NEW AIGP EXAM PAPERS - AIGP TEST CRAM REVIEW

New AIGP Exam Papers - AIGP Test Cram Review

New AIGP Exam Papers - AIGP Test Cram Review

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Tags: New AIGP Exam Papers, AIGP Test Cram Review, Valid AIGP Test Book, AIGP Valid Exam Papers, Test AIGP Testking

Candidates can also check the explanations for the answers to have more understanding of the IAPP AIGP questions that are asked on the AIGP practice test by ActualPDF You can customize the IAPP AIGP exam questions and time for the AIGP practice exam on the software. Assessing their IAPP AIGP Exam Preparation and speed on the practice exam software helps candidates in making required improvements and succeeding at the IAPP AIGP exam. The software by ActualPDF gives the candidates the results and progress reports to help them monitor their performance for the IAPP AIGP exam.

IAPP AIGP Exam Syllabus Topics:

TopicDetails
Topic 1
  • Understanding the Foundations of Artificial Intelligence: This topic defines AI and machine learning. It also provides an overview of the different types of AI systems and their use cases.
Topic 2
  • Understanding How Current Laws Apply to AI Systems: It focuses on laws that govern the use of artificial intelligence.
Topic 3
  • Contemplating Ongoing Issues and Concerns: The topic focuses on issues around AI governance.

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AIGP Test Cram Review & Valid AIGP Test Book

Working in IT field, you definitely want to prove your ability by passing IT certification test. Moreover, the colleagues and the friends with IT certificate have been growing. In this case, if you have none, you will not be able to catch up with the others. For example like IAPP AIGP Certification Exam, it is a very valuable examination, which must help you realize your wishes.

IAPP Certified Artificial Intelligence Governance Professional Sample Questions (Q122-Q127):

NEW QUESTION # 122
CASE STUDY
Please use the following answer the next question:
XYZ Corp., a premier payroll services company that employs thousands of people globally, is embarking on a new hiring campaign and wants to implement policies and procedures to identify and retain the best talent.
The new talent will help the company's product team expand its payroll offerings to companies in the healthcare and transportation sectors, including in Asia.
It has become time consuming and expensive for HR to review all resumes, and they are concerned that human reviewers might be susceptible to bias.
Address these concerns, the company is considering using a third-party Al tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party Al-enabled hiring solution, as long as it would achieve its goals and comply with all applicable laws.
The organization has a large procurement team that is responsible for the contracting of technology solutions.
One of the procurement team's goals is to reduce costs, and it often prefers lower-cost solutions. Others within the company are responsible for integrating and deploying technology solutions into the organization's operations in a responsible, cost-effective manner.
The organization is aware of the risks presented by Al hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the Al hiring tool responsibly. Their concerns are heightened by the fact that relevant laws vary across jurisdictions and continue to change.
All of the following are potential negative consequences created by using the Al tool when making hiring decisions EXCEPT?

  • A. Discriminatory treatment.
  • B. Intellectual property infringement.
  • C. Civil rights violations.
  • D. Reputational harm.

Answer: B

Explanation:
The potential negative consequences of using an AI tool in hiring include reputational harm (A), civil rights violations (B), and discriminatory treatment (C). These issues stem from biases in the AI system or its misuse, which can lead to unfair hiring practices and legal liabilities. Intellectual property infringement (D) is not a typical consequence of using AI in hiring, as it relates to the unauthorized use of protected intellectual property, which is not directly relevant to the hiring process or the potential biases within AI tools.


NEW QUESTION # 123
CASE STUDY
Please use the following answer the next question:
A local police department in the United States procured an Al system to monitor and analyze social media feeds, online marketplaces and other sources of public information to detect evidence of illegal activities (e.g., sale of drugs or stolen goods). The Al system works by surveilling the public sites in order to identify individuals that are likely to have committed a crime. It cross-references the individuals against data maintained by law enforcement and then assigns a percentage score of the likelihood of criminal activity based on certain factors like previous criminal history, location, time, race and gender.
The police department retained a third-party consultant assist in the procurement process, specifically to evaluate two finalists. Each of the vendors provided information about their system's accuracy rates, the diversity of their training data and how their system works. The consultant determined that the first vendor's system has a higher accuracy rate and based on this information, recommended this vendor to the police department.
The police department chose the first vendor and implemented its Al system. As part of the implementation, the department and consultant created a usage policy for the system, which includes training police officers on how the system works and how to incorporate it into their investigation process.
The police department has now been using the Al system for a year. An internal review has found that every time the system scored a likelihood of criminal activity at or above 90%, the police investigation subsequently confirmed that the individual had, in fact, committed a crime. Based on these results, the police department wants to forego investigations for cases where the Al system gives a score of at least 90% and proceed directly with an arrest.
What is the best reason the police department should continue to perform investigations even if the Al system scores an individual's likelihood of criminal activity at or above 90%?

  • A. Because Al systems that affect fundamental civil rights should not be fully automated.
  • B. Because the department did not perform an impact assessment for this intended use.
  • C. Because investigations may uncover information relevant to sentencing.
  • D. Because investigations may identify additional individuals involved in the crime.

Answer: A

Explanation:
The best reason for the police department to continue performing investigations even if the AI system scores an individual's likelihood of criminal activity at or above 90% is that AI systems affecting fundamental civil rights should not be fully automated. Human oversight is essential to ensure that decisions impacting civil liberties are made with due consideration of context and mitigating factors that an AI might not fully appreciate. This approach ensures fairness, accountability, and adherence to legal standards. Reference: AIGP Body of Knowledge on AI Ethics and Human Oversight.


