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[General] CHRP-KE Prüfungsübungen, CHRP-KE Testantworten

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【General】 CHRP-KE Prüfungsübungen, CHRP-KE Testantworten

Posted at yesterday 15:47      View：2 | Replies：0        Print      Only Author   [Copy Link] 1#
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HRPA CHRP-KE Prüfungsplan:
ThemaEinzelheiten
Thema 1
  • Organizational Behavior: This section of the exam measures the skills of HR Consultants and focuses on understanding human behavior in organizational settings. It covers motivation, leadership, communication, and group dynamics to promote engagement, teamwork, and a positive work culture.
Thema 2
  • 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.
Thema 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.
Thema 4
  • Finance & Accounting: This section of the exam measures the skills of HR Business Partners and focuses on understanding financial principles that impact HR decisions. It includes budgeting, financial statement analysis, cost-benefit assessments, and aligning HR initiatives with financial performance and business objectives.
Thema 5
  • 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.
Thema 6
  • HR Management: This section of the exam measures the skills of HR Generalists and focuses on understanding the role and functions of human resources within an organization. It covers HR policies, strategic alignment of HR practices with business goals, and managing employee relations to ensure organizational effectiveness and compliance.

HRPA CHRP Knowledge Exam CHRP-KE Prüfungsfragen mit Lösungen (Q160-Q165):160. Frage
A training department wants to demonstrate to the executive team that a training program had a direct impact on meeting organizational goals. As part of its training evaluation process, the department should collect data that assesses which of the following?
  • A. How long it took the trainees to apply what they learned in their workplace settings
  • B. The trainer's performance during the training session
  • C. The trainees' confidence level in performing the new skill
  • D. The trainees' opinion of the support they received from their supervisor when applying their newly acquired skill in the workplace
Antwort: A
Begründung:
The HRPA Study Guide situates evaluation within a results-focused model (commonly framed in practice through reaction, learning, behaviour/transfer, and results). To show direct impact on organizational goals, data must at least evidence behavioural transfer (i.e., that learning is being applied on the job) and connect to operational metrics. Of the options given, measuring how long it took trainees to apply what they learned on the job captures a concrete transfer metric that can be linked to time-to-productivity, cycle time, error rates, or other organizational performance indicators-allowing the training function to argue causation or contribution to goals.
By contrast, confidence (B) and trainer performance (C) are reaction/learning indicators, and perceived supervisor support (D) is a transfer enabler rather than evidence of impact. HRPA competencies emphasize using post-training performance and transfer measures to demonstrate value and alignment with organizational outcomes.

161. Frage
From an organizational performance perspective, what is the most important reason for HR professionals to acknowledge and understand employees' emotions?
  • A. Emotions affect employees' well-being
  • B. Feeling understood increases employees' compliance.
  • C. Emotions influence employees' attitudes and behaviours.
  • D. Understanding emotions helps HR professionals relate to employees.
Antwort: C
Begründung:
In HRPA's Organizational Effectiveness and Workforce Planning and Talent Management domains, HR must diagnose and influence the drivers of performance, engagement, and retention. The framework emphasizes that employees' emotions shape attitudes (e.g., commitment, satisfaction, trust) and, in turn, behaviours (e.g., performance, collaboration, citizenship, absenteeism, turnover intentions). Recognizing and addressing emotions, therefore, is essential because it directly affects workplace behaviour and organizational results.
While relating to employees (A) and supporting well-being (B) are important, and feeling understood may encourage cooperation (D), the primary performance-linked reason is that emotions drive the attitudes and behaviours that determine organizational outcomes.
Relevant HRPA references: Professional Competency Framework - Organizational Effectiveness (apply behavioural science to influence engagement and performance); Study Guide - Organizational Behaviour (link between affect, attitudes, and work behaviours).

162. Frage
What is the term for making HR decisions based on multiple credible sources?
  • A. Evidence-based HR management
  • B. Construct validity
  • C. Trend analysis
  • D. Forecasting
Antwort: A
Begründung:
The HRPA Professional Practice competencies emphasize evidence-based HR management: making decisions by integrating the best available evidence from multiple credible sources (research findings, organizational data/metrics, stakeholder insights, and professional expertise). Trend analysis (B) and forecasting (C) are specific analytical techniques, while construct validity (D) pertains to assessment measurement quality-not the overall decision approach.

163. Frage
Which types of graphics are most effective for illustrating the relationship between 2 variables?
  • A. Line graphs and scatterplots
  • B. Pie charts and bar graphs
  • C. Frequency histograms and distributions
  • D. Flow charts and tree charts
Antwort: A
Begründung:
HRPA's guidance on HR metrics and analytics emphasizes selecting visualizations that match the analytical purpose. To show relationships between two variables, the recommended visuals are scatterplots (to display association/correlation between X and Y) and line graphs (to show how one variable changes with another across time or an ordered scale). Pie charts show composition, flow/tree charts show processes or hierarchies, and histograms show distributions-not bivariate relationships.
Relevant HRPA references: Reporting and Financial Management-data visualization principles for HR analytics.

164. Frage
Which of the following market survey sources gives an organization the most control over the quality of the data?
  • A. In-house surveys
  • B. Compensation consultants
  • C. Government agencies
  • D. Industry groups
Antwort: A
Begründung:
Within the Total Rewards domain, the HRPA Professional Competency Framework expects HR practitioners to select and interpret market-pricing sources and to understand their methodological strengths and limitations. Conducting in-house surveys provides the greatest control over data quality because HR can define participants, match jobs precisely to internal roles, specify data cuts (e.g., geography, industry, organization size), and validate the methodology, response rates, and aging factors. External sources-industry groups (A), consultants (C), and government agencies (D)-are valuable, but the organization has limited control over job matching, participant mix, and data treatment.
Relevant Framework Reference (HRPA): Total Rewards-market benchmarking and survey-data governance; ensuring validity, reliability, and appropriate application of compensation survey data.

165. Frage
......
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CHRP-KE Testantworten: https://www.examfragen.de/CHRP-KE-pruefung-fragen.html
Laden Sie die neuesten ExamFragen CHRP-KE PDF-Versionen von Prüfungsfragen kostenlos von Google Drive herunter: https://drive.google.com/open?id=14Y0x7KM-DzVSrAUjjzzNpZMfWmQ7dBIl
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