I think you did a great job of weighing both viewpoints. You brought up an excellent point: when implemented correctly, SHRM helps firms adapt, maintain their competitiveness, and enhance employee outcomes. It is not simply about theory or elevating HR's standing.
I concur that self-interest may contribute to its appeal, particularly for professionals and academics hoping to gain greater clout. However, as you pointed out, if it results in HR playing a more strategic role in company choices, that might not be a terrible thing.
Your final statement is also quite accurate, in my opinion: transforming SHRM from a theory into actual, reliable practice is the true obstacle. In the end, action—not just catchphrases—is what matters.
I concur that self-interest may contribute to its appeal, particularly for professionals and academics hoping to gain greater clout. However, as you pointed out, if it results in HR playing a more strategic role in company choices, that might not be a terrible thing.
Your final statement is also quite accurate, in my opinion: transforming SHRM from a theory into actual, reliable practice is the true obstacle. In the end, action—not just catchphrases—is what matters.