Academics and HR professionals embrace SHRM because it provides a clear method for aligning human resources with the goals of the organization, which helps improve overall performance. By adopting such a strategic focus, organisations get the most out of this workforce and encourage creativity and competitive edge. Some critics may disagree and suggest that this shift may be due to self-interest reasons for instance; Academics have warmed to SHRM as much of their archived research is highly relevant to SHRM, while HR professionals have turned to SHRM to take their roles to another level, but there exists immense business evidence that substantiates the need for SHRM. As a result of showing how the effective employment of HR practices will lead to the improvement of business profitability and how it will sustain employee commitment, SHRM has become an important tool of business planning that has its benefits going to organizations and their HR departments.
Furthermore, the increasing business complexity of business environments gave rise to SHRM even more. Current issues like technological increased rate of change, globalization, and shifting demographics of the employee population mean that these organisations have to employ a more strategic approach to talent management. SHRM empowers HR professionals with various tools and frameworks with which they can be able to tend to these challenges. Through developing strategic planning and linking all HR activities with business goals, the personnel can be built to maximize the process of organizational change. Besides, it enhances the overall employees’ productivity and staff turnover while creating a competitive advantage for organizations in the marketplace. In sum, SHRM is not a self-based people's interest; the idea represents a collective conception of strategic HR management and organizational outcomes.