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 HR practices support in shaping the competencies of employees in an organization and directing them towards making a competitive advantage.
One dimension
of best practice, training and development provides employees with the required
skills and competencies that need to accomplish the individual and corporate goals
(Johnson, 2000). Thus, an organization should not pay attention only on operational
and development activities of the organization but also there is a dire need of
organizing training and developments programs on behalf of the employees where
it will ultimately improve the company performance (Enz and Siguaw, 2000). Similarly,
Armstrong (2006) points out that the best practice and best fit models support
in improving the employee performances that will ultimately lead in achieving
organizational goals and objectives. It is the responsibility of the management
to make the HR practices to
fit with the organizational strategy (Armstrong, 2006).
Aswelll, Luthans and Peterson (2003), brings out the point that HR practices under best practice model support in forming a better communication system within the organization which ensure the smooth flow of the operations of the company. However, as per Purcell (1999), a proper link should be there in between the best practices and best fit models and the organizational strategy to enhance the employees competencies and will direct them towards the goals and objectives achievement of the organization (Purcell, 1999).
I agree Thanuja Sandaruwan , in the same way Best practices can be also viewed as a key theme in the development of strategic human resource management, and if all organizations are identified, have obtained a commitment to best human resource management practices and implemented these practices, then all organizations will benefit from it and see to the improvement of organizational performance. (Beardwell and Claydon,2004).
ReplyDeleteHi Sadaruwan I agreed with what you have stated , according to Armstrong, (2006) best fit approach emphases the importance of ensuring the HR strategies are appropriate to the circumstances of the organization, including tis culture , operational processes and external environment.
ReplyDeleteAnd in addition of that Both theories aim to achieve high performance in organizations. (SIKYR and Sekerin, 2018). Claim that these models could be classified as ‘matching models’ because of their common aim is to match the human resources strategy with that of the corporation. The best fit and best practice school of SHRM focuses on the fact that close alignment between organizational strategy and other systems is respected. Lawler (1995) states that all organizational systems must start with business strategy because it specifies what the company wants to accomplish, how it wants to behave, and the kinds of performance and performance levels it must demonstrate to be effective.
ReplyDelete