CHRP-KE 시험 - HRPA실제시험문제와 답 - 176문항

Question No : 1

Who should be present during an employee's annual performance appraisal meeting?

A.The employee, the employee's supervisor, a representative from the organization's HR department, and a representative from the organization's legal department
B.The employee and the employee's supervisor only
C.The employee, the employee's supervisor, and a representative from the organization's legal department
D.The employee, the employee's supervisor, and a representative from the organization's HR department

정답:
Explanation:
HRPA’s Professional Competency Framework positions managers as the primary owners of performance management, with HR designing the system, enabling capability, and ensuring consistency and fairness. Annual appraisal meetings are intended to be a direct, two-way conversation focused on goals, results, feedback, and development―best achieved between the employee and their supervisor. HR’s role is advisory (policy, tools, training, calibration) rather than a routine attendee. Legal participation is exceptional and reserved for complex risk situations, not standard appraisals.
Therefore, the standard composition is the employee and the supervisor.
Relevant Framework Reference (HRPA):
Professional Competency Framework: performance management―building manager capability; HR designs frameworks and advises, line leaders conduct assessments and feedback.
HRPA Study Guide: performance management cycle and roles (managerCemployee dialogue; HR oversight, calibration, and compliance).

Question No : 2

Which of the following is a characteristic of open-source HR Information Systems?

A.Users are required to share their customized versions with the original developer
B.The systems are always free of cost, regardless of commercial usage
C.The systems can be modified by an organization to fit its needs
D.There is limited public access to the underlying code of the system

정답:
Explanation:
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.

Question No : 3

Which of the following is the most immediate challenge an organization faces as a result of high employee turnover?

A.Reduced employee morale
B.Disruption of team dynamics
C.Loss of institutional knowledge
D.Decreased productivity

정답:
Explanation:
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.
Reference (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.

Question No : 4

Which of the following conditions creates and sustains the culture needed to support an organizational strategy of innovation?

A.Limited resources
B.Low inter-unit communication
C.Organic structures
D.Frequent changes in management

정답:
Explanation:
The HRPA Professional Competency Framework connects organizational design and culture to strategy execution. For an innovation strategy, structures that are organic―characterized by flexibility, decentralized decision-making, cross-functional collaboration, and open information flow―support experimentation and rapid adaptation, which are cultural hallmarks of innovation.
Limited resources (A) and low inter-unit communication (B) constrain collaboration and experimentation, undermining innovation. Frequent leadership turnover (D) destabilizes culture and priorities. HR’s strategic role includes shaping structures and cultures to fit strategy; for innovation, organic designs are the supportive condition.
Reference (HRPA):
Professional Competency Framework: Strategy and Organizational Effectiveness domains (aligning structure and culture with strategy; enabling collaboration and agility).
HRPA Study Guide: Organizational design choices (mechanistic vs. organic) and their fit with strategies like innovation.

Question No : 5

Which of the following combinations best indicates whether a work environment will support an effective training program?

A.Training transfer climate and a continuous learning culture
B.Training transfer climate and pre-training intervention
C.Organizational climate and learning culture
D.Organizational climate and pre-training intervention

정답:
Explanation:
The HRPA Professional Competency Framework emphasizes that effective L&D requires conditions that enable transfer of training and sustain continuous learning. A positive training transfer climate (manager support, peer support, opportunities to apply learning, reinforcement) directly affects whether learned skills are used on the job. A continuous learning culture embeds learning in daily work, supporting ongoing application and improvement. Together, these indicate whether the environment will actually support and sustain training effectiveness.
Pre-training interventions (B, D) and generic notions of organizational climate (C) may help, but they are narrower or less targeted indicators than the combined presence of a transfer climate and a continuous learning culture, which the HRPA framework highlights in its L&D effectiveness and evaluation competencies.
Reference (HRPA):
Professional Competency Framework: Learning & Development domain (designing conditions for learning transfer; fostering a culture of continuous learning).
HRPA Study Guide: Transfer of training, managerial support, and learning culture as determinants of L&D impact.

Question No : 6

The newest training professional at Mullins Motors wants to show initiative by recommending a
training program.
What should be the primary consideration for the type of training to propose to this organization?

