Final thoughts on Best Practice and Best FIT

Final thoughts on  

Best Practice and Best FIT

The landmark history  of  Human Resources Management had begun in the 18^th century with the evolutions of beginning new people management practices (hrmhanbook,2019) . However Most of the organizations did not know how to apply the HRM practices in the respective organizations at that time the Strategic Human Resources Management came in to focus in the HRM agenda with a great impact ( Reddy,2013).

Comparing the two models: Conventional HR management lacks focus on the overall strategic initiatives of the company, but it works in strategic human resources management, for the SHRM has very clear route of implementing clear Strategic objectives in the organizations.

Some of the main features of SHRM are:

v  Best FIT

v  Best Practice

Some well-known organizations are positioning  Best fit approach and Best Practice approach successfully as a prominent SHRM feature. Most of the organizations are using Best Fit and Best Practice models separately depending on the organizational needs and the characteristics of the organizations.

Various authors describe Best Fit approach and Best Practice approach in different way, some find one elevates on the other.  Armstrong (2009) expressed that best fit model to be more convincing compared to the best practice model.  On the other hand, Mullins, (2005) said that best practice had increased the skills of the current workforce, and with recruiting it had reinforced the culture of a highly skilled work force. However, no one can argives that which one of those approaches (Best Fit and Best Practice) work better in the particular organizational context.

Best Fit approach and best practice approach have their own strength and weaknesses, however to get the best out of Best fit and best practice , a good HR Strategy has to be placed, to  accomplish the organizational goals. Introducing HR strategies in to HRM changed the behaviors and attitudes at organizations.  HR management can make a direct contribution to the performance of an organization and this means that HR professionals should focus on strategic human resource management (SHRM), which goes beyond administrative and bureaucratic approaches in the management of people (Bailey at el 2018). Armstrong, (2014) stated that SHRM is focused on establishing which configurations of HR practices are best linked with the organization’s business performance.

 In today’s modern, cosmopolitan business world, almost every organization has a tendency to launch Strategic Human Resources Management in to the organizational management context. In the same manner most of the organizations are enjoying the impact of SHRM in terms of :

·       Better productivity / Better revenue / Better profit     

·       Better turn over / better working environment

·       Better culture / better benefits and perks

It could be whether Best FIT  or Best Practice  the organization should ensure what is  best for them and  deploy most appropriate Strategy to reach organizational goals.

References

Armstrong, M (2014) A Hand Book of Human Resources Management Practice, 13th  Edition.

Armstrong, M (2006), A Handbook of Human Resource Management Practice 3^rd Edition.

Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., (2018) Strategic human resource management ,Oxford University Press.

Human Resources Handbook , 2019, https://hrmhandbook.com/hrt/hrm-history/.

REDDY. A ( 2013 )  A study on impact of HR  strategies on employee performance in Abu Dhabi distribution company . International journal of social science & interdisciplinary research vol.2 (1), January (2013).

Mullins, L. J. (2005). Management and Organizational Behavior.