CHRP-KE Exam Dumps - HRPA Certified Human Resources Professional Questions and Answers

HRPA’s Total Rewards competencies distinguish between internal equity and external competitiveness. Internal equity is established by assessing the relative value of jobs—the type of work, its skill, effort, responsibility, and working conditions—typically through job analysis and job evaluation. This ensures fair and consistent pay relationships within the organization.

Competitor pay (B) informs external equity (market competitiveness), not internal equity.

Team performance (A) is a basis for variable pay design, not the foundation of internal equity across roles.

Pay transparency (C) is a communication and governance practice; it does not determine equity, it helps demonstrate and sustain it.

Relevant Framework Reference (HRPA):

Professional Competency Framework: Total Rewards—designing internally equitable and externally competitive compensation structures through job analysis/evaluation and market benchmarking.

HRPA Study Guide: internal equity (relative job value) versus external competitiveness (market rates) and supporting pay governance practices.

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