Providing A Conceptual Framework of Strategic Management of Agile Human Resources with A Meta-Synthesis Approach
Subject Areas :Shirvan Keivani 1 , Reza Rostamzadeh 2
1 - PhD Student, Department of Management, Urmia branch, Islamic Azad University, Urmia, Iran
2 - Department of Management, Urmia Branch, Islamic Azad University, Urmia, Iran.
Keywords: Human resources, Human resource strategic management, agile human resources, Meta-synthesis,
Abstract :
Abstract Bakground and purpose: Today, for development, organizations should be able to adapt, resist and have agile human resources against the challenges of their advancement. Hence familiarity with the fundamental concepts of strategic management of agile human resources and its development is important for organizations. The purpose of this research is to provide a conceptual model of strategic management of agile human resources with a hybrid approach. Research method: In the current research, a meta-composite qualitative method was used in order to systematically review the findings of the studies conducted in this regard. The data collection tool was the documents available in this field in reliable scientific databases in the period from 1999 to 2023 and included 20 studies. The method of data analysis was open coding. In this research, 226 codes were identified and then the identified codes were categorized and combined based on the degree of conceptual similarity. Findings: The findings showed that the factors affecting the strategic management of agile human resources include five dimensions of organizational factors, communication factors, knowledge factors, cultural factors and human factors, which finally drew the research pattern. Conclusion: Due to their nature, human resources in organizations should have a high level of capabilities in the field of strategic management in order to meet the long-term goals of organizations. For this reason, it is necessary for managers to pay attention to the factors influencing the strategic management of agile human resources.
منابع
1. Agarwal, U. A., Dixit, V., Nikolova, N., Jain, K. & Sankaran, S. (2021). A psychological contract perspective of vertical and distributed leadership in project-based organizations. International Journal of Project Management. 39(3): 249–258. https://doi.org/10.1016/j.ijproman.2020.12.004
2. Ahammad, M F., Glaister, K. W. & Gomes, E. (2020). Strategic agility and human resource management, Human Resource Management Review. 30(1): 1-4. https://doi.org/10.1016/j.hrmr.2019.100700
3. Ajgaonkar, S., Neelam, N. G. & Wiemann, J. (2022). Drivers of workforce agility: a dynamic capability perspective. In International Journal of Organizational Analysis. 30(4): 951-982. https://doi.org/10.1108/IJOA-11-2020-2507
4. Alavi, S. & Aghakhani, H. (2023). Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices. International Journal of Productivity and Performance Management. 72(3): 599–624. https://doi.org/10.1108/IJPPM-05-2020-0232
5. Ali, H. & Siddiqui, D.A. (2019). Influence of Supply Chain Agility on Profitability: Evidence from Pakistan. Available at SSRN: https://ssrn.com/abstract=3510559 or http://dx.doi.org/10.2139/ssrn.3510559
6. Ananthram, S. & Nankervis, A. (2013). Strategic agility and the role of HR as a strategic business partner: An Indian perspective. Asia Pacific Journal of Human Resources. 51(4): 454-470. DOI: 10.1111/1744-7941.12004
7. Asayish, F. (2023). Investigating the relationship between strategic management of human resources and organizational performance of Islamic Azad University employees. Applied educational leadership. ready to print [In Persian]. doi:10.22098/ael.2023.13118.1292.
8. Asseraf, Y. & Gnizy, I. (2022). Translating strategy into action: The importance of an agile mindset and agile slack in international business. International Business Review. 31(6): 102036. https://doi.org/10.1016/j.ibusrev.2022.102036
9. Autio, M., Leivonen, S.K., Brück, O., Mustjoki, S., Mészáros Jørgensen, J., Karjalainen-Lindsberg, M.L., Beiske, K., Holte, H., Pellinen, T. & Leppä, S. (2021). Immune cell constitution in the tumor microenvironment predicts the outcome in diffuse large B-cell lymphoma. Haematologica. 106(3): 718-729. https://doi:10.3324/haematol.2019.243626
10. Bechtel, J., Kaufmann, C. & Kock, A. (2022). Agile Projects in Nonagile Portfolios: How Project Portfolio Contingencies Constrain Agile Projects’ Teamwork Quality. IEEE Transactions on Engineering Management. 69(6): 3514–3528. https://doi.org/10.1109/TEM.2021.3130068
11. Beheshti Far, M. and Assali, R. (2021). Strategic Planning of Manpower, Qom University Jihad Publications, second edition. pp. 1-247 [In Persian].
