Sample Solution

objectives they want to achieve.

Strategic management and HR practices should be integrated in order to be a crucial element in a business (Boxall & Purcell, 2016). One approach is “best-fit” school, this is linked with the contingency perspective and that is important to the theory of strategic management. This approach argues that HR strategies should be adapted for its wider environment as well as other areas in the firm’s strategy (Boxall & Purcell, 2016). The other approach is “best-practice”, this argues that an organisation should adopt HR practices that are “best” for their strategy in order to manage their workforce. (Boxall & Purcell, 2016). Both of these approaches would work alongside a theoretical framework of either, strategic-fit approach or the human resource advantage framework.

The strategic – fit approach is made up of two elements: vertical and horizontal fit. The vertical fit is achieving the organisational goals of a firm by aligning HR practices and strategic management process (Schuler & Jackson, 1987). The horizontal fit is the harmony of the HRM practices to ensure that there is good use of human resources. (Baird & Meshoulam, 1988).

Whereas human capital advantage framework can be developed in two different ways: Human capital advantage and organisational process advantage. When both of the sources work in harmony and reinforce each other, then the results will be more beneficial for the organisation.

Throughout the case study, it clear that GCS has adopted a strategic-fit approach in order to achieve their operational excellence value proposition. This is clear because GCS shows very