CHRP-KE Exam Dumps - CHRP Knowledge Exam

The HRPA Study Guide situates evaluation within a results-focused model (commonly framed in practice through reaction, learning, behaviour/transfer, and results). To show direct impact on organizational goals, data must at least evidence behavioural transfer (i.e., that learning is being applied on the job) and connect to operational metrics. Of the options given, measuring how long it took trainees to apply what they learned on the job captures a concrete transfer metric that can be linked to time-to-productivity, cycle time, error rates, or other organizational performance indicators—allowing the training function to argue causation or contribution to goals.

By contrast, confidence (B) and trainer performance (C) are reaction/learning indicators, and perceived supervisor support (D) is a transfer enabler rather than evidence of impact. HRPA competencies emphasize using post-training performance and transfer measures to demonstrate value and alignment with organizational outcomes.

HRPA’s guidance on recruitment and selection emphasizes standardization and consistency to ensure fairness, legal defensibility, and validity. Auditing R&S practices includes confirming that “selection steps are administered consistently across candidates, jobs, and time,” alongside checks for documentation, reliability/validity evidence, and compliance with human rights legislation.

(A) touches criterion validity, but an audit question first verifies consistent administration before method choice.

(B) job satisfaction is a distal outcome and not a core audit control for selection practice.

(D) budget adherence is a financial audit metric, not a process integrity check for selection practice.

Relevant HRPA references (no external links):

HRPA Study Guide – Staffing/Selection: Standardization, Reliability, Validity, and Process Auditing.

HRPA Competency Framework – Talent Acquisition: “apply fair, consistent, and compliant selection processes.”

HRPA’s Total Rewards guidance stresses that variable pay plans require clear line-of-sight and timely feedback so employees can track progress against the measures that drive payouts. An electronic scoreboard (dashboard) displaying current departmental indicators and targets provides continuous, transparent updates, reinforcing behaviours and enabling self-correction. Hotlines, phone support, or brochures offer static or ad hoc information and do not deliver the real-time, ongoing visibility essential for performance-linked pay.

Relevant HRPA references: HRPA Professional Competency Framework – Total Rewards (communication and governance of incentive plans; line-of-sight and transparency); HRPA Study Guide – Variable Pay Communication (dashboards/scorecards to track performance metrics tied to incentives).

The HRPA Competency Framework highlights leveraging learning technologies to enhance participation, practice, and feedback. Game-based learning/gamification increases engagement by adding interactive challenges, immediate feedback, and reinforcement mechanics that promote retention and application — all identified in HRPA’s learning design guidance as methods that improve learner motivation and engagement.

Cloud computing (A) and data analytics (B) enable delivery and evaluation infrastructures; social media (D) can support collaboration. However, gaming most directly and reliably increases engagement within the training experience itself.

Relevant HRPA references: Professional Competency Framework — Learning & Development (apply digital learning strategies to improve engagement, practice, and transfer).

The HRPA Human Resources Competency Framework (Functional Domain: Total Rewards) outlines that HR professionals are responsible for administering employee benefit programs and ensuring compliance with privacy and governance standards.

When employees inquire about claim decisions, the HR role is to direct them to the benefit plan administrator—the party authorized to explain claim determinations. HR must not discuss medical or personal details, as doing so could breach confidentiality or privacy regulations.

Extract:

“HR professionals provide accurate information about benefit administration processes and refer employees to the appropriate service providers for confidential claim resolution.”

(HRPA Competency Framework – Total Rewards, CHRP Level, Key Competency: Administer Employee Benefit Programs)

Therefore, B. Provide the employee with the benefit plan administrator's contact information is correct.

Verified Reference Summary:

HRPA Human Resources Competency Framework – Functional Domain: Total Rewards

CHRP Knowledge Exam Blueprint – Compensation and Benefits

HRPA Exam Preparation Guide – Benefits Administration and Privacy