Strategy
4%of exam
SWOT AnalysisPESTLE ScanningMission vs VisionBalanced ScorecardCompetitive Advantage
Professional Practice
11%of exam
HRPA Code of EthicsConflict of InterestEvidence-Based HRDuty of ConfidentialityPublic Interest
Organizational Effectiveness
13%of exam
Org DesignChange ManagementSpan of ControlJob CharacteristicsWorkplace Culture
Workforce Planning + Talent
13%of exam
Workforce ForecastingJob AnalysisStructured InterviewsSelection ValiditySuccession Planning
Labour + Employee Relations
11%of exam
Collective BargainingGrievance StepsProgressive DisciplineUnfair Labour PracticesDuty of Fair Representation
Total Rewards
13%of exam
Job EvaluationPoint-Factor MethodPay EquityComp-Ratio FormulaDirect vs Indirect Rewards
Learning + Development
13%of exam
ADDIE ModelKirkpatrick LevelsAdult Learning PrinciplesTraining Needs AssessmentTransfer of Training
Health, Safety + Wellness
11%of exam
Hierarchy of ControlsInternal Responsibility SystemJHSC RequirementsWorker RightsWorkplace Accommodation
Reporting + Financial Management
11%of exam
HR MetricsTurnover Cost FormulaHRIS ArchitectureVariance AnalysisOperating 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
- 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
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
- 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
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
- 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
Situation Task Action Result
S: Describe context and situationT: Define assigned job taskA: Detail specific personal actionsR: Quantify measurable final result
Behavioral vs Situational Interview
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
- 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
- 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
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
- 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
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
- 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
- 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
Analysis Design Development Implementation Evaluation
A: Analyze performance gapsD: Design learning objectivesD: Develop training materialI: Implement course deliveryE: Evaluate Kirkpatrick results
Training Needs & Evaluation Picker
- 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
- 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
Reaction Learning Behavior Results
L1: Reaction and satisfactionL2: Learning knowledge acquiredL3: Behavior transferred on jobL4: Organizational results and impact
Hierarchy of Hazard Controls
Elimination Substitution Engineering Administrative PPE
Elimination: remove physical hazardSubstitution: replace dangerous agentEngineering: isolate worker mechanicallyAdministrative: alter worker proceduresPPE: individual protective equipment
Health, Safety + Risk
- 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
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
- 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
Buy on Amazon