In contrast to ‘best practice’ or universalist, HRM is prescriptive approach to people management. There are a number of perspective on what constitutes best practice and whilst model tend to vary in their degree of prescription and their specific emphasis (for example, employee commitment, involvement in decision-making or the development of human capital), they tend to be based on the assumption that all firms, irrespective of competitive strategy and environment, will see performance improvement if they implement particular HR policies and practices in a strategic manner.
DEFINITION: Best practice- Universalistic model of HRM which suggest that particular budles of HR practices can lead to improved individual and organisational performance, regardless of organisational characteristics and environmental factors. Alternatively, referred to as high- commitment HRM or high-performance work systems.

COMPONENTS OF ‘BEST PRACTICE’/HIGH
COMMITMENT HRM MAIN ASPECTS:
■ Employment security and internal labour markets
■ Selective hiring and sophisticated selection
■ Extensive training, learning and development
■ Employee involvement, information sharing and worker voice
■ Self-managed teams/teamworking
■ High compensation contingent on performance
■ Reduction of status differentials/harmonisation

Best practice elements in the Mercury hotel * The Mercury hotel has used the involvement in decision making as they have departmental meeting every week and staff discuss the operational aspects of the hotel. They also have meeting once a month where staff can ask questions directly to the general manager. * Also the Mercury hotel has used the training for employees who are ‘know quantity’ * The Mercury hotel department managers received training in interviewing techniques and ensured that idiosyncrasies and demands of the industry. In addition, staff