While there is a clear business case for SHRM, it is also true that academics and HR professionals may have self-interested reasons for embracing the model. For example, academics who promote SHRM may be more likely to receive research, funding and publication opportunities. And HR professionals who are certified in SHRM may be more likely to advance their careers.
However, it is important to note that these self-interested motives are not necessarily incompatible with the business case for SHRM. In fact, they may actually help to promote the adoption of SHRM practices, as academics and HR professionals are incentivized to learn about and promote the model.