Reading the Strategic human resource management John Bratton,I concluded that from a 'constituency-based' perspective, HR scholars and practitioners have adopted SHRM as a means of gaining greater respect for HRM as a topic of study and, in the case of HR managers, of seeming more'strategic,' so boosting their standing within enterprises. A great example of strategic approach to HRM is from Google:
Sergey Brin and Larry Page, co-founders of Google, decided to take an empirical approach to HR in 2006, based on feedback and employee statistics. Project Oxygen, an ongoing study into management practises that identifies and measures critical management behaviours while also helping to nurture them, is an example of this.
It gets complicated, but Google basically hired some clever individuals to conduct in-depth statistical study of what their employees perceive to be successful managers. They identified eight common characteristics among the top-performing managers and then taught the rest of the team how to emulate them.
As a result, Google's people management and team KPIs, such as turnover, satisfaction, and performance, have improved over time.