Question: Aligning Human Resources Systems with Business Strategy: It seems to be very common sense to not have HR practices that are competing with one another.

Aligning Human Resources Systems with Business Strategy:
It seems to be very common sense to not have HR practices that are competing with one another. Why does this happen and what would be your recommendations to managers to try to avoid this scenario?
Provide examples from your work experiences in which incongruent HR practices existed. What was the impact on performance, motivation and turnover?

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