Academicians and HR professionals have embraced SHRM because of two dimensions; a constituency-based perspective and rational choice which are explained below;
From a constituency-based perspective, academicians can increase the prestige of HR as a field of study through in-depth research that shows how organizational and HR strategies can be created or changed in order to adapt to internal and external changes so objectives are met. HR professionals appear more strategic and knowledgeable in SHRM which enhances their status and in turn those of organisations.
Embracing SHRM is a rational choice which shows a link between developing organisational strategies and HRM to realise long term objectives and overall mission of the business, the managerial logic in focusing on skills of people and intellectual assets to provide sustainable competitive advantage even with technology superiority realised which will quickly erode, attracting and retaining talent to increase performance and adaptability to market change.
In conclusion, academicians and HR professionals have self-interest in embracing SHRM to a small extent and there is a strong business case for a strategic approach to HRM.