SHRM Certified Professional CP Study
Guide 2024 Exam Questions and Answers
100% Pass | Graded A+
David Mungai [Date] [Course title]
, SHRM Certified Professional CP
Study Guide 2024 Exam Questions
and Answers 100% Pass | Graded A+
absenteeism
employees that fail to report for work when they are expected to
work regularly
absolute ratings
instead of awarding ratings based on comparing individuals, the
rater assigns a precise value on a fixed scale to an individuals
conduct or performance
accessibility
the amount to which a contractors or employers facility is
accessible to people with disabilities and does not obstruct their
mobility, particularly in places like the personnel office, worksite,
and public areas
adverse action
any action made by a firm that denies a person or a group of
people equal work opportunities
adverse impact
a preference for one race, sex, or ethnic group over another
regarding employment, promotion, or another job decision
adverse selection
election procedures or policies of an employer that result in
discriminatory or unfavorable treatment of an individual or
individuals who belong to a protected group
affirmation action plan (AAP)
a codified set of detailed, results-oriented processes that all
federal contractors with contractors worth $50,000 and 50
employees must follow to address the impacts of prior
discrimination or underutilization of women and minorities
, the plans effectiveness is determined by the actual results
achieved rather than the projected results and the contractors
reasonable faith efforts to enhance the pool of competent women
and minorities in all areas of the business
ADEA of 1967 - Age Discrimination in Employment Act
this prohibits employers from discriminating against employees
based on their age
employees over 40 are guaranteed protection under the age
discrimination in job act, which prohibits discrimination against
them in employment or employment-related decisions. The act
applies to most businesses with 20 or more employees.
According to one of the acts fundamental sections, employers
cannot force employees to retire, with few exceptions
Americans with Disabilities Act
this law intends to remove barriers that prevent people with
disabilities from having equal access to job opportunities as
people without disabilities. The ADA requires employers to access
whether a reasonable accommodation could overcome an
employment obstacle created by a persons handicap
alternation ranking
a job a performance evaluation method in which the rater is asked
to choose the best and worst employees from a list of all
employees and then rank them accordingly
alternative dispute resolution (ADR)
a voluntary technique for resolving conflicts or disputes between
individuals, groups, or labor management. The technique enlists
the help of a third party neutral to stimulate dialogue and aid the
parties in achieving a legally enforceable agreement
applicant flow log
a list that keeps track of each applicant who applies for a job or
promotion. The data includes information such as a name, race,
national origin, gender, referral source, date of application, job
title applied for, and disposition
apprenticeship
Guide 2024 Exam Questions and Answers
100% Pass | Graded A+
David Mungai [Date] [Course title]
, SHRM Certified Professional CP
Study Guide 2024 Exam Questions
and Answers 100% Pass | Graded A+
absenteeism
employees that fail to report for work when they are expected to
work regularly
absolute ratings
instead of awarding ratings based on comparing individuals, the
rater assigns a precise value on a fixed scale to an individuals
conduct or performance
accessibility
the amount to which a contractors or employers facility is
accessible to people with disabilities and does not obstruct their
mobility, particularly in places like the personnel office, worksite,
and public areas
adverse action
any action made by a firm that denies a person or a group of
people equal work opportunities
adverse impact
a preference for one race, sex, or ethnic group over another
regarding employment, promotion, or another job decision
adverse selection
election procedures or policies of an employer that result in
discriminatory or unfavorable treatment of an individual or
individuals who belong to a protected group
affirmation action plan (AAP)
a codified set of detailed, results-oriented processes that all
federal contractors with contractors worth $50,000 and 50
employees must follow to address the impacts of prior
discrimination or underutilization of women and minorities
, the plans effectiveness is determined by the actual results
achieved rather than the projected results and the contractors
reasonable faith efforts to enhance the pool of competent women
and minorities in all areas of the business
ADEA of 1967 - Age Discrimination in Employment Act
this prohibits employers from discriminating against employees
based on their age
employees over 40 are guaranteed protection under the age
discrimination in job act, which prohibits discrimination against
them in employment or employment-related decisions. The act
applies to most businesses with 20 or more employees.
According to one of the acts fundamental sections, employers
cannot force employees to retire, with few exceptions
Americans with Disabilities Act
this law intends to remove barriers that prevent people with
disabilities from having equal access to job opportunities as
people without disabilities. The ADA requires employers to access
whether a reasonable accommodation could overcome an
employment obstacle created by a persons handicap
alternation ranking
a job a performance evaluation method in which the rater is asked
to choose the best and worst employees from a list of all
employees and then rank them accordingly
alternative dispute resolution (ADR)
a voluntary technique for resolving conflicts or disputes between
individuals, groups, or labor management. The technique enlists
the help of a third party neutral to stimulate dialogue and aid the
parties in achieving a legally enforceable agreement
applicant flow log
a list that keeps track of each applicant who applies for a job or
promotion. The data includes information such as a name, race,
national origin, gender, referral source, date of application, job
title applied for, and disposition
apprenticeship
