Final thoughts on Best fit or Best practice

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Each and every organization always trying on best to achieve their goals. HR strategy & organizational strategy & structure and proper cultural background is essential to reach that top level. Thus Best Practice & Best Fit approaches are being used by the organizations in various ways.

Some huge organizations have been used Best fit approach successfully even best  practice successful for popular and successful organizations, without using the both strategies at once, some organizations use these methodologies separately at the appropriate time & place and seems that it depending on the characteristics of the organization.
Armstrong (2009) stating that best fit model to be more convincing compared to the best practice model. On the other hand Eilertsen (2017),explain the best practice approach effects the company badly and has a negative impact on organizational success.Further Morris and Maloney (2005), explain the best practice methods treat equal employee manner without paying individual performances of employees. On the other hand Boxall, P. and Purcell, J. (2003) criticized Best fit model.


Different authors emphasized different plus & minus in view of the circumstances. Further (Armstrong, 2006). explain in one instance, best practices and best fit model is one of the main roles of the management and it's responsibility of management use the strategy subject to the variations within business environment.Thus Best Practice & Best Fit approaches are being used by the organizations in various ways when considering the practical usage.
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.

 Hr strategy & how should it be apply to the company


                                         Source: Kushner & Company 
The video explains simply with regard to the Hr strategy & how should it be apply to the company
In other words even some organizations have best practices, such as equal employment opportunities, fair and reasonable treatment to all employees & if any difficulty to find the best fit for any particular position, they even recruit the new employees to be the best fit, by providing sufficient training. Finally that’s the Organizations obligation is to gain the advantage on both approaches to refine their goals.


References
  • Armstrong, M (2006), A Handbook of Human Resource Management Practice, Kogan Page Publisher.
  • Boxall, P. and Purcell, J. (2003) Strategy and human resource management. London, Palgrav
  • Eilertsen, S. (2017), “Best Practices aren’t always best”, Business Strategy, Scholl of business and management, Pepperdine University, California
  • Kushner & Company (2014)What is HR Strategy [Online].  Video. <https://www.youtube.com>. Accessed on 13th October 2019.   
  • Morris, D. and Maloney, M. (2005), Strategic Reward Systems: Understanding the Difference between ‘Best Fit ‘and ‘Best Practice’, Department of Management National University of Ireland.







Comments

  1. Oshantha Perera13 November 2019 at 08:15

    Agreed.Effective and efficient system of human resource management that enables an organization to attract, employ and develop enough capable and motivated employees and achieve expected organizational performance by achieving desired employee performance. But usually influenced by many external and internal conditions. Therefor SHRM should use these two types of approaches in order to chive organizational goals (Bakshi1 et al,2014 and sikyr,2015).

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    1. Anne Camaleen5 December 2019 at 07:54

      Both models provide powerful methodologies for keeping the human resource management processes smooth & productive to organizations. Both models evolved with the organisational aim of gaining competitive advantage (Prasad, 2012). The main purpose of SHRM is organizational performances & achieving objectives.

      Delete
  2. Indika Moraes28 November 2019 at 13:11

    Agreed.HR approach becomes more productive when connected/adjusted to the company's surrounding context or environment. 2 Components - External fit: related to the approach for operations/marketing. The overall company's strategy. Schuler & Jackson (1987) formed the connection between competitive advantage, employee attitudes and human resources practices External Fit: HR policies and practices need to be clear. Evite policies that work in opposite directions. To foster teamwork and then to reward individual performance.

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    1. Anne Camaleen6 December 2019 at 03:04

      Thanks Indika adding values , Both models provide powerful methodologies for keeping the human resource management processes smooth & productive to organizations.

      Delete
  3. Nadeeranga Pathirana30 November 2019 at 14:45

    Agreed, both models have their list of pros and cons hence the leadership on the organization should determine when to use which approach. However, Armstrong (2009) appears to believe the best fit model to be more realistic compared to the best practice model. The author also comments, quoting Paawue (2004), that the business shouldn't always depend on the business climate when formulating strategies and instead, there should be opportunity for objective formulation of such strategies.

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    1. Anne Camaleen6 December 2019 at 02:07

      Sure Nadeeranga, (Armstrong, 2006)explains well the practical situation.Use of best practices and best fit model is one of the main roles of the management and it's responsibility of management use the strategy subject to the variations within business environment.

      Delete
  4. Sithari Udeshika Perera3 December 2019 at 02:57

    Hi Anne, Well written post. Both approaches “best practice” and “best fit” believe that HR practices should be complimentary. However, according to Purcell (1999) “what is most notable about the best practice model is there is no discussion on company strategy at all”. The main idea of this view is that organizations adopting a set of best practices attract superhuman resources, talent, and competencies. “These superior human resources will, in turn, influence the strategy the organization adopts and is the source of its competitive advantage”. (Milkovich & Newman, 2002).

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    1. Anne Camaleen6 December 2019 at 01:58

      HR strategy & organizational strategy & structure and proper cultural background is essential to reach that top level.Purcell (1999) stating that company strategy is not highlighting in best practice model.Company has to use these methodologies separately at the appropriate time & place desperately to obtain the best outcome of employees to achieve targets.

      Delete
  5. Mizni Farook4 December 2019 at 13:41

    Adding Furthermore to your comments, it is still debatable on which is more appropriate to an organization whereas, Many claim HRM has common best practices (Pfeffer, 1994), others suggest that it is best fit (Bakshi, 2014).

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    1. Anne Camaleen6 December 2019 at 01:53

      According to Eilertsen (2017), the best practice approach effects the company badly and has a negative impact on organizational success.As per Morris and Maloney (2005), the best practice methods treat equal employee manner without paying individual performances of employees.
      Finally that’s the Organizations obligation is to gain the advantage on both approaches to refine their goals.

      Delete

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