I believe both sides of the argument hold some truth—but the stronger reason why academics and HR professionals have embraced Strategic Human Resource Management (SHRM) is because there’s a clear and proven business case for it.
Organizations today face global competition, rapid technological change, and a highly dynamic workforce. SHRM helps align people strategies with long-term business goals, making HR a strategic partner rather than just an administrative function. Companies that implement SHRM effectively often see higher employee engagement, better talent retention, and stronger organizational performance. These results can’t be ignored.
That said, it’s also fair to acknowledge that academics and HR professionals benefit from SHRM gaining importance. For academics, it provides a framework for research, while HR professionals gain a stronger voice in strategic decisions. However, I wouldn’t call that “self-interest” in a negative way—if their work adds value and drives business outcomes, then the recognition is well-deserved.
In conclusion, while there may be some personal or professional motivation, the main reason SHRM is embraced is because it works. It helps businesses stay competitive by putting people at the center of strategy.