Introduction
The ‘best fit' approach refers to the establishment of an alignment between Human resource strategies and Organizational strategies. In this method, the strategies held by the human resource department should be structured to aid in the achievement of goals set for the entire organization (Bratton, 2007). On the other hand, Best practice approach entails the implementation of a combination of the finest practices in human resource management, which focus on high commitment, involvement, and performance. This approach is done with the aim of achieving improved performance of the organization as a whole. This paper will focus on the major arguments supporting the Best Practice /best-fit approach, its impact on Human Resource professionals, and the uses of the approach in different organizations. The paper will also highlight
how this human resource management approach meets ethical and sustainable global corporate obligations.
Main Body
Key Arguments Supporting Best-Practice/ Best Fit Approach
In best-fit approach, there are three models, which include the life cycle, competitive strategy, and strategic configuration models. This approach backs the adoption of vertical integration whereby an advantage is increased by adopting the requisite human resource policies and procedures. The most suitable policies are also put in place subject to the stage of the business is in its life cycle. Also, organizations seeking to gain competitive advantage lay emphasis on the configuration of the most appropriate practices to the competitive advantage strategy (Redman & Wilkinson, 2009). The competitive advantage model of the best-fit approach can be further classified into cost reduction strategies and the focused qualitative strategy.
The cost reduction strategy entails the adoption of fixed and unequivocal job descriptions, repetitive tasks, short-term result oriented appraisal and training of basic skills. On the other hand, strategies that focus on quality require job descriptions that stress on competency. Also, the quality focused strategy requires targets, for both personal and group performance, and constant training along with development.
The principal assertion by the advocates of the best-fit approach is that there ought to be an alignment between the human resource management practices and the strategic goals of the organization. As for best practice, an assumption is made that there is a blend of best practices that when implemented in human resource management will yield high commitment, involvement and performance of employees in the organization.
Proponents of the best-fit approach are of the argument that there is no general way of approaching situations in human resource management, therefore what is suitable for a given place may not work elsewhere. Thus, the suggestion for vertical integration in organizations since each organization is faced with unique conditions that call for distinct strategies.
It is also argued that reward system ought to be linked to the training and development of the employees given that performance is dependent on skills. The policies and practices entailed in the best-fit approach are largely similar to those inherent best-practices approach. Promotion and work incentives are one of the intrinsic features in the best-fit approach as well as in the best practice approach.
The two theories also have the commonality of the aspiration to attain improved performance in organizations. There is also the argument that these approaches advocate for increased employee attraction and retention through an effective training and rewarding system, which is a component of good corporate culture.
Impact of Best Fit/Best Practice Approach on Human Resource Professionals
This approach assist managers in dealing with performance and competitive challenges given that the strategies/practices adopted in the approach centers on enhancing the competitiveness of and performance of the organization. The human resource professionals are also aided to transform their leadership styles in the bid to align human resource management to the organizational strategy and adapting the best practices. This approach is also known to provide guidance in the optimization of the present human resource management system of an organization.
The best-fit approach also stresses on the need for managers to understand that the workability of given strategies is limited to specific environments and hence the need to shun globalization of human resource management practices.
How Best Fit/Best-Fit Approach Can be Applied in Organizations
Employees training and development
According to Johnson (2000), training and career development provides skills and knowledge requisite for the attainment of organizational goals. Being a best-practice, training is vital in increasing the competitive advantage since it boosts employees self-confidence. Thus, an increase in staff training has a consequent increase in efficiency and performance. To motivate employees, organizations ought to focus on the development of training programs that not only benefit the organization but also are valuable to the employees' individual live (Enz & Siguaw, 2000). As a result, employees will be more committed to the attainment of the organizational goal.
Motivating employees through Performance appraisals
Human resource management is tasked with managing the performance of employees, and one of the means of boosting the commitment of employees is through conducting performance appraisals. As a mode of motivating staff, appraisals can be used by worker co-operations, NGOs, and the public service as a basis of rewarding workers. This is because they facilitate the assessment of performance by individuals, which is the best standard for operational performance. When appraising the staff, the level of competence, ability to work as a team, skills and ethics are key factors that should be put into consideration.
