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ies in their everyday work.
Quality: The fact that employees should always be kept satisfied and motivated in order to bring out their optimum performance so that they can deliver products and of the highest of quality should be ensured.
Flexibility: Today’s workforce seek out flexibility in their workplace. Administration should ensure this aspect in order to keep the staff driven enough to deliver the maximum productivity.
However, it is to be noted that Guest believed all of these theories shall work only together, and not individually, to attain the company objectives.

Fit or Contingency Approach:
HR plans and practices must be coordinated with the organization’s plans and practices for the maximum performance to be produced. This synchronization of HR and Company strategies can be labeled as the “vertical fit”. This approach is also known as the “best fit approach”.

The best fit approach:The best fit approach supports that HR strategies and organizational policies have to be aligned. There are three available simulations of this best fit approach-

Lifecycle model: Organizational development is done in four stages - Start-up, Growth, Maturity and Decline. The HR department should be well aware of the company’s ongoing stage so they can select the correct strategies to match up the company’s current stage.
Strategic configuration: In this model it is said that companies can be on the operative front if they can implement tactical configuration policy (market-type structure or internal type structure), coordinated with company types (namely Defenders, Prospectors and Reactors, Analyzers), and (classified as; Machine Bureaucracy, Divisionalised form, Simple Structure, Adhocracy Professional and Bureaucracy).
Best fit and competitive strategy: three competitive strategies are; Quality, Cost-Leadership and Focus (Niche). Companies should adopt competitive strategies in order to maximize performances. This is more important because of the increasing competition in today’s business world. It is always better to have a competitive edge and to use that edge in the best way possible.
The Configurationally Perspective:
This model deals with the importance of the outline of several HR policies and in what way these outline of HR policies (independent variables) affect the Organizational performance (dependent variable). The term configuration is explained differently by various scholars and writers for two reasons. The first one being “the scope to which HR policies are associated into an overall HR structure” and the second one- “the notch of fit amid an overall HR structure and an administrative type”.

1.2 Importance of HRM
In CIT, HRM is perceived as one of the most consequential drives of the corporation. HR management’s significance can be classified into the following subsequent activities:

Enrollment and Training: Recruiting new people and training them as per the organizations’ needs are the key responsibilities of HRM. To fill up the vacant position in the organizations, HR managers plan test and trials for potential candidates. HR also fixes the terms and conditions of the contract that takes place between the employee and the organization.
Performance Evaluations: HRM prompts the workforce to bring out their finest performance. It provides with feedbacks to the employees that creates a proper co