Human resource strategic management is the linking of human resources with the strategic objectives and goals with the aim of improving the performance of your business and at the same time develop organizational culture which will foster competitive advantage, innovation and flexibility. In any functional organization, this means involving and accepting the human resource functions as a strategic associate in the implementation and formulation of the company's strategies via HR services like selection, recruitment, rewarding and training of employees.

Human resource strategic management has some distinct features that make different from HR. These features include some organizing schema connecting individual HR interventions meaning the two are mutually supportive of each other. There exists a clear connection that is between HR practices and policy as well as the overall company strategic aims and the company's environment. Most of the responsibility for management of HR is usually developed along the way.

HR professionals are forever being faced with employee participation, performance management, human resource flow, high standard commitment wok systems and reward systems. Outdated solutions that seemed to work before in a local context do no longer exist in international context. What play a major role here are the cross-cultural issues. Below are some of the common trends that HR professionals involved in SHRM continue to grapple with. They include rapid technology, internationalization of market integration, the economic gravity that is slowly shifting from 'developing' countries, constantly changing ownership and through ever resultant corporate climate, increased competition, through market ideology, new concepts of line and general management and the cross-cultural issues.

The SHRM also continues to reflect some of the major current challenges that are being faced by HR Management. These include demographic trends in employment, aligning HR with the chief business strategy and the labor market, integrating soft skills in human resource development and also in knowledge management.

It should also be understood that SHRM is a division of HR management and it is a fairly new field which just emerged out of the larger human resource management though the two divisions differ slightly. The major role of SHRM is to ensure increase in employee productivity by focusing specifically on business environment obstacles that happen outside human resources. Its major action is to spot important HR areas where strategies can be implemented to in the long run so as to improve the total employee productivity and motivation.

In order to achieve success, there must be clear communization channels that will foster development and accountability at all levels.