1. Introduction
People have become the real resources of the organizations since 20th century and improve the performance of employees is the main function and aim of HR department. However, how to maintain and do well at the human resourcing management is a difficult topic of the organizations as employees are motional and uncertain. For instance, the employees can put on a strike, ask for higher benefits or leave. In additions, lack of management of human resourcing leads to low efficiency of employees. All those factors above will cause great harm to the organization. That makes human resourcing management so important in the model management. The experience of the successful human resourcing management of Procter& Gamble is a good example to study. From the purpose of that, this paper analyses the best-practice model of Procter& Gamble with all sections of Procter& Gamble’s human resourcing strategies of recruitment and selection, employee performance and reward. Additionally, it will give an evaluation of how Procter& Gamble to do on the learning and development and workplace relations. 2.0 Best Fit vs. Best Practice
2.1 Difference of Best Fit and Best Practice

Best fit and best practice are two models of Strategic human resource management. Best fit focus on the industrial section that to make the HR activities designed to meet the specific needs of business (Egan, 2014). However, best practice model concerned more on the performance of the employees (Pfeffer, 1998). 2.2 Seven Practices of Improving Performance

According to Jeffrey Pfeffer (1998) that there are seven practices to improve the performance of the employees.
-Recruiting right people
-high wages related to the performance
-employment security
-information sharing
-investment in training and skills development
-self managed team and decentralised decision making
-reduce