HUMAN RESOURCE INFORMATION
SYSTEMS BASICS EXAM PAPER 2026
VERIFIED ANSWERS FULL HR SYSTEMS
STUDY GUIDE REVISION MODULE
◉ More on sexual harassment
Answer: -Supreme court decision
-implications
-prompt & reasonable care
-gender-based differences
-not reporting
◉ What can employers do?
Answer: 1.Speak to harasser and their boss, stating that the
unwanted overtures should cease.
2.Inform their own supervisor
3.If the problem does not cease, file written reports with the
harassers managers/HR
4.If the letters and appeals to the employer do not suffice, the
accuser may file with the EEOC
,◉ Big Current influences
Answer: -Social Media
-Same -Sex Marriages
- Affirmative Actions
-Disabled Workers
-Rehabilitation
◉ adverse impact
Answer: occurs when an organization uses an employment practice
or procedure that results in unfavorable outcomes to a protected
class
◉ Examples of Adverse Impact
Answer: -Disparate Treatment
-Disparate Impact
-Center Role of Adverse Impact
-Disparate Rejection Rates
-Standard Deviations
-Restricted Policy
-Population Commissions
-Workforce Analysis
-Utilization Analysis
, ◉ Center Role of Adverse Impact
Answer: example where 80% whites and only 20% minority passed
a test
◉ disparate rejection rates
Answer: shown by comparing application rejection rates for
minority and non-minority groups. 4/5 Rule
◉ standard deviation
Answer: difference between the # of minority candidates we would
have expected to hire and whom we actually hired should be less
than two.
◉ Restricted Policy
Answer: demonstrating that the employer's policy intentionally or
unintentionally excluded members of a protected group
◉ population comparisons
Answer: Compares the percentage of minority/protected group and
white workers in the organization with the percentage of the
corresponding group in the labor market
◉ Workforce Analysis
SYSTEMS BASICS EXAM PAPER 2026
VERIFIED ANSWERS FULL HR SYSTEMS
STUDY GUIDE REVISION MODULE
◉ More on sexual harassment
Answer: -Supreme court decision
-implications
-prompt & reasonable care
-gender-based differences
-not reporting
◉ What can employers do?
Answer: 1.Speak to harasser and their boss, stating that the
unwanted overtures should cease.
2.Inform their own supervisor
3.If the problem does not cease, file written reports with the
harassers managers/HR
4.If the letters and appeals to the employer do not suffice, the
accuser may file with the EEOC
,◉ Big Current influences
Answer: -Social Media
-Same -Sex Marriages
- Affirmative Actions
-Disabled Workers
-Rehabilitation
◉ adverse impact
Answer: occurs when an organization uses an employment practice
or procedure that results in unfavorable outcomes to a protected
class
◉ Examples of Adverse Impact
Answer: -Disparate Treatment
-Disparate Impact
-Center Role of Adverse Impact
-Disparate Rejection Rates
-Standard Deviations
-Restricted Policy
-Population Commissions
-Workforce Analysis
-Utilization Analysis
, ◉ Center Role of Adverse Impact
Answer: example where 80% whites and only 20% minority passed
a test
◉ disparate rejection rates
Answer: shown by comparing application rejection rates for
minority and non-minority groups. 4/5 Rule
◉ standard deviation
Answer: difference between the # of minority candidates we would
have expected to hire and whom we actually hired should be less
than two.
◉ Restricted Policy
Answer: demonstrating that the employer's policy intentionally or
unintentionally excluded members of a protected group
◉ population comparisons
Answer: Compares the percentage of minority/protected group and
white workers in the organization with the percentage of the
corresponding group in the labor market
◉ Workforce Analysis
