Academics and HR professionals have embraced Strategic Human Resource Management (SHRM) for various reasons. It can be explained from both rational choice and constituency-based perspectives.
From a rational choice perspective, we can say that there is a strong business case for the strategic approach to HRM as it is recognised as a key competitive advantage by influential management gurus. SHRM considers the value of human capital and helps to align HR practices with organisational goals leading to improved performance and sustainability.
From a constituency-based perspective, we can say that academics and HR professionals have embraced it partly out of self-interest as it helps HR professionals to enhance their perceived value within the organisation. It also helps HRM to be recognised as an important field of study.
Hence, we can conclude that the adoption of SHRM stems from both these factors.