12. Bhattacharya, S. & Bhattacharya, C. (2023). Sustainable human resource planning for hospitals in tier 2/3 cities: evidence from India. International Journal of Organizational Analysis. 31(2): 476–507. https://doi.org/10.1108/IJOA-07-2020-2289
13. Brilon, S. (2015). Job assignment with multivariate skills and the Peter Principle. Labour Economics, Elsevier. 32(C): 112-121. DOI: 10.1016/j.labeco.2015.01.007
14. Cao, J. & Hamori, M. (2016). The impact of management development practices on organizational commitment. Human Resource Management. 55(3): 499–517. https://doi.org/10.1002/hrm.21731
15. Cardoso, P., Erwin, T.L., Borges, P.A.V. & New, T.R. (2011). The seven impediments in invertebrate conservation and how to overcome them. Biological Conservation. 144 (11):2647-2655. http://dx.doi.org/10.1016/j.biocon.2011.07.024
16. Chambel, M.J., Castanheira, F. & Sobral, F. (2016). Temporary agency versus permanent workers: a multigroup analysis of human resource management, work engagement and organizational commitment, Economic and Industrial Democracy. 37(4): 665-689. https://doi.org/10.1177/0143831X14550695
17. Charernnit, K. & Treruttanaset, P. (2023). Guidelines to reinforce airline professionals’ quality of life through new career advancement: A case study of Thai airways flight attendants. E3S Web of Conferences. (January 2020). https://doi.org/10.1051/e3sconf/202338905017
18. Cunha MPE, Gomes E, Mellahi K, et al. (2020) Strategic agility through improvisational capabilities: Implications for a paradox-sensitive HRM. Human Resource Management Review. 30(1): 1–13. https://doi.org/10.1016/j.hrmr.2019.100695
19. De Prins, P., Van Beirendonck, L. & Schepers, J. (2017). Agile HRM: a small-scale exploratory study. Personnel Review. 46(2): 353-370. DOI: 10.1108/JOEPP-07-2023-0288
20. De Souza, M.L.P., De Souza, W.C., Freitas, J.S., Filho, L.D.R.D. M. & Bagno, R.B. (2022). Agile Roadmapping: A management Tool for Digital Entrepreneurship. IEEE Transactions on Engineering Management. 69(1): 94–108. https://doi.org/10.1109/TEM.2020.3027918
21. Feng, H., Yang, L., Liang, Y.Y., Ai, A., Liu, Y., Jin, X., Wang, J., Chen, X., Chan, J.W.Y., Chan, N.Y., Tan X., Benedict, C., Wing, Y.K. & Zhang. J. (2023). Associations of timing of physical activity with all-cause and cause-specific mortality in a prospective cohort study. Nature Communication. 14 (9): 930. https://doi.org/10.1038/s41467-023-36546-5
22. Fitzpatrick, M., Garsia, K., Eyre, K., Blackhall, C.A. & Pit, S. (2020). Emotional exhaustion among regional doctors in training and the application of international guidelines on sustainable employability management for organizations. Aust Health Rev. 44(4):609-617. https://doi:10.1071/AH19121. PMID: 32183938.
23. Gomes, E. (2020). This is a repository copy of Strategic agility and human resource management. White Rose Research Online URL for this paper : Version : Accepted Version Article : Ahammad, MF orcid. org / 0000-0003-0271-2223, Glaister, KW orcid. org / 0000-0003-1165.
24. Harney, B. & Collings, D.G. (2021). Navigating the shifting landscapes of HRM. Human Resource Management Review. 31(4): 100824. https://doi.org/10.1016/j.hrmr.2021.100824
25. Hodgetts, R.M., Luthans, F. & Slocum, J.W. (1999). Redefining roles and boundaries, linking competencies and resources. Organizational Dynamics. 28(2): 7–21. https://doi.org/10.1016/s0090-2616(00)80013-3
26. Iqbal, T., Jajja, M.S.S., Bhutta, M.K. & Qureshi, S.N. (2020). Lean and agile manufacturing: complementary or competing capabilities?. Journal of Manufacturing Technology Management. 31(4): 749–774. https://doi.org/10.1108/JMTM-04-2019-0165
27. Junita, A. (2021). Agile HR Strategies: Prerequisite of Business Competitiveness in a Dynamic Environment. Universitas Harapan Medan, Indonesia. https://doi.org/10.4108/eai.9-10-2020.2304778
28. L'Hermitte, C., Tatham, P., Bowles, M. & Brooks, B. (2016). Developing organisational capabilities to support agility in humanitarian logistics: An exploratory study. Journal of Humanitarian Logistics and Supply Chain Management. 6(1): 72-99. DOI: 10.1108/JHLSCM-02-2015-0006
29. Liu, Y. & Meyer, K.E. (2020). Boundary spanners, HRM practices, and reverse knowledge transfer: the case of Chinese cross-border acquisitions. Journal of World Business. 55 (2): 100958. ISSN 1090-9516 https://doi.org/10.1016/j.jwb.2018.07.007
30. Liu, Y. & Bustinza, O.F. (2019). FDI, service intensity, and international marketing agility: The case of export quality of Chinese enterprises. International Marketing Review. 36(2): 213-238. https://doi.org/10.1108/IMR-01-2018-0031
31. McIver, D., Lengnick-Hall, M.L. & Lengnick-Hall, C.A. (2018). A strategic approach to workforce analytics: Integrating science and agility. Business Horizons. 61(3): 397–407. https://doi.org/10.1016/j.bushor.2018.01.005
