There is a managerial logic in focusing attention on people’s skills and intellectual assets to provide a major competitive advantage when technological supe- riority, even once achieved, will quickly erode. From a ‘constituency-based’ perspective, it is argued that HR academics and HR practitioners have embraced SHRM as a means of securing greater respect for HRM as a field of study and, in the case of HR managers, of appearing more ‘strategic’, thereby enhancing their status within organizations.
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