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NEW QUESTION # 16
Which of the following best describes the data minimization principle as it relates to an AI model?
Answer: A
Explanation:
A best reflects practical application of data minimization to machine learning. Data minimization requires personal data to be adequate, relevant, and limited to what is necessary for the specified purpose. AI development does not categorically prohibit using personal data in training, so B is too absolute. Personal data may legitimately be required during both training and inference, making D incorrect. Manual review of every data item is neither the definition nor a necessary implementation of minimization. Privacy-enhancing techniques can instead reduce the amount or identifiability of personal data processed while retaining model utility. ICO AI guidance specifically identifies perturbation or adding noise, synthetic data, and federated learning as techniques that can support data minimization during model training. Thus, A is the technically and governance-aligned choice.
NEW QUESTION # 17
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?
Answer: D
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 # 18
After initially deploying a third-party AI model, you learn the developer has released a new version.
As deployer of this third-party model, what should you do?
Answer: D
Explanation:
When anew versionof a third-party model is released, the deployer must ensure it still meets safety, performance, and compliance requirements - which calls for aformal audit.
From theAI Governance in Practice Report2025:
"Any updates or changes to AI systems should trigger a re-evaluation to ensure continued compliance and performance." (p. 12)
"Post-market monitoring includes reassessing the impact of updated models or retraining." (p. 35)
NEW QUESTION # 19
Under the Canadian Artificial Intelligence and Data Act, when must the Minister of Innovation, Science and Industry be notified about a high-impact Al system?
Answer: B
Explanation:
According to the Canadian Artificial Intelligence and Data Act, high-impact AI systems must notify the Minister of Innovation, Science and Industry upon initial deployment. This requirement ensures that the authorities are aware of the deployment of significant AI systems and can monitor their impacts and compliance with regulatory standards from the outset. This initial notification is crucial for maintaining oversight and ensuring the responsible use of AI technologies. Reference: AIGP Body of Knowledge, domain on AI laws and standards.
NEW QUESTION # 20
Which of the following may be permissible uses of an AI system under the EU AI Act EXCEPT?
Answer: A
Explanation:
The correct answer is D. Emotion recognition in the workplace is flagged as unacceptable or highly restricted under the EU AI Act due to its intrusive nature and potential for misuse.
From the AIGP ILT Guide - EU AI Act Training Module:
"AI systems that monitor individuals' emotions in the workplace or educational settings are listed among prohibited or strictly limited practices under Article 5." AI Governance in Practice Report 2024 supports this interpretation:
"Emotion recognition systems, especially in sensitive contexts such as employment or education, raise significant concerns under EU fundamental rights law and are likely to be restricted." Other uses listed-such as emergency response or emotion detection in healthcare-may fall under lawful and beneficial uses, especially when justified by public interest.
NEW QUESTION # 21
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