While there is a strong business case for SHRM, some may argue that academics and HR professionals have embraced SHRM out of self-interest. This perspective suggests that promoting SHRM enhances the status and importance of HR professionals, providing them with greater influence and career opportunities. Additionally, academics may benefit from researching and teaching SHRM, as it aligns with contemporary business practices and attracts interest from students and practitioners.
However, the benefits of SHRM in terms of improved organizational performance, better alignment with business strategy, and effective management of global workforce challenges provide a compelling rationale for its adoption beyond mere self-interest.
In conclusion, while self-interest may play a role, the strong business case for SHRM, supported by empirical evidence and practical outcomes, justifies its widespread acceptance among academics and HR professionals.