rris and Napier, 1991: p. 78). Furthermore, training can help to convey the expectations and overall strategy of the organisation. In Karl Albrechts customer-focussed model, he stated that "The methods of education, training and communication play a central part in helping everyone understand the customers needs and expectations, the vision, mission, and values of the organisation, and the strategies for winning and keeping the customers business" (p. 68). However, there are some limitations to this premise. First, there must be a sufficient number of qualified people seeking employment. A shortage of labour significantly limits the options of finding the right people for the organisation. Secondly, the organisation must be able to provide adequate financial and managerial support to the recruitment, selection, and training programs outlined above.HR practices should be designed to positively support the organisations strategic planning of cost leadership, differentiation, and training and development in what should be "a powerful combination of internal and external fit" (Boxall, 1996: p. 62). The concept of fit refers to the integration of human resource management with the overall strategic objectives of the organisation. Success within an organisation can be determined by establishing an external fit between organisational resources and environmental influences, and by developing an internal fit between the strategy, design and function of the firm. The SHRM team should have an external and an internal focus (Butler, Ferris and Napier, 1991: p. 79). This external focus refers to their association with the corporate strategy group and other leadership departments; internally, they are in the best position to analyse employee attitudes and capabilities. The development of a strategic fit has important ramifications for the HR function. The culture, strategic objectives, personnel policies and management behaviour all influence the co...
