Despite the evident benefits of strategic human resource management (SHRM), some critics contend that its implementation requires substantial financial investment, raising concerns about its immediate returns. However, research consistently shows that while there may be initial costs associated with the adoption of SHRM practices, the long-term advantages, such as enhanced performance and sustained competitive advantage, far outweigh these expenses. Organizations are encouraged to view SHRM as a strategic investment in their human capital, understanding that the benefits may not be immediate but are crucial for long-term success. HRM focuses on the practices of attracting, developing, training, motivating, compensating, and retaining a high-performing workforce to meet an organization's objectives. The duties of human resources managers include recruiting, interviewing, and hiring new workers; designing training and development programs; and facilitating labor relations. Today, organizations are placing more weight on HRM practices to try to enhance the quality of work and increase profits. The varying duties of HRM aim to maximize employees' performance to meet company objectives. HRM plays into a business's strategic decisions, including acquisitions and mergers. The coordination of management's goals with human resource policies and procedures fosters employee behaviors that contribute to organizational success. This function is called the strategic management of human resources. Planning includes determining HRM needs, which forms the basis for recruitment strategies.
