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[General] 100% Pass HRPA - CHRP-KE–High Pass-Rate New Study Plan

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【General】 100% Pass HRPA - CHRP-KE–High Pass-Rate New Study Plan

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HRPA CHRP Knowledge Exam Sample Questions (Q57-Q62):NEW QUESTION # 57
What is the term for an individual's interpretation of the potential for harm based on values, beliefs, and experience with a hazard?
  • A. Risk assessment
  • B. Risk aversion
  • C. Risk propensity
  • D. Risk perception
Answer: D
Explanation:
Within the Health, Wellness, and Safe Workplace domain of the HRPA Professional Competency Framework, HR professionals are expected to understand factors that influence how employees recognize and respond to hazards. Risk perception refers to an individual's subjective interpretation of potential harm influenced by their values, beliefs, prior experiences, and understanding of the hazard. This affects safety behaviours and the acceptance of controls. By contrast, risk aversion (a preference to avoid risk), risk assessment (a systematic process to evaluate likelihood and severity), and risk propensity (a general tendency to take risks) are distinct constructs.
Relevant Framework Reference (HRPA): Health, Wellness, and Safe Workplace-hazard recognition, psychosocial factors, and worker perception; due diligence in safety communication and training (HRPA Professional Competency Framework; HRPA Study Guide-OHS risk concepts and behavioural influences).

NEW QUESTION # 58
Which of the following should be considered when evaluating the likelihood that an applicant can adapt to an organization's culture?
  • A. Applicant values
  • B. Applicant ability
  • C. Applicant knowledge
  • D. Applicant experience
Answer: A
Explanation:
HRPA's selection guidance emphasizes assessing candidates on job-related competencies and organizational fit grounded in bona fide requirements. Culture fit/adaptability aligns most directly with applicant values (e.g., collaboration, ethics, customer focus) and their alignment with the organization's mission and norms. Knowledge, experience, and ability are critical for role performance but are not the primary indicators of cultural adaptability.
Relevant HRPA Reference: HRPA Professional Competency Framework - Workforce Planning and Talent Management (selection aligned to organizational values and culture); HRPA Study Guide - Recruitment and Selection (assessing value alignment and organizational fit using valid, job-related methods).

NEW QUESTION # 59
Which component of the 4-component strategy to reduce work-related psychosocial disorders could include an employee and family assistance program?
  • A. A focus on information
  • B. A focus on psychological services
  • C. A focus on stressors
  • D. A focus on organizational change
Answer: B
Explanation:
Within the HRPA Human Resources Competency Framework (Functional Domain: Health, Wellness, and Safe Workplace), HR professionals are responsible for promoting psychological health and preventing psychosocial disorders in the workplace.
The 4-component strategy to reduce psychosocial disorders includes:
A focus on information - Education and awareness about mental health.
A focus on organizational change - Modifying work conditions and management practices to reduce stressors.
A focus on stressors - Identifying and addressing workplace sources of psychological strain.
A focus on psychological services - Providing access to professional support, such as Employee and Family Assistance Programs (EFAPs).
Extract:
"sychological services, including employee and family assistance programs, are part of a comprehensive strategy to support mental health and address psychosocial disorders." (HRPA Competency Framework - Health, Wellness, and Safe Workplace, CHRP Level, Key Competency: Implement Health Promotion and Psychological Support Programs) Therefore, C. A focus on psychological services is correct, as EFAPs directly provide confidential counseling and mental health resources to employees and their families.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Health, Wellness, and Safe Workplace CHRP Knowledge Exam Blueprint - Psychological Health and Wellness HRPA Exam Preparation Guide - Psychosocial Risk Management and EFAP Programs

NEW QUESTION # 60
Which of the following market survey sources gives an organization the most control over the quality of the data?
  • A. Industry groups
  • B. Government agencies
  • C. In-house surveys
  • D. Compensation consultants
Answer: C
Explanation:
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.

NEW QUESTION # 61
To fill a vacancy, HR posts a job opening that includes the job description and a list of the most desirable characteristics of employees. Potential candidates who do not have the desired characteristics do not apply for the job. What does this represent?
  • A. Self-selecting out
  • B. False negative error
  • C. Selection ratio of zero
  • D. False positive error
Answer: A
Explanation:
According to the HRPA Human Resources Competency Framework (Functional Domain: Workforce Planning and Talent Management), effective recruitment involves both attracting qualified candidates and allowing unqualified individuals to self-select out of the process.
Self-selection occurs when potential applicants decide not to apply because they perceive that they do not meet the required qualifications or personal characteristics for the role.
Extract:
"HR professionals design recruitment communication that both attracts qualified candidates and enables others to self-select out, ensuring an efficient and targeted applicant pool." (HRPA Competency Framework - Workforce Planning and Talent Management, CHRP Level, Key Competency: Design and Implement Recruitment Strategies) A (Selection ratio of zero): Refers to the proportion of hires to applicants, not candidate behaviour.
C (False positive error): Occurs when an unqualified candidate is incorrectly selected.
D (False negative error): Occurs when a qualified candidate is incorrectly rejected.
Therefore, B. Self-selecting out accurately describes the situation.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Functional Domain: Workforce Planning and Talent Management CHRP Knowledge Exam Blueprint (HRPA, Ontario) HRPA Exam Preparation Guide - Recruitment and Selection

NEW QUESTION # 62
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