Page 380 - IMDR JOURNAL 2023-24

IMDR’s Journal of Management Development & Research 2023-24
Organizational practices to promote workforce agility
Organizations fostering agility within their workforce demonstrate a proactive stance towards

change compared to those that are merely observant or reactive. Human resource (HR)

professionals encounter challenges when implementing organizational practices within dynamic
environments. Thus, it becomes crucial for human resource professionals should develop leadership

attributes that promote the exchange of knowledge, trust, delegation of responsibilities, teamwork,

and citizenship behavior. These leadership traits play a crucial role in nurturing agility among
employees, enhancing their ability to adjust to changes effectively.

Research indicates two main categories of organizational practices that promote agility: strategy-

based and growth-oriented. Strategy-based HRM practices are closely aligned with the
organization's business strategy, while growth-oriented practices focus on enhancing learning and

building workforce competence. (Nibedita Saha, 2017)

Some of the organizational practices to promote workforce agility are:

Organizations recognize the importance of continuous improvement through learning, training, and

developing a knowledgeable workforce. Consequently, they offer training programs to employees
aimed at enhancing their compatibility and versatility. Training and development centers are tasked

with preparing modules and materials and facilitating employee training initiatives.

Employee empowerment, characterized by four key elements including meaning, competence, self-
determination, and impact, fosters a sense of autonomy among employees. This autonomy is

identified as a crucial factor in predicting workforce agility (Menon, 2020)

Research indicates that unconventional incentives such as skill-based compensation and

improvement bonuses yield better results compared to conventional rewards such as profit sharing
and gain sharing. Additionally, non-monetary incentives are equally effective in fostering agility

within the workforce. (Taylor, 2019)

Due to market shifts and the rapid growth of information technology, organizational structures have

undergone significant transformations. Hierarchical tall structures have been supplanted by flatter
ones, granting employees greater autonomy. Additionally, the proliferation of virtual workspaces

and co-working environments has facilitated decentralization within organizations, thereby
enhancing agility and flexibility. (Exploring the Different Types of Incentives and How to Use

Them to Motivate Your Employees)

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