I completely agree with your take — especially the point that SHRM adds real, measurable value beyond just elevating the role of HR. You made a strong case by highlighting how it integrates HR with broader business goals, like workforce planning during market expansion. That’s exactly where SHRM shines — turning people-related decisions into strategic levers.
I also appreciate how you acknowledged the “self-interest” argument but still grounded your stance in outcomes like engagement, retention, and profitability. It’s true that HR gaining more influence isn’t necessarily a bad thing if it translates into smarter, more agile organizations. Well said!
I also appreciate how you acknowledged the “self-interest” argument but still grounded your stance in outcomes like engagement, retention, and profitability. It’s true that HR gaining more influence isn’t necessarily a bad thing if it translates into smarter, more agile organizations. Well said!