Firms/Companies should consider shifting to strategic HRM from its traditional mode. Traditional HRM focuses on administrative and operational tasks such as recruiting, hiring, and training employees, while strategic HRM aligns the HR function with the overall business strategy of the organization.

Here are some reasons why firms should consider shifting to strategic HRM:

Align HR with business goals: Strategic HRM involves aligning the HR function with the overall business strategy of the organization. This helps ensure that HR policies and practices support the achievement of business goals.

Attract and retain talent: Strategic HRM can help firms attract and retain talented employees by developing policies and practices that foster employee engagement and career growth.

Enhance organizational performance: Strategic HRM focuses on enhancing organizational performance by aligning HR policies and practices with business goals. This can lead to increased productivity, innovation, and profitability.

Adapt to changing business environments: Strategic HRM can help firms adapt to changing business environments by developing flexible HR policies and practices that can respond to changing business needs.

Develop a competitive advantage: Strategic HRM can help firms develop a competitive advantage by developing a skilled, motivated, and engaged workforce that can contribute to the organization’s success.

In conclusion, shifting to strategic HRM can help firms align HR with business goals, attract and retain talent, enhance organizational performance, adapt to changing business environments, and develop a competitive advantage. Firms that make this shift can position themselves for success in today’s dynamic and competitive business environment.