Strategic human resource management (SHRM) faces challenges from three core assumptions: the boundary assumption, the measurement assumption, and the universality assumption. These assumptions are becoming increasingly problematic within today’s evolving work environments. The paper tackles these challenges by introducing three new frameworks: The Fragmented Workforce Integration Theory (FWIT), which centers on psychological inclusion; the Human Capital Measurement Coherence Theory (HCMCT), offering a multi-layered model of human capital; and the Contextual SHRM Effectiveness Theory (CSET), which pinpoints factors that moderate SHRM effectiveness. Together, these frameworks create an integrated SHRM Recalibration Model that redefines SHRM effectiveness through the lenses of workforce boundary definition, construct coherence, and contextual sensitivity. This model highlights inconsistencies in mainstream SHRM theory and points toward future research and practical applications within organizations.
Keywords: : Human Capital, Strategic Human Resource Management, contextual SHRM, gig economy, measurement coherence, workforce fragmentation
