Agile HR is a topic of growing interest among HR professionals, reflecting pressures for greater organisational agility in response to environmental uncertainty. However, agile HR has received virtually no attention in the academic HR literature, typifying a divergence between the interests of HR practitioners and strategic HRM research, something which has been a recurring concern in recent reviews of SHRM literature. In this paper we offer a definition of agile HR as a HR operational strategy and assess how the relationship between organisational strategy, HR strategy and HR operational strategy has evolved over four waves since the 1950s. Our analysis highlights the neglect of HR operating models in SHRM research, and we propose a research agenda incorporating agile as a HR operational strategy in models of SHRM. We propose that this has the potential to mitigate some of the limitations highlighted in recent reviews of this literature.

敏捷 HR 是 HR 专业人士越来越感兴趣的话题，反映了为应对环境不确定性而提高组织敏捷性的压力。然而，敏捷人力资源在学术人力资源文献中几乎没有受到关注，这代表了人力资源从业者的兴趣与战略人力资源管理研究之间的分歧，这在最近的人力资源管理文献评论中反复出现。在本文中，我们将敏捷 HR 定义为 HR 运营战略，并评估了自 1950 年代以来组织战略、HR 战略和 HR 运营战略之间的关系如何演变了四次浪潮。我们的分析强调了 SHRM 研究中对 HR 运营模型的忽视，我们提出了一个研究议程，将敏捷作为 SHRM 模型中的 HR 运营策略。