Best Practice and Best Fit

  A study done by Samnani and Singh in 2013 reveals that the best practices method requires trial and error and it creates standardized HR practices at the unit level. Thus, the best fit policies are often required to amend as per the strategy changes of the company in response to the external environment competition and it will irritate company employees and will ultimately causes in demotivating the employees in the goals achievement process of the company (Samnani and Singh, 2013). Further, Morris and Maloney (2005), highlight the fact that the best practice methods promote treating all the employees equally and do not encourage the individual employee performances. Moreover, the best practice models are discordant with the other HR systems such as employee selection and performance evaluation systems of the organization (Morris and Maloney, 2005). AS per Boxall and Purcell (2003), appropriate alterations should be done to HR strategies in the dynamic business environment ...

Hsieh (2011), points out that best HR practices and Best Fit back in making a strong relationship in between the human resource management and the performances of the organization, where it stresses out the need of having a better alignment of the HR policies with the business strategy of the organization. And Mullins (2005) emphasizes that best practices boost the skills of the existing employees of the organization and also it supports in recruiting highly skilled employees. Moreover, Treen (2000), brings the point that the employers expect the best possible performance from the employees and consisting with best practices helps to fulfill such organizational expectations. Further, previous study done by Hsieh, 2011 explains the best practice and best fit lead to employee motivation and commitment while achieving competitive advantage where it is crucial on monitoring the employees behaviour in the process of accomplishing the competitive strategy. And as per Kumar (2016) the H...

Due to rapid changes in the present commercial world employees have become as a most important resource to the organizations. The most of the organizations has been towards adopting the perfect forms or policies to boost the assimilation and the correlation of human resources to share the vision, goals, and standards.  This is the same reason some global organizations have counseling sessions to combat stress, as a best practice (Workline et al, 2017).  It is at the high importance to be aware that HR strategies have to be appropriate in different situations, along with the way of doing things as well as with performance procedures. It has caused for Armstrong (2006) to indicate that diverse HR strategies have to be highly attentive on both the organization and its employees. Thus, no existence of a universal best practice. One that exists in an organization may not prove to be the best for another organization.  Thus, it is the reason behind the past experi...