HRPA CHRP Knowledge Exam Cheat Sheet

Strategy

4% of exam
SWOT Analysis PESTLE Scanning Mission vs Vision Balanced Scorecard Competitive Advantage

Professional Practice

11% of exam
HRPA Code of Ethics Conflict of Interest Evidence-Based HR Duty of Confidentiality Public Interest

Organizational Effectiveness

13% of exam
Org Design Change Management Span of Control Job Characteristics Workplace Culture

Workforce Planning + Talent

13% of exam
Workforce Forecasting Job Analysis Structured Interviews Selection Validity Succession Planning

Labour + Employee Relations

11% of exam
Collective Bargaining Grievance Steps Progressive Discipline Unfair Labour Practices Duty of Fair Representation

Total Rewards

13% of exam
Job Evaluation Point-Factor Method Pay Equity Comp-Ratio Formula Direct vs Indirect Rewards

Learning + Development

13% of exam
ADDIE Model Kirkpatrick Levels Adult Learning Principles Training Needs Assessment Transfer of Training

Health, Safety + Wellness

11% of exam
Hierarchy of Controls Internal Responsibility System JHSC Requirements Worker Rights Workplace Accommodation

Reporting + Financial Management

11% of exam
HR Metrics Turnover Cost Formula HRIS Architecture Variance Analysis Operating vs Capital Budget

Quick Facts

Exam Format 175 MCQ (20–30 unscored)
Time Limit 3.5 hours + 15m break
Exam Fee $350 CAD + HST ($395.50)
Delivery Model Prometric in-person test centres
Score Validity 15-year result validity
Exam Scope Nine functional blueprint areas
Passing Standard Compensatory overall cut score
Testing Windows Two testing windows yearly

Strategic Frameworks ST

SWOT Strengths, weaknesses, opportunities, threats
PESTLE Macro-environmental factor analysis
Mission Current organizational purpose
Vision Future aspirational goal
Scorecard Four strategic performance perspectives
Core Competency Unique organizational capability
Differentiation Premium unique product strategy

CHRP-KE vs CHRP-ELE Exam PR

CHRP-KE Exam

175 items testing HR concepts
Nine functional academic dimensions
Compensatory scoring standard

CHRP-ELE Exam

110 items testing legislation
Ontario workplace statutes only
Independent separate exam requirement
Foundational academic HR vs legislation

Professional Practice + Ethics PR

Public Interest Core regulatory duty
Conflict of Interest Personal interest impairs duty
Confidentiality Protect non-public information
Evidence-Based HR Decisions from reliable data
Duty of Care Reasonable professional competence standard
Code of Ethics HRPA mandatory conduct rules
Self-Regulation Statutory profession governing mandate

Job Enrichment vs Enlargement OR

Job Enrichment

Adds vertical decision authority
Increases task autonomy
Improves intrinsic motivation

Job Enlargement

Adds horizontal duties
Similar skill level tasks
Reduces repetitive boredom
Vertical autonomy vs horizontal tasks

Organization Design + Change OR

Span of Control Direct reports per manager
Job Enrichment Vertical loading adds autonomy
Job Enlargement Horizontal loading adds tasks
Lewin Model Unfreeze, change, refreeze stages
Kotter 8-Step Structured change leadership model
Matrix Structure Dual reporting lines
Work Climate Current shared workplace perceptions

STAR Behavioral Interview Method WO

Situation Task Action Result
S: Describe context and situation T: Define assigned job task A: Detail specific personal actions R: Quantify measurable final result

Behavioral vs Situational Interview WO

Behavioral Interview

Past actual job performance
Uses STAR storytelling format
Assess evidence against standardized criteria

Situational Interview

Hypothetical future job scenario
Assesses planned response
Effective for entry roles
Past actions vs future intentions

Candidate Selection Method Picker WO

Assessing past job behavior → Behavioral Interview ( STAR method questions )
Assessing hypothetical problem solving → Situational Interview ( Future intent predictions )
Evaluating hands-on technical skill → Work Sample Test ( Validate relevance, reliability, fairness )
Screening large applicant volumes → Biographical Data Survey ( Scored application screening )
Assessing general cognitive ability → Cognitive Aptitude Test ( High job performance correlation )
Assessing managerial potential → Assessment Centre ( Multiple exercises and raters )
Assessing cultural and values fit → Structured Values Interview ( Objective standardized scoring )
Verifying credentials and history → Reference and Background Checks ( Final conditional verification )

Talent Planning + Sourcing WO

Job Analysis Systematic job duty examination
Job Description Written task summary document
Job Specification Required KSAs and credentials
Markov Analysis Internal transition probability matrix
Yield Ratio Applicant stage pass percentage
Structured Interview Standardized questions with rubric
BFOQ / BFOR Bona fide occupational requirement
Reliability Consistency of measurement scores

Mediation vs Arbitration LA

Mediation

Voluntary non-binding facilitation
Parties retain decision control
Focuses on relationship repair

Arbitration

Binding third-party decision
Formal evidentiary hearing
Final enforceable award issued
Facilitated agreement vs binding award

Labour + Employee Relations LA

Certification Official union bargaining status
Grievance Alleged collective agreement breach
Arbitration Binding third-party dispute settlement
Bargaining in Faith Mandatory genuine bargaining effort
ULP Unfair labour practice violation
Discipline Usually corrective; severity and context matter
Just Cause Employer burden justifying dismissal

Ontario Overtime Coverage and Exemptions TO

ESA Exemptions

Excluded from overtime pay
Actual managerial/supervisory duties matter
Check occupation-specific statutory exemptions

