The best fit approach enables employers match their human resources with the organization’s strategies, making it possible to enhance performance across different cultural and social settings (Al-Emadi & Schwabenland, 2015). On the other hand, the best practices approach entails the rigid application of standards without regard for the cultural and social contexts of the employees. The modern work place comprises of employees from diverse backgrounds. In particular, multinationals typically operate in markets with different cultures and consequently, different HR needs. A best practices approach, particularly one drawn from an MNC’s host country, can prove to be a liability in another country in which the MNC operates (Hassan, 2016). Contrariwise, the best fit approach facilitates the alignment of an organization’s expectations with its employees’ professional and cultural contexts.
Al-Emadi, A. A. Q., & Schwabenland, C. (2015). An investigation into SHRM perspectives effectiveness: A comparative study. International Journal of Management and Business Studies 5(3), 180-188. Hassan, S. (2016). Impact of HRM Practices on Employee’s Performance. International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), 15-22.
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