The Implementation of Best Practice SHRM Approach

Implementation of Best Practice SHRM Approach

The purpose of this briefing note is to evaluate the potential impact of implementing a Best Practice Strategic Human Resource Management (SHRM) approach on my role as a Line Manager.

This evaluation will explore the suitability of the Best Practice SHRM approach in aligning with organizational goals and the operational responsibilities of a Line Manager.

Additionally, it will assess the potential benefits and drawbacks of adopting this approach, including its influence on employee engagement, organizational performance, and flexibility.

Finally, the briefing note will provide a personal reflection on the preferred SHRM approach, considering the contingency (best fit) and resource-based perspectives, to determine the most effective strategy for managing and leading people within the organization.

2. Impact of Best Practice SHRM on the Role of a Line Manager

The Best Practice SHRM approach aims to align HR strategies with organizational goals by implementing standardized HR policies that promote high-performance work systems. As a Line Manager, adopting this approach ensures adherence to proven HR practices, which can enhance operational efficiency and support strategic objectives (Torrington et al., 2020).

However, the applicability of this approach at the operational and tactical levels may require adjustments to cater to the unique challenges and needs of the workforce.

While Best Practice SHRM provides a structured framework, its rigid application may limit the flexibility required for customized team management, which is crucial for achieving departmental objectives (Beardwell & Thompson, 2017).

Implementing a Best Practice SHRM approach provides several advantages for Line Managers, enhancing their ability to manage and lead employees effectively.

One significant benefit is the increased employee engagement and motivation that arises from standardized HR practices, such as performance appraisals and development programs, fostering a culture of recognition and continuous improvement (CIPD, 2023).

Furthermore, Best Practice SHRM ensures consistency in HR policies and compliance with legal frameworks, reducing the risk of non-compliance and potential legal disputes (ACAS, 2023). A structured approach to training and career development under this model enhances employee performance and job satisfaction, contributing to long-term workforce retention and overall organizational success (Boxall & Purcell, 2022).

Additionally, the promotion of a positive organizational culture through ethical leadership and a strong employee value proposition leads to a more engaged and committed workforce, further supporting business objectives (Torrington et al., 2020).

However, despite these benefits, the Best Practice SHRM approach presents several challenges for Line Managers.

One of the key drawbacks is the reduced flexibility to adapt HR practices to the specific needs of teams, as standardized processes may limit managerial discretion and responsiveness to unique team dynamics (Beardwell & Thompson, 2017).

Moreover, the approach can introduce bureaucratic constraints, where rigid policies and hierarchical decision-making can slow response times and hinder innovation, making it difficult to adapt quickly to changing business needs (CIPD, 2023).

Another significant challenge is the high implementation cost, as the adoption of best practices often requires substantial investment in training and infrastructure, which can strain departmental budgets (Boxall & Purcell, 2022).

Lastly, resistance to change from employees and senior management can create hurdles in successfully implementing the approach, potentially leading to disengagement and dissatisfaction

When considering the most effective SHRM approach, I would prefer a contingency (best fit) model over the resource-based approach.

The contingency model allows for greater organizational agility by tailoring HR practices to the unique needs of the business environment and workforce (Torrington et al., 2020). This flexibility supports the operational effectiveness of Line Managers by aligning HR strategies with immediate business priorities.

Conversely, while the resource-based view focuses on leveraging internal human capital for long-term strategic advantage, it may not always provide the adaptability required for addressing short-term operational challenges. Thus, the best fit approach offers a balanced solution by enabling responsive people management while maintaining alignment with organizational goals (Boxall & Purcell, 2022).

3. Conclusion

The Best Practice SHRM approach provides a structured framework that enhances employee engagement, performance, and compliance with HR policies, aligning with organizational goals. However, its rigidity may limit flexibility and responsiveness to team-specific needs. Given these challenges, the contingency (best fit) approach is preferable as it allows for greater adaptability to dynamic organizational needs while aligning with strategic objectives.

It enables Line Managers to customize HR practices, balancing operational efficiency and workforce engagement, making it a more practical choice in today’s evolving business landscape.

Struggling with SHRM assignments? Our experts at Assignment Writer deliver customized solutions to ensure your success. Don’t forget to verify the quality of your work using our tool, Check My Assignment , for a perfect submission.

References

ACAS (2023) Employment law updates and compliance guidelines. Available at: www.acas.org.uk (Accessed: 20 January 2025). (Implementation of Best Practice SHRM Approach)

Beardwell, J. and Thompson, A. (2017) Human Resource Management: A Contemporary Approach. 8th edn. Harlow: Pearson Education.

Boxall, P. and Purcell, J. (2022) Strategy and Human Resource Management. 5th edn. New York: Bloomsbury Academic.

CIPD (2023) Strategic Human Resource Management: Best Practices for Engagement and Performance. Available at: www.cipd.co.uk (Accessed: 20 January 2025).

Torrington, D., Hall, L., Taylor, S., and Atkinson, C. (2020) Human Resource Management. 11th edn. Harlow: Pearson Education. (Implementation of Best Practice SHRM Approach)