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Human Resources Management and Organizational Agility Relationship

Agility is among the important issues addressed for sustainable competition for companies. It is seen that agility, which is applicable when supported by strong processes, enables the improvement of the company culture. Acting in agile actions, which is a necessity of change for companies, makes the so called change meaningful. It is emphasized that the company vision is strengthened with the company culture nurtured by agility. The agility knowledge obtained by companies in the context of their processes creates an opportunity for companies to grow.

It is stated that companies increase their organizational agility by taking the agility components into account. The organizational agility mindset formed within the company causes the employees to learn, develop themselves and show a positive attitude towards change. Agile companies allow their employees to serve collective purposes by giving them task flexibility. It is understood that agility is embedded in the company with the changing workflows, self-organized teams and autonomous decisions that emerge as a result of careful consideration of the internal agility components in terms of employees. Changing employment trends with the global transformation cause companies to consider human resources management from a different perspective. It is stated that the increase in the knowledge and skills of the employees with agility enables them to adapt more easily to changing business needs.

Organizational agility, which includes strong processes and is expressed as one of the new management strategies, is accepted as a unique management doctrine that requires value unity in terms of employees with the continuity of innovative learning and experience development within the company.