“…For example, few of the sixteen HRPPs prescribed by Pfeffer (1994), such as incentive pay, promotion from within, training and skill development and so forth, were found to have consistent and positive impacts on firm performance (Becker and Gerhart, 1996;Delaney and Huselid, 1996;Marchington and Grugulis, 2000;Wright et al, 1999). Follow-up studies conducted outside of the US failed to find stable relationships between 'best practice' HRPPs and firm performance (De Saá-Pérez and García-Falcón, 2002;Fey et al, 2000;Huang, 2000;Khatri, 2000;Ngo et al, 1998). To reconcile these findings with the theory, Barney (1995), citing a resource-based view of competitive advantage, posits that individual practices have little economic value because they are seldom unique or difficult to imitate.…”