<![CDATA[Human resources play a strategic role in organizational sustainability and competitive advantage. However, possessing knowledgeable and competent employees does not automatically generate superior organizational outcomes when employees have limited opportunities to utilize their capabilities. This study examines human resource empowerment from the perspective of Strategic Human Resource Management (SHRM), with particular attention to its conceptual development, relationship with human capital, and contribution to employee and organizational outcomes. A literature study approach was employed by reviewing seminal and relevant scholarly works on human resource empowerment, employee empowerment, psychological empowerment, human capital, and SHRM. The literature was analyzed using thematic synthesis to identify conceptual patterns, relationships, and research gaps. The analysis reveals four major themes: the conceptual shift from delegation toward psychological empowerment; empowerment as a mechanism for activating human capital; empowerment as an integrated HR system rather than an isolated practice; and the contextual nature of empowerment effectiveness. The findings suggest that human capital represents employees’ potential capabilities, whereas empowerment provides the organizational and psychological conditions required to transform those capabilities into actual contributions. Consequently, empowerment should be integrated with competency development, information access, participation, leadership support, rewards, and job design. Future studies should further investigate the mechanisms connecting structural empowerment, psychological empowerment, human capital, and organizational performance.]]>
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