CHRP-KE Exam Dumps : CHRP Knowledge Exam

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

The Harvard Model of Strategic HR Management, also referred to as the humanistic model, is a foundational framework emphasizing the mutual relationship between employees and the organization. It promotes HR policies that balance organizational effectiveness with employee well-being.

According to the HRPA Human Resources Competency Framework (Functional Domain: Strategy), the model’s primary HR outcomes include:

Commitment – developing employee loyalty and engagement

Competence – enhancing skills and capabilities

Congruence – ensuring alignment of goals between employees and management

Cost-effectiveness – maintaining financial sustainability

Among these, commitment is the most emphasized outcome to achieve both long-term organizational success and employee satisfaction.

Extract:

“The Harvard Model highlights employee commitment as central to sustainable performance, focusing on mutual gains for both the organization and its people.”

(HRPA Competency Framework – Strategy, CHRP Level, Key Competency: Align Human Capital Policies with Strategic Objectives)

Option Analysis:

A: Cost-efficiency is an organizational goal but not the core humanistic outcome.

B: Correct — emphasizes employee engagement and loyalty.

C: Conformity contradicts the model’s participative approach.

D: Competition relates to external market dynamics, not internal well-being.

Therefore, B. Commitment is the correct answer.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Strategy

CHRP Knowledge Exam Blueprint – Strategic HR Models and Approaches

HRPA Exam Preparation Guide – Humanistic and Strategic HR Theories

Within the Workforce Planning and Talent Management domain, HRPA’s guidance on job analysis describes task (or job) inventory analysis as a systematic technique in which jobholders and/or subject-matter experts generate a comprehensive list of tasks/duties and responsibilities, which are then rated for frequency, importance, and criticality to job success. This produces the foundational content for job descriptions, selection criteria, training, and evaluation.

By contrast, the critical incident method captures examples of exceptionally effective or ineffective behaviours (not a full task list). Functional Job Analysis focuses on detailed task statements and levels of interaction with data, people, and things, emphasizing rating dimensions rather than simply producing a prioritized list. “Position analysis method” is a generic label and does not, on its own, denote the structured task listing central to task inventories.

Relevant HRPA references: HRPA Professional Competency Framework – Workforce Planning and Talent Management (job analysis techniques, task inventories for defining job content); HRPA Study Guide – Job Analysis and Design (task lists rated by importance/criticality to inform HR systems).