32. McMackin, J. & Heffernan, M. (2021). Agile for HR: Fine in practice, but will it work in theory? Human Resource Management Review. 31(4): 100791. https://doi.org/10.1016/j.hrmr.2020.100791
33. Menon, S. & Suresh, M. (2021). Factors influencing organizational agility in higher education. Benchmarking: An International Journal. 18(1): 307-332. https://doi.org/10.1108/BIJ-04-2020-0151
34. Bognanno, M. & Melero, N. (2016). Promotion Signals, Experience, and Education, Journal of Economics & Management Strategy, Wiley Blackwell. 25(1): 111-132. https://DOI:10.1111/jems.12132
35. Moh’d, S., Gregory, P., Barroca, L. & Sharp, H. (2024). Agile human resource management: A systematic mapping study. German Journal of Human Resource Management, 0(0). https://doi.org/10.1177/23970022231226316
36. Mollet, L.S. & Kaudela-Baum, S. (2023). Critical HR capabilities in agile organisations a cross-case analysis in swiss SMEs. Review of Managerial Science. 17(6): 2055–2075. https://doi.org/10.1007/s11846-022-00570-4
37. Panda, S. & Rath, S.K. (2016). Investigating the structural linkage between IT capability and organizational agility: A study on Indian financial enterprises. Journal of Enterprise Information Management. 29(5): 751-773. https://doi.org/10.1108/JEIM-04-2015-0033
38. Pathomphatthaphan, S., Das, S. and Jena, L.K. (2023). Agile SHRM practices and employee-organizational outcomes during new normal: evidence from India and Thailand, Journal of Organizational Effectiveness: People and Performance, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/JOEPP-07-2023-0288
39. Patrucco, A. S., Canterino, F., & Minelgaite, I. (2022). How do Scrum Methodologies Influence the Team’s Cultural Values? A Multiple Case Study on Agile Teams in Nonsoftware Industries. IEEE Transactions on Engineering Management, 69(6), 3503–3513. https://doi.org/10.1109/TEM.2022.3146717
40. Pereira, V., Giudice, M.D., Malik, A., Tarba, S., Temouri, Y., Budhwar, P. & Patnaik, S. (2021). A longitudinal investigation into multilevel agile & ambidextrous strategic dualities in an information technology high performing EMNE. Technological Forecasting and Social Change. 169(1): 120848. https://doi.org/10.1016/j.techfore.2021.120848
41. Revutska, O. (2021). Human resource management: A shift towards agility due to a pandemic of COVID-19. In: Proceedings of the 15th International conference liberec economic forum. pp. 423–430. DOI:10.15240/tul/001/2021-2-005
42. Revutska, O., Maršíková, K. & Fakulta, E. (2021). Agile Approach in Human Resource Management: Focus on Generation Y. E & M Economics and Management. 24(2): 65–83. https://doi.org/10.15240/tul/001/2021-2-005.
43. Ribeiro, N., Ferreira, A.I. & Jorge, S. (2018). Agile human resource management and employee performance: evidence from Portuguese software companies. International Journal of Human Resource Management. 29(9): 1473-1496. https://doi:10.14309/ctg.0000000000000418
44. Salah, D., Ahmed, M. & Eldahshan K. (2020). Blockchain Applications in Human Resources Management: Opportunities and Challenges. Presented at: EASE '20: Evaluation and Assessment in Software Engineering; April 16 and 17, 2020; Trondheim, Norway. pp. 383-389. https://doi:10.1145/3383219.3383274
45. Sandelowski, M., Barroso, J. & Voils, C.I. (2006). Using qualitative metasummary to synthesize qualitative and quantitative descriptive findings. Res Nurs Health. 30(1): 99-111. https://doi:10.1002/nur.20176
46. Scholarios, D. & Van der Heijden, B. (2021). Supervisor-subordinate age dissimilarity and its impact on supervisory ratings of employability: does supportive learning context make a difference?. Frontiers in Psychology. 12: 763-746. https://doi.org/10.3389/fpsyg.2021.763746
47. Shafer, R.A., Dyer, L., Kilty, J., Amos, J. & Ericksen, J. (2003). Crafting a human resource strategy to foster organizational agility: A case study. IEEE Engineering Management Review. 31(2): 35–46. https://doi.org/10.1109/emr.2003.1207061
48. Sparrow, P. & Cooper, C. (2014). Organizational effectiveness, people and performance: new challenges, new research agendas. Journal of Organizational Effectiveness. 1(1): 2–13. https://doi.org/10.1108/JOEPP-01-2014-0004
49. Thongmak, M. (2021). A model for enhancing employees’ lifelong learning intention online, Learning and Motivation. 75: 101733, https://www.sciencedirect.com/science/article/ abs/pii/S0023969021000278? via%3Dihub
50. Wang, J, & Guo, X. (2020). Adsorption isotherm models: Classification, physical meaning, application and solving method. Chemosphere. 258:127279. https://doi:10.1016/j.chemosphere.2020.127279.