Organization adaption to the Best Fit approach
Finding Employee’s that matched with the Organization strategy and Keeping them who are already aligned
The primary focus of the best fit approach
is finding employee’s that matched with
the organization strategy and keeping
them who are already aligned with the organization. Further recruiting
suitable employees to the vacant positions is much important by identifying the
candidates who are willing to do things in the same way get done in the
organization (DeBellis, P 2018).
Finding
employee’s that matched with the organization strategy to be done methodically
and many procedures and techniques are found in leading organizations. Further Stone,
(1982) describes proper selection tools suitable to select employees to the
vacant positions as follows,
o
Interviews
o
Skill tests
o
IQ tests
o
Psychometric Test
o
Aptitude and competency bases assessments &
o
Reference check & network interviews
IQ should be a well-designed assessment by assessing how candidates think, critically evaluate problems and find answers. Also each and every candidate have their own cultural fits. But the best cultural fit is needed to find the best performance within.
In modern world technology playing a huge role in the recruitment process. For examples Myers Briggs team build tools & online Psychometric tests are available. Further instead of traditional resumes, modern methods will be applied by detailing current experiences, interests including social media. Also digital information would be categorized to match the right people to the right places to make the best output(Donaldson C,2019).
IQ should be a well-designed assessment by assessing how candidates think, critically evaluate problems and find answers. Also each and every candidate have their own cultural fits. But the best cultural fit is needed to find the best performance within.
In modern world technology playing a huge role in the recruitment process. For examples Myers Briggs team build tools & online Psychometric tests are available. Further instead of traditional resumes, modern methods will be applied by detailing current experiences, interests including social media. Also digital information would be categorized to match the right people to the right places to make the best output(Donaldson C,2019).
According
to (DeBellis, P 2018) In Best Fit organizations, 3 main properly designed
reward systems are introduced to the employees to make them encourage as
· Aligning rewards with corporate goals
When a company use Best
Fit approach reward system should be matched with organization culture &
goals. For example bonus & incentives are based on the achievements of
organizational objectives.
· Rewards to employee’s needs and
desires
This explains the
rewarding employees considering the actual needs and preference
· Rewards matching with the talent of
the employees
Best fit approach should
be rewarded uniquely by rewarding employees to make them valuable, caring about
their experiences instead of assuming their wants & needs.
Having said that in Best fit approach, paying above the market rates eventually
make a wise investment to the organization, Further especially when it comes to the replacement, it
would be particularly expensive or disruptive to the organization & pay levels are competitive with the labor market (Hsieh, 2011).
- DeBellis P, (2018) Best fit vs best practice: 3 keys to developing a compelling rewards offering.Insidehr[online].available at <https://www.insidehr.com.au/best-fit-vs-best-practice-3-keys-rewards-offering/.>.[Accessed on 26th September 2019].
- Donaldson C,(2019) Andrew Banks’ 100-point check process for recruiting the best candidates[online).available at <https://www.insidehr.com.au/andrew-banks-hiring-perfect-candidate/.>. [Accessed on 27th September 2019].
- Hsieh, Y. H. and Chen, H. M. (2011) Strategic fit among business competitive strategy, human resource strategy, and reward system. Academy of Strategic Management, 10(2), pp.11-32.
- Stone, T. (1982) Understanding Personal Mnagement, The Dryden Press Series in Management, m01st ed. Harcourt School
I agree with above content. However Best fit has some disadvantages too. According to Boxall and Purcell (2003), criticizes that in a changing business environment companies and their strategies are subject to multiple alternating unforeseen events and that it is merely possible to adjust entire HR systems to new challenges frequently.
ReplyDeleteBest fit & Best practice, Both models have advantages as well as disadvantages.Both models provide powerful methodologies for keeping the human resource management processes smooth & productive to organizations. Further it is understand that there is no definite best practice or clear best fit model that fixed to the HR process. Couldn’t find any absolute judgments on which approach works best.
DeleteGannon, Doherty and Roper (2015)'s study reveals that every industry cannot focus on gaining competitive advantages through human capital, as there are very persistent challenges in some industries, including barriers to seek new market opportunities which also prevents differentiation.
ReplyDeleteIn modern world many organizations depends on technological advantages. Eg. using robots to the support lines & artificial intelligence.Except the barriers to seek new market opportunities, challenge on fulfillment of particular tasks take becomes an common issue.
Deleteblog post 'Best fit & Best Practice Approach - Best fit approach''- September 26, 2019 explains further with the examples.
Wood (1999) distinguishes between four different "fits": internal fit, organizational fit, strategic fit and environmental fit but what seems to be missing is the employees Perceive human resources, practices, and whether this perception is aligned with organisational value and objectives. Raised this issue in terms of best practices, is it for the organization or employee. In both cases, the method seems to be concerned by employees View.
