İNSAN KAYNAKLARI YÖNETİMİ (İKY) İÇİN “ÇEVİK” NE ANLAMA GELİYOR? İKY VE ÇEVİKLİK KAVRAMINA İLİŞKİN BİR SİSTEMATİK DERLEME ÇALIŞMASI

Yıl 2023, Cilt: 25 Sayı: 2, 708 - 739, 15.06.2023

Merve Gerçek

https://doi.org/10.16953/deusosbil.1260274

Cited By: 1

Öz

Bu çalışmada, İnsan Kaynakları Yönetimi (İKY) ve çeviklik arasındaki ilişkileri konu alan kavramsal ve görgül çalışmaların derinlemesine incelenmesi ve İKY’nin çeviklik bağlamında nasıl incelendiğinin detaylı bir şekilde değerlendirilmesi amaçlanmıştır. Bu amaçla, çeviklik kavramını yönetim ve örgüt bağlamında ele alan, İKY politikaları/prosedürleri/süreçleri/mimarisi/uygulamalarını birlikte içeren, İngilizce ve Türkçe yazılmış, özgün araştırma veya derleme türünde, SSCI, SCI, SCI-Expanded, ESCI ve SCOPUS’ta taranan dergilerde yayınlanan makale türündeki 27 eser sistematik derleme yöntemiyle incelenmiştir. Elde edilen bulgular, eserin yayınlandığı yıl, çalışmanın konusu, örneklemin ait olduğu veya örneklemin belirtilmediği durumlarda ilk yazarın bağlı olduğu ülke, örneklem türü, çalışmanın yöntemi ve veri toplama aracı, kullanılan çeviklik ve İKY yaklaşımları, incelenen İKY uygulamaları, çeviklik ve İKY arasındaki bağlantıyı kurabilmek için kullanılan kuramsal altyapı ve bulguların özeti açısından detaylı biçimde incelenmiştir. Sistematik derleme sonucunda elde edilen bulgulara göre yapılan araştırmalarda İKY’nin çevikliği olumlu yönde etkilediği ve İKY’nin çeviklik aracılığıyla örgütsel performansı arttırdığına ilişkin sonuçların bulunduğu belirlenmiştir. Bu çalışmanın, örgütlerde çevik yöntemlerin nasıl daha etkili hale gelebileceği veya İKY’nin nasıl çevik hale gelebileceği konularında farklı alanlardaki yöneticilere ve İK uzmanlarına ipuçları sağlayabileceği düşünülmektedir.

Anahtar Kelimeler

Çeviklik, Çevik Yönetim, Örgütsel Çeviklik, İnsan Kaynakları Yönetimi, Çevik İKY

Destekleyen Kurum

Destekleyen kurum yoktur.

Proje Numarası

Proje desteği alınmamıştır.

WHAT IS THE MEANING OF “AGILE” FOR HUMAN RESOURCE MANAGEMENT? A SYSTEMATIC REVIEW ON HRM AND AGILITY

Öz

The purpose of this study is to examine both conceptual and empirical studies on the relationship between human resource management (HRM) and agility, with the aim of exploring the meaning of "agile" in the context of HRM. To achieve this objective, a systematic review method was employed, which involved the analysis of 27 original research and review articles from journals indexed in SSCI, SCI, SCI-Expanded, ESCI, and SCOPUS. These articles specifically focused on agility in management and organization, encompassing HRM policies, procedures, processes, architecture, and practices. The study findings were evaluated based on various criteria, such as publication year, research objectives, country, research methodology, data collection tools, agility approaches, HRM approaches utilized, and HRM practices investigated. Additionally, the study presented theoretical frameworks and summarized the key findings. According to the systematic review results, HRM has a positive impact on organizational agility, and HRM practices contribute to enhancing organizational performance through agility. The results of this study are expected to provide managers and HR specialists in various sectors with insights on how agile methods can become more effective in organizations or how they can make HRM agile.

Anahtar Kelimeler

Agility, Agile Management, Organizational Agility, Human Resource Management, Agile HRM

Proje Numarası

Proje desteği alınmamıştır.

