STRATEGIC FLEXIBILITY – THE BASIS OF THE HUMAN CAPITAL MANAGEMENT AND LEADERSHIP PARADIGM

Abstract

Models of long-term planning of enterprises under the conditions of VUCA-world are replaced by models that allow forming dynamic advantages. These benefits are based on knowledge and innovation. The urgency of implementing Lean-Agile management methods in organizations was substantiated. A study of the factors of contradiction between the administrative and substantive functions of HR management was conducted. It has been demonstrated that HR departments are beginning to apply only general principles AGILE management to demonstrate and support staff performance and talent development. The system-forming values that underlie the concept of AGILE HR are shown.
The personnel management operating system content based on the application of the principles of flexibility in the implementation of HR-management functions is revealed. The possibility of using Agile for HR is proved by the fact that employees for the company act as a client (the resource in which the company is interested) and a user of the experience of other employees.
The penetration of Agile thinking into HR contributes to the formation of a new consumer value for the employee, which consists in job satisfaction, self-improvement and fair career growth. On the other hand, values are formed for the organization. Emphasis is placed on the need to develop human-centered practices. AMO-model was used to disclose the drivers of the implementation mechanism Agile HR.

How to quote:

Martynova LB, Korzh NV Strategic flexibility is the basis of the paradigm of human capital management and leadership. Scientific notes of the National University "Ostroh Academy". Series "Economics": a scientific journal. Jail: View
NaUAA, March 2021. № 20 (48). Pp. 67–75.

Formula: 0; fig .: 0; tab .: 0; bibl .: 25.

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