Strategic Human Resource Management: Transforming Organizations for Competitive Advantage
A special issue of Merits (ISSN 2673-8104).
Deadline for manuscript submissions: 15 July 2026 | Viewed by 14027
Special Issue Editors
Interests: human resources management; strategic management; organizational behavior; business administration
Special Issue Information
Dear Colleagues,
We are pleased to invite you to contribute to this Special Issue of Merits, entitled “Strategic Human Resource Management: Transforming Organizations for Competitive Advantage”. It focuses on the critical role of strategic human resource management (SHRM) in shaping organizational success and resilience in today’s volatile, uncertain, complex and ambiguous (VUCA) environment.
SHRM goes beyond traditional HR functions by aligning the management of human capital with business objectives to drive innovation, adaptability and sustainable growth. As organizations face unprecedented challenges—from digital transformation and globalization to workforce diversification and ethical leadership—the need for the strategic integration of HR practices has never been greater. This Special Issue aims to advance the discourse on how HRM can help achieve long-term strategic goals and create sustainable competitive advantage.
Moreover, it seeks to explore the evolving landscape of SHRM and its impact on organizational effectiveness. We are particularly interested in papers that address the following: how HR strategies can be designed to support organizational agility and innovation; the integration of HR analytics and data-driven decision making into strategic planning; and the interplay of SHRM, corporate governance and leadership in driving organizational change.
By focusing on these topics, this Special Issue fits perfectly into the framework of Merits, which focuses on the study of organizational behavior, workplace strategies, and the dynamic interplay between individuals and institutions. The aim is to compile a collection of at least 10 meaningful articles that can also be published in book form.
Original research articles and reviews are welcome. Possible topics include (but are not limited to) the following:
- Strategic workforce planning and talent management.
- The role of HR analytics in shaping strategic decisions.
- The impact of global and cultural diversity on SHRM practices.
- The development of leaders through SHRM.
- Ethical and sustainable HR strategies in the context of ESG (environmental, social and governance) goals.
- The role of SHRM in promoting organizational resilience in times of crisis.
- The alignment of employee engagement and well-being with strategic imperatives.
- The intersection of digital transformation and strategic HR practices.
We welcome a wide range of research approaches that contribute to a better understanding of strategic HR management. Original empirical studies, conceptual frameworks, case studies, systematic reviews and meta-analyses may be submitted. We encourage interdisciplinary research that links HRM with areas such as organizational behavior, strategic management, psychology and technology. Research that utilizes both quantitative and qualitative methods is highly valued. Suggested methods include quantitative analyses such as structural equation modeling (SEM), regression analysis or experimental designs; qualitative approaches such as in-depth interviews, grounded theory or ethnographic studies; mixed-methods research that combines qualitative findings with quantitative rigor; case studies that illustrate innovative practices or challenges in strategic HRM; and systematic reviews and meta-analyses that summarize existing knowledge in the field.
We invite papers that address different contexts, e.g., global or cross-cultural perspectives, as well as ones that address current challenges in areas such as workforce agility, digital transformation, sustainability and diversity. Innovative methodological approaches that advance the field of strategic HR management are particularly welcome.
We invite you to contribute your cutting-edge research to this Special Issue and share your insights on how SHRM can transform organizations and promote sustainable success. Manuscript submission details and deadlines can be found on the journal’s website. If you have any questions, please feel free to contact us.
Thank you for considering this invitation. We look forward to receiving your contributions.
Prof. Dr. Claudia-Elena Tuclea
Dr. Luciana Poenaru
Guest Editors
Manuscript Submission Information
Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 250 words) can be sent to the Editorial Office for assessment.
Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Merits is an international peer-reviewed open access quarterly journal published by MDPI.
Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1000 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.
Keywords
- strategic human resource management
- talent management strategies
- strategic human capital development
- leadership development
- strategic HR agility
- HR analytics and decision making
- strategic workforce optimization
- HRM and corporate governance
- strategic alignment of HR practices
- competitive advantage through HRM
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