Kaynakça

• Agile Alliance (2001). Agile Manifesto, https://www.agilealliance.org/agile101/the agile-manifesto/, (Erişim Tarihi: 07.01.2023).
• Ajgaonkar, S., Neelam, N. G., & Wiemann, J. (2022). Drivers of workforce agility: a dynamic capability perspective. International Journal of Organizational Analysis, 30 (4), 951-982. https://doi.org/10.1108/IJOA-11-2020-2507.
• Alavi, S. & Aghakhani, H. (2022). Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices. International Journal of Productivity and Performance Management, 72 (3), 599-624. https://doi.org/10.1108/IJPPM-05-2020-0232.
• Alavi, S., Abd. Wahab, D., Muhamad, N., & Arbab Shirani, B. (2014). Organic structure and organisational learning as the main antecedents of workforce agility. International Journal of Production Research, 52(21), 6273-6295. https://doi.org/10.1080/00207543.2014.919420.
• Alipour, N., Nazari-Shirkouhi, S., Sangari, M. S. & Vandchali, H. R. (2022). Lean, agile, resilient, and green human resource management: the impact on organizational innovation and organizational performance. Environmental Science and Pollution Research, 29(55), 82812-82826. https://doi.org/10.1007/s11356-022-21576-1
• Al-kasasbeh, A. M., Halim, M. A. S. A. & Omar, K. (2016). E-HRM, workforce agility and organizational performance: A review paper toward theoretical framework. International Journal of Applied Business and Economic Research, 14(15), 10671-10685.
• Al-Qaralleh, E. R., & Atan, T. (2022). Impact of knowledge-based HRM, business analytics and agility on innovative performance: linear and FsQCA findings from the hotel industry. Kybernetes, 51(1), 423-441. https://doi.org/10.1108/K-10-2020-0684
• Ambituuni, A., Azizsafaei, F., & Keegan, A. (2021). HRM operational models and practices to enable strategic agility in PBOs: Managing paradoxical tensions. Journal of Business Research, 133, 170-182. https://doi.org/10.1016/j.jbusres.2021.04.048
• Ananthram, S., & Nankervis, A. (2013). Strategic agility and the role of HR as a strategic business partner: an I ndian perspective. Asia Pacific Journal of Human Resources, 51(4), 454-470. https://doi.org/10.1111/1744-7941.12004
• Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A.L. (2000). Manufacturing advantage: Why highperformance work systems pay off. London: ILR Press.
• Aust, I., Brandl, J. & Keegan, A. (2015). State-of-the-art and future directions for HRM from a paradox perspective. Introduction to the special issue. Zeitschrift fur Personalforschung, 29(3-4), 194-213. https://doi.rg/ 10.1688/ZfP-2015-03-Aust
• Bakker, A. B., & Demerouti, E. (2014). Job demands–resources theory. Wellbeing: A complete reference guide, 1-28.
• Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
• Barney, J., Wright, M., & Ketchen Jr, D. J. (2001). The resource-based view of the firm: Ten years after 1991. Journal of Management, 27(6), 625-641. https://doi.org/10.1177/014920630102700601
• Battour, M., Barahma, M. & Al-Awlaqi, M. (2021). The Relationship between HRM Strategies and Sustainable Competitive Advantage: Testing the Mediating Role of Strategic Agility. Sustainability, 13 (9), 5315. https://doi.org/10.3390/su13095315
• Becker, G. S. (1962). Investment in human capital: A theoretical analysis. Journal of Political Economy, 70(5, Part 2), 9-49. http://www.nber.org/books/univ62-3
• Blau, P. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193-206. https://doi.org/10.1111/j.1475-682X.1964.tb00583.x
• Boselie, P., & Paauwe, J. (2005). Human resource function competencies in European companies. Personnel Review. 34(5), 550-566. https://doi.org/10.1108/00483480510612512
• 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. https://doi.org/10.1016/j.jbusres.2015.10.014
• Cohen, W. M., & Levinthal, D. A. (1990). Absorptive capacity: A new perspective on learning and innovation. Administrative science quarterly, 35(1), 128-152.
• Cunha, M. P., Gomes, E., Mellahi, K., Miner, A. S., & Rego, A. (2020). Strategic agility through improvisational capabilities: Implications for a paradox-sensitive HRM. Human Resource Management Review, 30(1), 100695. https://doi.org/10.1016/j.hrmr.2019.100695
