First off, there’s a solid business case for it. SHRM is all about making sure HR isn’t just doing paperwork or hiring people, but is actually working hand-in-hand with the overall goals of the company. When HR is aligned with business strategy, companies are often better at adapting to change, staying competitive, and keeping employees engaged and productive.
There’s also research backing this up—studies have shown that companies using SHRM tend to perform better financially and have stronger employee outcomes. It’s also useful in today’s world where things move fast, and businesses need to be more strategic about how they manage people.
But What About Self-Interest?
That said, some people argue that part of the reason SHRM is so popular is because it helps HR professionals and academics boost their own status.
For HR professionals, SHRM helps position their role as more important and strategic—closer to top management—rather than just a support function. For academics, focusing on SHRM can make their research more relevant to business schools, attract funding, and lead to more recognition.
Some critics even suggest that SHRM is sometimes more of a buzzword than a real practice—used in presentations and reports without meaningful follow-through.
So, What Do I Think?
Honestly, both sides have a point. There is real value in SHRM when it’s done properly and genuinely connected to the business. But yes, it’s also true that its popularity has helped HR professionals and researchers gain influence. Still, that’s not necessarily a bad thing—especially if it pushes HR to contribute more strategically to business success.
The real challenge is to make sure SHRM isn’t just talked about, but actually put into action in a meaningful way.
Final Thoughts
In short, SHRM has been embraced because it makes sense for businesses and because it benefits those promoting it. It’s a mix of real strategic value and professional self-interest. What matters most is that organizations move beyond the buzzwords and actually use SHRM to make better people and business decisions.