NEW QUESTION # 124
CASE STUDY
A premier payroll services company that employs thousands of people globally, is embarking on a new hiring campaign and wants to implement policies and procedures to identify and retain the best talent. The new talent will help the company's product team expand its payroll offerings to companies in the healthcare and transportation sectors, including in Asia.
It has become time consuming and expensive for HR to review all resumes, and they are concerned that human reviewers might be susceptible to bias.
To address these concerns, the company is considering using a third-party Al tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party Al-enabled hiring solution, as long as it would achieve its goals and comply with all applicable laws.
The organization has a large procurement team that is responsible for the contracting of technology solutions.
One of the procurement team's goals is to reduce costs, and it often prefers lower-cost solutions. Others within the company deploy technology solutions into the organization's operations in a responsible, cost-effective manner.
The organization is aware of the risks presented by Al hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the Al hiring tool responsibly. Their concerns are heightened by the fact that relevant laws vary across jurisdictions and continue to change.
The organization continues planning the adoption of an AI tool to support hiring, but is concerned about potential bias in content generated by AI systems and how that could affect public perception.
Which of the following measures should the company adopt to best mitigate its risk of reputational harm from using the AI tool?

  • A. Require the procurement and deployment teams to agree upon the AI tool
  • B. Continue to require the company's hiring personnel to manually screen all applicants
  • C. Test the AI tool pre- and post-deployment
  • D. Ensure the vendor provides indemnification for the AI tool

Answer: C

Explanation:
Note: This is the same scenario and question as Question 21 and thus has the same correct answer: A. It's possible this was duplicated in your original input.
Repeated for clarity:
"Testing AI tools pre- and post-deployment helps ensure they perform as expected and do not introduce bias, privacy issues, or fairness concerns. This mitigates reputational and legal risk." The AI Governance in Practice Report 2024 further reinforces:
"Ongoing monitoring and testing post-deployment allows organizations to catch and correct unintended impacts... especially important in HR and hiring contexts."


NEW QUESTION # 125
Scenario:
A mid-sized tech firm is building its AI governance program and is exploring ISO/IEC standards that could support consistency in terminology and risk assessment processes across teams.
ISO/IEC 22989 and ISO/IEC 42001 can be valuable resources for AI Governance professionals in all of the following ways EXCEPT:

  • A. Being applicable to organizations of any size and industry seeking to use AI responsibly and effectively in their design processes, information systems and controls
  • B. Addressing specific issues related to managing procurement processes with third parties that provide or develop AI systems for their organization
  • C. Establishing terminology and describing concepts so that governance team members can communicate with diverse parties and stakeholders from around the world
  • D. Recommending key activities to assess and manage risk: test, evaluate, verify and validate (TEVV)

Answer: B

Explanation:
The correct answer is C. ISO/IEC 22989 and 42001 focus on terminology, risk, and management systems, but do not specifically address procurement-related concerns with third-party vendors.
From the AIGP Body of Knowledge - Standards Section:
"ISO/IEC 22989 defines terminology and foundational concepts. ISO/IEC 42001 provides a management system standard for AI. They are not procurement-focused documents." Also confirmed in the AI Governance in Practice Report 2024:
"These standards help establish common language and risk governance procedures. Procurement governance typically falls under separate frameworks or sector-specific guidance." Thus, procurement governance (Option C) is not a central use case for these standards.


NEW QUESTION # 126
CASE STUDY
A premier payroll services company that employs thousands of people globally, is embarking on a new hiring campaign and wants to implement policies and procedures to identify and retain the best talent. The new talent will help the company's product team expand its payroll offerings to companies in the healthcare and transportation sectors, including in Asia.
It has become time consuming and expensive for HR to review all resumes, and they are concerned that human reviewers might be susceptible to bias.
To address these concerns, the company is considering using a third-party Al tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party Al-enabled hiring solution, as long as it would achieve its goals and comply with all applicable laws.
The organization has a large procurement team that is responsible for the contracting of technology solutions.
One of the procurement team's goals is to reduce costs, and it often prefers lower-cost solutions. Others within the company deploy technology solutions into the organization's operations in a responsible, cost-effective manner.
The organization is aware of the risks presented by Al hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the Al hiring tool responsibly. Their concerns are heightened by the fact that relevant laws vary across jurisdictions and continue to change.
All of the following are potential negative consequences created by using the AI tool to help make hiring decisions EXCEPT?

  • A. Candidate quality
  • B. Disparate impacts
  • C. Automation bias
  • D. Privacy violations

Answer: A

Explanation:
The correct answer is B. "Candidate quality" is not a negative consequence of using AI-rather, it is the intended benefit of using such tools (e.g., more efficient filtering of strong candidates).
From the AIGP ILT Guide:
"Automation bias, disparate impact, and privacy risks are well-documented concerns in AI-assisted hiring.
These risks may arise when AI models replicate biases present in training data or obscure the decision logic." AI Governance in Practice Report 2024 (Bias and Fairness Section) also warns:
"Improper AI use in hiring can lead to disparate impact, where neutral criteria disproportionately disadvantage protected groups." Candidate quality is a goal, not a risk, making B the correct answer for what is not a negative outcome.


NEW QUESTION # 127
......

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