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CHRP-KE: CHRP Knowledge
Free Practice Exam Questions (page: 6)
Updated On: 10-Jan-2026

Page 6 of 37
PDF with 176 Questions

Which of the following is a primary intervention for stress management?

  1. Removing the employee from the stressor
  2. Offering relaxation training
  3. Having the employee attend counselling
  4. Teaching the employee coping strategies

Answer(s): D

Explanation:

The HRPA Human Resources Competency Framework (Functional Domain: Health, Wellness, and Safe Workplace) emphasizes proactive management of occupational stress through primary, secondary, and tertiary interventions:

Primary: Eliminate or reduce sources of stress.

Secondary: Improve individuals' ability to manage stress (e.g., coping strategies, resilience training).

Tertiary: Support recovery (e.g., counselling, EAPs).

Extract:

"HR professionals implement preventive and developmental approaches such as coping skills training and resilience development to strengthen employees' ability to manage stress."

(HRPA Competency Framework ­ Health, Wellness, and Safe Workplace, CHRP Level, Key Competency: Promote Employee Health and Well-Being)

Therefore, D. Teaching the employee coping strategies represents a primary intervention under

HRPA's stress management framework.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Health, Wellness, and Safe Workplace

CHRP Knowledge Exam Blueprint ­ Occupational Health and Stress Management

HRPA Exam Preparation Guide ­ Health and Wellness Initiatives



Which of the following is a tangible resource managed by the HR department?

  1. Managerial skills
  2. Health and wellness programs
  3. Innovation capacity
  4. Employer brand

Answer(s): B

Explanation:

According to the HRPA Human Resources Competency Framework (Functional Domain: Strategy), resources managed by HR can be categorized as:

Tangible resources: Physical or measurable assets (e.g., compensation programs, health benefits, HR systems).

Intangible resources: Cultural and capability-based assets (e.g., leadership skills, innovation, reputation).

Extract:

"HR professionals manage both tangible assets, such as benefits and wellness programs, and intangible assets, such as leadership capability and organizational culture."

(HRPA Competency Framework ­ Strategy, CHRP Level, Key Competency: Align Human Capital

Resources with Organizational Goals)

A, C, and D are intangible resources.

B . Health and wellness programs are tangible HR-managed resources with measurable financial and operational impact.

Thus, B. Health and wellness programs is the correct answer.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Strategy

CHRP Knowledge Exam Blueprint ­ Strategic Resource Management

HRPA Exam Preparation Guide ­ HR's Strategic Role in Resource Alignment



What should a supervisor do after spotting a potentially hazardous substance in the workplace?

  1. Take reasonable precautions to ensure the protection of the workers
  2. Provide workers with written instructions about safety precautions
  3. Instruct workers to continue working until the hazard is confirmed
  4. Ensure workers comply with occupational health and safety regulations

Answer(s): A

Explanation:

Within the HRPA Human Resources Competency Framework (Functional Domain: Health, Wellness, and Safe Workplace), HR professionals must ensure that supervisors fulfill their legal obligations under Ontario's Occupational Health and Safety Act (OHSA).

Under Section 27 of the OHSA, supervisors have a statutory duty to take every reasonable precaution in the circumstances for the protection of workers. This responsibility applies immediately when a potential hazard--such as an unidentified or hazardous substance--is detected in the workplace.

Extract:

"Supervisors shall take every precaution reasonable in the circumstances for the protection of a worker."

(Ontario Occupational Health and Safety Act, Section 27(2)(c))

Additionally, the HRPA Competency Framework reinforces that HR professionals must ensure organizational compliance with health and safety legislation and promote a proactive safety culture:

"HR professionals ensure supervisors act promptly to identify, assess, and control hazards, upholding legislative responsibilities for worker protection."

(HRPA Competency Framework ­ Health, Wellness, and Safe Workplace, CHRP Level, Key Competency: Promote Compliance with Health and Safety Legislation)

Analysis of Options:

A . Take reasonable precautions to ensure the protection of the workers:

Correct -- this reflects the supervisor's legal duty under the OHSA.

