Professional Practice and Ethics Flashcards
7 cards from real CHRP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Professional Practice and Ethics flashcards as text
An HR professional discovers that a colleague has been falsifying employee performance records. What is the CHRP's ethical obligation?
Answer: Report the misconduct through appropriate channels
CHRP ethics require reporting misconduct through appropriate internal or external channels to uphold integrity and protect the organization.
Which concept refers to an HR professional's duty to serve both the organization's interests and employees' well-being simultaneously?
Answer: Dual allegiance
Dual allegiance describes the HR professional's responsibility to balance organizational goals with fair treatment of employees.
When an HR manager is asked to implement a policy that may violate employment law, the most appropriate first step is to:
Answer: Advise leadership of the legal risk and recommend compliance alternatives
HR professionals must counsel leadership on legal risks while proposing lawful alternatives rather than blindly executing or escalating externally first.
What does 'evidence-based HR practice' primarily require?
Answer: Using data, research, and critical thinking to inform HR decisions
Evidence-based HR practice integrates research findings, organizational data, and professional judgment to drive sound decisions.
An employee requests access to their own personnel file. Under typical US employment practices, the HR professional should:
Answer: Grant access in accordance with applicable state law and company policy
Several US states grant employees the right to inspect their personnel files, and HR must comply with applicable state law and internal policy.
Which of the following BEST describes the concept of 'professional credibility' for a CHRP?
Answer: Demonstrating consistent ethical behavior, competence, and reliability over time
Professional credibility is built through consistent demonstration of ethics, competence, and trustworthiness — not credentials or popularity alone.
A CHRP learns that company layoffs are planned but is instructed to keep this confidential while recruiting new employees. The ethical tension here involves:
Answer: Duty of confidentiality versus duty of honesty to candidates
HR faces an ethical conflict between organizational confidentiality obligations and the duty not to mislead job candidates about the organization's stability.