2026年Jpshikenの最新AIGP PDFダンプおよびAIGP試験エンジンの無料共有：https://drive.google.com/open?id=1wOAGru5mAJNuq06tuA2GJOw5sLeliqkw
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| Section | Objectives |
|---|---|
| Topic 1: AI Risk Management | - Risk Frameworks and Standards
|
| Topic 2: Foundations of AI Governance | - Impacts of AI
|
| Topic 3: AI Laws, Regulations, and Standards | - Regional and National Regulations
|
| Topic 4: AI Governance Management | - Life Cycle Management
|
| Topic 5: AI Governance Implementation | - Organizational Governance
|
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質問 # 209
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.
Which other stakeholder groups should be involved in the selection and implementation of the Al hiring tool?
正解：A
解説：
In the selection and implementation of the AI hiring tool, involving Finance and Legal is crucial. The Finance team is essential for assessing cost implications, budget considerations, and financial risks. The Legal team is necessary to ensure compliance with applicable laws and regulations, including those related to data privacy, employment, and anti-discrimination. Involving these stakeholders ensures a comprehensive evaluation of both the financial viability and legal compliance of the AI tool, mitigating potential risks and aligning with organizational objectives and regulatory requirements.
質問 # 210
Which of the following compliance related controls within an organization is most easily adapted to identify AI risks?
正解：C
解説：
The correct answer is D because Privacy Impact Assessments are already structured processes designed to identify risks related to data use, processing, and potential harm to individuals. These assessments can be readily adapted to evaluate AI-specific risks, such as bias, automated decision-making impacts, and data protection concerns. AI governance frameworks emphasize leveraging existing compliance mechanisms to efficiently integrate AI risk management without duplicating processes. Privacy impact assessments align closely with AI risk evaluation because they examine how personal data is collected, used, and protected throughout the system lifecycle. Other options, such as penetration testing or training, focus on narrower objectives like security or awareness and are not comprehensive tools for identifying broader AI risks.
Adapting PIAs supports a risk-based, scalable, and governance-aligned approach to managing AI systems.
質問 # 211
What is the primary purpose of conducting ethical red-teaming on an AI system?
正解：D
解説：
Ethical red-teaming involves simulating adversarial scenarios to uncover risks and vulnerabilities in AI systems before deployment.
質問 # 212
Scenario:
A company using AI for resume screening understands the risks of algorithmic bias and the evolving legal requirements across jurisdictions. It wants to implement the right governance controls to prevent reputational damage from misuse of the AI hiring tool.
Which of the following measures should the company adopt to best mitigate its risk of reputational harm from using the AI tool?
正解：A
解説：
The correct answer is A. Pre- and post-deployment testing ensures bias, accuracy, and fairness are evaluated and corrected as needed, which is essential for reputational risk mitigation.
From the AIGP Body of Knowledge:
"Testing AI systems before and after deployment is critical to ensure performance, fairness, and compliance.
Failing to do so may result in reputational damage and legal exposure." AI Governance in Practice Report 2024 (Bias/Fairness and Risk Sections):
"System impact assessments, testing, and post-deployment monitoring are necessary to identify and mitigate risks... This supports both compliance and public trust." Testing is proactive, unlike indemnification (which transfers risk after damage), or requiring manual review (which defeats automation).
質問 # 213
What is the primary reason the EU is considering updates to its Product Liability Directive?
正解：D
解説：
The primary reason the EU is considering updates to its Product Liability Directive is to address digital services and connected products. The current directive does not adequately cover the complexities and challenges posed by modern digital and connected technologies. By updating the directive, the EU aims to ensure that it remains relevant and effective in addressing the liabilities associated with these advanced products, ensuring consumer protection and fair market practices in the digital age.
質問 # 214
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