Best Practice Model Of Shrm

2141 Words Jul 3rd, 2015 9 Pages
Best Practice
Initially explored by Jeffery Pfeffer in 1998 (Leatherbarrow et al, 2010, p. 59), the best practice model of SHRM can be described as a number of specific HR practices that are universal and have the potential to bring about enhanced performance for all organisations (Marchington and Wilkinson, 2006, p. 72). Alternatively, known as a universalistic perspective, the model is recognised to give superior outcomes, whatever the situation (Delery and Doty, 1996). It integrates horizontally where practices are supported jointly. Over the years, various academics have scrutinised this area and subsequently identified and published their own set of ‘best practices’. Ultimately, these studies recommend that their sets of HR practices can assist in better staff performance, improved staff retention, reduce absenteeism, which can increase efficiency and quality in the company.
Pfeffers’ Practices
The best-known and universally accepted practices are those published by Pfeffer in 1998 (Armstrong, 2009) which are: Pfeffers’ Practice Description
1 Employment security and internal labour markets This supports his 6 other practices by offering job security in return for hard work and commitment to the company.
2 Selective hiring and sophisticated selection Recruiting, selecting and then retaining the best people can lead to gaining a competitive advantage
3 Extensive training, learning and development Organisations need to ensure that they retain the best people.
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