Section OneStrategic human resource management (SHRM) is a tactical method for managing the human resource function of an organization in accordance with organizational goals and objectives. SHRM enhances these functions by linking traditional human resources practices to business strategy and the achievement of organizational goals to enable the organization to achieve competitive advantage. Importance of SHRM in Organizations According to Wei (2006), properly designed and executed SHRM can facilitate the achievement of organizational goals. The clearly defined goals of an organization require the dedication of all employees in the organization. It is the duty of the human resources department of the organization to identify the business sectors that require human resources expertise. SHRM therefore helps organizations achieve their long-term and short-term goals. He contributes by strengthening and overseeing the successful implementation of the organization's business strategies. Due to the increasingly competitive nature of the globalized business environment, organizations must integrate their human resource functions with their business strategies to gain a sustainable competitive advantage in the market. Strategic human resource management contributes to the achievement of organizational objectives through its application of performance measurement approaches to assess each employee's contribution to the organization. Additionally, SHRM helps by improving the relationship between the human resource function and line managers. SHRM also helps attract and retain the most qualified workforce that can enable the organization to achieve its goals (Becker & Huselid 2006). Additionally, strategic human ...... middle of paper ......nizations: structures, processes and outcomes, Prentice Hall, New Jersey.Marchington, M & Wilkinson, A 2000, Core personnel and development, Institute of Personnel and Development, London. Marchington, M & Wilkinson, A 2008, Human resources management at work: people management and development, CIPD, London. Shih, H and Chiang, H 2005, 'Strategy align between HRM, KM, and Corporate Development”, International Journal of Manpower, Vol. 26. no. 6, pp. 582-603. Sims, R 2002, Organizational Success Through Effective Human Resource Management, Quortum Books, Westport, CT. Torrington, D, Hall, L, Taylor, S & Atkinson, C 2009, Fundamentals of human resource management: managing people at work, Pearson Education Harlow.Wei, L 2006, “Strategic human resource management: determinants of 'adequacy', Research and Practice in Human Resources Management, vol. 14. no. 2, p.p... 49-60.