CHRP-KE Exam Dumps : CHRP Knowledge Exam

HRPA’s coverage of employee attitudes and behaviours (EVLN model) classifies responses to dissatisfaction as Exit, Voice, Loyalty, and Neglect. Neglect is characterized by withdrawal and reduced effort, commonly observed as increased absenteeism, tardiness, errors, and lower performance. Exit involves leaving the organization; Voice involves actively attempting change; Loyalty is passive optimism while waiting for improvement.

Relevant HRPA references (no external links):

HRPA Study Guide – Organizational Behaviour: Job Satisfaction and the EVLN model.

HRPA Competency Framework – Organizational Effectiveness: diagnosing employee engagement and withdrawal behaviours.

The HRPA Professional Competency Framework expects HR to track and interpret workforce metrics (including turnover) for operational impact. High, unplanned turnover creates immediate capacity gaps—vacant roles, onboarding lags, and rework—that directly and immediately reduce output, service levels, and cycle times, i.e., decreased productivity.

While reduced morale (A), disrupted team dynamics (B), and loss of institutional knowledge (C) are real and often significant consequences, they typically materialize and compound over time. The first and most immediate operational impact HR should flag and mitigate in workforce planning is the drop in productivity stemming from coverage gaps and decreased efficiency.

References (HRPA):

Professional Competency Framework: Workforce Planning and Talent Management (analyzing turnover and capacity; mitigating operational risk from staffing gaps).

HRPA Study Guide: Turnover metrics, vacancy impacts, and productivity implications in workforce planning.

In the HRPA Human Resources Competency Framework (Functional Domain: Learning and Development), training evaluation is a core responsibility of HR professionals. Evaluations measure whether learning objectives were achieved and how the training contributed to organizational goals.

There are two key evaluation types:

Formative Evaluation – Conducted during the training process to monitor and improve design and delivery.

Summative Evaluation – Conducted after training is complete to determine overall effectiveness, learning outcomes, and return on investment.

Extract:

“Summative evaluation measures the overall effectiveness of learning programs after delivery to assess achievement of objectives and organizational impact.”

(HRPA Competency Framework – Learning and Development, Key Competency: Evaluate Learning Programs, CHRP Level)

Therefore, A. Summative is correct because it assesses the effectiveness of training after completion.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Functional Domain: Learning and Development

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

HRPA Exam Preparation Guide – Training Evaluation and Effectiveness