CHRP-KE HRPA CHRP Knowledge Exam Free Practice Exam Questions (2025 Updated)

According to the HRPA Human Resources Competency Framework (Functional Domain: Reporting and Financial Management), the strategic use of workforce analytics requires linking HR data directly to organizational outcomes such as productivity, profitability, and customer satisfaction.

Extract:

“HR professionals use workforce analytics to connect human capital initiatives with business performance indicators, demonstrating HR’s contribution to organizational goals.”

(HRPA Competency Framework – Reporting and Financial Management, CHRP Level, Key Competency: Apply Data Analytics to Inform Business Decisions)

Option B correctly reflects this principle by linking HR initiatives (e.g., training, engagement, retention) with business unit outcomes, providing actionable insights.

Option A supports reporting accuracy but does not measure impact.

Option C focuses on efficiency metrics, not effectiveness.

Option D gauges morale, not goal progress.

Therefore, B. Concentrating on operational data by linking HR interventions to business unit outcomes is the most effective approach.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Functional Domain: Reporting and Financial Management

CHRP Knowledge Exam Blueprint – Workforce Analytics and Metrics

HRPA Exam Preparation Guide – HR Measurement and Reporting

Within HRPA’s Workforce Planning content, internal supply forecasting relies on maintaining skills (or qualifications) inventories that “summarize employees’ education, experience, competencies, certifications, and special skills so management can assess current capability and identify gaps.” These inventories give a consolidated view of what the workforce can do today, supporting deployment, development, and succession mapping.

Markov analyses (A) project movement/flow probabilities between job states; they do not summarize individual capabilities.

Succession plans (B) map readiness for specific roles rather than cataloguing organization-wide capabilities.

Replacement summaries/charts (D) provide quick snapshots of potential backfills for key roles, not a comprehensive capability inventory.

Relevant HRPA references (no external links):

HRPA Study Guide – Workforce Planning: Internal Supply Analysis; Skills/Qualifications Inventories.

HRPA Competency Framework – Workforce Planning: “collect and analyze workforce capability data to inform forecasting and planning.”

Within the Total Rewards domain of the HRPA Professional Competency Framework, compensation benchmarking is grounded in selecting a relevant comparator market—organizations of similar industry, size, and geography with which the employer primarily competes for talent. For an average-performing organization with no unusual attraction/retention pressures, best practice is to benchmark against primary competing organizations to establish fair, market-competitive rates and maintain internal and external equity. Surveying top performers (B) is typically used when the strategy is to lead the market; low performers (A) or vague “potential competitors” (C) do not provide an appropriately matched market sample for standard market pricing.

Within the HRPA Human Resources Competency Framework (Functional Domain: Total Rewards), the employer holds responsibility for communicating and administering employee benefits.

Although benefits may be delivered through third-party carriers, the employer remains accountable for ensuring employees receive accurate, timely, and compliant benefit information.

Extract:

“Employers are responsible for communicating benefits information clearly and ensuring employees understand their entitlements and obligations.”

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

Option Analysis:

A: Governments regulate, not communicate, benefits.

B: Carriers provide materials but employers must distribute and explain them.

C: Correct — ultimate responsibility lies with the employer.

D: Healthcare providers deliver services, not benefit communication.

Therefore, C. The employer is correct.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Total Rewards

CHRP Knowledge Exam Blueprint – Benefits Administration

HRPA Exam Preparation Guide – Employer Responsibilities in Benefits Communication

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

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.

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).

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).

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 References: HRPA Study Guide – Recruitment and Sourcing (job advertisement types, including blind/boxed ads).

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:

“Psychological 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