Free Access HRPA CHRP-KE New Release

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

HRPA differentiates administrative appraisal outcomes (e.g., promotion, pay, discipline) from developmental outcomes (e.g., training, coaching, development plans). Assigning more training directly addresses skill gaps identified in the appraisal and is a classic developmental decision.

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

According to the HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness), flexible work arrangements are a key component of job design strategies aimed at improving work-life balance, job satisfaction, and retention.

Flextime allows employees to vary their start and end times while maintaining the required total number of work hours. This flexibility supports reduced absenteeism, higher morale, and greater job satisfaction.

Extract:

“Flexible scheduling arrangements such as flextime enhance employee engagement and attendance by allowing individualized work schedules within organizational requirements.”

(HRPA Competency Framework – Organizational Effectiveness, CHRP Level, Key Competency: Design Work Systems to Support Employee Effectiveness)

Option Analysis:

A (Flextime): Correct — provides alternative schedules that improve satisfaction and reduce absenteeism.

B (Job involvement): Refers to psychological identification with one’s job, not scheduling flexibility.

C (Job enrichment): Increases job depth and autonomy, not scheduling alternatives.

D (MBO): Goal-setting system, not a work arrangement.

Thus, A. Flextime is the correct answer.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Organizational Effectiveness

CHRP Knowledge Exam Blueprint – Job Design and Flexible Work Arrangements

HRPA Exam Preparation Guide – Work Design and Motivation