Human Resource Strategy Essay 2022

HUMAN RESOURCE STRATEGY
Introduction
Human resource strategy is one of the most significant aspects in the study of
business as the concept of Strategic Human Resource Management (SHRM)
focuses on systematic and methodical approach towards a business organisation’s
most efficient resource that is employees and respective policy development
approach around the same (Boon, 2016). The instant essay delves into the concept
of “best practice” and “best fit” in the context of SHRM. The primary theme of the
essay revolves around the critical analysis of these concepts by putting the argument
in this regard by respective scholars through literature review and also summarising
the finding to present the essence of the content of the paper in the context of
SHRM.
At the beginning of the essay, the researcher has introduced the topic briefly
followed by the discussion on the chosen topic. Such discussion involves putting
arguments for and against the concepts so identified in the theoretical backdrop of
the relevant field of study. Based on such analysis and argument, the researcher
finally concludes the paper by ending note stating the final position of the researcher
with respect to the chosen theme or topic of the paper.
Discussion
Main Idea 1: Best Practice
Sub Theme 1
The section will provide an overview of the concept of best practice in the HRM
context.
The concept of best practice in human resource management is a much-debated
topic. As per Pfeffer, a business organisation needs to have few standardised human

resource management policies and principles in place which should focus on
maintaining and managing and efficient workforce through motivation in order to
achieve organisational goal effectively (Wright, Nyberg & Ployhart, 2018). In this
context, it will be wise to note that the best practice concept is somewhat different
from that of the concept of best fit which will be discussed in the next section of the
paper. As per the best practice concept denoted by Pfeffer, there are 7 best
practices that an organisation may need to adhere to for achieving competitive
advantage with respect to HRM and these are as below:
Employee security
Selective hiring
Effective teamwork
Performance-based compensation
Pertinent and relevant training
Democratic organisation and
Easy access to information (Veld, 2016)
Summary: The section presents a brief idea about the concept of best practice in the
HRM context.
Sub Theme 2
The section will present a discussion on the advantages and disadvantages cum
limitations of the concept of best practice in the HRM context.
The advocates of the best practice argue that there is a universally approved
approach or method that may lead to superior business performance in terms of
HRM. The proponents of the concept state that there are certain bundles of activities
that a company must undertake in order to achieve a sustainable goal with respect to
its human resource and thereby attain competitive advantage in the industry over
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others for the long term. In other words, the best practice concept aims to establish
that the management should not change or tweak standardized human resource
principles for methods to be in line with the changing landscape of labour market,
technological and social advancement and change in the global scenario of
business. Rather, adherence to those standardised bundles of activity will help the
business to achieve sustainable and motivated workforce which will, in turn,
contribute towards the achievement of broader corporate objectives effectively
(Soomro & Shamsi, 2018).
However, it has also been observed that the model has been alleged for its number
of limitations. First of all, these best practices may not be considered to be e fruitful if
not applied efficiently. For example, hiring right people largely depends upon the
scene in the labour market and placing right people in right job role does not
necessarily mean operational excellence if the supervision and monitoring remain
inefficient without structured communication and reporting framework, responsibility
delegation and duty segregation. Similarly, the other points have also been
countered by different researchers. The primary essence of the theory's weakness is
its oversimplification and rigidness in accepting situational needs and thereby
tweaking HRM principles and policies accordingly (Pfeffer & Berchez, 2017).
Summary: The section above critically evaluates the concept of best practice stating
its importance as well as limitations in HRM study and practice.
Main Idea 2: Best Fit
Sub Theme 1
The researcher will present a brief discussion on the concept of best fit in the HRM
context in this section.
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