I think academics and HR professionals have embraced Strategic Human Resource Management (SHRM) because it genuinely adds business value, not just out of self-interest. The traditional view of HR as just hiring, firing, and payroll is outdated today, HR is seen as a key driver of business success.
Look at companies like Google or Tata, HR isn’t just an administrative function; it’s shaping innovation, leadership, and employee engagement, which directly impact profitability. SHRM links HR to business goals, ensuring talent strategies align with company growth.
Academics actively collaborate with companies, advise policymakers, and shape HR strategies through their research. Others write textbooks, design business school curricula, and even consult for major corporations. SHRM helps them analyze workforce trends, leadership models, and HR’s impact on business performance, often bridging the gap between theory and real-world application.