A.It should align with the strategic direction of the organization
B.It should be the most cost-effective for the organization
C.It should be engaging and therefore enjoyable for the employees
D.It should allow employees to quickly acquire a new skill

정답:
Explanation:
The HRPA Professional Competency Framework places strategic alignment at the core of HR practice. Within the Learning and Development and Strategy domains, HR is expected to ensure that learning initiatives are aligned with organizational strategy and contribute to business outcomes (e.g., competencies on aligning HR programs with organizational goals; integrating learning plans with strategic plans). This means the first and primary filter for proposing training is whether it supports the organization’s strategic direction and capability needs.
While cost-effectiveness (B), engagement (C), and speed of skill acquisition (D) are important secondary design criteria, they follow ― not precede ― alignment to strategy. A program that is inexpensive, enjoyable, or fast, but not strategically aligned, does not meet HRPA’s expectations for value creation through L&D.
Reference (HRPA):
Professional Competency Framework: Strategy and Learning & Development domains (competencies on aligning programs with organizational strategy; building capability to deliver strategy).
HRPA Study Guide: Learning & Development planning and evaluation; strategic alignment of L&D to business goals.

Question No : 7

Which of the following activities can identify new safety hazards and ensure hazard controls are functioning effectively?

A.Re-engineering
B.Auditing
C.Training
D.Substitution

정답:
Explanation:
Within the Health, Wellness, and Safe Workplace domain of the HRPA Professional Competency Framework, Competency C144 outlines that HR professionals are expected to “contribute to the evaluation of organizational health and safety programs and policies to ensure compliance and effectiveness.” One of the key tools used to evaluate and verify the effectiveness of workplace safety programs is auditing.
Auditing involves a systematic review of workplace operations, policies, and hazard control mechanisms to:
Identify new or emerging safety hazards,
Evaluate whether existing hazard controls are working effectively, and
Ensure compliance with occupational health and safety legislation, including the Ontario Occupational Health and Safety Act (OHSA).
Audits are proactive in nature and serve as a critical part of continuous improvement within a workplace’s health and safety management system. Through internal or external safety audits, organizations can determine whether control measures such as personal protective equipment (PPE), training programs, or engineering controls are adequately mitigating risks.
By contrast:
Re-engineering (Option A) refers to redesigning processes or work environments and may reduce hazards but does not primarily evaluate hazard controls.
Training (Option C) helps workers understand hazards and procedures but is not an evaluation tool for existing controls.
Substitution (Option D) is a hazard control strategy where a less hazardous material or process replaces a more dangerous one; again, it’s a control measure, not an evaluative process.
Relevant Framework
Reference: HRPA Professional Competency Framework C Competency C144 (Health, Wellness, and Safe Workplace)
Ontario Occupational Health and Safety Act C Due Diligence and Program Evaluation Requirements HRPA Study Guide C Health and Safety Program Evaluation and Auditing Content
Auditing aligns with the due diligence requirement under OHSA and ensures that the employer is continuously monitoring and improving its safety systems to prevent incidents and legal liability.

Question No : 8

Which of the following litigation risks should an HR professional advise management about when planning a workforce reduction?

A.Allegations of safety violations
B.Allegations of sexual harassment
C.Allegations of discrimination
D.Allegations of constructive dismissal

정답:
Explanation:
When planning a workforce reduction, HR professionals must be vigilant in identifying and mitigating potential litigation risks that could arise from employment termination decisions. According to the HRPA Professional Competency Framework, under the "Labour and Employee Relations" domain
(Competency C119), HR professionals are expected to “manage the risk of litigation and conflict in all interactions with employees.” This includes being aware of human rights legislation and ensuring that decisions are not based on discriminatory grounds.
The Ontario Human Rights Code prohibits discrimination on various protected grounds (such as race, gender, age, disability, etc.), and if a workforce reduction disproportionately affects members of a protected group, it could lead to legal challenges alleging discrimination. Discrimination is considered one of the most significant legal risks during workforce reductions, as employers must ensure decisions are based on objective, non-discriminatory criteria such as performance or seniority.
Although constructive dismissal (option D) is a legitimate legal concern, it typically arises from significant changes to job duties or terms of employment without consent ― not from terminations that are part of a planned reduction.
Safety violations (option A) and sexual harassment (option B) are serious issues but are not directly related to the strategic or legal risks associated with workforce reduction processes.
Relevant Framework
Reference: HRPA Professional Competency Framework C Competency C119 (Labour and Employee Relations) Ontario Human Rights Code C Protection from Discrimination in Employment HRPA Study Guide C Workforce Planning and Employment Law sections
These frameworks emphasize that HR must evaluate all employment decisions, including layoffs or restructuring, through a legal and ethical lens to reduce exposure to discrimination claims.

