HRPA CHRP-KE Practice Test Questions Answers

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

HRPA’s Learning and Development coverage describes training evaluation as a continuous process that uses multiple methods (formative and summative) and multiple measures (reaction, learning, behaviour, and results/impact). Evaluation spans needs analysis (baseline), in-program feedback, post-training assessments, transfer-to-work measures, and organizational impact/ROI, i.e., a continuum of techniques, methods, and measures rather than a single point-in-time check.

Options A, C, and D each narrow evaluation to one moment or one type of evidence; the HRPA view is broader and continuous.

References (HRPA Framework/Study Guide):

HRPA Professional Competency Framework – Learning and Development (design, delivery, and evaluation; formative and summative evaluation).

HRPA Study Guide – Training Evaluation (multi-level, continuous evaluation models and measures).

HRPA guidance on HR audits and analytics outlines a logical audit workflow: define scope and objectives → identify metrics and criteria → collect data → analyze findings → report results → develop and prioritize recommendations → implement improvements and monitor. Once metrics (what will be measured) are established, the immediate next step is to collect the relevant data so analysis can be performed against those metrics.

Recommendations (A) and implementation (D) occur after analysis. Securing senior management approval (B) is part of initiating/scope definition at the front end of the audit process, not after metrics are already identified.

References (HRPA Framework/Study Guide):

HRPA Professional Competency Framework – Reporting and Financial Management (metrics, data collection, analysis, and reporting).

HRPA Study Guide – HR Audits and Analytics (audit steps from scoping through recommendations and follow-up).

Within the HRPA competency areas addressing HR technology and data (Reporting and Financial Management; Organizational Effectiveness), HR professionals are expected to understand system options and governance so they can select and steward HRIS that meet organizational needs. Open-source systems are defined by the availability of source code and the permission to inspect, adapt, and modify the software to fit organizational requirements. This aligns with HRPA’s emphasis on selecting HR technologies that support business processes, enable configuration, and allow responsible data stewardship.

Option A is incorrect: some open-source licenses require sharing modifications only if you redistribute the software; organizations are not inherently required to “share back” customizations merely because they used or modified the code internally.

Option B is incorrect: “open-source” refers to licensing and modifiability, not price; implementation, hosting, support, and add-ons may involve costs.

Option D is incorrect: limited public access is characteristic of proprietary systems, not open-source.

Relevant Framework Reference (HRPA):

Professional Competency Framework: competencies on selecting and managing HR technologies and ensuring data governance to support business outcomes (Reporting and Financial Management; Organizational Effectiveness).

HRPA Study Guide: HRIS fundamentals—system selection criteria, configurability, governance, and alignment to organizational needs.

Under the HRPA Human Resources Competency Framework (Functional Domain: Health, Wellness, and Safe Workplace), lifestyle programs are proactive health promotion initiatives aimed at reducing preventable health risks and promoting healthy living.

Examples include smoking cessation, weight management, fitness, and nutrition programs.

Extract:

“Lifestyle programs promote healthy behaviors and reduce preventable health risks through initiatives such as smoking cessation and fitness activities.”

(HRPA Competency Framework – Health, Wellness, and Safe Workplace, CHRP Level, Key Competency: Implement Health Promotion Programs)

Option Analysis:

A: Correct — smoking cessation is a lifestyle health initiative.

B: Cognitive training targets mental performance, not health behaviour.

C/D: Mindfulness and relaxation are stress management techniques, not lifestyle programs.

Thus, A. Smoking cessation is correct.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Health, Wellness, and Safe Workplace

CHRP Knowledge Exam Blueprint – Wellness and Lifestyle Programs

HRPA Exam Preparation Guide – Health Promotion