• Danese, P., Manfè, V., & Romano, P. (2018). A systematic literature review on recent lean research: state‐of‐the‐art and future directions. International Journal of Management Reviews, 20(2), 579-605. https://doi.org/10.1111/ijmr.12156
• Denning, S. (2016). How to make the whole organization “Agile”. Strategy & Leadership. 44(4), 10-17. https://doi.org/10.1108/SL-06-2016-0043
• Denning, S. (2018). Succeeding in an increasingly Agile world. Strategy & Leadership, 46(3), 3-9. https://doi.org/10.1108/SL-03-2018-0021
• Denning, S. (2020). Agile devri, Okuyan Us.
• Dhir, S., Kumar, D., & Singh, V. B. (2019). Success and failure factors that impact on project implementation using agile software development methodology. In Software Engineering: Proceedings of CSI 2015 (pp. 647-654). Springer Singapore.
• Doz, Y. (2020). Fostering strategic agility: How individual executives and human resource practices contribute. Human Resource Management Review, 30(1), 100693. https://doi.org/10.1016/j.hrmr.2019.100693
• Edwards, J. R., Caplan, R. D., & Van Harrison, R. (1998). Person-environment fit theory. Theories of Organizational Stress, 28(1), 67-94.
• Fernandez, D. J., & Fernandez, J. D. (2008). Agile project management—agilism versus traditional approaches. Journal of Computer Information Systems, 49(2), 10-17. https://doi.org/10.1080/08874417.2009.11646044
• Ganguly, A., Nilchiani, R., & Farr, J. V. (2009). Evaluating agility in corporate enterprises. International Journal of Production Economics, 118(2), 410-423. https://doi.org/10.1016/j.ijpe.2008.12.009
• Garcia-Alcaraz, J. L., Maldonado-Macias, A. A., Alor-Hernandez, G., & Sanchez-Ramirez, C. (2017). The impact of information and communication technologies (ICT) on agility, operating, and economical performance of supply chain. Advances in Production Engineering & Management, 12(1), 29. https://doi.org/10.14743/apem2017.1.237
• Glaister, K. W., Ahammad, M. F., & Junni, P. (2015). Special issue of International Journal of Human Resource Management: Organizational ambidexterity and human resource practices. The International Journal of Human Resource Management, 26(13), 1785-1789. http://dx.doi.org/10.1080/09585192.2015.1028757
• Gunasekaran, A. (1998). Agile manufacturing: enablers and an implementation framework. International Journal of Production Research, 36(5), 1223-1247. https://doi.org/10.1080/002075498193291
• Hamidianpour, F., Esmaeilpour, M., & Firoozi, H. (2016). Assessing the impact of electronic human resource management on creation of organizational agility: A study in the Bushehr Banks, Iran. Asian Social Science, 12(7), 105-118 http://dx.doi.org/10.5539/ass.v12n7p105
• Harsch, K., & Festing, M. (2020). Dynamic talent management capabilities and organizational agility—A qualitative exploration. Human Resource Management, 59(1), 43-61. https://doi.org/10.1002/hrm.21972
• Heidt, L., Gauger, F., & Pfnür, A. (2022). Work from Home Success: Agile work characteristics and the Mediating Effect of supportive HRM. Review of Managerial Science, 1-26. https://doi.org/10.1007/s11846-022-00545-5
• Heilmann, P., Forsten-Astikainen, R., & Kultalahti, S. (2020). Agile HRM practices of SMEs. Journal of Small Business Management, 58(6), 1291-1306. https://doi.org/10.1111/jsbm.12483
• Junker, T., Bakker, A., & Theunissen, D. D. (2022a). Organizational Agility: Routine Dynamics, Work Design and Proactive Behavior. In Academy of Management Proceedings (Vol. 2022, No. 1, p. 18118). Briarcliff Manor, NY 10510: Academy of Management. https://doi.org/10.5465/AMBPP.2022.18118abstract
• Junker, T. L., Bakker, A. B., Gorgievski, M. J., & Derks, D. (2022b). Agile work practices and employee proactivity: A multilevel study. Human Relations, 75(12), 2189-2217. https://doi.org/10.1177/00187267211030101
• Karaçam, Z. (2013). Sistematik derleme metodolojisi: Sistematik derleme hazırlamak için bir rehber. Dokuz Eylül Üniversitesi Hemşirelik Fakültesi Elektronik Dergisi, 6(1), 26-33.
