PHR Human Resources Exam Prep

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.