Best Practice and Best Fit

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...

Best Fit Approach simply refers when selecting employees to the job, the job responsibilities and duties are assign them to the qualification that they are capable of. To apply the best fit theory, Attitude tests is done when the employees are interviewing to the job. Most of the organizations use (MBIT) Myers-Briggs a special type of indicator to determine the best fit (Kuipers et al, 2009).  According to, Pittenger (2017) is reasoning about the MBTI method to select employees to Best Fit. According to his concept this is not a best method to implement, as it can be misrepresenting by some managers when categorizing personality types of candidates. Base of the theory of Pittenger (2017), explains four personality types; some people are outgoing, the others are reclusive and the others have realizing preference while others preference based on feeling rather than facts or proof. So according to Pttenger (2017) the Best Fit theory can be applied according to the person type. Some ...

Monzon & Di Ciommo in 2016 further emphasizes that the applicability of Best Practice model is more accurate and reliable for the profit oriented or professional organizations.  As well, according to Armstrong,(2006)this best practice concept can be applied to practical organizations based on the assumption that there is a universal accepted pre-defined set of best HRM practices and those set of practices are suite for any practical situation that organizations are faced with related to HRM issues and also by applying those concept organizations performance can be enhanced. Moreover, as per Armstrong(2006) this pre identified best practices can be applied to any business culture as well in any situation that means, whether it is critical or not and can be obtain with more reliable output; meaning a satisfied workforce can be created within the work environment. According to Lutchman et al, 2014, every organization should have to deal with internal best practices. Further, ...