CHRP-KE認定資格試験問題集 & CHRP-KE練習問題変化する地域に対応するには、問題を解決する効率を改善する必要があります。これは、CHRP-KE試験に対処するだけでなく、多くの側面を反映しています。 CHRP-KE実践教材は、あなたがそれを実現するのに役立ちます。 これらの時間に敏感な試験の受験者にとって、重要なニュースで構成される高効率のCHRP-KEの実際のテストは、最も役立つでしょう。 定期的にそれらを練習することによってのみ、あなたはあなたに明らかな進歩が起こったのを見るでしょう。 CHRP-KE試験問題は、支払い後すぐにダウンロードできます。成功への旅を今すぐ始めましょう HRPA CHRP Knowledge Exam 認定 CHRP-KE 試験問題 (Q57-Q62):質問 # 57
Which of the following types of training is critically important for improving the success of employees on global assignments?
A. Diversity training
B. Team training
C. Cross-cultural training
D. Leadership development
正解：C
解説：
The HRPA Human Resources Competency Framework (Functional Domain: Learning and Development) emphasizes cross-cultural training as essential for preparing employees for international or expatriate assignments.
Cross-cultural training develops awareness and adaptability to diverse cultural norms, values, and communication styles-improving adjustment, reducing culture shock, and enhancing job effectiveness abroad.
Extract:
"Cross-cultural training equips employees with the skills and sensitivity to operate effectively in international contexts, supporting successful global assignments." (HRPA Competency Framework - Learning and Development, CHRP Level, Key Competency: Design and Deliver Learning Programs for Global Readiness) Option Analysis:
A: Diversity training focuses on domestic inclusion and awareness.
B: Leadership training builds managerial skills but not cultural adaptability.
C: Team training improves collaboration, not global adjustment.
D: Correct - directly addresses cultural integration for expatriates.
Therefore, D. Cross-cultural training is the correct answer.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Learning and Development
CHRP Knowledge Exam Blueprint - Global HR and Expatriate Management
HRPA Exam Preparation Guide - Cross-Cultural and Global Training
質問 # 58
Which form of dispute resolution can save time and money when management and unions voluntarily agree to use it to resolve grievances?
A. Grievance mediation
B. Grievance procedure
C. Expedited arbitration
D. Grievance arbitration
正解：A
解説：
HRPA's labour relations content describes grievance mediation as a voluntary, interest-based process in which a neutral facilitates settlement before arbitration. Mediation is specifically noted for saving time and cost by resolving disputes informally and quickly. While expedited arbitration can shorten timelines, it remains a formal, adjudicative process with associated costs; grievance arbitration is the standard, more time-consuming process; and the grievance procedure is the contractual step framework, not a standalone ADR method.
質問 # 59
Which of the following creates a list of important duties and job responsibilities performed by jobholders that lead to job success?
A. Functional job analysis
B. The position analysis method
C. Task inventory analysis
D. The critical incident method
正解：C
解説：
Within the Workforce Planning and Talent Management domain, HRPA's guidance on job analysis describes task (or job) inventory analysis as a systematic technique in which jobholders and/or subject-matter experts generate a comprehensive list of tasks/duties and responsibilities, which are then rated for frequency, importance, and criticality to job success. This produces the foundational content for job descriptions, selection criteria, training, and evaluation.
By contrast, the critical incident method captures examples of exceptionally effective or ineffective behaviours (not a full task list). Functional Job Analysis focuses on detailed task statements and levels of interaction with data, people, and things, emphasizing rating dimensions rather than simply producing a prioritized list. "Position analysis method" is a generic label and does not, on its own, denote the structured task listing central to task inventories.
Relevant HRPA references: HRPA Professional Competency Framework - Workforce Planning and Talent Management (job analysis techniques, task inventories for defining job content); HRPA Study Guide - Job Analysis and Design (task lists rated by importance/criticality to inform HR systems).
質問 # 60
Which of the following assessments is included when reporting on the operational effectiveness of human capital investments?
A. How human capital interventions improved the quality and frequency of on-time deliveries
B. How human capital investments improved the net value of specific HR training initiatives
C. How human capital processes improved the accuracy and timeliness of reporting the quarterly financial results
D. How human capital management principles were integrated into strategic workforce planning changes
正解：A
解説：
Within the HRPA Professional Competency Framework's Reporting and Financial Management domain, HR professionals are expected to link human capital investments to operational outcomes and to "translate HR activities into measures that reflect operational performance (productivity, quality, timeliness, service levels)." Reporting on on-time deliveries and quality directly evidences how people practices affect day-to-day operations and process reliability-core indicators of operational effectiveness.
Option A focuses on the efficiency of financial reporting processes, not the organization's operating performance.
Option C is an ROI/valuation view of an HR program (important, but that is financial effectiveness, not operational).
Option D speaks to governance/alignment in strategy design rather than an operational performance result.
Reference (HRPA):
Professional Competency Framework - Reporting and Financial Management: measuring and reporting how HR investments impact operational KPIs (productivity, quality, timeliness, service).
HRPA Study Guide - HR Metrics and Analytics: connecting human capital interventions to business operations (e.g., defect rates, cycle time, on-time delivery).
質問 # 61
During the recruitment process, which level of risk control is being used in a workplace safety policy that requires preplacement assessments to demonstrate that employees have suitable characteristics, such as the ability to lift materials?
A. Elimination
B. Administrative
C. Substitution
D. Engineering
正解：B
解説：
Within the HRPA Human Resources Competency Framework (Functional Domain: Health, Wellness, and Safe Workplace), HR professionals are expected to understand the hierarchy of hazard controls, a framework used to reduce workplace risks.
The five levels, from most to least effective, are:
Elimination
Substitution
Engineering controls
Administrative controls
Personal protective equipment (PPE)
Preplacement assessments are an administrative control measure because they involve establishing policies, procedures, and screening processes designed to reduce risk through human and procedural management, not physical changes to the workplace.
Extract:
"Administrative controls reduce risk through training, procedures, and work practices, including employee selection and fitness assessments." (HRPA Competency Framework - Health, Wellness, and Safe Workplace, CHRP Level, Knowledge Area: Hazard Assessment and Risk Management) Therefore, D. Administrative is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Health, Wellness, and Safe Workplace CHRP Knowledge Exam Blueprint - Risk and Hazard Management HRPA Exam Preparation Guide - Hierarchy of Hazard Controls