CHRP-KE Exam Dumps - CHRP Knowledge Exam

HRPA’s metrics and analytics guidance defines employee turnover rate for a period as:

(Number of separations during the period ÷ Average number of employees during the period) × 100.

Applying the formula: 20 ÷ 500 = 0.04; 0.04 × 100 = 4%.

References (HRPA Framework/Study Guide):

HRPA Professional Competency Framework – Reporting and Financial Management (selection and calculation of HR metrics).

HRPA Study Guide – HR Metrics and Analytics (turnover rate definition and calculation).

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 – Labour and Employee Relations, CHRP Level, Knowledge Area: Collective Bargaining and Negotiation)

Calculation:

Management range: $17–22

Union range: $20–25

Overlap (bargaining zone): $20–22 per hour

Therefore, C. $20–22 per hour is correct.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Labour and Employee Relations

CHRP Knowledge Exam Blueprint – Collective Bargaining Concepts

HRPA Exam Preparation Guide – Negotiation and Bargaining Strategies

Within HRPA’s needs analysis and assessment guidance, trainability tests (sometimes called aptitude or learning-ability assessments) are used to determine an individual’s capacity to learn and perform job-related tasks following instruction. They inform training readiness and the likely return on training investment. While broader needs analysis identifies who needs training (B), trainability tests specifically evaluate individual learning ability (D), not the choice of instructor (A) or materials (C).

Relevant HRPA references (no external links): HRPA Study Guide – Training Needs Assessment and Learner Analysis; HRPA Competency Framework – Learning & Development: assess learner readiness and capability.

Under the HRPA Human Resources Competency Framework (Functional Domain: Professional Practice), an HR audit is a systematic review of HR policies, procedures, systems, and practices to ensure legal compliance, alignment with strategic objectives, and effectiveness of HR programs.

The purpose of an HR audit is to identify gaps, risks, and opportunities to enhance HR’s contribution to the organization.

Extract:

“HR audits evaluate HR policies and practices to ensure compliance with legislation, identify areas for improvement, and assess the strategic contribution of HR programs.”

(HRPA Competency Framework – Professional Practice, CHRP Level, Key Competency: Evaluate HR Programs and Ensure Compliance)

Key advantages of an HR audit include:

Ensuring compliance with employment legislation and regulatory standards.

Improving HR policies such as compensation, recruitment, and performance management.

Supporting strategic alignment by assessing HR’s effectiveness in achieving business objectives.

Therefore, A accurately reflects the audit’s strategic and compliance-oriented benefits.

Options B, C, and D describe broader organizational or marketing initiatives that are not the purpose of an HR audit.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Functional Domain: Professional Practice

CHRP Knowledge Exam Blueprint (HRPA, Ontario)

HRPA Exam Preparation Guide – HR Audits and Risk Management