What is a common challenge faced when implementing strategic HRM?

Resistance to change is a common challenge faced when implementing strategic HRM because it often involves significant shifts in processes, roles, and culture within an organization. Employees may be accustomed to existing workflows and practices and can feel threatened by new policies or changes that strategic HRM may introduce. This resistance can stem from a fear of the unknown, concerns about job security, or simply a reluctance to adopt new methods and systems.

In the context of strategic HRM, successful implementation requires buy-in from all levels of the organization. Leaders must manage this resistance by clearly communicating the benefits of strategic changes and involving employees in the transition process. Training and support are also critical to help staff adapt to new practices. Understanding and addressing the psychological and social factors associated with change can facilitate smoother implementation, ultimately enhancing the alignment between human resources and overall business strategy.

The other options represent situations that do not typically align with the challenges encountered: high employee morale generally supports change, increased resources typically facilitate implementation, and alignment of HR and business cultures is often a goal rather than a challenge.