HUMAN RESOURCE INFORMATION
SYSTEMS BASICS COMPREHENSIVE
EXAMINATION TEST 2026 CERTIFICATION
EVALUATION HR DATA MANAGEMENT
PRACTICE BANK
◉ Communication
Answer: ability to effectively exchange information with
stakeholders
◉ Basic Functional HR Areas
Answer: Talent Acquisition & Retention
Employee Engagement
Learning & Development
Total Rewards
Structure of the HR Function
Organizational Effectiveness & Development
Workforce Management
Employee Relations
Technology & Data
HR in the Global Context
,Diversity & Inclusion
Risk Management
Corporate Social Responsibilities
U.S Employment Law & Regulations
Business & HR Strategy
◉ Equal Pay Act of 1963
Answer: Law that prohibits wage discrimination on the basis of age,
race, sex, ethnicity, and so on.
◉ Title VII of the Civil Rights Act of 1964
Answer: Forbids discrimination on the basis of sex, race, color,
religion, or national origin in all areas of the employment
relationship
◉ Equal Employment Opportunity Commission (EEOC)
Answer: a federal agency designed to regulate and enforce the
provisions of Title VII
◉ Office of Federal Contract Compliance Programs (OFCCP)
Answer: The office is responsible for implementing the executive
orders; ensuring compliance of Federal Contractors (EXEC ORDERS)
,◉ Age Discrimination in Employment Act of 1967
Answer: Prohibits discrimination against workers over the age of 40
and restricts mandatory retirement
◉ Vocational Rehabilitation Act of 1973
Answer: The act requiring certain federal contractors to take
affirmative action for disabled persons.
◉ Pregnancy Discrimination Act of 1978
Answer: - amended the civil rights act of 1964
- prohibits employers from discriminating against workers based on
pregnancy
employers who have short term disability programs must provide
paid disability leave for pregnancy and childbirth
◉ Federal Agencies
Answer: They adopted uniform guidelines for employers, hot to
validate a selection procedure
◉ Griggs v. Duke Power Company
Answer: Landmark Supreme Court decision stating that tests must
fairly measure the knowledge or skills required for a job
, ◉ Protected Class
Answer: Persons such as minorities and women protected by equal
opportunity laws, including Title VII
◉ Albermarle Paper Company v. Moody
Answer: Supreme Court case that clarified the methodological
requirements for using and validating tests in selection
◉ Civil Rights Act of 1991
Answer: amended the original civil rights act, making it easier to
bring discrimination lawsuits while also limiting punitive damages
that can be awarded in those lawsuits
◉ Disparate Impact
Answer: Unintentional discrimination involving employment
practices that appear to be neutral but adversely affect a protected
class of people.
◉ Disparate Treatment
Answer: intentional disparity between the proportion of a protected
group and the proportion getting the job
◉ Americans with Disabilities Act (ADA)
SYSTEMS BASICS COMPREHENSIVE
EXAMINATION TEST 2026 CERTIFICATION
EVALUATION HR DATA MANAGEMENT
PRACTICE BANK
◉ Communication
Answer: ability to effectively exchange information with
stakeholders
◉ Basic Functional HR Areas
Answer: Talent Acquisition & Retention
Employee Engagement
Learning & Development
Total Rewards
Structure of the HR Function
Organizational Effectiveness & Development
Workforce Management
Employee Relations
Technology & Data
HR in the Global Context
,Diversity & Inclusion
Risk Management
Corporate Social Responsibilities
U.S Employment Law & Regulations
Business & HR Strategy
◉ Equal Pay Act of 1963
Answer: Law that prohibits wage discrimination on the basis of age,
race, sex, ethnicity, and so on.
◉ Title VII of the Civil Rights Act of 1964
Answer: Forbids discrimination on the basis of sex, race, color,
religion, or national origin in all areas of the employment
relationship
◉ Equal Employment Opportunity Commission (EEOC)
Answer: a federal agency designed to regulate and enforce the
provisions of Title VII
◉ Office of Federal Contract Compliance Programs (OFCCP)
Answer: The office is responsible for implementing the executive
orders; ensuring compliance of Federal Contractors (EXEC ORDERS)
,◉ Age Discrimination in Employment Act of 1967
Answer: Prohibits discrimination against workers over the age of 40
and restricts mandatory retirement
◉ Vocational Rehabilitation Act of 1973
Answer: The act requiring certain federal contractors to take
affirmative action for disabled persons.
◉ Pregnancy Discrimination Act of 1978
Answer: - amended the civil rights act of 1964
- prohibits employers from discriminating against workers based on
pregnancy
employers who have short term disability programs must provide
paid disability leave for pregnancy and childbirth
◉ Federal Agencies
Answer: They adopted uniform guidelines for employers, hot to
validate a selection procedure
◉ Griggs v. Duke Power Company
Answer: Landmark Supreme Court decision stating that tests must
fairly measure the knowledge or skills required for a job
, ◉ Protected Class
Answer: Persons such as minorities and women protected by equal
opportunity laws, including Title VII
◉ Albermarle Paper Company v. Moody
Answer: Supreme Court case that clarified the methodological
requirements for using and validating tests in selection
◉ Civil Rights Act of 1991
Answer: amended the original civil rights act, making it easier to
bring discrimination lawsuits while also limiting punitive damages
that can be awarded in those lawsuits
◉ Disparate Impact
Answer: Unintentional discrimination involving employment
practices that appear to be neutral but adversely affect a protected
class of people.
◉ Disparate Treatment
Answer: intentional disparity between the proportion of a protected
group and the proportion getting the job
◉ Americans with Disabilities Act (ADA)
