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 and therefore there is no precise best practice and best fit model for a longer period. The HR practices need to align with every step of the life cycle of the company where rapid changes will show inconsistencies within the HR culture of the company (Boxall and Purcell, 2003).
The study done by Eilertsen in 2017, the best practice approach make an adverse influence to the company and has a negative impact on organisational success. Best practices can obstruct organisational performances and through the less attention given for associated dynamics dilute the strategic differentiation of the company (Eilertsen, 2017). And as per Hannah (2011), it’s a real challenge to copy the best practice approach what others do and making them according to the unique needs of the organisation. Thus, Hannah (2011) mentions that in order to apply the best practice and best fit model, a careful attention is needed for all the business operations of the company (Hannah, 2011).
However, the Best practice and best fit model make higher expectations from the employees than they can give and it overlooks employee interests (Anon, 2016). As well the Best practice and best fit model mould employee behaviour as per organisational strategy and the higher involvement of the employer hampers the motivation, commitment and the productivity of the employees of the company especially with the cost leadership approaches (Anon, 2016). According to Armstrong (2006), high sophisticated and systematic best fit approaches align with the organisational strategies are not always fit for an organisation in a dynamic business environment (Armstrong, 2006).
Jennings et al (2009) also add to the argument that the best practices are standardized and formalized and difficult to apply for every situation of the organisations. Further, Morris and Maloney (2005), reveals that the best practice model is incompatible with reward and performance evaluation system of the organisation. And also Marchington and Wilkinson (2002), reveals that as the best practices are sophisticated and inflexible with the organisational strategies that will not be compatible with the prevailing business competition, the best practice approach is not suitable for small organisations. If a company follows “one sizes fits all” for the enhanced organisational performances, there need to have well capable employees with positive synergies between them (Marchington and Wilkinson, 2002).
I agree with your discussion Thanuja Sandaruwan , in addition to this Boxall and Purcell (2003) criticized that in a rapidly and constantly changing business environment, the company and its strategy are affected by many alternating factors, and the entire human resources system can only be adjusted frequently to adapt to new challenges. In the same way According to Beardwell and Claydon,(2004) Criticisms of the best-fit approach Several problems that were found in the basic theoretical assumptions and application to the organization.Torrington and Hall (1998),states that further The criticism is that in order to pursue higher economic performance, the most appropriate model often ignores the interests of employees.
ReplyDeleteHy,Yeh its true In context to Armstrong (2006) Best fit model help to face the dynamic business condition.and the human is the most live asset within the organization.According to Beardwell and Claydon (2004) Best Fit approach with several assumptions because this model is basically use to handle human resource always human behavior changing there for should make some assumptions when implementing the Best fit model.
DeletehI Sadaruwan , Purcell (1999) view, organization should be less concerned with best fit and best practice and much more sensitive to processes of organsational changes so that they can avoid being trapped in the logic of rational choice.
ReplyDeleteAccording to Jennings (2009) best Practice and Best Fit model can not be apply to every situation.So due to this reason some times organizations less concern about the process.
ReplyDeletebut this best practice and best fit model can apply to manage people.