Ahmed Asfahani
This is an analytical and descriptive study that focuses on the impact of modern models of Human Resource departments, looking specifically at their ability to enhance organizational agility for institutions. The study begins by defining organizational agility, and then examining four specific strategic HR models in depth: the high-performance model, the strategic fit model, the high commitment model, and the best practices model. For the high-performance model, innovation is highlighted as a key factor. For the strategic alignment model, it was found that HR management structure needs to predict future patterns in the external work environment. The high commitment model focuses on career path, job flexibility, motivation, work teams, and job relationship stability for employees. The best practice model looks at overall organizational strategy. A review of the literature in this field shows that, as predicted by the research hypotheses, all of these HR practices enhance and organizational agility. The study concludes by recommending that HR management adopt all of these policy models in order to ensure the agility of their organization.