ESA Covered Employees

Eligible for statutory overtime
Overtime generally after 44 hours
Must track working hours
ESA occupation/duties determine exemptions

Job Evaluation Method Picker TO

Quantitative defensible internal equity → Point-Factor Method ( Measures compensable factors )
Small organization simple hierarchy → Job Ranking ( Fast non-quantitative order )
Broad job family grouping → Job Classification ( Slots into predetermined grades )
Pricing directly against external market → Market Pricing ( Uses external salary surveys )
Evaluating compensable factor levels → Factor Comparison ( Ranks benchmark jobs )
Evaluating statutory pay equity comparisons → Gender-Neutral Comparison ( Skill, effort, responsibility, working conditions )

Compensation + Pay Systems TO

Point-Factor Quantitative compensable factor grading
Job Ranking Non-quantitative hierarchy sorting
Pay Equity Equal pay for equal-value work
Comp-Ratio Base salary divided by midpoint
Red-Circle Rate Pay rate above maximum range
Green-Circle Rate Pay rate below minimum range
Broadbanding Collapsing pay grades into bands
Indirect Rewards Benefits, leaves, and pensions

ADDIE Instructional Design Steps LE

Analysis Design Development Implementation Evaluation
A: Analyze performance gaps D: Design learning objectives D: Develop training material I: Implement course delivery E: Evaluate Kirkpatrick results

Training Needs & Evaluation Picker LE

Strategic skill gap identification → Organizational Analysis ( Examines business strategy goals )
Defining specific duty competencies → Task Analysis ( Identifies required job KSAs )
Determining individual performance gaps → Person Analysis ( Reviews employee performance appraisals )
Measuring participant immediate reaction → Kirkpatrick Level 1 ( Surveys training session satisfaction )
Evaluating knowledge retention test → Kirkpatrick Level 2 ( Pre-test and post-test scores )
Measuring on-job behavior change → Kirkpatrick Level 3 ( Direct observation and transfer )

Learning + Training Systems LE

ADDIE Analysis, design, development, implementation, evaluation
Kirkpatrick L1 Learner reaction and satisfaction
Kirkpatrick L2 Assessed knowledge and skills learned
Kirkpatrick L3 Observed workplace behaviour transfer
Kirkpatrick L4 Organizational results; ROI assessed separately
Andragogy Self-directed adult learning theory
Needs Assessment Organization, task, person analysis
Transfer of Training Applying new skills on job

Kirkpatrick Evaluation Levels LE

Reaction Learning Behavior Results
L1: Reaction and satisfaction L2: Learning knowledge acquired L3: Behavior transferred on job L4: Organizational results and impact

Hierarchy of Hazard Controls HE

Elimination Substitution Engineering Administrative PPE
Elimination: remove physical hazard Substitution: replace dangerous agent Engineering: isolate worker mechanically Administrative: alter worker procedures PPE: individual protective equipment

Health, Safety + Risk HE

Elimination Physically removing the hazard
Engineering Control Isolating people from hazard
Administrative Control Changing work procedures and shifts
PPE Personal protective equipment barrier
IRS Internal responsibility system accountability
JHSC Joint health and safety committee
Right to Refuse Worker unsafe work stoppage right
Undue Hardship Legal limit of accommodation obligation

Capital vs Operating Budget RE

Capital Budget

Long-term asset investments
HRIS major software acquisition
Depreciated over multiple years

Operating Budget

Day-to-day ongoing expenses
Employee salaries and benefits
Consumed within current year
Long-term assets vs ongoing expenses

HR Metrics + Financials RE

Turnover Rate Separations divided by average headcount
Cost Per Hire Recruiting costs divided by hires
Absence Rate Lost workdays divided by workdays
HRIS Integrated workforce data management software
Operating Budget Day-to-day ongoing expenses
Capital Budget Long-term major asset expenditures
Variance Analysis Actual spend compared against budget

Common Traps

CHRP-KE vs ELE Scope Trap

CHRP-KE tests academic HR concepts ≠ ELE tests Ontario workplace legislation

Enrichment vs Enlargement Trap

Enrichment adds vertical autonomy ≠ Enlargement adds horizontal tasks

Compensatory Scoring Trap

CHRP-KE requires overall passing score ≠ No per-domain minimum score requirement

PPE as First Defense Trap

PPE is last hazard defense ≠ Prioritize elimination where reasonably practicable

Mediation vs Arbitration Trap

Mediator has no decision authority ≠ Arbitrator issues binding legal award

Pay Equity vs Equal Pay Trap

Equal pay: substantially same work ≠ Pay equity is equal value

Last Minute

1. 175 questions across 3.5 hours
2. Strategy is weighted 4 percent
3. Compensatory overall score passes
4. Enrichment adds vertical job autonomy
5. Behavioral interviews assess past actions
6. Elimination is first hazard control
7. PPE is last defense control
8. Kirkpatrick L3 measures behavior transfer
9. Pay equity compares equal value
10. Arbitration issues binding legal awards

HRPA CHRP Knowledge Exam (Ontario)

Practice Questions 141 questions Study Guide 37 topics Cheat Sheet 67 facts Flashcards 50 cards Games 43 terms Shorts 2 short s Blogs 1 blog
Word games 43 terms Guess the Term T E R M S Read the clue and guess the term in 6 tries. Word games 43 terms Term Match Swap tiles to line up three of the same term. Word games 43 terms Term Pairs ? ✓ ✓ ? ? Flip two cards at a time to find matching terms. Word games 43 terms Term Search Q T E R M X Find five hidden terms in a grid of letters.