Strategic Human Resource Management (SHRM) is a highly relevant topic in the world of organizations, since it is closely related to operational performance results, such as innovation, productivity, and competitiveness. In addition, SHRM has proven to be a powerful predictor of psychosocial performance, for example, commitment to the organization, work engagement, motivation, and job satisfaction, among other results. Due to current challenges, organizations have been forced to expand the limits of human resource management; thus, the emphasis on the management of people surpasses the limits of the organizational to reach an interorganizational level in different contexts, for instance, in interorganizational networks, alliances, and clusters. Topics, such as culture, leadership, trust, and human resource management in organizations and networks, alliances and clusters, receive special attention in this work.