CHRP-KE Exam Dumps : CHRP Knowledge Exam

In HRPA’s Organizational Effectiveness and Workforce Planning and Talent Management domains, HR must diagnose and influence the drivers of performance, engagement, and retention. The framework emphasizes that employees’ emotions shape attitudes (e.g., commitment, satisfaction, trust) and, in turn, behaviours (e.g., performance, collaboration, citizenship, absenteeism, turnover intentions). Recognizing and addressing emotions, therefore, is essential because it directly affects workplace behaviour and organizational results.

While relating to employees (A) and supporting well-being (B) are important, and feeling understood may encourage cooperation (D), the primary performance-linked reason is that emotions drive the attitudes and behaviours that determine organizational outcomes.

Relevant HRPA references: Professional Competency Framework — Organizational Effectiveness (apply behavioural science to influence engagement and performance); Study Guide — Organizational Behaviour (link between affect, attitudes, and work behaviours).

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

Within HRPA’s Learning and Development and Talent Management coverage, planned career development practices include employer-approved leaves that support growth and renewal. A sabbatical is an employer-sanctioned leave of absence for development, education, research, or personal renewal, with the intention of returning to the role or employer after the defined period. This aligns with HR’s responsibility to design and communicate development options that retain talent and build capability.

Outplacement supports employees exiting the organization and does not presume a return.

Career plateau describes stalled advancement, not a development leave.

Job progression is internal movement/growth, not a temporary departure.

References (HRPA Framework/Study Guide):

HRPA Professional Competency Framework – Learning and Development (career development options; structured development activities).

HRPA Study Guide – Talent Management and Career Development (planned development leaves/sabbaticals as retention and development tools).