NB: Look at how the weaknesses of one model can be fixed by another model. BEST PRACTICE MODELS INTRODUCTION Due to the ever increasing rivalry between organisations, managers have been forced to develop strategies to allow them to compete in the competitive business environment and to provide the organization with a sustainable competitive advantage. This is where HRM, and the topic of best practice models appear. WHAT IS BEST PRACTICE MODELS? Although, there is no real definition of best practice model, Johnson (2000) put it best when he said "Best Practice ' or 'high performance ' work practices are described as HR methods and systems that have universal, additive, and positive effects on organisational performance. " In …show more content…
WHAT DOES EACH PARTNER BRING TO THE TABLE: Managers (line and supervisors): • Knowledge of the operation • Knowledge of their employees • Authority to make decisions HR • • • Specialised knowledge and expertise Relationships Innovative approaches to dealing with people Unions • Help facilitate change • Negotiates with employees and employeers • Promotes employee satisfaction STRENGTHS AND WEAKNESSES STRENGTHS Training of line manager with the help of HR, can help promote motivation and efficiency among employees Improved decision making with the help of both HR, Unions , Managers and Employee input Increased satisfaction due to the interactions with the organisation and unions Organisations can use unions as a means of communicating the needs and wants of both employees and employers WEAKNESSES Not everyone will be cooperative, ie line manager, unions and even HR personnel. Because of differing views, deciding upon a decision may be difficult Lack or commitment and congruence by partners can cause for poor communication and decision making. C. THE RESOURCE - BASED MODEL OF HRS Example: Steve Jobs (Henry 2008) "The resource based view emphasises the internal capabilities of the organisation
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