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HRPA CHRP-KE Exam Syllabus Topics:

Topic	Details
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	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 3	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.
Topic 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.
Topic 5	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 6	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.

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HRPA CHRP Knowledge Exam Sample Questions (Q86-Q91):

NEW QUESTION # 86
An organization has 20 separations during a month, with an average of 500 employees throughout the month. What was the organization's turnover rate?

A. 25%
B. 96%
C. 4%
D. 2%

Answer: C

Explanation:
HRPA's metrics and analytics guidance defines employee turnover rate for a period as:
(Number of separations during the period ÷ Average number of employees during the period) × 100.
Applying the formula: 20 ÷ 500 = 0.04; 0.04 × 100 = 4%.
Reference (HRPA Framework/Study Guide):
HRPA Professional Competency Framework - Reporting and Financial Management (selection and calculation of HR metrics).
HRPA Study Guide - HR Metrics and Analytics (turnover rate definition and calculation).

NEW QUESTION # 87
Which of the following is an example of downward communication?

A. Employee surveys
B. Intranet
C. Open-door policy
D. Suggestion system

Answer: B

Explanation:
The HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness) identifies communication systems as essential for organizational coordination and culture.
Downward communication refers to information flowing from management to employees, often to provide instructions, policies, or updates.
Intranet serves as a downward communication channel, used by management to share policies, announcements, and procedures.
Employee surveys, open-door policies, and suggestion systems represent upward communication, where employees provide feedback to management.
Extract:
"Downward communication transmits organizational goals, policies, and procedures from management to employees through structured channels such as newsletters, intranets, and memos." (HRPA Competency Framework - Organizational Effectiveness, CHRP Level, Knowledge Area: Communication and Change Management) Thus, B. Intranet correctly represents downward communication.
Verified Reference Summary:
HRPA Human Resources Competency Framework - Functional Domain: Organizational Effectiveness CHRP Knowledge Exam Blueprint - Communication and Organizational Design HRPA Exam Preparation Guide - Communication Systems and Structures

NEW QUESTION # 88
To increase the impact of workforce analytics and HR metrics on strategic decision-making, which of the following approaches should an organization adopt?

A. Encouraging managers to report more frequently on HR metrics to all stakeholders.
B. Starting with the problems or opportunities the organization faces and developing an understanding of what information is useful for supporting managerial decisions.
C. Focusing on increasing the quantity of data collected and reported.
D. Starting with the existing HR data, creating metrics based on those data, and then looking for ways to apply these metrics in decision-making.

Answer: B

Explanation:
The HRPA Professional Competency Framework emphasizes that HR analytics must be decision-led: begin with the business question, then determine the information, metrics, and analysis required to inform choices and actions. Building dashboards from whatever data already exist (A) or simply increasing volume/frequency of reports (B, C) risks producing low-utility metrics. Starting with the organizational problems/opportunities ensures measures are relevant, causal, and actionable-thereby increasing strategic impact.

NEW QUESTION # 89
What is the first thing an employer should do to minimize damage to morale when pay cuts are unavoidable?

A. Ensure the planned cuts are spread throughout the organization fairly
B. Provide full information on the crisis and the rationale for the cuts
C. Commit to providing future rewards when circumstances permit
D. Seek employee input on ways to deal with the crisis

Answer: B

Explanation:
HRPA emphasizes transparent communication as the immediate, foundational step in managing difficult total rewards changes. When reductions are unavoidable, leaders should first provide clear, complete information on the business situation and the rationale, demonstrating fairness, due process, and respect-critical to sustaining trust and morale. Equity in application (A), consultation for future options (C), and contingent commitments (D) are important, but they follow the primary step of forthright communication.
Reference (HRPA): Professional Competency Framework-Total Rewards (communication and change management for rewards); Strategy and Organizational Effectiveness (transparent leadership communication in change); HRPA Study Guide-reward change communications and employee relations considerations.

NEW QUESTION # 90
What are "blind" job ads?

A. Ads that promote walk-in drop-off of resumes and CVs.
B. Ads that include Braille or audio components.
C. Ads that do not identify the organization hiring
D. Ads that do not disclose compensation ranges for the position.

Answer: C

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 # 91
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