Question No : 9

Which of the following is a goal of psychological first aid training in the workplace?

A.To increase mental health literacy among staff
B.To educate employees on the causes of workplace stressors
C.To educate supervisors on the costs of mental health issues
D.To train counsellors for the workplace

정답:
Explanation:
In HRPA’s health, safety, and wellness guidance, psychological first aid (PFA) training is positioned as a frontline skillset that builds mental health literacy, enabling employees and leaders to recognize signs of distress, provide immediate supportive responses, and encourage appropriate referral― without turning staff into clinicians. It is not intended to train employees as counsellors, nor is it limited to explaining stress causes or costing; its core aim is to equip the workforce with practical, early-response knowledge and skills that support psychological health and safe return-to-function.

Question No : 10

In a diverse organization, which of the following initiatives most effectively reduces the risk of cultural misunderstandings that could negatively affect team performance?

A.Implementing a zero-tolerance policy for discrimination
B.Providing cultural competence training
C.Assigning culturally diverse teams for projects
D.Encouraging employees to celebrate their cultural holidays

정답:
Explanation:
The HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness and Learning and Development) highlights cultural competence training as essential to improving collaboration and reducing cultural misunderstandings in diverse workplaces.
Such training enhances employees’ awareness of cultural differences, communication styles, and inclusive practices.
Extract:
“Cultural competence training equips employees and leaders to recognize, respect, and effectively manage diversity, reducing conflict and improving team cohesion.”
(HRPA Competency Framework C Learning and Development, CHRP Level, Key Competency: Develop Diversity and Inclusion Learning Programs)
Option Analysis:
A: Zero-tolerance policies define expectations but don’t address cultural learning.
B: Correct ― builds awareness and practical skills for managing diversity.
C: Exposure to diversity without training may heighten misunderstandings.
D: Celebration promotes inclusion but not competence.
Therefore, B. Providing cultural competence training is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework C Learning and Development / Organizational Effectiveness
CHRP Knowledge Exam Blueprint C Diversity, Equity, and Inclusion
HRPA Exam Preparation Guide C Cultural Competence and Diversity Training
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Question No : 11

Which of the following is an example of lifestyle programming?

A.Smoking cessation
B.Cognitive skills training
C.Mindfulness
D.Relaxation training

정답:
Explanation:
Under the HRPA Human Resources Competency Framework (Functional Domain: Health, Wellness, and Safe Workplace), lifestyle programs are proactive health promotion initiatives aimed at reducing preventable health risks and promoting healthy living.
Examples include smoking cessation, weight management, fitness, and nutrition programs.
Extract:
“Lifestyle programs promote healthy behaviors and reduce preventable health risks through initiatives such as smoking cessation and fitness activities.”
(HRPA Competency Framework C Health, Wellness, and Safe Workplace, CHRP Level, Key Competency: Implement Health Promotion Programs)
Option Analysis:
A: Correct ― smoking cessation is a lifestyle health initiative.
B: Cognitive training targets mental performance, not health behaviour.
C/D: Mindfulness and relaxation are stress management techniques, not lifestyle programs.
Thus, A. Smoking cessation is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework C Health, Wellness, and Safe Workplace CHRP Knowledge Exam Blueprint C Wellness and Lifestyle Programs HRPA Exam Preparation Guide C Health Promotion

Question No : 12

If management is willing to pay between $17 and $22 per hour for a job, and the union is willing to accept between $20 and $25 per hour, what is the bargaining zone of agreement?

A.$20C25 per hour
B.$17C22 per hour
C.$20C22 per hour
D.$17C25 per hour

정답:
Explanation:
In the HRPA Human Resources Competency Framework (Functional Domain: Labour and Employee Relations), HR professionals must understand collective bargaining concepts, including the bargaining zone or zone of potential agreement (ZOPA).
The bargaining zone represents the range in which the employer’s and union’s acceptable terms overlap.
Extract:
“The bargaining zone is the range of overlap between management’s and the union’s acceptable limits during negotiation.”
(HRPA Competency Framework C Labour and Employee Relations, CHRP Level, Knowledge Area:
Collective Bargaining and Negotiation)
Calculation:
Management range: $17C22
Union range: $20C25
Overlap (bargaining zone): $20C22 per hour
Therefore, C. $20C22 per hour is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework C Labour and Employee Relations CHRP Knowledge Exam Blueprint C Collective Bargaining Concepts HRPA Exam Preparation Guide C Negotiation and Bargaining Strategies

Question No : 13

What type of program encourages employees who are visible minorities to seek guidance from a senior manager to help them achieve career success?

