IPMA HR ESSENTIALS CORRECT FINALS ANSWERS
AND QUESTIONS SET A+
✔✔concurrent validity - ✔✔measured when an employer tests current employees and
correlates the scores with their performance ratings
✔✔predictive validity - ✔✔measured when test results of applicants are compared with
subsequent job performance, favored by EEOC
✔✔cognitive ability tests - ✔✔tests that measure an individuals thinking, memory,
reasoning, verbal and mathematical abilities
✔✔structured interview - ✔✔interview that uses a set of prepared, job-related questions
that are asked of all applicants, comparisons made easily
✔✔behavioral interview - ✔✔applicants give specific examples of how they have
performed a certain task or handled a problem in the past
✔✔competency interview - ✔✔questions are designed to provide interviewer with
benchmark against which to measure an applicant's response
✔✔situational interview - ✔✔structured interview that contains questions about how
applicants might handle specific job situations
✔✔stress interview - ✔✔interview designed to create anxiety and put pressure on
applicants to see how they respond
✔✔non-directive interview - ✔✔interview that uses questions developed from the
answers to previous questions
✔✔panel interview - ✔✔several interviewers meet with candidate at the same time
✔✔team interview - ✔✔applicants are interviewed by the team members with whom
they will work
, ✔✔negligent hiring - ✔✔occurs when an employer fails to check an employee's
background and the employee injures someone on the job
✔✔negligent retention - ✔✔occurs when employer becomes aware that an employee
may be unfit for work but continues to employ the person and the person injures
someone
✔✔Title VII of Civil Rights Act (1964) - ✔✔establish the EEOC, and race, religion, sex,
national origin and color are protected, 1978 amendment to include pregnancy as
protected class
✔✔Age Discrimination in Employment Act (1967) - ✔✔covers compensation, terms,
conditions, and other privileges (i.e. health benefits)
✔✔EEOC (1965) - ✔✔5 member bipartisan committee, no more than 3 of whom from
same political party, 5 year terms, appointed by the president, confirmed by the Senate
✔✔Uniform Guidelines on Employment Selection Procedures - ✔✔issued by EEOC,
help employers comply with Federal Law
✔✔Title I of the Civil Rights Act (1991) - ✔✔parties can request jury trials and
successful plaintiffs can recover, comp/punitive damages in intentional employment
discrimination cases, expands protections of Title VII to include Congressional and high
level political appointees, eliminate 2-3 year statue of limits for filing lawsuits under
ADEA
✔✔Americans with Disabilities Act (1990) - ✔✔organizations with 15 or more
employees must make reasonable accommodations that allow a qualified job applicant
with disability to complete the applicant process or carry out duties of the job, amended
2008 to expand protections and clarify
✔✔adverse impact - ✔✔if the selection rate for any race, sex, or ethnic group is less
than 80% for the group having the highest selection rate
✔✔Equal Pay Act (1963) - ✔✔no sex-based wage discrimination for men and women
who perform sustainability equal work
✔✔Section 501 and 505 of the Rehabilitation Act (1973) - ✔✔no discrimination against
qualified individuals with disabilities who work in the federal government
✔✔Civil Rights Act (1991) - ✔✔provides monetary damages in cases of international
employee discrimination, authorizes compensatory and punitive damages, obtaining
attorney fees and possibility of jury trials, directs EEOC to expand its tech assistance
and outreach activities
AND QUESTIONS SET A+
✔✔concurrent validity - ✔✔measured when an employer tests current employees and
correlates the scores with their performance ratings
✔✔predictive validity - ✔✔measured when test results of applicants are compared with
subsequent job performance, favored by EEOC
✔✔cognitive ability tests - ✔✔tests that measure an individuals thinking, memory,
reasoning, verbal and mathematical abilities
✔✔structured interview - ✔✔interview that uses a set of prepared, job-related questions
that are asked of all applicants, comparisons made easily
✔✔behavioral interview - ✔✔applicants give specific examples of how they have
performed a certain task or handled a problem in the past
✔✔competency interview - ✔✔questions are designed to provide interviewer with
benchmark against which to measure an applicant's response
✔✔situational interview - ✔✔structured interview that contains questions about how
applicants might handle specific job situations
✔✔stress interview - ✔✔interview designed to create anxiety and put pressure on
applicants to see how they respond
✔✔non-directive interview - ✔✔interview that uses questions developed from the
answers to previous questions
✔✔panel interview - ✔✔several interviewers meet with candidate at the same time
✔✔team interview - ✔✔applicants are interviewed by the team members with whom
they will work
, ✔✔negligent hiring - ✔✔occurs when an employer fails to check an employee's
background and the employee injures someone on the job
✔✔negligent retention - ✔✔occurs when employer becomes aware that an employee
may be unfit for work but continues to employ the person and the person injures
someone
✔✔Title VII of Civil Rights Act (1964) - ✔✔establish the EEOC, and race, religion, sex,
national origin and color are protected, 1978 amendment to include pregnancy as
protected class
✔✔Age Discrimination in Employment Act (1967) - ✔✔covers compensation, terms,
conditions, and other privileges (i.e. health benefits)
✔✔EEOC (1965) - ✔✔5 member bipartisan committee, no more than 3 of whom from
same political party, 5 year terms, appointed by the president, confirmed by the Senate
✔✔Uniform Guidelines on Employment Selection Procedures - ✔✔issued by EEOC,
help employers comply with Federal Law
✔✔Title I of the Civil Rights Act (1991) - ✔✔parties can request jury trials and
successful plaintiffs can recover, comp/punitive damages in intentional employment
discrimination cases, expands protections of Title VII to include Congressional and high
level political appointees, eliminate 2-3 year statue of limits for filing lawsuits under
ADEA
✔✔Americans with Disabilities Act (1990) - ✔✔organizations with 15 or more
employees must make reasonable accommodations that allow a qualified job applicant
with disability to complete the applicant process or carry out duties of the job, amended
2008 to expand protections and clarify
✔✔adverse impact - ✔✔if the selection rate for any race, sex, or ethnic group is less
than 80% for the group having the highest selection rate
✔✔Equal Pay Act (1963) - ✔✔no sex-based wage discrimination for men and women
who perform sustainability equal work
✔✔Section 501 and 505 of the Rehabilitation Act (1973) - ✔✔no discrimination against
qualified individuals with disabilities who work in the federal government
✔✔Civil Rights Act (1991) - ✔✔provides monetary damages in cases of international
employee discrimination, authorizes compensatory and punitive damages, obtaining
attorney fees and possibility of jury trials, directs EEOC to expand its tech assistance
and outreach activities
