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Similarly, Wright and Snell (1991) regard SHRM as “organisational systems designed to achieve sustainable competitive advantage through people”. Ulrich and Lake (1991) on the other hand, has described SHRM as a process of linking HR practices to business strategy. SHRM can also be defined as the linkage of HR functions with strategic goals and organisational objectives to improve business performance and cultivate an organisational culture that fosters innovation and flexibility (Truss & Gratton, 1994). As the term remains unclear, it could be said that scholars agree on a central element of SHRM which is that SHRM involves designing and implementing a set of internally consistent policies and practices so as to ensure that the firm’s human capital contributes to achieving its business objectives (Jackson & Schuler, 1995)...
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