Analysis of SHRM Practices: Best Fit and Contingency Report

This report provides an analysis of SHRM practices, focusing on Best Fit and Contingency approaches. It explores the importance of aligning HRM practices with organizational goals and strategies, particularly highlighting the universalistic approach and its application in companies like Google and Amazon. The report discusses the matching model of HRM, emphasizing the need for a strategic link between HR systems and enterprise strategy. It also examines the relationship between organizational culture, operational processes, and the best-fit strategy. The analysis includes references to relevant research and publications to support the findings.

SHRM

Table of Contents
MAIN BODY.......................................................................................................................................3
Explain and critically analyse the practices of Best Fit/Contingency..............................................3
REFERENCES.....................................................................................................................................4
Books & Journal:.............................................................................................................................4

MAIN BODY
Explain and critically analyse the practices of Best Fit/Contingency.
In organisation, it is important to adopt practices so that it is easy to achieve organisational
goals as well as objectives. Basically there are three types of approaches which are contingency,
universalistic & configurational. With proper analysis of SHRM approaches, HRM practices are
being carried out. In corporate world, universalistic is considered as most effective approach & best
practice as a strategical method. It is viewed as best because it help in managing diverse HR issues,
motivate employees at wider level. For example- Google & Amazon are focused towards employees
& have high retention period. CEO & director of both entities are concerned with HRM practices &
which too depicts the nature of universalists practices of organisation. The nature & size of work of
both companies are wider & broader. It also reflects that hiring, recruitment of these enterprises are
not easy and are time consuming (Adresi, 2017).
According to matching model of HRM, it states that system of HR as well as structure need
to be managed in such a way that it is linked with enterprise strategy 9Lv, 2019). Further, it is
analysed that Google consider their employee as a useful resources & accordingly implement HRM
practices & strategy. Furthermore, it is examined Adresi, 2017that appropriate type of best fit
strategy is being linked with enterprise culture, operational process so that decisions making is
done accordingly. Thus, universalists approach is to be used as practice within firm.

REFERENCES
Books & Journal:
Adresi, 2017. Investigating mediating effect of perceived organizational support between SHRM
practices and employee trust. International Journal of Engineering Business Management,
9, p.1847979017701131.
Lv, 2019, November. SDM: Sequential deep matching model for online large-scale recommender
system. In Proceedings of the 28th ACM International Conference on Information and
Knowledge Management (pp. 2635-2643).
Ren, S. and Jackson, S.E., 2020. HRM institutional entrepreneurship for sustainable business
organizations. Human Resource Management Review, 30(3), p.100691.