为了使一切都在考虑之中，我们可以看到最适合和最佳实践的方法为公司提供了塑造人力资源管理过程的有力工具。案例研究表明，一组最佳实践策略在所有地区的跨国企业中的应用，提出由普费弗（1998），几乎是不可能的因为在工作实践中的区域差异，激励法律文化的内涵和特点。同样，坚持最适合战略的战略，忽视环境力量和内部能力，可能导致人力资源在国际市场上的失败。该案例表明，必须对最佳做法和最佳适应的概念进行分析和调整，以适应国际子公司的本地化需要，以便通过人力资源为全球整体竞争优势铺平道路。
美国加州大学洛杉矶分校代写:最佳实践的方法
To put everything under consideration, one can see that best fit and best practice approaches offer companies powerful tools for shaping human resource management processes. The case study has illustrated that an application of one bundle of best practice strategies across all geographies of MNCs, as proposed by Pfeffer (1998), is almost impossible because of regional differences in work-related practices, laws & culture and characteristics of motivation. Similarly, sticking to a best fit strategy which is only aligned to the contingency of strategy and a neglect of environmental forces and internal capabilities can lead to a failure of HR in international markets. The case has shown that the concepts of best practice and best fit have to be analyzed and adapted to suit the localized needs of international subsidiaries in order to pave the way to overall global competitive advantages through HR.
