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Human Resource Intervention

The document discusses how organizational practices, training programs, collaboration, communication, and considering employee mindsets can improve workforce agility. It also discusses how empowering and motivating employees through rewards and acknowledgement can enable workforce agility.

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13 views3 pages

Human Resource Intervention

The document discusses how organizational practices, training programs, collaboration, communication, and considering employee mindsets can improve workforce agility. It also discusses how empowering and motivating employees through rewards and acknowledgement can enable workforce agility.

Uploaded by

maethclary
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Human Resource Intervention

Organizational practices are significantly linked to workforce agility. It shows that

organizational practices can improve the workforce agility attributes and behavior (Muduli,

2016). Taran (2019) discussed that one technique that might help in achieving workforce agility

is training, thus implementing a training program is one of the most fundamental and crucial

actions in any business that wishes to achieve its goals and objectives as well as improve the

performance of individual employees. Implementing a training program also stimulates workers

to work hard for the benefit of the organization. According to Hajjar and Alkhanaizi (2018), in

determining the components of training programs that needs to assed to improve the output will

be shown in employee’s learning capacities and skills. According to University of Human

Resources(2019), orientation is vital for the reason of it encourages employee trust and assists in

adapting to the work more quickly. It is important for organizations to view human resource are

of vital strategic (Gupta, 2020). Human Resource system focused on human capital enhancement

and putting every employee’s personal attitudes, talents, behavior and interactions are potentially

important in formulation and implementing strategies to overcome changes and to be agile.

Information technology has had a major impact on human resources (HR) systems and activities

in recent years (Stone, Deadrick et al, 2015). Although, collaboration with tech-savvy co-

workers increases the knowledge and use of technology. Consequently, asking questions,

observation and seeking assistance would help and it is suggested to invest in professional ties as

well to broaden expertise and keep up with current technology (Lynch,2018). There are teachers

have found it difficult to embrace technology due to lack of trainings and poor understanding of

how technology might impact lesson presentation although there are instructional software or

online tutoring services (Lynch,2018).


According to Ribeiro(2020), collaboration enhances the way organization talks and

solves problems. In addition, it results greater innovation, more efficient, greater success and

better communication. Growth, open, promotion mindset are the three mindsets that is necessary

for developing agility. Growth mindset is the belief that employees can improve the skills,

abilities and intellect. Open mindset is the willingness to listen to other’s idea and take those into

consideration. Promotion mind set is a mindset which is focused on winning (Gottfredson, 2019).

There are two categories identified to achieve workforce agility, the organizational practices and

psychological empowerment practices (Montenu, Bibu, et al, 2020). Coworkers who are more at

ease with one another, the more confident they will be in expressing their thoughts,

brainstorming, and accepting new ideas. Thus, to embrace change, develop, and invent, high

level of collaboration is required (Bosworth, 2021). According to Oesting(2018), an effective

communication to staff members leads to a healthier relationship, efficient operation, and a better

classroom performance. In addition, according to Backman(2018), communicating employees in

private setting would eliminate the embarrassment factor and would make room for

understanding of issues in the organization. However, Nagy (2016) states that sometimes

praising an employee at group meeting can be very effective.

Considering the mind-set of an employee will help organizations to quickly assess

employee’s perception. Gottfredson, (2019), unfortunately, during times of change, executives

often overlook employees’ mind-sets. Notably, workforce are the ones who completed all the

works and activities in an organization. Empowering them will help them to be motivated in

work. Teamwork has the greatest impact on workforce agility, followed by reward system,

motivation, training and development. Rewards, acknowledgements and empowerment of

employees are some of the enablers that have high driving force to attain workforce agility
(Menon & Suresh, 2020). According to Simmert & Peter (2020) affirmed that motivated

workforce is a key factor in implementing workforce agility.

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