Best Practice vs. Best Fit Assignment

International human resource management (IHRM) is a subject that has grown over years based on the desire of organizations to meet the needs of the global world. The desire of organizations to reach the structures of IHRM has led to the birth of two paradigms of best fit and best practices employed by organizations in the achievement of their desired goals. According to Boxall (1992) IHRM is a unit that places concern for human
resource phenomenon in multinational firms in foreign expatriate management as well as re-emerging human resource issues connected to various stages of global processes (P 21). The manuscript within is a comparison of how things are so different in various countries that organizations must prepare to adapt their HRM practices depending on where they are operating.
The variation in countries from which the organizations work highly influence their HRM operations. According to Thomas and Lazarova (2014), the cultural context of states varies tremendously (p 342). Culture has been observed to influence and dictate the life of people affecting their operation in organizations (Thomas & Lazarova 344). Additionally, the education systems and language affect the operations of firms calling for the attention of HRM. It is then essential for organizations to employ IHRM techniques in cross-cultural training, learning a foreign language as well as general global training trends to meet the desires of their employees as well as the objective of the organization (Thomas & Lazarova 345).The IHRM techniques call for combinations of approaches such as ethnocentric, polycentric, geocentric and region-centric in the attainment of the desired outcome.
International organizations need to understand the existing difference between traditional HRM and IHRM. The knowledge is appropriate in defining when to employ best fit and best practice paradigms in firm management. Best practice can be used in organizations after understanding and getting the best-fit methodology to stabilize in an alien country. Therefore, the best-fit approach needs to be met first before a group engaging in best practices. Best fit techniques in multinational organizations include learning and appreciating of the alien culture, global training and development, adopting the human labor policies of the nation and other exercises in general. After a definite fit position in a given country, the organization can begin to engage in the best practice to maintain their position in the international world.
Best practice IHRM comes with the maintenance of employees as well as interaction of the firm with its environment. The approach tends to help the traditional system of the HRM to marry with the new policies, legislative acts and context of the organization. One can then conclude that both best practice and best fit are the core for the stability of an organization in the international world. However, a continuous system needs to be developed for the two to meet the emerging and re-emerging issues in the global market.
In conclusion, IHRM has been observed to be different from the traditional HRM based on globalization. Best fit and Best practice techniques are essential for the existence of a business in the international world. The difference in the way political, economic, social and cultural structures in a country are formed, highly influence its operations and management. It is then necessary for organizations to alter their traditional HRM procedures to adopt the IHRM system. Therefore, IHRM is core in multinational organization management together with the paradigms of best fit and best practice.

















Works Cited
Boxall, Peter F. "Strategic human resource management: beginnings of a new theoretical sophistication?" Human Resource Management Journal 2.3 (1992): 60-79. Print.
Thomas, D. C. &Lazarova, M. B., (2014). Global careers: new phenomenon or new perspectives?. Journal of World Business, 40(4), 340-347.