Running head: APPROACHES TO HUMAN RESOURCE MANAGEMENT 4
In comparison to the best practice, this model seems more realistic, as it holds the view
that what is regarded as best depends on the circumstances within an organization (Fottler et al.
2010). Though the best fit model is better in comparison to the best practice, it does not take into
account the processes involved in change. Additionally, the model holds the view that the
practices of human resource management are dependent on which are contextual like employees
groups, country, and the organization’s strategies among others (Wilkinson & Johnstone, 2016).
Woolworths Limited has had a high rate of turnover in recent years which has provoked the
management to look for ways to decrease the high turnover rate. Through the best fit model
which ascribes to the expectancy theory, the management has gained an understanding that the
key to success is people. This belief has led the management to look for ways of retaining their
employees (Gordon & Kaswin, 2010).
Some of the ways of retaining their employees which have been used by the organization
include among others; providing their employees with health care plans, disability benefits,
retirement funding schemes, and also offering scholarships and educational training to them
(Woolworths, 2017). Furthermore, parental leaves and fitness centers are among other benefits
provided which have assisted the organization in retaining their employees (Sawang & Kivits,
2014). This is a human resource approach which combines both the internal and external fit of an
organization (Armstrong, 2011). This model develops and implements different practices in the
human resource management which helps in complementing and reinforcing. The configuration
approach holds the view that the performance of an employee is based on both their motivation
and ability. Therefore, the practices which an organization uses in managing its human resource
should aim at improving both the employee’s ability and motivation.