Academics and HR professionals support Strategic HRM (SHRM) because it connects HR with corporate strategy, hence boosting performance, engagement, and competitiveness. The business case is strong, as SHRM improves productivity and flexibility in a changing market. However, some contend that it serves self-interest by increasing HR's position and influence. While this is true, the obvious benefits of SHRM in attaining organizational success warrant its adoption—as long as it is genuinely implemented rather than merely a rhetorical device.