PHR Human Resources Exam Prep
The PHR Human Resources Exam Prep helps you prepare for your upcoming PHR exam. The course highlights important challenges facing managers and employees in today's business climate. Interesting case studies explore real companies and organizations in-depth and delve into some of today's most effective, unique approaches in dealing with HR issues.
- 1.
Which of the following is not a step in the strategic planning process?
- A.
Formulating strategy
- B.
Making adjustments to strategy
- C.
Implementing strategy
- D.
Creating business plan
- E.
Environmental scanning
Correct Answer
A. Formulating strategyExplanation
Formulating strategy is not a step in the strategic planning process. The strategic planning process typically involves environmental scanning, which refers to the analysis of internal and external factors that may impact the organization's strategy. After environmental scanning, the organization moves on to formulating strategy, which involves developing a plan to achieve the organization's goals and objectives. Once the strategy is formulated, the organization then proceeds to implement the strategy and make adjustments as needed. Creating a business plan is also a step in the strategic planning process, as it outlines the specific actions and resources required to execute the strategy.Rate this question:
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- 2.
Standard human resource budget responsibilities for a company might include all of the following except what?
- A.
Performance increases
- B.
Travel expenses
- C.
Payroll taxes
- D.
Employee benefits
- E.
Repairs and maintenance
Correct Answer
E. Repairs and maintenanceExplanation
Standard human resource budget responsibilities for a company typically include managing performance increases, travel expenses, payroll taxes, and employee benefits. However, repairs and maintenance are not typically considered as part of HR budget responsibilities. These expenses are usually managed by the facilities or operations department, as they are more related to the maintenance and upkeep of the physical infrastructure rather than HR-related functions.Rate this question:
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- 3.
What is the purpose of a total rewards strategy?
- A.
To recognize organizational changes as they occur
- B.
To assist in creating teaming among employees
- C.
To use the firm's budget for rewards in order to retain employees
- D.
To plan for establishing salaries among employees
- E.
To represent the employer's brand as effectively as possible
Correct Answer
A. To recognize organizational changes as they occurExplanation
A total rewards strategy is designed to recognize and address organizational changes as they occur. This means that the strategy helps in adapting to changes within the organization, such as shifts in business goals, market conditions, or workforce demographics. By having a comprehensive rewards strategy in place, organizations can ensure that they are able to attract, motivate, and retain employees in a changing environment. This strategy helps in aligning the rewards offered with the evolving needs and expectations of employees, ultimately contributing to the overall success of the organization.Rate this question:
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- 4.
Which of the following is NOT part of the Fair Labor Standards Act?
- A.
Overtime
- B.
Exemption conditions for employees
- C.
Work conditions for children under 18
- D.
Minimum wage
- E.
Federal service contracts
Correct Answer
B. Exemption conditions for employeesExplanation
The Fair Labor Standards Act (FLSA) is a federal law in the United States that establishes minimum wage, overtime pay, and other labor standards. It also regulates work conditions for children under 18 and federal service contracts. However, it does not specifically address exemption conditions for employees. Exemption conditions refer to certain categories of employees who are exempt from the FLSA's minimum wage and overtime pay requirements. These exemptions are typically based on the type of work performed, job responsibilities, and salary level.Rate this question:
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- 5.
Which of the following best expresses the definition of benchmark positions?
- A.
Evaluation of current jobs
- B.
Common jobs within all organizations
- C.
Review of market conditions for salaries
- D.
Review of value in positions within an organization
- E.
Change in significant jobs in a company
Correct Answer
D. Review of value in positions within an organizationExplanation
Benchmark positions refer to the process of reviewing the value of positions within an organization. This involves evaluating the importance and worth of different roles and positions in order to establish a standard or benchmark for comparison. By conducting this review, organizations can determine the relative value of different positions and make informed decisions regarding compensation, career progression, and organizational structure.Rate this question:
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- 6.
The Latin phrase quid pro quo, used to describe a type of sexual harassment that is forbidden under Title VII of the Civil Rights Act of 1964, means which of the following?
- A.
This for that
- B.
Action follows belief
- C.
From the stronger
- D.
Limit before which
- E.
Actions not words
Correct Answer
A. This for thatExplanation
The Latin phrase "quid pro quo" translates to "this for that". In the context of sexual harassment, it refers to a situation where a person in a position of power or authority demands sexual favors in exchange for certain benefits or opportunities. This type of behavior is prohibited under Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination based on sex.Rate this question:
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- 7.
The risk areas that the human resources professional is responsible for considering include all of the following except which one?
- A.
Legal compliance
- B.
Workplace privacy
- C.
Safety and health
- D.
Labor relations
- E.
Business continuity
Correct Answer
E. Business continuityExplanation
The human resources professional is responsible for considering various risk areas, such as legal compliance, workplace privacy, safety and health, and labor relations. However, business continuity is not typically a risk area that falls under the purview of human resources. Business continuity planning is usually handled by other departments, such as operations or risk management, as it involves ensuring that critical business functions can continue in the event of a disruption or disaster.Rate this question:
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- 8.
Danny is in charge of meeting the competitors who have passed the first round of the application procedure for another situation at a vast consulting and counseling firm in New York. The principal candidate that Danny addresses is a young woman with a solid resume and an open identity. Danny is exceptionally awed and keeps on pondering the main competitor even while he is meeting the others. Subsequently, he rates the other candidates lower than the first one, even though two of the other candidates have more experience than the first one and have even received several awards that she has not received. In conducting the interviews, Danny has shown which of the following types of interview bias?
- A.
Cultural noise
- B.
Halo effect
- C.
Contrast
- D.
Negative emphasis
- E.
Leniency
Correct Answer
C. ContrastExplanation
In this scenario, Danny is comparing the other candidates to the first candidate he interviewed, who left a strong impression on him. Despite the fact that two of the other candidates have more experience and awards, Danny rates them lower because they do not match up to the first candidate. This demonstrates the contrast bias, where the interviewer's perception of one candidate is influenced by the comparison with other candidates.Rate this question:
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- 9.
Which of the following best defines featherbedding?
- A.
When a union coerces an employee to participate in union activities
- B.
When an obsolete job is retained to ensure an employee is not terminated
- C.
When an employer ceases to do business with another employer
- D.
When a union overcharges employees the union fees
- E.
When an employer treats an employee badly for acting as a whistleblower
Correct Answer
B. When an obsolete job is retained to ensure an employee is not terminatedExplanation
Featherbedding refers to the practice of retaining an obsolete job in order to prevent an employee from being terminated. This can occur when a job is no longer necessary or relevant, but is kept solely to maintain employment for a specific individual. This practice is often driven by union influence or agreements, and can result in inefficiency and unnecessary costs for the employer.Rate this question:
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- 10.
Which of the following legislative acts do not provide protection for whistleblowers (employees who choose to speak out against corrupt business practice)?
- A.
The Sarbanes-Oxley Act
- B.
The Railroad Safety Act
- C.
The Foreign Corrupt Practices Act of 1977
- D.
The Toxic Substances Control Act
- E.
The Occupational Safety and Health Act
Correct Answer
C. The Foreign Corrupt Practices Act of 1977Explanation
The Foreign Corrupt Practices Act of 1977 does not provide protection for whistleblowers. This act focuses on preventing bribery and corruption in international business transactions, rather than protecting employees who speak out against corrupt practices within their own organizations.Rate this question:
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Quiz Review Timeline +
Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.
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Current Version
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Mar 21, 2023Quiz Edited by
ProProfs Editorial Team -
Oct 23, 2018Quiz Created by
AdewumiKoju
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