Most human resource professionals would agree that there are many “best practices” out there and one must find that practice that most suits their organization.  However, finding that best fit requires a determined effort to analyze how the range of HR practices match the overall business strategy and are closely integrated both vertically and horizontally.  Such an analysis must also

  • Assess and maintain fit between each of the HR functions
  • Develop and track measures of performance following program and policy changes
  • Demonstrate and communicate to management and stakeholders the direct link between HR activities and business outcomes

This study and analysis must be data-driven to ensure that any practices adopted will be a best fit.  This then allows the organization to differentiate itself with customized HR practices and strategies, instead of imitating their competitors with best practices.  Such data-driven decisions, closely linked with business strategy will allow senior business leadership to see that tangible benefits that HR can provide.  This unique fit approach will far more likely result in a sustainable competitive advantage.  In our volatile economy, we must provide customized and tangibly valuable solutions that serve our employees and our organization at large.