Study The Agility of Human Resources in the education
Publisher: name: The University Of Kurdistan
Year: 2021

description: Today, human resources are considered as intelligent element .Human resources,\nwith their skills and creativity, play an important role in the global\ncommunity. One of the best ways to respond to organizational changes and\nsustainability is organizational agility because the world of competition for\norganizations is very wide.Agility can be described in terms of management,\nresponding to turbulent and dynamic markets and customer demands. In such\na framework, the significant and crucial part of HR, the info, interaction, and\nyield of which is related with man and his preparation, is vital . In a way that\nthe decision-making process regarding the stages of recruitment, retention,\nempowerment and promotion, monitoring and evaluation, etc., related to\nhuman resources in education is not comparable with other organizations. For\nthe financial development of the country, one might say that the turn of\nevents, development and advancement of HR in education is a powerful\nmethodology.\nStatement of the problem: Human resources are the most important and main\ncapital of any organization, and the higher the quality of this capital, the more\nlikely it is that the organization will succeed and rise. One of the most\nimportant issues in the education system and of course the rest of the\norganizations is the problems and organizational crises based on the\nrequirements and conditions of each period. Researchers and experts believe\nthat agile organizations think beyond adapting to change and seizing potential\nopportunities in a turbulent environment and gaining a foothold in their\ninnovations and competencies. Customers think differently.\nThe main question of the research is what model can be designed for human\nresource agility of the General Directorate of Education in Tehran?\nAgility: The root of agility comes from agile manufacturing, and this is a\nconcept that has become popular in recent years and has been accepted as a\nsuccessful strategy by manufacturers who prepare themselves to increase\nhigh performance. In such an environment, each organization must be able to\nsimultaneously produce different and short-lived products, redesign, change\nmethods, and respond effectively to changes.\nOrganizational agility: It means the organization's ability to sense, perceive and\npredict changes in the workplace. Such an organization must be able to\nrecognize environmental changes, to look at them as factors of growth and\nprosperity.\nHuman resource agility: Human resource management, through efficient and\neffective planning, can provide the volume and composition of human\nresources needed for the future or enhance the capabilities of existing forces.\nApproach and strategy: In terms of purpose, this research is applied, in terms of\nnature and method, it is descriptive-survey, in terms of research philosophy,\nit is positivism, in terms of research approach, it’s deductive. In this study,\nconcepts and theories related to research variables collected through the study\nof Persian books, articles or English thesis and articles in this field. A\nquestionnaire used to collect information in the field section of the research\n(data collection) and its validity and reliability tested.\nTools and methods: The measurement tool of the questionnaire was based on a\n5-item scale that had 6 components and 57 indicators, based on previous\nstudies such as: (2018) Macheridis; Designed by Ravichandran (2018) and\nSeyedjavadein (2017) Validity of the questionnaire that was developed for\neach component as a researcher; In terms of content and structure\n(convergence and divergence) and its reliability was examined and confirmed\nby Cronbach's alpha.\nResult: Management and leadership: The findings of the study showed that the\ncurrent situation of the General Directorate of Education in Tehran in terms\nof the component of "management and leadership" and its 12 indicators\nshown to be desirable and correctly. Explanation of the obtained findings:\nManagement and leadership are the main pillars of an organization. The\nmanager's view of the organization's financial and human resources is a tool\nview that, by order, advances the organization's overall goals.\nTeamwork and mutual cooperation: Based on the findings, with all the positive\nfeatures that teamwork has on the process of the organization, in examining\nthe current situation of the General Directorate of Education in Tehran,\ncomponent and 8 indicators, was unfavorable.\nExplained: Today's world is a world of working groups, so in the new\norganizational structure, this idea have replaced the individualistic approach that prevailed in the traditional view. Because it is believed that the\nimplementation of teamwork and mutual cooperation in the organization will\nenable the identification and discovery of talents hidden in human resources.\nTechnology: Based on the findings, the current situation of the General\nDirectorate of Education in Tehran was shown to be unfavorable in terms of\nthe "technology" component and its 11 indicators.\nExplained: today’s information technology has pivotal role. Environmental\npressure enters the organization from all sides. So It is necessary to pay\nattention to information technology in all organization.\nKnowledge pilot: In terms of the "knowledge-based" component and its 13\nindicators, the current situation of the General Directorate of Education in\nTehran was unfavorable.\nExplained: In the education system, where attention to knowledge and\nknowledge-based is the main pillar of the development of this system, the\nemployment and use of knowledge manpower and the existence of processes\nto improve knowledge and knowledge organization should be seriously\nconsidered and this system. Make optimal use of human resource knowledge\nand information.\nTraining and empowerment of human resources:\nIn reviewing the current situation of the General Directorate of Education in\nTehran in terms of the component of "education and empowerment of human\nresources" and 6 indicators, the current situation was shown to be optimal.\nExplained: In an education system that needs up-to-date human resources,\nhuman resources are the most important asset of an organization, and training\nand empowering them is essential for organizations that want to succeed.\nOrganizational culture: Culture is one of the most important and fundamental\nissues in management and organization.\nExplained: According to Downport, which in modern organizations, the basic\nsolution is to move from the hard dimensions to the soft dimensions of\npromoting organizational productivity; Culture as an intra-organizational\nfactor is the soft dimension\nthat should be seriously considered.