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CHRP Exam preparation Questions & Correct Verified Answers
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CHRP Exam preparation Questions & Correct Verified Answers
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CHRP Exam preparation Questions &Correct Verified Answers
Name tasks that enable HR departments to plan strategically - ✔HR develops a corporate
liaison with a government-sponsored immigration project in order to meet anticipated skills
shortages; or
Retention programs, work/life programs, succession planning, and health, safety and security
programs are among the HR efforts that are viewed as key workplace challenges through which
HR can strategically contribute to organizations.
Name a task that enables HR department to focus on operational efficiency - ✔HR introduces
a context-sensitive resume scanning system to speed up the recruitment process; or in general:
organizational recruitment and selection
employee career assistance
legal compliance
employee incentive and rewards etc.
THE ROLE OF HR IN THE ORGANIZATION - ✔HR professional needs to understand the role
of people [human resources] within the organization.
Is it a high HR value organization?
➢ Knowledge based
➢ Service based
➢ High skill
Is it a low HR value organization?
➢ Commodity labor.
,How can an HR strategy add value to the organization?
Need to understand the organization's value proposition
Being at the board room table
STRATEGIC HRM - ✔A set of distinct, but interrelated practices, policies and
philosophies whose goal is to enable the achievement of an organization's strategy
HR AS A STRATEGIC PARTNER Requires - ✔Broad working knowledge of the business and
its stakeholders Greater emphasis on finance, the language of business, as strategy affects
all areas
Sound technical skills in order to establish credibility
Strong leadership skills
Roles that HR professionals need to fill - ✔Strategic partner (strategic HRM)
Change Agent (management of transformation and change)
Managing employee contribution
Administrative expert (Management of Administration)
Role of HR Department - ✔Strategically build and forecast valuable human capital
and competencies
Governance - ✔Internal system of principles, guidelines and practices that apply to all functions
within an organization that reaches its stakeholders, service providers and suppliers
• May also be developed as by-laws or regulations
• Every organization requires governance.
FLOW OF GOVERNANCE:
• Owners/ Stakeholders • Board • CEO • Executives • Managers • Workers/ Volunteers
,Who should be included in creating and supporting governance structures and systems in the
organizations - ✔When creating and supporting governance structures and systems in
organizations, involving various stakeholders with a vested interest in the organization's success
is essential. These stakeholders may include:
-Board of Directors: The board of directors is responsible for overseeing the organization's
operations and making decisions about its direction. Board members should have diverse skills
and experience, including legal, financial, and industry-specific knowledge.
-Senior Management: Senior management, including the CEO and other top executives, should
be involved in governance decisions to ensure the organization's strategy is aligned with its
goals and objectives.
-Employees: Employees should have a voice in governance decisions, particularly regarding
issues that affect their work environment, such as workplace safety and employee benefits.
-Shareholders: Shareholders have a financial interest in the organization and should be involved
in governance decisions that affect the company's profitability and financial performance.
-Customers and other stakeholders: Customers, suppliers, and other stakeholders may also
have a role in governance decisions, particularly regarding issues that affect their
interactions with the organization.
A collaborative approach involving various stakeholders ensures that governance structures and
systems are effective and reflect the organization's values and goals.
FIVE HR CORE COMPETENCIES - ✔1.Strategic Contribution
2.Personal Credibility
3.HR Delivery
4. Business Knowledge
5. HRM Technology
What is the Sarbanes-Oxley Act - ✔The Sarbanes-Oxley Act, also known as the Public Company
Accounting Reform and Investor Protection Act, is a U.S. federal law enacted in 2002 in
response to corporate accounting scandals, such as those involving Enron and WorldCom.
The law was named after its sponsors, Senator Paul Sarbanes and Representative Michael Oxley,
and it introduced new or enhanced requirements for public companies and accounting
, firms. The main objectives of the law were to restore public trust in the financial
markets, improve corporate governance, and increase transparency and accountability in
financial reporting.
Some of the key provisions of the Sarbanes-Oxley Act include requirements for public
companies to establish and maintain internal controls over financial reporting, certification of
financial reports by CEOs and CFOs, and increased penalties for white-collar crimes such as
securities fraud.
The law also established the Public Company Accounting Oversight Board (PCAOB), which is
responsible for overseeing the auditing profession and enforcing compliance with the Sarbanes-
Oxley Act's requirements.
HRIM (Human Resource Information Management) - ✔HRIM systems collect and
store information about an organization's full and part-time staff.
the key traits of successful managers - ✔Leadership: Successful managers are strong
leaders who can motivate and guide their teams towards a shared goal.
Communication: Effective communication is critical for any manager, and successful ones
are skilled at both giving clear instructions and actively listening to their employees.
Organization: Good managers are able to manage their time and resources effectively, and can
delegate tasks to the appropriate team members to ensure that goals are met on time and on
budget.
Strategic Thinking: Successful managers have a big-picture perspective and are able to
think strategically about how to achieve long-term goals.
Adaptability: The ability to adapt to changing circumstances and make quick decisions is critical for
managers who need to stay on top of their game and respond to unexpected challenges.
Emotional Intelligence: Successful managers are able to understand and manage their own
emotions, as well as those of their team members, to foster a positive and productive work
environment.
Empathy: Empathetic managers are able to put themselves in their employees' shoes and
understand their concerns and motivations, which can help build trust and loyalty.
Decisiveness: Effective managers are able to make decisions confidently and decisively, even in
the face of uncertainty or incomplete information.
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