Agile HRM, or Agile Human Resource Management, is a contemporary approach to managing people in organisations. It is constructed on the principles of agile management, which originated in software development and have since been applied to other areas of business. A focus on collaboration, flexibility, and continuous improvement characterises agile HRM.
Agile HRM is important for several reasons. First, it is a response to the increasing complexity and uncertainty of the business environment. Traditional HRM approaches, often based on hierarchical structures and rigid processes, may need to be better suited to today's economy's fast-paced and rapidly changing nature. Agile HRM provides a more adaptable and responsive approach to managing people, allowing organisations to adjust quickly to changing conditions and seize new opportunities.
Second, agile HRM is designed to support innovation and creativity. By fostering collaboration and encouraging experimentation, it can help organisations to generate new ideas and develop innovative solutions to business challenges. This is especially important in industries such as technology, where innovation is a crucial driver of success.
Third, agile HRM can help organisations attract and retain top talent. In today's competitive job market, employees seek flexible, supportive, and innovative organisations. By adopting an agile HRM approach, organisations can create a work environment that is more engaging and fulfilling for employees, which can, in turn, help to increase productivity, reduce turnover, and improve overall business performance.
Research on agile HRM still needs to be completed, but some evidence suggests that it can be a practical approach to managing people in organisations. For example, a study by De Koning and colleagues (2018) found that agile HRM practices were positively associated with employee motivation and engagement. Similarly, a study by Hartmann and colleagues (2019) found that agile HRM practices were associated with higher levels of organisational innovation.
Organisations must make several critical changes to their HR practices to implement agile HRM. These may include:
Adopting a more flexible and adaptive approach to HR planning and staffing, such as using cross-functional teams to manage recruitment and onboarding.
Fostering a culture of collaboration and experimentation, such as by encouraging employees to share ideas and take risks.
Emphasising continuous learning and development, such as by providing regular feedback and coaching to employees.
Using data and analytics to inform HR decisions, such as tracking employee engagement and performance metrics.
The following video explain how to adopt Agile HRM in short.
In conclusion, agile HRM is an important and emerging trend in HRM. Focusing on collaboration, flexibility, and continuous improvement can help organisations to navigate the challenges of today's business environment and stay competitive. While research on agile HRM is still limited, evidence suggests it can be a practical approach to managing people in organisations. As such, organisations looking to improve their HR practices may consider adopting an agile HRM approach.
References:
De Koning, J., Vinkenburg, C. J., & Jansen, P. G. (2018). Agile working and employee well-being: A multilevel perspective on the role of HRM. Human Resource Management Review, 28(2), 111-124.
Hartmann, N. N., Sjøgaard, G., & Rasmussen, C. D. N. (2019). Agile HRM practices and their impact on work engagement and innovative work behavior. Journal of Business Research, 98, 378-387.