Organizations today have increasingly focusing on the importance of Strategic Human Resource Management (SHRM). Strategic human resource management (SHRM) plays a vital role to organizations performance and job satisfaction. People become an essential element to organizations development. These strategic decisions determine the demand for skills and human resource. Incompetent and unbalanced: resourcing, training, development, reward, and appraisal methods have led to poor performance which causes job dissatisfaction. Although, extensive literature is available on the SHRM effectiveness, but what SHRM practices can influence job satisfaction and organizational performance is not effectively studied. Thus, to fill this gap, this study aims to examine the relationship between SHRM practices and job satisfaction. Results indicated that SHRM practices (recruitment and selection, training and development, performance appraisal and compensation and rewards) are directly linked with job satisfaction. Effective human resource management strategy systematically organizes all individual human resource management measures to directly influence employee performance and behavior in a way that leads business to achieve its organization success. At last, the paper takes the qualitative research method to study on the relationship between strategic human resource management and job satisfaction, what factors influence on the relationship between the two, and the mediating variables and how to influence the process. Finally, this article develops a conceptual framework that explains the relationship between strategic human resource management and job satisfaction.
