Google was a great choice to highlight SHRM in a real-world example. I learned from your post that one of the most important principles of SHRM is to find the value in the human capital that you have and then bridge the gap between the value of your employees and the overall goal of the company. Allowing people to bring their whole self to work and then harnessing their individual strengths to collectively achieve a common goal is an awesome achievement.

When you talk about being proactive, I think of recruitment. Successful SHRM starts with recruitment. Certain people must be sought out who will fit with organizational culture of that firm. Some firms will be more conservative, profit-driven, top-down hierarchy structured with a more conventional workplace culture. Others will be flatter, more innovative, and have a more purpose-driven environment. There will be great fits for both types of organizations. I think a large piece of SHRM deals with recruiting appropriate human capital who will fortify the culture rather than resist it.

DIscuss the passage critically and why you agree or disagree with this summary passage.