Talent Planning & Acquisition - PHR Certification with all
Correct & 100% Verified Answers |Latest Version |
Already Graded A+
Stereotyping ✔Correct Answer-Judging someone on the basis of one's perception of the
group to which that person belongs
Contrast Error (In Interviewing) ✔Correct Answer-Occurs when a rater compares other
candidates to each other and rates them based on their differences, rather than the
qualifications necessary to perform the work.
First Impression Bias (In Interviewing) ✔Correct Answer-Initial judgements influence later
assessments
Gut Feeling Bias (In Interviewing) ✔Correct Answer-Personal judgements, unconscious bias,
and subjective preconceptions got in the way, potentially making them overlook more suitable
candidates.
Knowledge of Predictor (In Interviewing) ✔Correct Answer-Occurs when the interviewer
knows how a candidate scored on a pre-employment test and rates the candidate high or low
based on this information.
Negative Emphasis Bias (In Interviewing) ✔Correct Answer-Occurs when the interviewer
allows a small amount of negative information to outweigh other job-related criteria.
Bona Fide Occupational Qualification (BFOQ) ✔Correct Answer-Allows employer to make
employment decisions based on protected-class characteristics when those characteristics are
"reasonably necessary to the normal operations of the business."
Examples of Unlawful Actions ✔Correct Answer-Title VII of the Civil Rights Act identified not
only protected-class groups but also unlawful employment actions such as discriminatory
recruiting, compensation, and training are
Note, The Civil Rights Act of 1991 amended Title VII providing, among other things, remedies for
intentional discrimination and a definition of the concept of business necessity.
Under the ORIGINAL Title VII of the Civil Rights Act of 1964, the following were identified as
protected classes: ✔Correct Answer-1) Race
2) Color
3) Religion
4) National Origin
, 5) Sex
Age Discrimination in Employment Act (ADEA) ✔Correct Answer-To promote employment of
older persons based on their ability rather than age.
The Older Workers Benefit Protection Act (OWBPA) ✔Correct Answer-is a federal law that
requires employers to offer older workers (those who are at least 40 years old) benefits that are
equal to or, in some cases, cost the employer as much as, the benefits it offers to younger
workers.
The Americans with Disabilities Act ✔Correct Answer-Since 1990, prohibits discrimination
against individuals with disabilities in all areas of public life, including jobs, schools,
transportation, and all public and private places that are open to the general public.
The ADA applies to employers with _________ or more employees. ✔Correct Answer-15
Major life activities falls into two categories: ✔Correct Answer-1) General activities, such as
performing manual tasks
2) Major bodily functions, such a bodily systems performance
Reverse Discrimination ✔Correct Answer-Discrimination against a majority group such as
whites or males.
Equal Employment Opportunity Commission (EEOC) ✔Correct Answer-Tasked with regulating
compliance with the ADA
Which act codified the concepts of BUSINESS NECESSITY and JOB RELATED? ✔Correct Answer-
The Civil Rights Act of 1991
Sliding Scale established by the Civil Rights Act of 1991 for compensatory and punitive damages
based on company size: ✔Correct Answer-15 to 100 employees = $50,000
101 to 200 employees = $100,000
201 to 500 employees = $200,000
501+ employees = $300,000
Genetic Information Nondiscrimination Act (GINA) ✔Correct Answer-U.S act that prohibits
discrimination against individuals on the basis of their genetic information in both employment
and health insurance.
Uniformed Services Employment and Reemployment Rights Act (USERRA) ✔Correct Answer-
protects employees from discrimination due to military service. Therefore, an employer may not
deny initial employment, reemployment, retention in employment, promotion, or any
employment benefits based on an employee's military service.
Correct & 100% Verified Answers |Latest Version |
Already Graded A+
Stereotyping ✔Correct Answer-Judging someone on the basis of one's perception of the
group to which that person belongs
Contrast Error (In Interviewing) ✔Correct Answer-Occurs when a rater compares other
candidates to each other and rates them based on their differences, rather than the
qualifications necessary to perform the work.
First Impression Bias (In Interviewing) ✔Correct Answer-Initial judgements influence later
assessments
Gut Feeling Bias (In Interviewing) ✔Correct Answer-Personal judgements, unconscious bias,
and subjective preconceptions got in the way, potentially making them overlook more suitable
candidates.
Knowledge of Predictor (In Interviewing) ✔Correct Answer-Occurs when the interviewer
knows how a candidate scored on a pre-employment test and rates the candidate high or low
based on this information.
Negative Emphasis Bias (In Interviewing) ✔Correct Answer-Occurs when the interviewer
allows a small amount of negative information to outweigh other job-related criteria.
Bona Fide Occupational Qualification (BFOQ) ✔Correct Answer-Allows employer to make
employment decisions based on protected-class characteristics when those characteristics are
"reasonably necessary to the normal operations of the business."
Examples of Unlawful Actions ✔Correct Answer-Title VII of the Civil Rights Act identified not
only protected-class groups but also unlawful employment actions such as discriminatory
recruiting, compensation, and training are
Note, The Civil Rights Act of 1991 amended Title VII providing, among other things, remedies for
intentional discrimination and a definition of the concept of business necessity.
Under the ORIGINAL Title VII of the Civil Rights Act of 1964, the following were identified as
protected classes: ✔Correct Answer-1) Race
2) Color
3) Religion
4) National Origin
, 5) Sex
Age Discrimination in Employment Act (ADEA) ✔Correct Answer-To promote employment of
older persons based on their ability rather than age.
The Older Workers Benefit Protection Act (OWBPA) ✔Correct Answer-is a federal law that
requires employers to offer older workers (those who are at least 40 years old) benefits that are
equal to or, in some cases, cost the employer as much as, the benefits it offers to younger
workers.
The Americans with Disabilities Act ✔Correct Answer-Since 1990, prohibits discrimination
against individuals with disabilities in all areas of public life, including jobs, schools,
transportation, and all public and private places that are open to the general public.
The ADA applies to employers with _________ or more employees. ✔Correct Answer-15
Major life activities falls into two categories: ✔Correct Answer-1) General activities, such as
performing manual tasks
2) Major bodily functions, such a bodily systems performance
Reverse Discrimination ✔Correct Answer-Discrimination against a majority group such as
whites or males.
Equal Employment Opportunity Commission (EEOC) ✔Correct Answer-Tasked with regulating
compliance with the ADA
Which act codified the concepts of BUSINESS NECESSITY and JOB RELATED? ✔Correct Answer-
The Civil Rights Act of 1991
Sliding Scale established by the Civil Rights Act of 1991 for compensatory and punitive damages
based on company size: ✔Correct Answer-15 to 100 employees = $50,000
101 to 200 employees = $100,000
201 to 500 employees = $200,000
501+ employees = $300,000
Genetic Information Nondiscrimination Act (GINA) ✔Correct Answer-U.S act that prohibits
discrimination against individuals on the basis of their genetic information in both employment
and health insurance.
Uniformed Services Employment and Reemployment Rights Act (USERRA) ✔Correct Answer-
protects employees from discrimination due to military service. Therefore, an employer may not
deny initial employment, reemployment, retention in employment, promotion, or any
employment benefits based on an employee's military service.
