Abstract
This paper explores the gaps in strategic human resource management research exposed by the COVID-19 pandemic with the aim of influencing future research on strategic human resource management (SHRM) in the era of environmental disruptions. Based on evidence from Danish companies and public organizations collected using a mixed-method sequential design, we discuss whether the existing theoretical frameworks in SHRM are capable of framing and delivering the academic knowledge needed to address the novel people-related challenges. We conclude that there is no need for new SHRM theory, as the main SHRM theoretical frameworks are still capable of framing the key challenges brought about by environmental disruptions like the COVID-19 pandemic. However, certain dimensions of those frameworks are becoming more relevant than others, some require minor adjustments, and it may be time to retire a few others.
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