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[General] CHRP-KE Certification Practice - CHRP-KE Valid Test Materials

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【General】 CHRP-KE Certification Practice - CHRP-KE Valid Test Materials

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HRPA CHRP Knowledge Exam Sample Questions (Q47-Q52):NEW QUESTION # 47
According to the exit-voice-loyalty-neglect framework, an employee who demonstrates higher-than-normal absenteeism, lateness, or reduced work effort is engaging in which type of response to job dissatisfaction?
  • A. Neglect
  • B. Voice
  • C. Loyalty
  • D. Exit
Answer: A
Explanation:
HRPA's coverage of employee attitudes and behaviours (EVLN model) classifies responses to dissatisfaction as Exit, Voice, Loyalty, and Neglect. Neglect is characterized by withdrawal and reduced effort, commonly observed as increased absenteeism, tardiness, errors, and lower performance. Exit involves leaving the organization; Voice involves actively attempting change; Loyalty is passive optimism while waiting for improvement.
Relevant HRPA references (no external links):
HRPA Study Guide - Organizational Behaviour: Job Satisfaction and the EVLN model.
HRPA Competency Framework - Organizational Effectiveness: diagnosing employee engagement and withdrawal behaviours.

NEW QUESTION # 48
An organization wants to develop a program to identify and manage physical, human, and financial factors that can help reduce its potential liabilities. What type of program would meet its requirements?
  • A. Organizational well-being program
  • B. Due diligence program
  • C. Organizational forensics program
  • D. Risk assessment program
Answer: D
Explanation:
HRPA positions risk assessment/risk management as a core organizational effectiveness practice: systematically identifying, analyzing, and treating risks across people, operations, and finance to reduce exposure and liability. While due diligence is a compliance expectation within risk management, a risk assessment program is the overarching approach that identifies and manages these factors.

NEW QUESTION # 49
What is the term for making HR decisions based on multiple credible sources?
  • A. Evidence-based HR management
  • B. Forecasting
  • C. Trend analysis
  • D. Construct validity
Answer: A
Explanation:
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.

NEW QUESTION # 50
Which of the following litigation risks should an HR professional advise management about when planning a workforce reduction?
  • A. Allegations of discrimination
  • B. Allegations of constructive dismissal
  • C. Allegations of safety violations
  • D. Allegations of sexual harassment
Answer: A
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 # 51
What are "blind" job ads?
  • A. Ads that promote walk-in drop-off of resumes and CVs.
  • B. Ads that do not identify the organization hiring
  • C. Ads that include Braille or audio components.
  • D. Ads that do not disclose compensation ranges for the position.
Answer: B
Explanation:
Recruitment guidance in the HRPA Study Guide describes blind advertisements as postings that omit the employer's identity (often using a box number or recruiter contact) to preserve confidentiality during sourcing. Lack of salary disclosure (A), accessible format (C), or application method (D) do not define a blind ad.
Relevant HRPA Reference: HRPA Study Guide - Recruitment and Sourcing (job advertisement types, including blind/boxed ads).

NEW QUESTION # 52
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