Leading explanations for the HR-outcome relationship are ....a.Human Capitalb.Social Capitalc.All of the aboved.Perceptions of HR

The leading explanations for the HR-outcome relationship are:

a. Human Capital: This refers to the skills, knowledge, and experience possessed by an individual or population. In the context of HR, human capital is seen as a resource that can be harnessed to achieve organizational goals. HR practices such as training and development, performance management, and talent management are all aimed at enhancing the human capital of the organization.

b. Social Capital: This refers to the networks of relationships among people who live and work in a particular society, enabling that society to function effectively. In the context of HR, social capital can be built through practices such as team building, networking opportunities, and fostering a positive organizational culture.

c. All of the above: This option suggests that both human capital and social capital are leading explanations for the HR-outcome relationship. This is likely to be the case, as both the individual capabilities of employees (human capital) and the relationships among them (social capital) can significantly impact organizational outcomes.

d. Perceptions of HR: This refers to how employees view the HR function and its practices within the organization. If employees perceive HR practices to be fair, consistent, and aimed at supporting their development, this can lead to positive outcomes such as increased job satisfaction, commitment, and performance. Conversely, negative perceptions of HR can lead to outcomes such as decreased motivation and increased turnover.

So, the answer is c. All of the above, as all these factors - human capital, social capital, and perceptions of HR - are leading explanations for the HR-outcome relationship.