Best Practice Model Of HRS

Long time ago when people thought about their benefit, they would trade their ration to take other people 's ration with the agreement of both parties. Gradually, people think about profit when they trade goods with the other, at that time people realize how to institute an organization and started running business. An organization is group of people who have the same goals and strategy. Establishment of modern institutions are characterized by relationships, which are constantly changing to environmental factors and human resources. However, many researchers were attracted and spark debate extremism about the high quality human practice and its genuine usefulness. Organization also recognizes that the talented employee can increase high performance

‘Best-practice’ can be called ‘high performance work systems’ ( HPWS) ( Applbaum et al.,2000) and also called ‘high commitment ’HR (Guest, 2001). According to Wood(1999) ,‘best-practice’ are also called ‘high involvement ’HR. In general, best practice possibly bring about improved performance by ameliorating labor moral, employee attitudes and manner, reducing staff turnover, improve productivity, quality and customer service. Similarly, Guithrie (2001), Dietz and Boon(2005) reckoned that best practices of HR not only help increase the quality of products but also the productivity of company by pairing people to the planned and operational needs of the organization. HRM provides for the acquisition, development and retention of talented labor who can deliver superior performance, productivity, flexibility, innovation and perfect personal customer service and who ‘fit’ the philosophy and the planned requirements of the organization. Similarly, Chand(2010) also suggested a model of HRM that approximate to’ best practice’ have been found to have a positive correlation with improved quality of service, customer satisfaction and solid performance in a study of the hotels in India. Although there are some supporter of a positive relationship between best practices and firm performance, this relationship only work when ‘best’ HR polices are used. According to Guest (2000), also suggests a positive correlation between labor attitude and its impact to level outcomes. For instant, positive labor behavior ten to reduce absence, loss wastage and increase high level of job