Best practice approach primarily ensures sustenance of the company. The company based on the dynamic requirement from the users devises a plan that is industry standard. It is also more feasible and practical to develop best practice approach for the company. This meets the requirement of finding out the people within the internal labour market. They can also ensure that the employee turnover is low in this case (Armstrong, and Taylor, 2014). Key disadvantage of this approach is that unlike strategy, best practices are not unique (Lovell, 2009). They are usually not in line with the primary objective of the company. Best practices are guidelines of the feasibility (Ulrich, 2013). It is important to develop business practices that are in lieu with the dynamic nature of events. If best practices approach is not flexible the compensation will be fixed. This can cause higher employee turnover or it would be difficult for the company to pay its employees. Strategic alignment for total reward program of the companies allows the employees to ensure that the uniqueness of the organizational philosophy is maintained (Lovell, 2009). It also fosters a situation where company can reward employees by using different metrics of pay. According to empirical research, many employers support best practices approach to strategic alignment. This is because they do not consider more productivity or better sustenance by adhering to strategic alignment. From a practice standpoint of feasibility of operations, companies prefer to have best practices approach as a benchmark standard. This allows the company sustenance, assured levels of productivity and more cash flow (Armstrong, and Taylor, 2014). Hence managers in the individual companies prefer to develop best practice approach while developing compensation for the individual employees.