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[General] Quiz HRPA CHRP-KE CHRP Knowledge Exam First-grade Valid Test Questions

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【General】 Quiz HRPA CHRP-KE CHRP Knowledge Exam First-grade Valid Test Questions

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HRPA CHRP-KE Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 2
  • This section of the exam measures the skills of Health and Safety Officers and covers workplace safety practices, hazard identification, and compliance with health and safety regulations. It focuses on promoting employee well-being, implementing prevention programs, and managing risks in the work environment.
Topic 3
  • 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 4
  • Occupational Health & Safety
Topic 5
  • 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.

HRPA CHRP Knowledge Exam Sample Questions (Q169-Q174):NEW QUESTION # 169
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. Support and sheltered work
  • B. Light-duty work
  • C. Gradual work exposure
  • D. Work trials
Answer: C

NEW QUESTION # 170
Considering risk control measures that can be used to minimize hazard exposure, which of the following is an example of controlling the hazard's path?
  • A. Replacing malfunctioning equipment.
  • B. Opening a window to provide ventilation.
  • C. Mopping the floor following a chemical spill.
  • D. Providing hearing protection to a worker.
Answer: B
Explanation:
HRPA's health and safety competencies require applying the hierarchy of controls and understanding control strategies at the source, along the path, and at the worker. Controlling the path refers to interrupting or redirecting the transmission of a hazard between source and worker (e.g., ventilation, isolation, or barriers). Opening a window to provide ventilation reduces airborne contaminant concentration along its path, fitting this category.
Mopping a spill (A) is housekeeping/source removal after release; replacing equipment (B) is a source/engineering control; hearing protection (C) is PPE at the worker.
Relevant HRPA references: Professional Competency Framework - Health, Wellness & Safe Workplace (apply the hierarchy of controls; distinguish source, path, and worker controls); Study Guide content on ventilation as a path control.

NEW QUESTION # 171
Which of the following work arrangements provides multiple work schedule alternatives aimed at increasing job satisfaction and reducing employee absenteeism?
  • A. Flextime
  • B. Job enrichment
  • C. Management by objectives
  • D. Job involvement
Answer: A
Explanation:
According to the HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness), flexible work arrangements are a key component of job design strategies aimed at improving work-life balance, job satisfaction, and retention.
Flextime allows employees to vary their start and end times while maintaining the required total number of work hours. This flexibility supports reduced absenteeism, higher morale, and greater job satisfaction.
Extract:
"Flexible scheduling arrangements such as flextime enhance employee engagement and attendance by allowing individualized work schedules within organizational requirements." (HRPA Competency Framework - Organizational Effectiveness, CHRP Level, Key Competency: Design Work Systems to Support Employee Effectiveness) Option Analysis:
A (Flextime): Correct - provides alternative schedules that improve satisfaction and reduce absenteeism.
B (Job involvement): Refers to psychological identification with one's job, not scheduling flexibility.
C (Job enrichment): Increases job depth and autonomy, not scheduling alternatives.
D (MBO): Goal-setting system, not a work arrangement.
Thus, A. Flextime is the correct answer.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Organizational Effectiveness CHRP Knowledge Exam Blueprint - Job Design and Flexible Work Arrangements HRPA Exam Preparation Guide - Work Design and Motivation

NEW QUESTION # 172
Which of the following tactics are workers using when they are at work but perform only to the minimum standard required and slow down work during a labour dispute?
  • A. Work to rule
  • B. Essential services agreement
  • C. Right to work
  • D. Wildcat strike
Answer: A
Explanation:
Within the HRPA Human Resources Competency Framework (Functional Domain: Labour and Employee Relations) and the CHRP Knowledge Exam Blueprint, HR professionals must demonstrate knowledge of labour relations principles, including types of work stoppages, dispute resolution mechanisms, and employee tactics during collective bargaining conflicts.
Work-to-rule is a form of job action or labour disruption tactic used by unionized employees when negotiations have broken down but before or instead of a full strike.
Key definitions and distinctions:
Work-to-Rule
Employees perform only the minimum requirements of their job descriptions and strictly adhere to workplace rules, deliberately reducing productivity.
The goal is to exert pressure on management while remaining within the letter of the employment contract.
Extract:
"A work-to-rule campaign involves employees performing tasks strictly according to job descriptions and policies, resulting in reduced output without a formal work stoppage." (HRPA Competency Framework - Labour and Employee Relations, Knowledge Area: Labour Legislation and Collective Bargaining Practices) Wildcat Strike An illegal strike that occurs without union authorization or in violation of a collective agreement.
Right to Work
Refers to laws (primarily in the U.S.) that prohibit mandatory union membership or dues as a condition of employment; not a Canadian labour relations concept.
Essential Services Agreement
A prearranged agreement ensuring that critical public services continue during a strike or lockout.
Therefore, D. Work to rule correctly describes employees' actions during a labour dispute when they intentionally reduce productivity by adhering strictly to rules.
Verified Reference Summary (HRPA Frameworks and Study Materials):
HRPA Human Resources Competency Framework - Functional Domain: Labour and Employee Relations CHRP Knowledge Exam Blueprint (HRPA, Ontario) HRPA Exam Preparation Guide - Labour Relations and Collective Bargaining Section Ontario Labour Relations Act, 1995 (Context Reference for Strike and Job Action Definitions)

NEW QUESTION # 173
Which of the following groups of HR Information System users is most likely to access the system frequently, seeking up-to-date information to guide their employee-related decisions?
  • A. Clerical employees
  • B. Managers
  • C. Recruitment specialists
  • D. IT technicians
Answer: B
Explanation:
Within the HRPA Professional Competency Framework under Reporting and Financial Management, HR is expected to enable decision-makers with timely workforce data through HRIS dashboards and self-service reporting. Line managers are the primary operational decision-makers who regularly consult headcount, attendance, scheduling, performance, compensation, and turnover indicators to make daily people decisions (e.g., staffing, approvals, performance coaching). Recruiters (C) access specific recruiting modules intensively but not as broadly across the workforce. Clerical staff (A) and IT technicians (B) are not the main decision users of HRIS analytics.
Relevant HRPA references: Reporting and Financial Management-HR technology, metrics, dashboards, and decision support; Organizational Effectiveness-manager self-service and workforce information use.

NEW QUESTION # 174
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