business Partner
Answer: A
Rationale: In HR context, the Product Owner could be the head of talent or a senior leader with a
vision.
12. The Scrum Master in Agile HR serves as a:
A) Facilitator and coach, removing impediments for the team
B) Supervisor giving orders
C) Timekeeper only
D) Hiring manager
Answer: A
Rationale: Scrum Master is a servant leader, not a traditional manager.
13. A "cross-functional team" in Agile HR means that the team has:
A) All necessary skills to complete a project without depending on external silos
B) Members from only one function
C) Only senior leaders
