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Organizations Adoption to Best practice and Best Fit Model

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 experience of the organization should be used as a tool by the administration in order to make tactical changes that relate to the organization.

In the meantime, Boxall & Purcell (2016) identify the advantages and disadvantages in the best practice model.  It limits policies to an extent that they are vulnerable to numerous changing possibilities, and it will be complex to handle new challenges as there might not be complete alterations in the HR system.   However, the best fit model also comprises with its drawbacks as explained in Kushner & Company's (2014) video. The organizations will have to invest more in new employees if they hire the best fit, and onboard them with the expertise required by the organizations. 

Making attention to the mentioned facts, it is observable that an organization should make use of the best theories of both the models. None of the two models could be idenfird superior to other. Redman & Wilkinson (2009) brings out that the best practice model support the thought of supremacy of the conduct of organizations, while Armstrong (2006) brings out that the best fit model specifies that HR strategies and organizational strategies should be aligned. 

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