ReplyDeleteThe objectives of the organization, strategy & Hr strategy should be aligned together to obtain the maximum out put. When it comes to the best Fit employees need to be rewarded and best practice employees should be taken selectively.Finding employee’s that matched with the organization strategy to be done methodically. and should keep them encouraging by rewarding and appraising.
DeleteAlso Armstrong (2014) stated there are three models in best fit approach, 1)Life Cycle, 2)Competitive strategy and 3)Strategic configuration.However according to the researches and findings organizations will be more effective if they adopt a policy of strategic configuration.
ReplyDeleteAccording to Armstrong (2014) best fit is will be more effective if perfectly adopt to the policy of strategic configuration.For that adaption employees should be found that matched with the organization strategy through the above selection tools and have to Keep who are already aligned through the above rewarding concepts explained.
DeleteAgreed, in successful organisations, rewards are mainly awarded not for their performance but for their best practices, employees are rewarded based on what is best for their organisation (Pete DeBellis, 2018).
ReplyDeleteWell matching rewarding system should be applied by considering corporate goals, employee’s needs and desires, and talent of the employees as explained above.
DeleteIn order to apply the best fit model to an organisation, it is vital to have an understanding on the internal and external factors that impact on the operations of the company (Boxall and Purcell, 2003). As per Boxall and Purcell (2003), if a company fails to analyse the internal and external environment, the best fit approach will be unsuccessful.
ReplyDeleteBoxall and Purcell (2003) criticizes this model limits as they are subject to numerous irregular contingencies and it will be difficult to handle new challenges as the HR system could not be able to adjust completely.Practically using the mix of best fit & best practice models according to the internal and external factors of the organisation well works than depending on one strategy.
DeleteHi Anne, many believe that since the best fit model emphasizes the importance of establishing company HR strategies with influential factors such as culture, operational processes and external factors, it is considered more significant than the best practice model. However, there is no universal solution for HRM policies and practices. Hence, companies must strive to implement some best practices and incorporate into best fit approach (Donaldson, 2019).
ReplyDeleteSure there is no universal solution for HRM policies & practices.While some organizations productive on either best fit or best practice approach some are using the mix of both strategies.Using best practice in parallel with Best fit approach by being assessed selected candidates according to their suitability for particular role of business aims well works & many organizations use the mix method.Blog post 'Best Fit or Best Practice, what works well?' dated 13th October 2019 explained well with the examples.
DeleteAdding to your detailed analysis, Armstrong (2010) states that more often than not, the best fit based strategies may be drive less innovation - there is a tenancy for processes to become stagnant.
ReplyDeleteSure,according to Armstrong (2014)three models of Best fit are explained as Life Cycle, Competitive Strategy, & Strategic configuration.In Life cycle, development carries out in four stages as start up, growth and maturity.So it takes time to become stagnant.
DeleteHi Anne, I agree to your above content. Further, the' best fit' model suggests that' competitive success' depends on matching HR practices including pay-related practices to various contingent circumstances. It is a model which in terms of pay has a somewhat stronger' pedigree' than the' best practice ' model in representing the recent manifestation of the contingency approach of Lupton and Gowler (1969). This suggested that a pay system's ' appropriateness ' is likely to lie in matching the pay system with the management objectives and internal and external circumstances of the organization (Storey, 2007).
ReplyDeleteBest Fit model benefited stronger pay, reward systems and other benefits than best practice since the employees specialized with specific task, that's why recruiting suitable employees to the vacant positions is much important by identifying the candidates who are willing to do things in the same way get done in the organization.
DeleteHi Anne, the ‘best fit’ approach to strategic human resource management (HRM) explores the close relationship between strategic management and HRM by considering the influence and nature of vertical integration. Vertical integration, where leverage is gained through the close link of HR policies and practices to the business objectives and therefore the external context of the fir, is considered to be key theme of strategic HRM. “The inflexibility of ‘tight fit’ models in a dynamic, changing environment was evaluated, and consideration was given to achieve both fit and flexibility through complementary SHR systems.” Julie Beardwell and Tim Claydon (2007).
ReplyDeleteAppreciate the view Sheron, Both models are much important to a smooth function of a n organization (Donaldson, 2019).
DeleteFurthermore, Wood (1999) identifies four specific' fits': inner suit, institutional fit, tactical fit and eco-fit. But the connection between how the worker perceives HR, policies, and whether that understanding aligns with the organization's values and goals seems to be lacking.
ReplyDeleteFinding employee’s that matched with the organization strategy to be done methodically. and should keep them encouraging by rewarding and appraising.Then only the best out come appears.so Hr policies take Significant room.
DeleteHi Anne, a very good post but, most managers tend to believe, rather erroneously that they can adequately motivate their workers by offering rewards such as higher pay, bonuses, and paid vacations Morse (2003).
ReplyDelete