How does strategic HRM contribute to organizational agility?

Strategic HRM contributes to organizational agility primarily by allowing quick adaptation to market changes. In today’s fast-paced business environment, organizations must be able to respond to changes in consumer preferences, competitive actions, and technological advancements swiftly. A strategic approach to human resource management aligns the workforce's capabilities with organizational goals, ensuring that the right people with the right skills are in place to respond effectively to these changes.

By fostering a culture of continuous learning and development, strategic HRM enables employees to acquire new skills and adapt to evolving roles as required by the business landscape. This proactive management of talent not only enhances flexibility but also empowers organizations to capitalize on new opportunities or navigate challenges rapidly. Additionally, strategic HRM practices such as workforce planning, talent acquisition, and performance management are designed to be agile themselves, allowing the organization to pivot and adjust as needed.

The other options suggest rigidity or a lack of responsiveness, which contrast with the core principles of strategic HRM aimed at fostering flexibility and responsiveness to change. Thus, the correct answer accurately reflects how effective strategic HRM practices directly enhance organizational agility.