Today's business environment is as complex and as dynamic as it has ever been. Layoffs, corporate restructuring, retirement wave, technology are just some of the factors making an impact on HR's business operations. And to add to the complexities of it all, there is also the demand for HR to be lean, agile, predictive, and adaptive. HR does not operate in a vacuum. It responds to its environment in order to survive and thrive. It exists in an interdependent social system which is characterized by complexities, constant change, rapid developments, turbulence, and multiple agents.The study of complex adaptive systems is proven to be critical especially in some of the well-documented studies of macroeconomics, the immune system, the internet, and political parties. HR as a social system with its constant interaction with multiple agents in its network along with its adaptive capacity is also classifiable as a complex adaptive system and deserves to be studied. Understanding HR as a complex adaptive system, knowing its interdependencies, its impact, its internal and external network, should position HR to have a model or framework for understanding not only how to adapt but for how to innovate and gain strategic advantage in the midst of all the complexities.
In : Org Psychology