CHRP-KE HRPA Exam Lab Questions

Within the HRPA Professional Competency Framework under Reporting and Financial Management (HR metrics and analytics), HR is expected to gather, analyze, and interpret HR data to provide predictive insights that inform decisions. Applying predictive analytics to turnover data—such as tenure, performance, engagement, absenteeism, and career progression—enables HR to forecast which employees are at risk of leaving and to target retention interventions accordingly. Options A and C relate to attraction/branding, and B concerns performance monitoring rather than retention risk modeling.

Relevant HRPA References: HRPA Professional Competency Framework – Reporting and Financial Management (HR analytics, predictive insights for decision-making); HRPA Study Guide – HR Metrics & Analytics (predictive models for turnover/retention).

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).

The HRPA competency area for Health, Wellness, and Safe Workplace expects HR to implement recognized standards and practices that support psychological health. The National Standard for Psychological Health and Safety in the Workplace (CSA Z1003 / MHCC) is a voluntary framework that offers policies, procedures, and implementation tools to systematically identify, assess, and control psychosocial hazards and to promote a psychologically healthy and safe workplace.

It goes beyond simple awareness (A) by providing structured implementation guidance.

It does not mandate EFAPs (B) nor create legislative obligations (D); rather, it guides organizations to build comprehensive psychological H&S programs consistent with due diligence and continuous improvement.

Relevant Framework Reference (HRPA):

Professional Competency Framework: competencies on implementing health and safety programs, including psychological health and safety practices.

HRPA Study Guide: overview of the National Standard (voluntary nature; framework, tools, and guidance for organizational implementation).

HRPA positions the HR (or human capital) scorecard as a strategy-aligned measurement system that links HR deliverables and workforce capabilities to organizational strategy and performance outcomes. While turnover counts (A) and training evaluations (D) can be components, the distinguishing purpose of the HR scorecard is strategic alignment—translating strategy into HR metrics and demonstrating HR’s impact on business results. Profitability by business unit (B) is a finance/controllership analysis rather than the HR scorecard’s core function.

Relevant HRPA references (no external links):

HRPA Study Guide – HR Metrics, Analytics, and the HR Scorecard: aligning HR measures with strategy and outcomes.

HRPA Competency Framework – Reporting & Financial Management: using metrics to demonstrate HR’s contribution to organizational performance.