B . Provide workers with written instructions:

Important, but secondary to immediate hazard mitigation.

C . Instruct workers to continue working until the hazard is confirmed:

Incorrect -- contradicts the "precautionary principle" required by law.

D . Ensure workers comply with OHSA:

A general supervisory duty, but does not address the immediate hazard response.

Therefore, the correct answer is A. Take reasonable precautions to ensure the protection of the workers, as this fulfills the supervisor's immediate legal obligation under Ontario's OHSA and aligns with HRPA's health and safety competency standards.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Health, Wellness, and Safe Workplace

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

Ontario Occupational Health and Safety Act, R.S.O. 1990, c. O.1, Section 27(2)(c)

HRPA Exam Preparation Guide ­ Health and Safety Compliance and Supervisor Responsibilities



An HR manager for a small company needs to communicate a new dress code policy to all employees. To ensure that employees receive consistent messaging about this new policy, which of the following communication channels should the HR manager use?

  1. Horizontal
  2. Informal
  3. Upward
  4. Downward

Answer(s): D

Explanation:

According to the HRPA Human Resources Competency Framework (Functional Domain:
Organizational Effectiveness), HR professionals must ensure that communication systems support organizational clarity, consistency, and compliance.

Downward communication refers to the formal flow of information from higher to lower organizational levels -- typically from management or HR to employees -- and is used for communicating policies, procedures, and directives.

Extract:

"Downward communication delivers organizational policies, procedures, and performance expectations from management to employees to ensure alignment and consistent understanding."

(HRPA Competency Framework ­ Organizational Effectiveness, CHRP Level, Knowledge Area:
Communication and Change Management)

Explanation of Options:

A . Horizontal: Communication between peers or departments; not used for policy rollouts.

B . Informal: May lead to inconsistent or incomplete information.

C . Upward: Flow of feedback or information from employees to management.

D . Downward: The correct channel for consistent policy communication from HR to all employees.

Therefore, D. Downward is correct, as it ensures clarity, accountability, and consistency across the organization.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Organizational Effectiveness

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

HRPA Exam Preparation Guide ­ Communication Systems and Organizational Alignment



The compa-ratio at an organization is set at 107%.
What does this mean with regard to salaries?

  1. Salaries are set at 93% of the midpoint of market salaries in the industry
  2. Salaries are 107% higher than the midpoint of market salaries in the industry
  3. Salaries are 14% higher than the midpoint of the pay grade
  4. Salaries are 7% higher than the midpoint of the pay grade

Answer(s): D

Explanation:

Within the HRPA Human Resources Competency Framework (Functional Domain: Total Rewards), HR professionals must be proficient in interpreting and applying compensation metrics such as the compa-ratio to assess pay competitiveness and internal equity.

Compa-Ratio Formula:

Compa-Ratio=(Employee's Pay)/(Midpoint of Pay Range)×100

A compa-ratio of 100% means an employee's pay equals the midpoint of their pay range.

A ratio above 100% indicates pay is above the midpoint, while below 100% means pay is below the midpoint.

Extract:

"Compa-ratio measures the relationship between an employee's pay and the pay range midpoint to assess pay positioning within the structure."

(HRPA Competency Framework ­ Total Rewards, CHRP Level, Key Competency: Analyze and Administer Compensation Systems)

Interpretation of 107%:

Employees are paid 7% above the midpoint of the pay range -- reflecting a position slightly above market or internal midpoint values.

This often indicates higher experience, strong performance, or pay nearing the range maximum.

Explanation of Options:

A: Incorrect; 93% would mean salaries are below midpoint.

B: Incorrect; 107% means 7% higher, not 107% higher.

C: Incorrect; misstates the difference.

D: Correct; 107% means salaries are 7% higher than the midpoint.

Therefore, D. Salaries are 7% higher than the midpoint of the pay grade is the correct interpretation.

Verified Reference Summary:

HRPA Human Resources Competency Framework ­ Functional Domain: Total Rewards

CHRP Knowledge Exam Blueprint ­ Compensation Metrics and Analysis

HRPA Exam Preparation Guide ­ Base Pay and Market Competitiveness



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