Question
Question 5 According to Legge (1995 ), in the debate around the difference between HRM and personnel management, there is little difference between HRM and personnel management that is considered important. From a strategic HR perspective, this involves: A. Line management involvement in people management B. Linking HR strategy with competitive strategy C. Line managers involvement in people management with HR strategy linked with competitive strategy D. None of the above B D A C 1 pts
Answer
4.6
(88 Votes)
Maisy
Elite · Tutor for 8 years
Answer
C
Explanation
This question pertains to strategic human resources management (HRM). It wants to clarify the core distinction between HRM and traditional personnel management, given the claim that there is little difference between them. According to the given options, strategic HR might be about the involvement of line managers in people management, the alignment of HR strategy with competitive strategy, the combination of these two aspects, or none of the aforementioned items. Option A suggests that strategic HR might entail the involvement of line managers in HR matters. This concentrates on decentralizing HR responsibilities, moving some away from HR professionals to line managers. Option B postulates that strategic HR aims at aligning HR strategy with competitive strategies. Essentially, this proposes a more coordinated planning approach to business and HR strategies, making sure that they support each other when realized. Option C mixes elements from A and B, suggesting that strategic HR acts on both realms- bringing in line managers to people management matters and establishing an explicit connection between HR strategies and business drift. Basically, strategic HR seamlessly combines HR planning with overall business planning. Then, option D implies that none of the three above constitutes the actual strategic HR.Therefore, the motive is to highlight the correct characteristic of a strategic HR approach within the presented choices.