Abstract
This paper investigates the best fit approach of strategic human resource management (HRM) in the Indonesian civil service and examines factors influencing the prevalence of best fit. Involving 53 senior officials and one focus group discussion from eight Indonesian government agencies through semi structured interviews, the finding indicates that some HRM policies, formulated by the central agencies, are still contradicting and hinder best fit. However, the best fit concept can be seen in the line agencies which have been granted status as ‘reformed agencies’. Factors influencing best fit include knowledge of contemporary HRM and commitment from the line agencies’ leaders.
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