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Free PDF Quiz HRPA - Useful CHRP-KE - CHRP Knowledge Exam Valid DumpsHere I would like to explain the core value of Prep4sureGuide exam dumps. Prep4sureGuide Practice CHRP-KE Test dumps guarantee 100% passing rate. Prep4sureGuide real questions and answers are compiled by lots of HRPA experts with abundant experiences. So it has very high value. The dumps not only can be used to prepare for HRPA certification exam, also can be used as a tool to develop your skills. In addition, if you want to know more knowledge about your exam, Prep4sureGuide exam dumps can satisfy your demands. HRPA CHRP Knowledge Exam Sample Questions (Q116-Q121):NEW QUESTION # 116
Which of the following should an HR professional include when calculating the development cost of a training program?
A. Training program marketing
B. Training facility maintenance
C. Trainee salaries and benefits
D. Training material design
Answer: D
Explanation:
The HRPA Human Resources Competency Framework (Functional Domain: Learning and Development) defines training program development costs as the expenses incurred in designing, preparing, and creating a training initiative prior to its delivery.
Development costs include:
Design and creation of training materials
Curriculum development
Needs analysis
Pilot testing and evaluation of materials
Extract:
"Development costs include the time and resources invested in designing instructional materials, developing content, and preparing delivery methods." (HRPA Competency Framework - Learning and Development, CHRP Level, Key Competency: Design and Develop Learning Programs) While trainee salaries (D) are considered part of implementation costs, training material design (B) is a core development cost.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Functional Domain: Learning and Development CHRP Knowledge Exam Blueprint - Training Program Design and Evaluation HRPA Exam Preparation Guide - Costing and Evaluation of Learning Programs
NEW QUESTION # 117
Which of the following workplace accommodations involves assigning light duties and increasing job demands slowly until the employee is performing the full requirements of the pre-injury job?
A. Light-duty work
B. Gradual work exposure
C. Work trials
D. Support and sheltered work
Answer: B
NEW QUESTION # 118
The newest training professional at Mullins Motors wants to show initiative by recommending a training program. What should be the primary consideration for the type of training to propose to this organization?
A. It should be engaging and therefore enjoyable for the employees
B. It should align with the strategic direction of the organization
C. It should allow employees to quickly acquire a new skill
D. It should be the most cost-effective for the organization
Answer: B
Explanation:
The HRPA Professional Competency Framework places strategic alignment at the core of HR practice. Within the Learning and Development and Strategy domains, HR is expected to ensure that learning initiatives are aligned with organizational strategy and contribute to business outcomes (e.g., competencies on aligning HR programs with organizational goals; integrating learning plans with strategic plans). This means the first and primary filter for proposing training is whether it supports the organization's strategic direction and capability needs.
While cost-effectiveness (B), engagement (C), and speed of skill acquisition (D) are important secondary design criteria, they follow - not precede - alignment to strategy. A program that is inexpensive, enjoyable, or fast, but not strategically aligned, does not meet HRPA's expectations for value creation through L&D.
Reference (HRPA):
Professional Competency Framework: Strategy and Learning & Development domains (competencies on aligning programs with organizational strategy; building capability to deliver strategy).
HRPA Study Guide: Learning & Development planning and evaluation; strategic alignment of L&D to business goals.
NEW QUESTION # 119
In the process of environmental scanning, which stage involves systematically following key indicators that may affect the organization?
A. Monitoring
B. Assessing
C. Forecasting
D. Scanning
Answer: A
Explanation:
The environmental scanning cycle recognized in HRPA strategy content distinguishes: Scanning (detecting early signals), Monitoring (systematically tracking selected indicators over time), Forecasting (projecting potential outcomes), and Assessing (interpreting organizational implications). The stage that systematically follows key indicators is Monitoring.
NEW QUESTION # 120
Which of the following litigation risks should an HR professional advise management about when planning a workforce reduction?
A. Allegations of safety violations
B. Allegations of constructive dismissal
C. Allegations of discrimination
D. Allegations of sexual harassment
Answer: C
Explanation:
When planning a workforce reduction, HR professionals must be vigilant in identifying and mitigating potential litigation risks that could arise from employment termination decisions. According to the HRPA Professional Competency Framework, under the "Labour and Employee Relations" domain (Competency C119), HR professionals are expected to "manage the risk of litigation and conflict in all interactions with employees." This includes being aware of human rights legislation and ensuring that decisions are not based on discriminatory grounds.
The Ontario Human Rights Code prohibits discrimination on various protected grounds (such as race, gender, age, disability, etc.), and if a workforce reduction disproportionately affects members of a protected group, it could lead to legal challenges alleging discrimination. Discrimination is considered one of the most significant legal risks during workforce reductions, as employers must ensure decisions are based on objective, non-discriminatory criteria such as performance or seniority.
Although constructive dismissal (option D) is a legitimate legal concern, it typically arises from significant changes to job duties or terms of employment without consent - not from terminations that are part of a planned reduction.
Safety violations (option A) and sexual harassment (option B) are serious issues but are not directly related to the strategic or legal risks associated with workforce reduction processes.
Relevant Framework Reference:
HRPA Professional Competency Framework - Competency C119 (Labour and Employee Relations) Ontario Human Rights Code - Protection from Discrimination in Employment HRPA Study Guide - Workforce Planning and Employment Law sections These frameworks emphasize that HR must evaluate all employment decisions, including layoffs or restructuring, through a legal and ethical lens to reduce exposure to discrimination claims.
NEW QUESTION # 121
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