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HRPA CHRP-KE Exam Syllabus Topics:| Topic | Details | | Topic 1 | - 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.
| | Topic 2 | - 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.
| | 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 | - 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.
| | Topic 5 | - 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 6 | - 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 7 | - 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 8 | - 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 9 | - Occupational Health & Safety
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HRPA CHRP Knowledge Exam Sample Questions (Q149-Q154):NEW QUESTION # 149
Why would an HR professional recommend using alternative dispute resolution as a substitute for arbitration?
- A. To allow for a cooling-off period
- B. To have the matter decided in a legal process
- C. To have a neutral third party examine the matter
- D. To avoid the high cost of arbitration
Answer: D
Explanation:
In the HRPA Human Resources Competency Framework (Functional Domain: Labour and Employee Relations), alternative dispute resolution (ADR) methods such as mediation, conciliation, and facilitation are encouraged as efficient alternatives to formal arbitration or litigation.
ADR processes are designed to be less costly, less formal, and faster while preserving relationships.
Extract:
"HR professionals promote alternative dispute resolution mechanisms to resolve workplace conflicts efficiently and cost-effectively while maintaining positive employee relations." (HRPA Competency Framework - Labour and Employee Relations, CHRP Level, Key Competency: Manage Conflict Resolution and Grievance Processes) Therefore, B. To avoid the high cost of arbitration is correct, as ADR provides a cost-effective and collaborative alternative to traditional legal or arbitration proceedings.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Functional Domain: Labour and Employee Relations CHRP Knowledge Exam Blueprint - Conflict and Grievance Management HRPA Exam Preparation Guide - Dispute Resolution Mechanisms
NEW QUESTION # 150
What is the main reason for making videos and podcasts for new hires that explain the organization's mission and goals, offer a mini-tour of its facilities, and show interviews with current employees and executives to discuss the work environment?
- A. To help new employees understand their job responsibilities
- B. To promote a safe work environment for new employees
- C. To help new employees make the most of their talent
- D. To help new employees avoid culture shock
Answer: D
Explanation:
Under the HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness), HR professionals must design effective onboarding and orientation programs to facilitate employee integration into the organizational culture.
Videos and podcasts that introduce the company's mission, environment, and people are designed to reduce culture shock-the discomfort and uncertainty new employees may feel when adapting to new values, norms, and practices.
Extract:
"Orientation and onboarding programs reduce new employee anxiety and culture shock by familiarizing them with organizational values, people, and processes." (HRPA Competency Framework - Organizational Effectiveness, CHRP Level, Key Competency: Support Employee Onboarding and Engagement) Option Analysis:
A: Safety promotion is part of health and safety training, not onboarding culture integration.
B: Correct - directly reduces culture shock.
C: "Making the most of talent" relates to development, not onboarding.
D: Job responsibilities are covered in role-specific training, not general onboarding.
Thus, B. To help new employees avoid culture shock is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Organizational Effectiveness CHRP Knowledge Exam Blueprint - Onboarding and Employee Integration HRPA Exam Preparation Guide - Orientation and Socialization
NEW QUESTION # 151
What are the 2 overall negative effects of using interest arbitration as a substitute for the right to strike?
- A. Voice and threat effects
- B. Chilling and dependency effects
- C. Monopoly and shock effects
- D. Substitution and income effects
Answer: B
Explanation:
HRPA's Labour Relations materials note that when interest arbitration replaces the right to strike, two well-documented negative effects can occur:
Chilling effect - parties bargain less earnestly, anticipating an arbitrator will impose a settlement.
Dependency (narcotic) effect - parties become reliant on arbitration over time, weakening direct bargaining capacity.
These are highlighted as systemic drawbacks when arbitration is used as a substitute rather than a last resort.
Relevant HRPA references (no external links):
HRPA Study Guide - Labour Relations: Interest Arbitration; "chilling" and "dependency/narcotic" effects.
HRPA Competency Framework - Labour & Employee Relations: "explain dispute resolution mechanisms and their impacts on bargaining behaviour."
NEW QUESTION # 152
Which of the following questions is relevant to auditing recruitment and selection practices?
- A. Is consideration given to employee performance when choosing a selection tool?
- B. Are employees satisfied with their job roles after recruitment and selection?
- C. Is the selection process consistently administered?
- D. Is the cost of recruitment within budget?
Answer: C
Explanation:
HRPA's guidance on recruitment and selection emphasizes standardization and consistency to ensure fairness, legal defensibility, and validity. Auditing R&S practices includes confirming that "selection steps are administered consistently across candidates, jobs, and time," alongside checks for documentation, reliability/validity evidence, and compliance with human rights legislation.
(A) touches criterion validity, but an audit question first verifies consistent administration before method choice.
(B) job satisfaction is a distal outcome and not a core audit control for selection practice.
(D) budget adherence is a financial audit metric, not a process integrity check for selection practice.
Relevant HRPA references (no external links):
HRPA Study Guide - Staffing/Selection: Standardization, Reliability, Validity, and Process Auditing.
HRPA Competency Framework - Talent Acquisition: "apply fair, consistent, and compliant selection processes."
NEW QUESTION # 153
Which of the following is a goal of psychological first aid training in the workplace?
- A. To train counsellors for the workplace
- B. To educate supervisors on the costs of mental health issues
- C. To educate employees on the causes of workplace stressors
- D. To increase mental health literacy among staff
Answer: D
Explanation:
In HRPA's health, safety, and wellness guidance, psychological first aid (PFA) training is positioned as a frontline skillset that builds mental health literacy, enabling employees and leaders to recognize signs of distress, provide immediate supportive responses, and encourage appropriate referral-without turning staff into clinicians. It is not intended to train employees as counsellors, nor is it limited to explaining stress causes or costing; its core aim is to equip the workforce with practical, early-response knowledge and skills that support psychological health and safe return-to-function.
NEW QUESTION # 154
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