Academics and HR professionals have embraced Strategic Human Resource Management (SHRM) because it aligns HR practices with business objectives, driving long-term organizational success. The strong business case for SHRM lies in its ability to enhance employee performance, improve talent management, and create a competitive advantage. Companies that integrate HR strategies with their overall business strategy tend to achieve higher productivity, innovation, and profitability.
However, some argue that academics and HR professionals support SHRM out of self-interest, as it elevates the HR function's importance and justifies its strategic role in organizations. While this may be partially true, the tangible benefits of SHRM—such as improved workforce alignment, better retention, and stronger organizational agility—demonstrate that its adoption is driven by more than just professional self-preservation.