In the other words, "SHRM is to adopt a flexible but strategic perspective that accurately analyses both the internal and external environments of organizations to assure 'fit' between HR strategies and practice, and between those business strategies." It can help organization to achieve competitive advantage by holding special HRM system which other organizations are not able to create (Barney 1991). .
Comparing with classic HRM model with SRHM model, SHHM seems could have higher performance on achieving organizational goal align with business strategies. Human resource strategy is to response business requirement, which then specific HR plans and policies will be informed according to business requirement. HR plans and policies are integrated with each other, and with the business strategies. Delery and Doty (1996) suggested the firms tend to be more efficient if there is a high degree of "Horizontal fit". Additionally, some writers also statue that the organization's effectiveness depends on the "vertical fit", which its HRM practices with its choice of strategy and with the external environment where the organization operates (Baron &Kreps;, 1999). Of course, it may not be easy to achieve all those 'fits' in SHRM model perfectly due to particular situation, for example, industry relationship systems and processes, Malaysia trade unions still lack decision-making power due to employers and government such 'external environments' are reinforcing the decline of union strength ( Kumar, Lucio and Rose, 2013). .
In addition, high-performance work systems (HPWSs) are important concern in contemporary research on workplace. HR systems are cluster of work and employment practice oriented to a particular group of employers, it is important to discover how to make job more motivating and enhance employee commitment. Especially in the service industry with the intangible products, the quality of the service is highly influenced by the motivation, spirit, training and choice of staffs.