Best Fit and Best Practice Approaches in Strategic HRM

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Best Fit and Best Practice Approaches in Strategic HRM

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HRM Human Resources Management, best fit approach, best practice approach, business organization, institution, strategic management, business strategy, organizational performance, corporate strategy, workplace, employee commitment, performance, team work, workforce, Google, market capitalization, cross-functional management, stakeholders, employment process, resourcing, outsourcing, advertisement, employment opportunities, performance management, learning opportunities, communication, working environment, leadership

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Abstract

The idea of an institution may mean different concepts to different people depending on the underlying professional and academic orientation. Nonetheless, the idea of an institution may get perceived as a discipline that involves regulations, politics, public administration, psychology, and economics, among other possibilities, to explain precisely why some decisions within business organizations may get considered, and the impacts of selected decisions on business operations. The concept of the institution further gets defined by Gannon (2015) as collective liberation, control, and expansion of individual actions. Collective actions may cover areas such as procedures, law, and customs. The primary objective of collective action within business organizations involves greater or less control of the actions of persons engaged within the business organizations, which in turn results in possible gains or losses in the processes of implementing joint transactions.

Institutional Theory
Best Fit and Best Practice Approaches of Human Resource Management
1. The Best Fit Approach
2. The Best Practice Approach
Case Study: Google
1. Approaches in Managing Strategic Human Resource Axes
2. Google's Approach in Resourcing
3. Google's Advertisement of Employment Opportunities
4. External Pressures Driving Google's Resource Management
5. Performance Management Process at Google
6. The Healthiness of Google's Resource Base
7. Development and Learning Opportunities at Google
8. Employee Engagement and Communication at Google
9. Google's Work Environment
10. Innovativeness at Google
11. Change Implementation

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[...] And while the organization often sources the much-needed talent through critical internal processes, outsourcing through the outside source has also been applied by the company in the recruitment processes specifically where unique expertise and skills may be needed, such as some managerial positions (Gannon, Roper & Doherty, 2015). For the company, outsourcing has been effective in cases where an extremely specialized workforce may be needed, with the company employing different methods of personal development. As such, the managerial practices within the company have attracted unique talents based on the fact that the company lets most employees bolster their unique skills. Additionally, the opportunities for the company's workforce to maintain and set unique standards have also encouraged the growth and innovativeness of captured talents. [...]

[...] Change Implementation The company has set up strategic changes using different implements such as leadership, management, and power. And through organizational power, the company applies strategic elements of pressure to instantiate essential changes in the mind of employees. For considerable success, the management has provided information within the typical tradition and ritual systems of measurement (Kaufman, 2015). Nonetheless, the company's management has implemented significant change through systems of control, operational processes, training, role description, promotion, and enticements, as well as recruitment. [...]

[...] Human Resource Management strategy may as well as get designed and applied to assist a given corporate strategy. The concept of best-fit question universality assumptions posed by the best practice perspective; it further emphasizes the contingency fit between Human Resource operations and the stage of development of an organization, external environments such as competition, clients, suppliers, and labor markets, as well as organizations' internal structures (Garavan et al., 2018). Human Resource policies most certainly get minted by suitable contexts of individual employees, and hence, support overall competitive strategies; and so, aligning Human Resource Management practices to the strategies may enable companies to establish potential competitive advantage. [...]

[...] Extensive research operations have indicated that business organizations that may be high performers invest significant financial and time resources in the training and education of employees. Google, in particular, has provided development and training opportunities to its workforce both at organizational and individual levels. Besides, Google, freelance approach when it gets to the management of its workforce, where employees get to set their objectives, is crucial in improving the expertise and skills of employees; employees tend to get empowered and inspired by organizational management teams towards the realization of set objectives suggestions and advice may get provided by the management in the process (Paauwe & Boon, 2018). [...]

[...] The Healthiness of Google's Resource Base It is reasonable that Google's organizational success has largely been attributed to a rich Human Resource base. Additionally, how the company's Human Resources get improved and managed contributes extensively to the general success of the company. Google, in particular, is exceptionally full of skilled and talented employees that significantly contribute to bolstered product development that meets the needs of potential consumers (Paauwe & Boon, 2018). As such, the management structure of the company encourages astral managerial innovativeness and leadership among the workforces. [...]

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