BEST FIT ORGANIZATIONS
Google’s philosophy is that with the right tools, you can attract the best talent, and develop happier and more productive employees. With these HR efforts, Google’s leadership is recognized worldwide.
The Cadbury culture combines positivity and balance, among work and life.
SAS is noted for offering a high-trust environment and
exhibiting a low turnover rate. The HR department is recognized as a pioneer in
addressing day-to-day stresses and concerns that are common in a workplace
environment.
The HR practices at Nissan include transparent salary scales and full autonomy for leaders to recruit and build their own teams. It is a practice not seen in the automobile industry. But, at Nissan, it is the key to production and manufacturing success.
Twitter is able to maintain the scrappy start-up feel while becoming a major tech firm because of the extensive training offered to those in leadership.
The HR team hosts all-company parties, complete with live music and a night club atmosphere to reward staff members for their hard work and dedication to the company.
Mentorships and open-door communication policies with leadership allows for creative freedom and the confidence to share ideas.
The company is recognized for its HR innovation through a highly disciplined culture, outstanding training opportunities, and strong and consistent processes.
The company believes in having a strong, cohesive, and open culture that works together as a team no matter what country the team member is from. Having a global mindset is what sets Shell apart from its competitors.
The Rolls-Royce Company is long synonymous with quality training and apprenticeships. The business model and value chain is incredibly innovative
Sources:
Glassdoor’s Best Places to Work – Glassdoor’s Employees’ Choice
Awards 2015
Glassdoor’s Best Places to Work – Glassdoor’s Employees’ Choice
Awards 2014
Fortune’s Best Companies – 100 Best Companies to Work For 2014
Fortune’s Best Companies – 100 Best Companies to Work For 2013
As best fit generally aligned with the better quality than external organizations in terms of attracting and retaining employees, rewards system should be comparable and satisfied by the employees (Morris & Maloney).
ReplyDeleteFurther to your comments,the underlying premise of best fit is that a close alignment between organisational strategy and other systems, including reward, can improve organisational effectiveness. Although the idea that pay should be linked strategy is not new, it received impetus in the 1990s with works by Schuster and Zingheim (1992, 1993) and Lawler (1995) discussing the merits of ‘new pay’.
ReplyDeleteBest fit enable synergies effect throughout the company, improve procurement, resource allocation and usage and improve profitability opportunities. It helps to reduce the operational costs, environmental changes, and take advantage of new opportunities such as internationalization ( Swoboda, 2016).
ReplyDeleteTo adding further,according to Porter (1996), fit refers to the network of closely related elements and activities that emerged in a specific organizational context and thus present an important obstacle for imitation by competitors. In addition to helping the firm to manage their resources more effectively, fit enables synergy effects throughout the firm, improved procurement, allocation and use of resources and increased earning capability.
DeleteProblems with the best practice models, in accordance with contingency theory, which emphasizes the importance of interactions between organizations and their environments so that what organizations do is dependent on the context in which they operate, it is difficult to accept that there is any such thing as universal best practice. What works well in one organization will not necessarily work well in another because it may not fit its strategy, culture, management style, technology or working practices. As Becker et, al(1997) remark: ‘Organizational high-performance work systems are highly idiosyncratic and must be tailored carefully to each firm’s individual situation to achieve optimum results.’
ReplyDeleteAgreed.However,as per purcell (1999) the organizations should be less concerned with best fit and best practice and much more sensitive to processes of organizational change so that they can ‘avoid being trapped in the logic of rational choice’.
DeleteIn addition Kim Golding (2004) stated that best fit is one of the main methods to increase of improved and implemented performances in an organisation. Adjust the employees to the requirements and human resource management of the organisation.
ReplyDeleteIn reply to your comment,The research examined the link between business performance and organization culture and the use of a number of HR practices.HR practices explained significant variations in profitability and productivity (19 percent and 1 percent respectively). Two HR practices were particularly significant: 1) the acquisition and development of employee skills; and 2) job design, including flexibility, responsibility, variety and the use of formal teams (Patterson et al (1997).
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