IPMA-HR Public Sector Essentials Exam Latest
Update 2024-2025 Real Exam 100 Questions and
100% Verified Correct Answers Already Graded
A+ Verified by Professor
acceptance rate - CORRECT ANSWER: percentage of applicants hired divided by total
number of applicants offered jobs
adverse impact - CORRECT ANSWER: if the selection rate for any race, sex, or ethnic
group is less than 80% for the group having the highest selection rate
Age Discrimination in Employment Act (1967) - CORRECT ANSWER: covers
compensation, terms, conditions, and other privileges (i.e. health benefits)
alternative work arrangements - CORRECT ANSWER: nontraditional schedules that
provide flexibility to employees
Americans with Disabilities Act (1990) - CORRECT ANSWER: 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
applicant pool - CORRECT ANSWER: all persons who are actually evaluated for
selection impacted by representative of organization and industry, screening, job
specifications, and info available through the ATS
applicant population - CORRECT ANSWER: subset of the labor force population that is
available for selection using a particular recruiting approach
attraction-selection-attrition (ASA) theory - CORRECT ANSWER: job candidates are
attracted to, selected by firms where similar types of individuals are employed and
individual who are different quit their jobs to work elsewhere
, balanced scorecard - CORRECT ANSWER: a framework used to report a diverse set of
performance measures
behavioral interview - CORRECT ANSWER: applicants give specific examples of how
they have performed a certain task or handled a problem in the past
Civil Rights Act (1991) - CORRECT ANSWER: 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
Civil Service Reform Act (1978) - CORRECT ANSWER: prohibits any employee who
has authority to take certain personnel actions from discriminating for or against, Office
of Personnel Management interpret prohibit discrimination based on conduct to include
sexual orientation, prohibits reprisal for whistle-blowing, enforced by the Office of the
Special Counsel and Merit System Protection Board
cognitive ability tests - CORRECT ANSWER: tests that measure an individuals thinking,
memory, reasoning, verbal and mathematical abilities
competency interview - CORRECT ANSWER: questions are designed to provide
interviewer with benchmark against which to measure an applicant's response
compilational fit - CORRECT ANSWER: occurs when several lower level factors (work
group, personal lives, or work site teamwork) prompt increase in higher-level
congruence
compositional fit - CORRECT ANSWER: when people involved in creating fit are doing
so at different levels of a firm
concurrent validity - CORRECT ANSWER: measured when an employer tests current
employees and correlates the scores with their performance ratings
Update 2024-2025 Real Exam 100 Questions and
100% Verified Correct Answers Already Graded
A+ Verified by Professor
acceptance rate - CORRECT ANSWER: percentage of applicants hired divided by total
number of applicants offered jobs
adverse impact - CORRECT ANSWER: if the selection rate for any race, sex, or ethnic
group is less than 80% for the group having the highest selection rate
Age Discrimination in Employment Act (1967) - CORRECT ANSWER: covers
compensation, terms, conditions, and other privileges (i.e. health benefits)
alternative work arrangements - CORRECT ANSWER: nontraditional schedules that
provide flexibility to employees
Americans with Disabilities Act (1990) - CORRECT ANSWER: 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
applicant pool - CORRECT ANSWER: all persons who are actually evaluated for
selection impacted by representative of organization and industry, screening, job
specifications, and info available through the ATS
applicant population - CORRECT ANSWER: subset of the labor force population that is
available for selection using a particular recruiting approach
attraction-selection-attrition (ASA) theory - CORRECT ANSWER: job candidates are
attracted to, selected by firms where similar types of individuals are employed and
individual who are different quit their jobs to work elsewhere
, balanced scorecard - CORRECT ANSWER: a framework used to report a diverse set of
performance measures
behavioral interview - CORRECT ANSWER: applicants give specific examples of how
they have performed a certain task or handled a problem in the past
Civil Rights Act (1991) - CORRECT ANSWER: 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
Civil Service Reform Act (1978) - CORRECT ANSWER: prohibits any employee who
has authority to take certain personnel actions from discriminating for or against, Office
of Personnel Management interpret prohibit discrimination based on conduct to include
sexual orientation, prohibits reprisal for whistle-blowing, enforced by the Office of the
Special Counsel and Merit System Protection Board
cognitive ability tests - CORRECT ANSWER: tests that measure an individuals thinking,
memory, reasoning, verbal and mathematical abilities
competency interview - CORRECT ANSWER: questions are designed to provide
interviewer with benchmark against which to measure an applicant's response
compilational fit - CORRECT ANSWER: occurs when several lower level factors (work
group, personal lives, or work site teamwork) prompt increase in higher-level
congruence
compositional fit - CORRECT ANSWER: when people involved in creating fit are doing
so at different levels of a firm
concurrent validity - CORRECT ANSWER: measured when an employer tests current
employees and correlates the scores with their performance ratings
