Why have academic and HR professionals embraced SHRM?
SHRM is a modern approach which is different than the routine HR practices. SHRM is about how the organization goals are achieved through its people. It is about retaining, deploying and motivating employees in order to achieve the organization goal and to generate and sustain competitive advantages, building a cultural fit for the organization and ensuring their superior business performance. For example, HR won’t be working alone like the old ways, but say together with IT department so they achieve their goals for the organization together. This contributes to long term business objectives.
SHRM ensures all teams work together for the common objectives and succeed faster. By applying SHRM, it will increase the value of the employees when their actions are analysed. This will include job satisfaction, better working culture, customer satisfaction will as well improve, and also productivity boost. When academic or HR professionals apply SHRM, it will retain the best talent in the company and makes the employees feel motivated. It will Why academics and practitioners link strategy to HRM can be explained from the rational choice and constituency-based perspective. As per Barney 1991, there is managerial logic by focusing attention on employee’s skill and intellectual, it will provide a major competitive advantage. From the constituency view, academic and practitioners uses SHRM for securing respect in the field of study and appearing more strategic enhances their status within the organisation. This is based on the study of (Bamberger & Meshoulam, 2000; Pfeffer & Salancik, 1977; Powell & DiMaggio, 1991; Purcell & Ahlstrand, 1994; Whipp, 1999).