Good communication system
For an organization (Public, NGO or a worker co-operative) to run smoothly, it is imperative to establish a superb communication system as a feature in the good-practice approach. The efficiency of operations is attained when a sound communication system is put in place and goes a long way in ensuring that the strategic goals of the organization are met.
Effective use of teams
An effective team in the setting of an organization is characterized by the ability to manage itself, self-awareness and management, and the ability to regulate itself. With these features in place, the team can carry out the assignment of definite jobs to members, undertake the planning, scheduling and setting of goals. Through this good practice, the employees gain responsibility and are engaged in decision making thus boosting their morale which is a key attribute to organizational goal achievement. Organizations are therefore under the obligation to effectively employ the teamwork approach to enhance efficiency and productivity.
Ensuring employee job security
Job security is a key aspect in ensuring that employees' motivation is enhanced given that highly motivated workers yield the highest productivity and efficiency. Worker Co-operatives are essential in the lobbying for job security for their members. In the process of ensuring job security for employees, it is imperative for organizations to put in place formal practices as far as the procedures for employment are concerned.
Effective compensation strategies
Compensation serves as a work incentive thus the need by organizations to establish the best strategies when it comes to compensation. In most cases organizations both public and NGOs adopt the method of remunerating staff subject to the work they perform. This is key to ensuring high performance since employees will be highly motivated to undertake their duties and will lead to the effective realization of organizational goals.
Calibration
Calibration facilitates the learning based on the successes and mistakes of others and acts as a tool for motivating employees to embrace a paradigm shift. Other applications of the best practice/best-fit approach in organizations include the empowerment of employees, which motivates them to enhance their performance, benchmarking, promotions and job rotations.
How Best Fit/ Best Practice Approach Meets Ethical and Sustainable Global Corporate Obligations
When organizations adopt this approach, some inherent features of the system facilitate the observation of ethical and sustainable corporate obligations. One of the ethical obligations this approach meets is the observance of employee satisfaction (Manzoor, 2012). This is done by the adoption of good remuneration and incentive practices, ensuring job security and having a broad comprehension of the issues facing employees.
Corporations are also required to ensure equity in the deployment of workers, and this is well catered for in the implementation of best fit/best practice approach (Wilton, 2016). The appointment of staff based on competence and requisite skills as a best practice feature ensures that the recruitment process is void of bias and consequently leads to sustainability of global corporate goals.
When implementing human resource strategies, it is also imperative to adapt them to the conditions of culture, legal obligations, and the market. This is large because the sustainability of these strategies is dependent on how well the practices comply with the regulations, culture and market under which the organization operates.
The adoption of emerging trends such as online job posting is also an ethical practice that is geared towards wide reception of job posts. It is a sustainable course since it widens the scope of people from which human resource department chooses its staff thus enhancing effectiveness (Bratton, 2007). Most leading multinationals have also strategized to improve their reputation as employee friendly through the provision of a suitable work environment.
Concisely, best-fit and best practices approaches are a source of influential tools that affect human resource management. They have a great impact on the productivity of staff, which in turn determines the firm's attainment of its goals. Also, they enhance the establishment of structures that meet ethics and sustainability of global corporate goals.
References
Bratton, J. (2007). Strategic human resource management. Human Resource Management içinde, Der: John Bratton,-Gold, Jeffrey, London: Palgrave Macmillan, London, 37-71.
Enz, C. A., & Siguaw, J. A. (2000). Best practices in human resources.Cornell Hotel and Restaurant Administration Quarterly, 41(1), 48-61.
Johnson, E. K. (2000). The practice of human resource management in New Zealand: strategic and best practice? Asia Pacific Journal of Human Resources, 38(2), 69-83.
Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), 1.
Redman, T., & Wilkinson, A. J. (2009). Human resource management: A contemporary perspective.
Wilton, N. (2016). An introduction to human resource management. Los Angeles: SAGE Publications.
