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Question 1 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 D A B c 1 pts

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Question 1
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
D
A
B
c
1 pts

Question 1 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 D A B c 1 pts

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KylaMaster · Tutor for 5 years

Answer

<p> C</p>

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<p> This is a question about Human Resource Management (HRM) and Personnel Management and the role they play within a strategic context. The question references Legge (1995), implying that there is a little difference between HRM and Personnel Management that are vital from a strategic HR point of view. According to the given alternatives, one must analyse which approach best aligns with a strategic HR perspective.<br /> It begins with A. Line management involvement in people management, asserting that people management is an operational responsibility of line managers.<br /> Next, Choice B. postulates the Linking HR strategy with Competitive Strategy which ties the people management strategy with the overall competitive approach of the organization.<br /> Closely looking at C, it combines both A & B; stating Line managers involvement in people management with HR strategy linked with competitive strategy. This aligns best with a Strategic HR perspective.<br /> Meanwhile, D. is "none of the above" which would, by its own meaning, reject all options including even the optimal one (C).</p>
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