According to the various researchers and scholars universalistic approach starts with evidence which is related to the existing relationship among the enhancing the organizational performance and adoption of specific HRM practices.  The best practices are proposed by this approach which will be implemented and adopted that would be contributing positively for enhancing the financial performance and strategic goals of the organization. Furthermore it is also assumed that the universalistic approach are effected on the HR practices and the employee motivations and it also used to increasing the working efficiency of the employees of the organization. There are major seven best practices which is includes as; appraisal measures, internal career opportunities, formal training systems, employment security, job definition, profit sharing and voice mechanisms (Catherine Bailey, 2018).

           All of these seven practices are observed as the crucial aspects for the context of the employment system that is affected the performance of the organization. Meanwhile the internal fit is considered as the major key for the universalistic approaches. Such type of the models area fail for the explicitly which is considered as the integration of HR practices.

            Universalistic approach is based upon the fundamentals premises which is adopted by certain proven practices of the HRM which are leading towards superior performance of the organization. Such as; there are various firms in 1960s and 1970s which have adopt5ed the old practices of the HRM. Even the firms’ of the today are adopting the sophisticated practices as recruitment and selection process. Most of the firms are keen to selecting the best lot from the available resources. The induction program is also consider as the one of the best practices for enhancing the performance of the organization along the productivity of the employees for its organization.  The system of the Appraisal is also considered as the best practices that is quite coherent so that nobody has reason to complain for the work force skills which are used to developing the strategies and attaining the flexibility (Tzafrir, 2006).

            This theory believes in the fact that every organization has to face situations, which are unknowable, unexpected and can create some chaos. These situations can come across in variety of shapes like chaos can happen in business operations or business strategy etc. It can also happen due to economic crisis or any other external factor. So, this theory asks organizations to remain prepared for such chaos and unexpected situations and manage them with more creativity and adaptability. The organizations can manage such situations better if they have made some predictions (John Purcell, 2015).

References of Universalist Approach of Compare and contrast paper and contingency approach for SHRM

Catherine Bailey, D. M. C. K. T. G., 2018. Strategic Human Resource Management. s.l.:Oxford University Press.

John Purcell, P. B., 2015. Strategy and Human Resource Management. s.l.:Macmillan Education UK, .

Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.. The International Journal of Human Resource Management, 25(8), pp. 1069-1089..

Tzafrir, S. S., 2006. A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time.. Journal of Managerial Psychology,, 21(2), p. 109–130..