This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
This paper discovered that strategic human resource management can contribute positively when included within a robust talent management framework. This can lead to improved business performance.
This paper identifies that there are more uses for SHRM than just helping employees and other benefits should be considered more within literature.
The paper can be used to justify the importance of SHRM as well as how organizations can work to achieve their objectives.
The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
The people are an organization’s greatest asset – this has been a well-known fact for many years. As a result, businesses make great efforts to ensure that their workforce is well maintained. Employees serve as critical stakeholders as they can influence a lot of things both within the business and externally. Human capital management is an ever-evolving practice, as leaders seek to stay ahead of the trends in providing the best environment for their workers. This is why strategic human resource management (SHRM) has become a popular element for business growth. It is considered integral to executing business strategies. This is unlike the ordinary way that employees were managed before. Previously, employees were viewed as merely tools that can help the organization achieve their goals. More than that, they can be the driving force, and it is the responsibility of the organization to cultivate this. While there may be innately excellent employees, if they are not well managed then it can be difficult to reap the rewards of their excellence. Leveraging their knowledge and abilities is a skill that organizations should have. Within a framework that values human capital input and works to foster their employees, it is possible to experience exponential growth within the market. SHRM does not work in a silo; therefore, it needs to be accompanied by a sustainable support system, and discovering this system is critical. Therefore, Parashar Carville (2026) investigated the role of SHRM in contributing to the profitable status of organizations within the hospitality field.
The missing element
The business environment is constantly changing; therefore, organizations must be resilient. Resilience is not something that can be taught; it needs to be built into the organization. This includes the processes, strategies, and even the practices in place. Resilience allows the organization to bounce back and keep running in the face of change. These are crucial moments, as even a small misstep can lead to drastic differences in business performance. This is why organizations need to be flexible so they can adapt to any changes. This is even more so for the employees; it can be difficult to change the attitudes and mindset of employees and so flexibility needs to be ingrained within the organization so that employees can follow suit. Even in industries such as hospitality, there are unpredictable changes that can happen within the market. These market conditions can impact customer and even supplier perspectives. In cases like this, the business should have a backup plan they can rely on. Having the right people on board can make these transitions run smoothly when changes happen. They can also work toward innovation and not being satisfied with the status quo. This is how businesses can achieve a competitive advantage. From a different perspective, having it can also work to improve the brand image of a business. Many other stakeholders are concerned about how employees are treated and having SHRM practices that support, train and look after their employees is a welcome sight. Consumers may be more willing to engage in business with these organizations and likewise even suppliers may want to know their inputs are being sourced by a reliable business. The business environment is interconnected, and benefits in one area can overflow into other sometimes unexpected areas as well.
An intentional endeavor
However, these benefits are not gained through individual or isolated efforts. The premise behind SHRM is the integration of the human resource (HR) function within the business. It serves as a strategic partner rather than an administrative tool. This distinction means that rather than focusing on the daily tasks and activities, there is an emphasis on the long-term plans and strategies within the business. This is where HR works together with management to achieve business objectives. This also means that there needs to be complementary elements such as a robust talent management and development aspect. The strategic nature requires proactive management of personnel. This can be new for those that are accustomed to viewing HR as separate to business growth. However, even more so than the business offerings, this can provide productivity gains far beyond any other strategies. As the front-line developers and implementers, the roles that the workforce plays vary depending on their area of expertise. When talent management is done right, it can provide transformative results. Not just in sales or customer satisfaction, but in sustainability as well. It can be difficult to source employees that match their business needs. When this happens, their needs should be considered so that they can continue to contribute positively to the business.
Having an exemplary workforce can sometimes be a double-edged sword where the benefits are immense, but there is also the risk that these employees will take their skills elsewhere. When this happens, organizations are left with a void that is difficult to fill. During this period, the business may suffer and if not addressed in time, it can lead to outcomes that are irreversible. This is why the overall talent management framework is critical to ensure that even in cases of turnover the knowledge required can be transferred easily and quickly to the successors. Employees are the lifeline of the organization, and should be treated as such.
Comment
This review is based on “Strategic HRM as a growth catalyst: an interdisciplinary analysis of talent management and learning practices at Saffron Hospitality” by Shuchi Parashar Carville, published in Worldwide Hospitality and Tourism Themes.
