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.
When we are discussing about the benefits we also need to check the drawbacks. There are negative side aslo of it. Instantly Agile Human Resource Management can be challenging to implement in organizations that are traditionally hierarchical and have a top-down management approach. and The focus on flexibility and adaptability in Agile Human Resource Management can lead to a lack of structure and standardization.
ReplyDeleteWhat's your argument on it ?
Yes, there are challenges and drawbacks to implementing Agile Human Resource Management in organisations that use a traditional, hierarchical management approach. However, it is essential to note that Agile HRM is not a one-size-fits-all solution and may only be suitable for some organisations.
DeleteRegarding the implementation challenge, it is crucial to recognise that change can be difficult, especially when it involves a shift in organisational culture and processes. However, with the proper training, communication, and support, it is possible to implement Agile HRM practices in traditional organizations successfully.
As for the concern about the lack of structure and standardisation, it is crucial to recognize that Agile HRM is more than just a lack of structure or a free-for-all. Instead, it emphasizes flexibility and adaptability in response to changing conditions while focusing on achieving organisational goals. With proper implementation and monitoring, it is possible to balance flexibility and structure in Agile HRM.
In conclusion, while there may be challenges and drawbacks to implementing Agile HRM in traditional organisations, it is crucial to recognise the potential benefits that it can bring, such as increased innovation, employee engagement, and responsiveness to changing business conditions. As with any change in organisational practices, careful planning, communication, and monitoring are essential to ensuring a successful transition to Agile HRM.
This post is an introduction post to long series on agile HRM. I'll get into more detail in future posts.
Thanks
Is it possible for the organizations to measure effectively the success of their agile HRM practices?
ReplyDeleteYes, it is possible. I explain it in the following article.
Deletehttps://tharindavithanawasamhrm.blogspot.com/2023/04/how-to-measure-impact-of-your-agile-hrm.html
Agile human resource can be identified as modern and contemporary concept, which explains a way of operating and structuring the HR department that promotes responsiveness and adaptability of operations and structures, enabling the flexibility to adjust the workforce to changes in demand. Further this concept associate with all departments and functions, and associate with flexibility and innovation, hence this concept is most popular with enhance the business productivity and performance.
ReplyDeleteWithin this article author highlighted how Agile human resource management is importance to the business in many ways, here collaboration, flexibility, and continuous improvement are the key areas we can identified for business progress
Thank you for engaging in this conversation. I appreciate your input and look forward to further discussions in the future.
DeleteAgile HRM can help organizations to become more adaptable, collaborative, and responsive to changing business needs. By focusing on flexibility, collaboration, and employee engagement, organizations can create a culture of innovation and continuous improvement that drives business success. This article provide a clear overview regarding the Agile HRM.
ReplyDeleteThank you for engaging in this conversation. I appreciate your input and look forward to further discussions in the future.
DeleteAgile HRM makes the whole HR team more responsive to the outer level of employees and quicker to act on the things changing internally. It seems good. Do you see any practical problems on it?
ReplyDeleteVery Impressive Article Tharinda. Its provides an insightful overview of Agile HRM and highlights its importance in today's fast-paced and ever-changing business environment. You discuss here about provides an insightful overview of Agile HRM and highlights its importance in today's fast-paced and ever-changing business environment. My question is How can organisations overcome the challenges of implementing Agile HRM, and what are some effective strategies for creating a culture of collaboration and experimentation?
ReplyDelete