CONCLUSION

To put everything under consideration, one can see that best fit and best practice approaches offer companies powerful tools for shaping human resource management processes. The concept of best practice is based on the assumption that there is a set of best HRM practices which are universal in the sense that they are best in any situation and that adopting them will lead to superior organizational performance (Armstrong, 2009). This concept of universality is criticized because it takes no account of the local context. The concept of best fit emphasizes that HR strategies should be congruent with the context and circumstances of the organization. ‘Best fit’ can be perceived in terms of vertical integration or alignment between the organization’s business and HR strategies. (Armstrong, 2009).It is generally accepted that best fit is more important than best practice. HR strategies set out what the organization intends to do about its human resource management policies (Armstrong, 2009).