Last Attempt CHRP-KE Questions

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.

HRPA’s Code of Ethics and Rules of Professional Conduct establishes profession-wide standards that govern members’ conduct independent of any single employer’s policies, ensuring consistent, accountable practice in the public interest. While the Code includes guidance on conflicts of interest, its primary purpose is setting a universal ethical baseline for the profession.

The HRPA Human Resources Competency Framework (Functional Domain: Strategy) emphasizes evidence-based HR practice, which requires HR professionals to use data, research, and validated information sources to inform HR decision-making.

Extract:

“Evidence-based HR practice involves integrating data analytics, academic research, and professional experience to develop effective HR solutions.”

(HRPA Competency Framework – Strategy, CHRP Level, Key Competency: Apply Evidence-Based Approaches to HR Decision-Making)

Reading academic journals and industry publications (Option D) represents an evidence-based activity as it ensures HR professionals rely on research and empirical findings rather than intuition or anecdotal experience.

Options A–C involve strategic alignment and implementation but do not directly reflect the evidence-based process itself.

Therefore, D. Reading academic journals and industry publications is correct.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Strategy

CHRP Knowledge Exam Blueprint – Evidence-Based HR Practices

HRPA Exam Preparation Guide – Research and Data-Informed HR Decision-Making

According to the HRPA Human Resources Competency Framework (Functional Domain: Learning and Development) and the CHRP Knowledge Exam Blueprint, the goal of Learning and Development (L&D) is to enhance individual and organizational capability by equipping employees with the knowledge, skills, and abilities (KSAs) required for both current and future organizational needs.

The distinction between training and development is essential:

Training focuses on improving performance in current roles.

Development prepares employees for future responsibilities and broader organizational contributions.

Among the options provided:

Apprenticeship

Apprenticeships combine classroom instruction with on-the-job training for a specific trade or technical skill.

While effective for current job skill development, they are not primarily intended for preparing employees for future or higher-level responsibilities.

Stretch Assignments

Stretch assignments involve giving employees challenging tasks or projects beyond their current job scope to build readiness for more complex roles.

They are a key tool for career development and succession planning, helping employees acquire skills necessary for future responsibilities.

Extract from HRPA Competency Framework – Learning and Development:

“Facilitates developmental opportunities such as coaching, mentoring, and stretch assignments to prepare employees for future organizational roles.”

(Key Competency: Design and Implement Development Strategies – CHRP Level)

Therefore, stretch assignments directly enhance employee capability for future job responsibilities.

Job Instruction Training (JIT)

A structured method that teaches employees the step-by-step process of performing their current job tasks efficiently and safely.

Extract:

“Implements structured instructional methods to enhance current role performance.”

(Knowledge Area: Training Delivery and Facilitation – HRPA Framework)

Focus: current job performance, not future development.

Performance Aids

Tools or resources (e.g., checklists, reference guides) used to assist employees while performing current tasks.

These support on-the-job performance rather than developmental learning.

Thus, based on HRPA’s competencies and behavioural indicators under Learning and Development, stretch assignments (Option B) are the correct response, as they directly address development for future roles and responsibilities.

Verified Reference Summary (HRPA Frameworks and Study Materials):

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

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

HRPA Exam Preparation Guide – Learning and Development Section

HRPA Professional Competency Descriptions – CHRP Level, Learning and Development Domain