• Keegan, A., Brandl, J., & Aust, I. (2019). Handling tensions in human resource management: Insights from paradox theory. German Journal of Human Resource Management, 33(2), 79-95. https://doi.org/10.1177/2397002218810312
• Kettunen P, Laanti M, Fagerholm F, Mikkonen T (2019) Agile in the Era of Digitalization: A Finnish Survey Study. In: Franch X, Männistö T, Martínez-Fernández S (eds) Product-Focused Software Process Improvement. PROFES 2019. Lecture Notes in Computer Science, vol 11915. Springer, Cham. https://doi.org/10.1007/978-3-030-35333-9_28
• Khan, S. H., Majid, A., & Yasir, M. (2021). Strategic renewal of SMEs: the impact of social capital, strategic agility and absorptive capacity. Management Decision, 59(8), 1877-1894. https://doi.org/10.1108/MD-12-2019-1722
• Kim, K. C., ElTarabishy, A., & Bae, Z. T. (2018). Humane entrepreneurship: How focusing on people can drive a new era of wealth and quality job creation in a sustainable world. Journal of Small Business Management, 56, 10-29. https://doi.org/10.1111/jsbm.12431
• Lewis, M. W., Andriopoulos, C., & Smith, W. K. (2014). Paradoxical leadership to enable strategic agility. California Management Review, 56(3), 58-77.
• Marchington, M. (2015). Human resource management (HRM): Too busy looking up to see where it is going longer term?. Human Resource Management Review, 25(2), 176-187. https://doi.org/10.1016/j.hrmr.2015.01.007
• Martinez Sánchez, Á., Pérez-Pérez, M., & Vicente-Oliva, S. (2019). Agile production, innovation and technological cooperation: Overlapping priorities of manufacturing firms. Baltic Journal of Management. 14(4), 597-615. https://doi.org/10.1108/BJM-12-2018-0410
• Martinez-Sanchez, A., & Vicente-Oliva, S. (2022). Supporting agile innovation and knowledge by managing human resource flexibility. International Journal of Innovation Science, (ahead-of-print). https://doi.org/10.1108/IJIS-11-2021-0200
• McMackin, J., & Heffernan, M. (2021). Agile for HR: fine in practice, but will it work in theory?. Human Resource Management Review, 31(4), 100791. https://doi.org/10.1016/j.hrmr.2020.100791
• Menon, S., & Suresh, M. (2020). Synergizing education, research, campus operations, and community engagements towards sustainability in higher education: A literature review. International Journal of Sustainability in Higher Education, 21(5), 1015-1051. https://doi.org/10.1108/IJSHE-03-2020-0089
• Mollet, L. S., & Kaudela-Baum, S. (2022). Critical HR capabilities in agile organisations a cross-case analysis in swiss SMEs. Review of Managerial Science, 1-21. https://doi.org/10.1007/s11846-022-00570-4
• Muduli, A. (2016). Exploring the facilitators and mediators of workforce agility: an empirical study. Management Research Review, 39(12), 1567-1586. https://doi.org/10.1108/MRR-10-2015-0236
• Munteanu, A. I., Bibu, N., Nastase, M., Cristache, N., & Matis, C. (2020). Analysis of practices to increase the workforce agility and to develop a sustainable and competitive business. Sustainability, 12(9), 3545. https://doi.org/10.3390/su12093545
• Narasimhan, R., Swink, M., & Kim, S. W. (2006). Disentangling leanness and agility: an empirical investigation. Journal of Operations Management, 24(5), 440-457. https://doi.org/10.1016/j.jom.2005.11.011
• Nejatian, M., Zarei, M. H., Nejati, M., & Zanjirchi, S. M. (2018). A hybrid approach to achieve organizational agility: An empirical study of a food company. Benchmarking: An International Journal, 25(1), 201-234. https://doi.org/10.1108/BIJ-09-2016-0147
• Nijssen, M., & Paauwe, J. (2012). HRM in turbulent times: how to achieve organizational agility?. The International Journal of Human Resource Management, 23(16), 3315-3335.
• Page, M. J., McKenzie, J. E., Bossuyt, P. M., Boutron, I., Hoffmann, T. C., Mulrow, C. D., ... & Moher, D. (2021). Updating guidance for reporting systematic reviews: development of the PRISMA 2020 statement. Journal of Clinical Epidemiology, 134, 103-112. https://doi.org/10.1016/j.jclinepi.2021.02.003
• 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. https://doi.org/10.1016/j.ijpe.2010.01.006
