The concepts of best fit and best practice are applied in strategic human resource management to the particular policy section of reward structures each of the approaches endeavors to explain the manner in which human resource policies generally and reward policies particularly can lead to better organizational efficiency (zupan & kaše, 2007. Best fit vs best practice 2 best fit versus best practice strategic human resource management (hrm) has been consumed with researching two specific models of how a company should make strategic choices in labor management – ‘best fit’ and ‘best practice.
Best fit advocates the firm’s reward system should be aligned to organization strategy best practice is a group of human resource policies which include a reward system. Best practice suggests certain types of practices are universally successfull while best fit acknowledges the relevent impact of contextual factors further below we will look into detail the two concepts in question and see how they are similar or different and how they impact different organizations and their employees and employers. Best practice vs best fit march 18, 2016 march 21, 2016 due to the rapid change in the business world recently, more and more firms and companies realize that their employees are considered as an asset which is an important resources of the organisation.
The best fit practice for that matter looks at it as an obligation of the design to promote development and make use of employee inputs that will promote the organization the best fit approach also makes use of expectancy theory of behavior.
Best practice or best fit “best practice” has been a mantra for over 10 years it’s time for a change why if something is a best practice, then every other practice is inferior but if everyone is doing the same best practice, it leads to conformity. Notwithstanding the inconsistence in both the best fit and best practice approaches, there is a momentous effect of human resource management practices on attitudes and behavior of employees based on the idea of social change.
211 best practice as an approach in hrm the relationship between performance and human resources management of uba can be linked to two approaches which are the “best practice” and “best fit” united bank for africa (uba) as an organization takes advantages of both approaches to carry out their human resources activities. In practice, this typically involves looking at the current programs or practices, evaluating the desired future state (gaining various opinions and considering best practice) and creating programs that form a pathway to the desired future state. 211 best practice as an approach in hrm the relationship between performance and human resources management of uba can be linked to two approaches which are the “best practice” and “best fit.
Best practice assumes that there is one ultimate practice better than the rest, a one size that fits all this one-size-fits-all approach presents a conundrum, on one hand we believe that best practice is a tried and tested recipe for business success and that comparing ourselves to metrics and others in our industry can result in increased competitiveness. Method: identify best practice, give hr a high profile, get top level commitment, sell it, do it, measure it, reward champions behaviours through strong incentivesadvantage: much agreement / tradition on basic best practice also recognition of ‚bad™ practice established rules of thumb for selection training appraisal methods.
Method: identify best practice, give hr a high profile, get top level commitment, sell it, do it, measure it, reward champions behaviours through strong incentives advantage : much agreement / tradition on basic best practice. Best practice will place the emphasis on the core competencies of the employee and develop these to address the overall organisation’s strategy whereas best fit hr will compliment the strategy and fit in with the organisations culture organisations should choose hr practices and strategies that fit with their culture. Best fit vs best practice the best fit school hr strategy becomes more efficient when it is linked/ tailored to its surrounding context or environment of the business there are two elements of best fit school 1) external fit - the fit is inked to the operations strategy/ marketing strategy etc, ie the competitive strategy of the overall business.