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CHRP-KE: CHRP Knowledge
Free Practice Exam Questions (page: 4)
Updated On: 10-Jan-2026

Page 4 of 37
PDF with 176 Questions

When developing an employee value proposition, which of the following should an organization focus on communicating?

  1. Flexibility
  2. Empowerment
  3. Employee engagement
  4. Employee experience

Answer(s): D

Explanation:

In the HRPA Human Resources Competency Framework (Functional Domain: Strategy), an Employee Value Proposition (EVP) is defined as the unique set of offerings, associations, and values that an employer provides in return for the skills, capabilities, and experiences employees bring.

The EVP communicates the total employee experience -- encompassing culture, leadership, rewards, career opportunities, and work environment.

Extract:

"An employee value proposition articulates the complete employee experience -- what employees can expect from the organization in exchange for their contribution, supporting attraction and retention strategies."

(HRPA Competency Framework ­ Strategy, CHRP Level, Key Competency: Develop and Communicate the Employer Brand and EVP)

A (Flexibility) and B (Empowerment): These are components of an EVP but not its overall focus.

C (Employee engagement): Represents an outcome of a strong EVP, not its content.

D (Employee experience): Encompasses all aspects of what the EVP communicates -- thus the correct answer.

Therefore, D. Employee experience best represents the focus of an organization's employee value proposition.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Strategy

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

HRPA Exam Preparation Guide ­ Employer Branding and EVP Development

HRPA Professional Competency Descriptions ­ CHRP Level, Strategy Domain



What is the term for the evaluation, done after training is complete, that provides data about the effectiveness of the training?

  1. Summative
  2. Formative
  3. Descriptive
  4. Causal

Answer(s): A

Explanation:

In the HRPA Human Resources Competency Framework (Functional Domain: Learning and Development), training evaluation is a core responsibility of HR professionals. Evaluations measure whether learning objectives were achieved and how the training contributed to organizational goals.

There are two key evaluation types:

Formative Evaluation ­ Conducted during the training process to monitor and improve design and delivery.

Summative Evaluation ­ Conducted after training is complete to determine overall effectiveness, learning outcomes, and return on investment.

Extract:

"Summative evaluation measures the overall effectiveness of learning programs after delivery to assess achievement of objectives and organizational impact."

(HRPA Competency Framework ­ Learning and Development, Key Competency: Evaluate Learning Programs, CHRP Level)

Therefore, A. Summative is correct because it assesses the effectiveness of training after completion.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Learning and Development

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

HRPA Exam Preparation Guide ­ Training Evaluation and Effectiveness



Which of the following is true when comparing direct and systemic discrimination?

  1. Direct discrimination is easier to prove but harder to remedy than systemic discrimination
  2. Systemic discrimination is easier to prove but harder to remedy than direct discrimination
  3. Systemic discrimination is harder to prove and harder to remedy than direct discrimination
  4. Direct discrimination is harder to prove and harder to remedy than systemic discrimination

Answer(s): C

Explanation:

Within the HRPA Human Resources Competency Framework (Functional Domain: Professional Practice), HR professionals must ensure organizational compliance with human rights legislation and understand the distinctions between direct and systemic discrimination under the Ontario Human Rights Code.

Definitions:

Direct Discrimination: Overt and intentional differential treatment based on a prohibited ground (e.g., race, sex, disability).

Systemic Discrimination: Embedded in organizational policies, practices, or culture, leading to unintentional and widespread disadvantage to certain groups.

Extract:

"Systemic discrimination results from patterns within organizational systems and is more difficult to detect and address, requiring long-term systemic remedies."

(HRPA Competency Framework ­ Professional Practice, Knowledge Area: Employment Law and Human Rights Compliance)

Therefore, C. Systemic discrimination is harder to prove and harder to remedy than direct discrimination is correct because it involves complex, ingrained organizational practices rather than overt acts.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Professional Practice

Ontario Human Rights Code, R.S.O. 1990

CHRP Knowledge Exam Blueprint ­ Human Rights and Employment Law



An organization's goal is to include more employees in the decision-making process.
Which of the following organizational structures should it implement?

  1. Decentralized
  2. Formalized
  3. Small span of control
  4. Departmentalized

Answer(s): A

Explanation:

In the HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness), HR professionals must understand organizational design principles, including decision-

making authority and structural configuration.

Decentralized Structure:

Distributes decision-making authority to lower organizational levels.

Encourages employee participation, innovation, and faster responsiveness.

Extract:

"Decentralized structures promote shared decision-making and empowerment, enhancing engagement and adaptability."

(HRPA Competency Framework ­ Organizational Effectiveness, CHRP Level, Key Competency:
Support Organizational Design and Development)

Formalized Structure: Emphasizes rules and procedures; limits flexibility.

Small Span of Control: Involves close supervision but does not necessarily increase decision participation.

Departmentalized: Groups employees by function or product; not related to decision-making inclusion.

Thus, A. Decentralized is the correct answer.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Organizational Effectiveness

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

HRPA Exam Preparation Guide ­ Organizational Design and Effectiveness



How should an HR professional respond to an employee who wants to understand why their prescription benefit claim has been denied?

  1. Notify the employee's manager and request their intervention
  2. Provide the employee with the benefit plan administrator's contact information
  3. Discuss with the employee their experience obtaining coverage for other prescriptions
  4. Follow up with the pharmacist on behalf of the employee

Answer(s): B

Explanation:

The HRPA Human Resources Competency Framework (Functional Domain: Total Rewards) outlines that HR professionals are responsible for administering employee benefit programs and ensuring compliance with privacy and governance standards.

When employees inquire about claim decisions, the HR role is to direct them to the benefit plan administrator--the party authorized to explain claim determinations. HR must not discuss medical or personal details, as doing so could breach confidentiality or privacy regulations.

Extract:

"HR professionals provide accurate information about benefit administration processes and refer employees to the appropriate service providers for confidential claim resolution."

(HRPA Competency Framework ­ Total Rewards, CHRP Level, Key Competency: Administer Employee Benefit Programs)

Therefore, B. Provide the employee with the benefit plan administrator's contact information is correct.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Total Rewards

CHRP Knowledge Exam Blueprint ­ Compensation and Benefits

HRPA Exam Preparation Guide ­ Benefits Administration and Privacy



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