This article reviews the "best practices" in personnel and human resources management as advocated by teachers and researchers in the field. In spite of the good intentions and strenuous efforts by both scholars and practitioners, the resources management function has failed to have any significant impact on management policy. Rather it has been and remains today a reactive function, responding to problems only when they arise. This article analyzes the reasons why the "best" human resource management policies have not been widely adopted and suggests how their utilization might be encouraged.
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