مشخصات مقاله:
عنوان فارسی مقاله:
مهارت استراتژیک و مدیریت منابع انسانی
عنوان انگلیسی مقاله:
Strategic agility and human resource management
کلمات کلیدی مقاله:
چابکی استراتژیک، مدیریت منابع انسانی
کلمات کلیدی انگلیسی:
Strategic agility – Human resource management
مناسب برای رشته های دانشگاهی زیر:
مدیریت
مناسب برای گرایش های دانشگاهی زیر:
مدیریت منابع انسانی، مدیریت استراتژیک
وضعیت مقاله انگلیسی و ترجمه:
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فهرست مطالب:
Abstract
Keywords
1. Introduction
2. The papers in the special issue
3. Implications
4. Conclusion
References
قسمتی از مقاله انگلیسی:
1. Introduction
Strategic agility has been defined as the ability to rediscover or review the organization and organization’s strategy in a dynamic manner with rapid changes in the external business environment (Doz & Kosonen, 2008). The growing variety and intensity of sources of change and dynamism in the contemporary business environment have led to the increasing salience of agility as a means to continuously adjust to external threats and opportunities (Weber & Tarba, 2014). Rapid and disruptive technological change, deregulation, and the globalization and mass-customization of both production and consumption have led to ‘hypercompetitive’ business environments in which competitive advantages are temporary (D’Aveni, 1999; D’Aveni, Dagnino, & Smith, 2010). Additionally, emergent challenges such as climate change and extreme weather events, and global pandemics provide new and distinctive challenges to organisational survival and success (Nijssen & Paauwe, 2012; Steyer & Gilbert, 2013). Strategic agility offers organization with opportunity to be flexible, to adapt and response quickly to alternations and to implement actions in order to control market uncertainty and risk (Sherehiy, Karwowski, & Layer, 2007). A strategically agile firm could adapt its culture to market alteration, learn about the market alteration rapidly, benefit from these external changes, and shape the product/services of the firm according to external changes (Braunscheidel & Suresh, 2009). Simultaneously, by rearranging the organisational system and its strategy according to environmental changes in a responsive manner, the external changes could be converted into opportunity for the organization (Shin, Lee, Kim, & Rhim, 2015). Providing strategic agility necessitates continuously following the internal and external environments, gathering and utilising information rapidly, and responding to market alterations swiftly (Kumkale, 2016). Strategic agility can advance the quality of competitive activity inventory of an organization and pertinent responses to environmental fluctuations and, hence, can enhance performance (Tallon & Pinsonneault, 2011).