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HRPA CHRP-KE Exam Syllabus Topics:

Topic
Details

Topic 1

Compensation: This section of the exam measures the skills of Compensation Analysts and covers principles of designing, implementing, and maintaining effective compensation systems. It focuses on understanding job evaluation, pay structures, incentive programs, and equity considerations to attract and retain talent.

Topic 2

Occupational Health & Safety

Topic 3

HR Planning: This section of the exam measures the skills of HR Planners and focuses on workforce planning and forecasting to meet organizational needs. It includes succession planning, skills gap analysis, and aligning human capital strategy with long-term organizational goals.

Topic 4

Recruitment & Selection: This section of the exam measures the skills of Talent Acquisition Specialists and covers methods for sourcing, screening, and selecting candidates. It includes job analysis, interview techniques, legal considerations, and ensuring fair and effective hiring decisions that align with organizational needs.

Topic 5

Labour Relations
Industrial Relations: This section of the exam measures skills of Labor Relations Specialists and covers the framework of collective bargaining, dispute resolution, and negotiation processes. It includes knowledge of employment laws, union-management relations, and strategies for maintaining positive labour relations within the workplace.

Topic 6

Training & Development: This section of the exam measures the skills of Learning and Development Managers and focuses on employee training, skill development, and performance improvement. It includes designing training programs, conducting needs assessments, evaluating learning outcomes, and supporting career development initiatives.

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HRPA CHRP Knowledge Exam Sample Questions (Q166-Q171):

NEW QUESTION # 166
Which of the following activities is part of the training administration of a training program?

A. Tracking trainee registration
B. Selecting a training facility
C. Scheduling the training program
D. Confirming seating arrangements

Answer: A

Explanation:
Under the HRPA Human Resources Competency Framework (Functional Domain: Learning and Development) and the CHRP Knowledge Exam Blueprint, training administration refers to the logistical and recordkeeping activities that support the coordination, tracking, and evaluation of training programs.
Training administration includes responsibilities such as:
Managing participant registration and attendance records
Coordinating training schedules and materials
Monitoring completion rates and training outcomes
Extract:
"HR professionals coordinate and administer training logistics, including registration tracking, scheduling, and reporting to ensure efficient program delivery." (HRPA Competency Framework - Learning and Development, CHRP Level, Key Competency: Administer Learning and Development Programs) Among the options:
A (Confirming seating arrangements) and D (Selecting a training facility) relate to training logistics or delivery setup.
B (Scheduling the training program) is part of program coordination.
C (Tracking trainee registration) is the core administrative activity, as it maintains training records and participant data - a fundamental component of training administration.
Therefore, C. Tracking trainee registration is the correct answer.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Functional Domain: Learning and Development CHRP Knowledge Exam Blueprint (HRPA, Ontario) HRPA Exam Preparation Guide - Training and Development Administration

NEW QUESTION # 167
Which of the following employee teams would management form to immediately solve a major problem?

A. Process improvement team
B. Task force
C. Cross-functional team
D. Project team

Answer: B

Explanation:
The HRPA Study Guide (Organizational Effectiveness content) distinguishes common team structures:
Project teams deliver a defined output over a scheduled timeline.
Cross-functional teams combine diverse functions for ongoing coordination or projects.
Process improvement teams (e.g., quality circles/Kaizen) focus on continuous, incremental improvements.
Task forces are temporary, ad hoc teams formed to address urgent, high-priority problems requiring rapid diagnosis and resolution, disbanding once the issue is resolved.
Given the need to immediately solve a major problem, the appropriate structure is a task force.
Reference to HRPA frameworks and guidance documents or Study Guide (no external links):
HRPA Competency Framework - Learning and Development: needs assessment; evaluation of learning and transfer; aligning learning with organizational goals.
HRPA Study Guide - Training Needs Assessment (organizational, task, person analysis); Training Evaluation (behaviour/transfer and results); OHS Training Cycle (begin with needs analysis); Organizational Effectiveness (team types, including task forces).

NEW QUESTION # 168
Which of the following conditions creates and sustains the culture needed to support an organizational strategy of innovation?

A. Low inter-unit communication
B. Limited resources
C. Organic structures
D. Frequent changes in management

Answer: C

Explanation:
The HRPA Professional Competency Framework connects organizational design and culture to strategy execution. For an innovation strategy, structures that are organic-characterized by flexibility, decentralized decision-making, cross-functional collaboration, and open information flow-support experimentation and rapid adaptation, which are cultural hallmarks of innovation.
Limited resources (A) and low inter-unit communication (B) constrain collaboration and experimentation, undermining innovation. Frequent leadership turnover (D) destabilizes culture and priorities. HR's strategic role includes shaping structures and cultures to fit strategy; for innovation, organic designs are the supportive condition.
Reference (HRPA):
Professional Competency Framework: Strategy and Organizational Effectiveness domains (aligning structure and culture with strategy; enabling collaboration and agility).
HRPA Study Guide: Organizational design choices (mechanistic vs. organic) and their fit with strategies like innovation.

NEW QUESTION # 169
Which of the following best measures how HR practices support the full scope of an organization's customer retention strategy?

A. Benchmarking review
B. Balanced scorecard method
C. Cost-benefit analysis
D. Customer satisfaction surveys

Answer: B

Explanation:
The HRPA framework emphasizes using integrated performance frameworks to link HR practices to business outcomes. A balanced scorecard translates strategy into measures across multiple perspectives-financial, customer, internal process, and learning & growth-allowing HR to connect capability, culture, and people practices to customer retention outcomes while monitoring leading and lagging indicators. Cost-benefit analysis (A) is narrow and financial only; customer satisfaction surveys (C) capture one output dimension; benchmarking (D) compares to others but does not holistically show strategic cause-effect within the organization.
Relevant Framework Reference (HRPA): Professional Competency Framework-Reporting and Financial Management and Strategy (strategic measurement systems; balanced scorecard); HRPA Study Guide-HR metrics aligned to customer and organizational outcomes.

NEW QUESTION # 170
Which of the following performance appraisal methods requires the rater to compose a statement describing employee characteristics?

A. Behaviour observation method
B. Behavioural checklist method
C. Essay method
D. Forced-choice method

Answer: C

Explanation:
The essay method is a narrative appraisal technique in which the rater writes a free-form statement describing an employee's characteristics, behaviours, strengths, weaknesses, and development needs. HRPA's performance management content distinguishes narrative methods (e.g., essays) from structured techniques such as behavioural checklists (predefined items checked off), behaviour observation scales (systematic observation and rating of defined behaviours), and forced-choice formats (rater selects from keyed statement sets). The hallmark of the essay method is that the evaluator composes a written narrative, rather than completing predetermined scales or checklists.
Relevant HRPA references (no external links): HRPA Study Guide - Performance Management/Appraisal Methods (narrative/essay, checklist, BARS/BOS, and forced-choice distinctions); HRPA Competency Framework - Total Rewards: Performance management processes and tools.

NEW QUESTION # 171
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