Innovative Human Resource Management Strategies for Organisational Agility and Competitiveness in the ERA of Technological Disruption

Abstract

Technological disruption driven by artificial intelligence, automation, digital platforms, and advanced data analytics has reshaped the structure, the work space and dynamics of organizations across the globe. In this rapidly changing environment, Human Resource Management (HRM) becomes a central strategic function that is responsible for enabling organizational agility, competitiveness, and long-term resilience.

Objectives of the Study:

The present study explores three interlinked dimensions of human resource management transformation in the digital era the effectiveness of human resource strategies that help organizations remain agile and competitive the influence of disruptive innovation and digital transformation on traditional human resource practices in the organisation’s and modern Human resource policies and the impact of innovative human resource management practices on organizational performance using key numerical indicators such as productivity rates, employee adaptability metrics, and efficiency measures.

Research Methodology:

Using a mixed-method approach that integrates the literature synthesis with aggregated quantitative survey data from global human resource studies, the study highlights that organizations adopt agile human resource models, digital talent management systems, continuous learning frameworks, and data-driven human resource analytics consistently to outperform their competitors in adapting to disruption.

Outcomes of the Study:

The findings emphasize that innovative human resource practices significantly improve employee outcomes, organizational efficiency, and strategic readiness for technological change. The study concludes with recommendations for integrating digitally enabled human resource management systems and fostering an organizational culture that supports agility, innovation, and continuous workforce development.