Question
cussions signments ades ople ollaborations hat oom 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 c A D
Answer
4.1
(381 Votes)
Poppy
Expert · Tutor for 3 years
Answer
D
Explanation
This question is based on a reference to an opinion by Legge (1995) regarding the difference between Human Resources Management (HRM) and Personnel Management. The choices given are all potential elements of a strategic HR approach. Thus, the primary purpose of this question is to test the understanding of strategic human resource management methods from a management perspective, involving line management's contribution and linking HR strategy with a competitive strategy. option A talks about the involvement of Line management in people management, which is an intricate part of HRM revolving in managing people.Option B is about linking HR strategy with competitive strategy, a critical aspect for any HR strategy approach is aligning such with the competitive environment the company lies.Option C speaks about Line managers' involvement in people management with HR strategy linked with competitive strategy. It shows a well-rounded plan wherein both line management involvement and strategy alignment are considered important.Option D simply says that none of the provided options fit which oftentimes hasn’t really been the case.Hence this suggests that the user would want to select one of the above.