Designing and Explanation of Human Resources Agility Model in Project-Based Organizations

Document Type : Management & Organization

Authors

1 Associate Prof. in Business Management, Faculty of Economics, Management, and Administrative Sciences, Semnan University, Semnan, Iran

2 Ph.D. Student, Faculty of Economics, Management and Administrative Sciences, Semnan University, Iran

Abstract

Human resource management in project-oriented organizations is a new issue that has a pivotal role in organizational processes due to the impact on how human resources are absorbed and used. Changing the business environment in today's world persuades organizations to implement their strategies and structures in a way that meets the needs of their customers so that they can deal with these changes and take steps toward organizational agility. Therefore, agility is one of the important concerns of organizations and it is necessary to identify the factors affecting employee agility. Therefore, thirteen factors that were more in line with the statistical population and were more considered by managers and experts were selected. For this purpose, two approaches of interpretive structural modeling and interpretive ranking process have been used to identify and rank key barriers to access to human resource mobility in project-based organizations. The results of the structural modeling approach show that the four factors of encouragement and support for management, participation, empathy and sense of need are the infrastructure for achieving human resource agility. Then, using the method of interpretive ranking process, the ranking of each factor is determined. Also, a comparison was made between the two methods of interpretive structural modeling and the process of interpretive ranking and the advantages and disadvantages of each were discussed.

Keywords

References

Ahammad, M. F., Glaister, K. W., & Gomes, E. (2020). Strategic agility and human resource management. Human Resource Management Review, 30(1), 100700.‏
Alirezaei, A., T, pashaei houlaso, A. (2016). The impact of organizational culture on organizational agility capabilities (Case study: one of the organizations of the Armed Forces). Management Research in Iran. 20 (2):149-176 (In Persian).
Amirnejad, G., Azhdari, Z. (2019). The impact of human resource strategies to gain competitive advantage with the mediating role of organizational agility. Journal of Development & Evolution Mnagement, 1398(37), 53-62. (In Persian).
Atos, C. (2007, 11). Building the Agile Enterprise. Retrieved 10 1, 2012, from-4b29-0361 http://www.nl.atosconsulting.comhttp://www.nl.Atosconsulting.com/nr/rdonlyres/4e797a6f936fdecbb7adec6c/0/factsheetagileoperations.pdf
Cegarra-Navarro, J. G., Soto-Acosta, P., & Wensley, A. K. (2016). Structured knowledge processes and firm performance: The role of organizational agility. Journal of Business Research, 69(5), 1544-1549.‏
Darvishmotevali, M., Altinay, L., & Köseoglu, M. A. (2020). The link between environmental uncertainty, organizational agility, and organizational creativity in the hotel industry. International Journal of Hospitality Management, 87, 102499.‏
Doz, Y. (2020). Fostering strategic agility: How individual executives and human resource practices contribute. Human Resource Management Review, 30(1), 100693.‏
Felipe, C. M., Roldán, J. L., & Leal-Rodríguez, A. L. (2017). Impact of organizational culture values on organizational agility. Sustainability, 9(12), 2354.‏
Goldman, S. L., Nagel, R. N., & Preiss, K. (1995). Agile competitors and virtual organizations: strategies for enriching the customer (Vol. 8). New York: Van Nostrand Reinhold.‏
Handfield, R. B., & Nichols, E. L. (2013). Supply chain redesign: Transforming supply chains into integrated value systems. Ft Press.‏
Harvey, C. M., Koubek, R. J., & Chin, L. (1999). Toward a model of workforce agility. International journal of agile manufacturing, 2(2), 203-218.‏
Hopp, W. J., & OYEN, M. P. (2004). Agile workforce evaluation: a framework for cross-training and coordination. Iie Transactions, 36(10), 919-940.‏
Hosein, Z. Z., & Yousefi, A. (2012). The role of emotional intelligence on workforce agility in the workplace. International Journal of Psychological Studies, 4(3), 48.‏
Hystad, S. W., Mearns, K. J., & Eid, J. (2014). Moral disengagement as a mechanism between perceptions of organisational injustice and deviant work behaviours. Safety Science, 68, 138-145.‏
Khan, Z., Soundararajan, V., & Shoham, A. (2020). Global post-merger agility, transactive memory systems and human resource management practices. Human Resource Management Review, 30(1), 100697.‏
Khoshlahn, M., & Ardabili, F. S. (2016). The role of organizational agility and transformational leadership in service recovery prediction. Procedia-Social and Behavioral Sciences, 230, 142-149.‏
Meade, L. M., & Sarkis, J. (1999). Analyzing organizational project alternatives for agile manufacturing processes: an analytical network approach. International Journal of Production Research, 37(2), 241-261.‏
Pitafi, A. H., Liu, H., & Cai, Z. (2018). Investigating the relationship between workplace conflict and employee agility: The role of enterprise social media. Telematics and Informatics, 35(8), 2157-2172.‏
Qin, R., & Nembhard, D. A. (2010). Workforce agility for stochastically diffused conditions—A real options perspective. International Journal of Production Economics, 125(2), 324-334.‏
Ravichandran, T. (2018). Exploring the relationships between IT competence, innovation capacity and organizational agility. The Journal of Strategic Information Systems, 27(1), 22-42.‏
Sharifi, H., & Zhang, Z. (2001). Agile manufacturing in practice-Application of a methodology. International Journal of Operations & Production Management, 21(5-6), 772-794.‏
Sherehiy, B., & Karwowski, W. (2014). The relationship between work organization and workforce agility in small manufacturing enterprises. International Journal of Industrial Ergonomics, 44(3), 466-473.‏
Sherehiy, B., Karwowski, W., & Layer, J. K. (2007). A review of enterprise agility: Concepts, frameworks, and attributes. International Journal of industrial ergonomics, 37(5), 445-460.‏
Tavakoli Moghadam, F., Sayyednaghavi, M., Eslambolchi, A., Rabiee Mondajin, M. (2019). Human Resources Agility Model: An Analysis of Automotive After-Sales Services Companies in Iran. Journal of business management, 11(44), 48-65 (In Persian).
Yusuf, Y. Y., Sarhadi, M., & Gunasekaran, A. (1999). Agile manufacturing: The drivers, concepts and attributes. International Journal of production economics, 62(1-2), 33-43.‏

Files

History

  • Receive Date: 12 May 2020
  • Revise Date: 09 September 2020
  • Accept Date: 14 September 2020

Share

How to cite

Statistics