Our model can be applied in different institutional setting on both sides of the Atlantic
and elsewhere. This implies a broadening of the so-called ‘fit’ discussion. Up till now
the discussion is quite strongly focussed on the universalistic nature of best practices
(for which a lot of empirical evidence exists) versus a ‘best fit’ approach. Our model
as such is universalistic as well but not with respect to content (so it does not include
any best practices, apart from the requirements that are intrinsically linked to a RBV).
It’s universalistic in outlining the conditions, factors and actors that influence the
process of shaping HR policies and practices, which (can) contribute to achieving a
best fit for HRM in order to contribute to a sustained competitive advantage. The best
fit –once realized- blends in an optimal way both the requirements of the P-M-T
dimension and the S-C-L dimension and administrative heritage into a unique
configuration for every organisation, which is difficult to imitate.