• Rebentisch, E., Schuh, G., Dölle, C., Mattern, C., & Abel, H. (2018). Defining agile culture using topic modelling. In DS 92: Proceedings of the DESIGN 2018 15th International Design Conference (pp. 2111-2120). https://www.designsociety.org/publication/40608/DEFINING+AGILE+CULTURE+USING+TOPIC+MODELLING
• Robertson, B. J. (2015). Holacracy: The new management system for a rapidly changing world. Henry Holt and Company.
• Roper, I., Prouska, R., & Chatrakul Na Ayudhya, U. (2022). The rhetorics of ‘agile’and the practices of ‘agile working’: Consequences for the worker experience and uncertain implications for HR practice. The International Journal of Human Resource Management, 1-28. https://doi.org/10.1080/09585192.2022.2099751
• Saha, N., Gregar, A., & Sáha, P. (2017). Organizational agility and HRM strategy: Do they really enhance firms’ competitiveness?. International Journal of Organizational Leadership, 6, 323-334. https://ssrn.com/abstract=3335720
• Salmen, K., & Festing, M. (2022). Paving the way for progress in employee agility research: a systematic literature review and framework. The International Journal of Human Resource Management, 33(22), 4386-4439. https://doi.org/10.1080/09585192.2021.1943491
• Sarkar, A. (2016). We live in a VUCA World: the importance of responsible leadership. Development and Learning in Organizations: An International Journal, 30(3), 9-12. https://doi.org/10.1108/DLO-07-2015-0062
• Shafer, R. A., Dyer, L., Kilty, J., Amos, J., & Ericksen, J. (2001). Crafting a human resource strategy to foster organizational agility: A case study. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 40(3), 197-211. https://doi.org/10.1002/hrm.1011
• 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. https://doi.org/10.1016/j.ergon.2014.01.002
• Singh, A., Singh, K., & Sharma, N. (2013). Knowledge Management: the agile way. In Proceedings of the Information and Knowledge Management. 3(3), 143-152. https://core.ac.uk/reader/234671370
• Subramanian, N., & Suresh, M. (2022). Assessment framework for agile HRM practices. Global Journal of Flexible Systems Management, 23(1), 135-149. https://doi.org/10.1007/s40171-021-00294-6
• Teece, D. J., Pisano, G., & Shuen, A. (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18(7), 509-533. https://doi.org/10.1002/(SICI)1097-0266(199708)18:7%3C509::AID-SMJ882%3E3.0.CO;2-Z
• Tolchinsky,P. D. (2015). Accelerating Change: New Ways of Thinking about Engaging the Whole System. Organization Development Journal, 33(4).
• Tripathi, A., & Dhir, S. (2022). HRD interventions, learning agility and organizational innovation: A PLS-SEM modelling approach. International Journal of Organizational Analysis. (ahead-of-print) https://doi.org/10.1108/IJOA-12-2021-3064
• Türk Dil Kurumu (2022), Türkçe Sözlük, https://sozluk.gov.tr/, (Erişim Tarihi 11.11.2022).
• Ulrich, D. & Grochowski, J. (2018). Building a world class HR department, Strategic HR Review, 17(4), 181-185. https://doi.org/10.1108/SHR-05-2018-0046
• Walter, A. T. (2021). Organizational agility: ill-defined and somewhat confusing? A systematic literature review and conceptualization. Management Review Quarterly, 71, 343-391. https://doi.org/10.1007/s11301-020-00186-6
• Wendler, R. (2013). The structure and components of agility–a multi-perspective view. Informatyka Ekonomiczna, (28), 148-169.
• Werder, K., & Maedche, A. (2018). Explaining the emergence of team agility: a complex adaptive systems perspective. Information Technology & People, 31(3), 819-844. https://doi.org/10.1108/ITP-04-2017-0125
• Williamson, O. E. (1971). The vertical integration of production: market failure considerations. The American Economic Review, 61(2), 112-123. https://www.jstor.org/stable/1816983
• Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International Journal of Human Resource Management, 5(2), 301-326. https://doi.org/10.1080/09585199400000020
• Zavyalova, E., Sokolov, D., & Lisovskaya, A. (2020). Agile vs traditional project management approaches: Comparing human resource management architectures. International Journal of Organizational Analysis. 28 (5), 1095-1112. https://doi.org/10.1108/IJOA-08-2019-1857