A.Mentoring
B.Apprenticeship
C.Community of practice
D.Support group

정답:
Explanation:
In the HRPA Human Resources Competency Framework (Functional Domain: Learning and Development), mentoring programs are structured relationships in which a senior or experienced employee provides guidance, advice, and support to a less experienced employee, often from an underrepresented group, to promote career development and inclusion.
Extract:
“Mentoring programs foster inclusion and career progression by connecting employees, particularly those from diverse backgrounds, with experienced leaders who provide guidance and advocacy.”
(HRPA Competency Framework C Learning and Development, CHRP Level, Key Competency:
Implement Mentoring and Development Initiatives)
Option Analysis:
A: Correct ― mentoring supports visible minority employees’ career growth.
B: Apprenticeship is technical training, not guidance-based.
C: Communities of practice involve knowledge sharing, not structured guidance.
D: Support groups provide emotional support but not structured development. Therefore, A. Mentoring is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework C Learning and Development CHRP Knowledge Exam Blueprint C Mentoring and Career Development HRPA Exam Preparation Guide C Diversity and Inclusion Initiatives

Question No : 14

A performance appraisal may include which of the following as part of the overall process to most effectively encourage and enhance employee learning and development?

A.Evaluations of the employee's behaviours and skills from a selection of their subordinates
B.Feedback from the employee's manager, peers, direct reports, and/or internal or external customers or clients
C.Guidance for the manager and employee to discuss the employee's career and learning goals with a subsequent action plan
D.Guidance for the manager and employee to discuss the employee's career goals, including aspirations for advancement, with a subsequent action plan

정답:
Explanation:
The HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness) defines performance management as a continuous process designed to align individual performance with organizational goals while supporting employee learning and development.
A key part of an effective performance appraisal process is a development-focused discussion that includes career and learning goals followed by a concrete action plan.
Extract:
“Performance management systems support learning and development by guiding discussions on employee goals and identifying developmental actions to enhance performance.”
(HRPA Competency Framework C Organizational Effectiveness, CHRP Level, Key Competency:
Manage Performance and Development Processes)
Option Analysis:
A: Limited to subordinate feedback, not comprehensive.
B: Describes a 360-degree feedback process, which is one input, not the full developmental component.
C: Correct ― explicitly integrates career and learning goals into performance discussions.
D: Focuses only on advancement aspirations, not overall learning.
Therefore, C. Guidance for the manager and employee to discuss the employee’s career and learning goals with a subsequent action plan is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework C Organizational Effectiveness CHRP Knowledge Exam Blueprint C Performance Management and Development HRPA Exam Preparation Guide C Coaching and Performance Appraisal

Question No : 15

What are 2 key factors that influence the market pay for jobs?

A.Labour supply and labour demand
B.Employee education and employee experience
C.Employee performance and employee mobility
D.Labour productivity and labour costs

정답:
Explanation:
Under the HRPA Human Resources Competency Framework (Functional Domain: Total Rewards), the determination of market pay levels is influenced primarily by labour market dynamics, specifically labour supply and demand.
When the demand for labour (employers needing specific skills) exceeds the supply of qualified workers, wages tend to rise. Conversely, if labour supply exceeds demand, wages may stagnate or decrease.
Extract:
“Labour market pay rates are driven by the interaction of supply and demand for skills in the market, with competitive pressures determining compensation levels.”
(HRPA Competency Framework C Total Rewards, CHRP Level, Knowledge Area: External Market Competitiveness and Compensation Determination)
Option Analysis:
A: Correct ― represents the foundational economic principles of market pay.
B: Influences individual pay decisions, not overall market rates.
C: Internal performance and mobility factors do not drive external market pay.
D: Labour costs are a result of pay levels, not a determining factor.
Therefore, A. Labour supply and labour demand is correct.
Verified Reference Summary:
HRPA Human Resources Competency Framework C Total Rewards
CHRP Knowledge Exam Blueprint C Compensation Market Factors
HRPA Exam Preparation Guide C Labour Market and Pay Determinants

HRPA CHRP-KE 시험