Newly Released HRPA CHRP-KE Exam PDF

The HRPA Study Guide identifies the grapevine as the informal, unstructured communication network that operates alongside formal channels, transmitting information rapidly through employee connections. Groupthink is a decision-making pitfall, social networking is a broader concept/platform use, and instant messaging is a tool rather than a network type.

Relevant HRPA references (no external links):

HRPA Study Guide – Communication in Organizations: formal vs. informal channels; the grapevine.

HRPA Competency Framework – Organizational Effectiveness: facilitating effective communication systems.

According to the HRPA Human Resources Competency Framework (Functional Domain: Reporting and Financial Management), HR professionals must understand how HR information systems store and manage employee data.

In non-relational databases, data is not stored in interconnected tables. Instead, data may be duplicated across multiple files or systems. Therefore, when an employee’s address changes, the update must be made in multiple fields or locations to ensure consistency.

Extract:

“Non-relational databases often require manual updates across multiple records or fields because data redundancy prevents automatic synchronization.”

(HRPA Competency Framework – Reporting and Financial Management, CHRP Level, Knowledge Area: HR Information Systems and Data Management)

Option Analysis:

A: Correct — non-relational systems often have multiple instances of the same data.

B: Applies to relational databases with integrated data structures.

C: Deletions are not standard procedure for data updates.

D: Third-party help is unnecessary unless the database is outsourced.

Therefore, A. Multiple change of address fields within the system is correct.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Reporting and Financial Management

CHRP Knowledge Exam Blueprint – HRIS Data Management

HRPA Exam Preparation Guide – Database Types and Data Integrity

The Harvard Model of Strategic HR Management, also referred to as the humanistic model, is a foundational framework emphasizing the mutual relationship between employees and the organization. It promotes HR policies that balance organizational effectiveness with employee well-being.

According to the HRPA Human Resources Competency Framework (Functional Domain: Strategy), the model’s primary HR outcomes include:

Commitment – developing employee loyalty and engagement

Competence – enhancing skills and capabilities

Congruence – ensuring alignment of goals between employees and management

Cost-effectiveness – maintaining financial sustainability

Among these, commitment is the most emphasized outcome to achieve both long-term organizational success and employee satisfaction.

Extract:

“The Harvard Model highlights employee commitment as central to sustainable performance, focusing on mutual gains for both the organization and its people.”

(HRPA Competency Framework – Strategy, CHRP Level, Key Competency: Align Human Capital Policies with Strategic Objectives)

Option Analysis:

A: Cost-efficiency is an organizational goal but not the core humanistic outcome.

B: Correct — emphasizes employee engagement and loyalty.

C: Conformity contradicts the model’s participative approach.

D: Competition relates to external market dynamics, not internal well-being.

Therefore, B. Commitment is the correct answer.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Strategy

CHRP Knowledge Exam Blueprint – Strategic HR Models and Approaches

HRPA Exam Preparation Guide – Humanistic and Strategic HR Theories

Within the HRPA competency areas addressing HR technology and data (Reporting and Financial Management; Organizational Effectiveness), HR professionals are expected to understand system options and governance so they can select and steward HRIS that meet organizational needs. Open-source systems are defined by the availability of source code and the permission to inspect, adapt, and modify the software to fit organizational requirements. This aligns with HRPA’s emphasis on selecting HR technologies that support business processes, enable configuration, and allow responsible data stewardship.

Option A is incorrect: some open-source licenses require sharing modifications only if you redistribute the software; organizations are not inherently required to “share back” customizations merely because they used or modified the code internally.

Option B is incorrect: “open-source” refers to licensing and modifiability, not price; implementation, hosting, support, and add-ons may involve costs.

Option D is incorrect: limited public access is characteristic of proprietary systems, not open-source.

Relevant Framework Reference (HRPA):

Professional Competency Framework: competencies on selecting and managing HR technologies and ensuring data governance to support business outcomes (Reporting and Financial Management; Organizational Effectiveness).

HRPA Study Guide: HRIS fundamentals—system selection criteria, configurability, governance, and alignment to organizational needs.