What is the difference between vertical and horizontal fit in line with Strategic human resource management?

Answer 1

Strategic HRM centers on the process of planned human resource usage and activities intended to help the firm, achieve its objectives and goals. Usually two types of congruence would help achieve this.

First is a vertical fit categorizing the alignment of HRM practices and the strategic management processes of the firm. Vertical fit is managed by directing human resources toward the primary initiatives of the organization. Vertical fit is the main idea of HRS, and is linked to a contingency based approach and hence creating an overall fit of the various management strategies (including HRS) in the long term goal.

The second congruence – horizontal fit Implies hand-shaking among the various HRM practices. Horizontal fit is achieved by efficiently allocating the resources. The horizontal fit is bothered as to how the processes and activities planned by the HR department and their management of the resources available to them, are applied within the organization and complements the vertical fit.

The whole idea is to empower the organization to achieve a “Fit” stature but being “flexible” enough to be able to manage the dynamic and complex environment. The contingency approach to HRM strategies, with ‘fundamentally hard’ practices will enable an organization to achieve a ‘vertical fit’, which integrates strategic human resource management “toward the primary initiatives of the organization”. However, the application of the above strategy cannot be successful without consulting, understanding and often inclusion of the other HR practices and theories such as the universalistic approach or theory, soft types of Human Resource strategy, and effective horizontal fit. In fact, these are very much part of the HR practices and activities that help built the outcome HR strategies target to achieve.

Answer 2

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