HRM in turbulent times: how to achieve organizational agility?

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Human resources in tourism: Still waiting for change? – A 2015 reprise (2015, background): “Dyer and Ericksen (2006:3) extend this notion to one of workforce scalability (or workforce fluidity - Nijssen and Paauwe, 2012) as a requirement for organizations operating in a dynamic environment.”
Impact of Organizational Culture Values on Organizational Agility (2017, background): “In this vein, this paper approaches OA as a dynamic capability that organizations can deliberately use to reach and sustain competitive advantages [5] and to survive crises and changing environments [6].”
Entrepreneurial team and strategic agility: A conceptual framework and research agenda (2020, background): “…practices and identifying HR mechanisms can facilitate organizations in achieving organizational agility in order to tackle uncertainty and change (Nijssen & Paauwe, 2012), instigate the digital transformation in organizations (Bustinza, Gomes, Vendrell‐ Herrero, & Tarba, 2018), or nurture…”