Traditional Human resource management strategy changesNowadays, large organizations are expanding and employees and customers number is also increasing. It is difference to general past traditional business organizations, they are small size and less employees number. So, nowadays any large organizations' human resource department management methods or strategies are very different to past traditional small size organizations. What are their differences in HR management strategies aspect. I shall give someopinions to explain whether what are their HR department operation differences as below: Why Strategic Human Resource Management (SHRM) is so important? Nowadays, Strategic Human Resource Management becomes very important for the organizations in the business world environment. The purpose of this assignment is about what the Strategic Human Resource Management (SHRM) is and why SHRM is so important? How is human resource management (HRM) strategic to a firm's viability and how it might help to lay a basis for sustained competitive advantage? And what are the strategies for the managers to pursue their goals for labor productivity and organizational flexibility in socially acceptable ways. HRM has existed in one form or another since the beginning of time. Certain HR functions, even though informal in nature, were performed whenever people came together for a common purpose. During this century, the processes of managing people have become more formalized and specialized.However, due to nowadays organizations are increasing employees number and customers number, so it can influence HR department needs to change their management strategy to adapt marketing need. It means that nowadays and past traditional HR department tasks and function and responsibility musthave much change to compare before.Example of a firm's human resources to gain competitive advantage may include as below: Strategic human resource management (SHRM) takes the ideas one step further by emphasizing the need for HR plans and strategies to be formulated within the context of overall organizational strategies and objectives, and to be responsive to the changing nature of the organization's external 'environment' (i.e. its competitors, the national and international arenas). A strong implication of SHRM theory is that HR plans and strategies should be developed on a long-term basis, taking into account likely changes in the society, industrial relations systems, economic conditions, legislation, global and technological issues, as well as new directions in business operation