The Role of Human Resource Flexibility in Strategic RenewalAn Analytical Study of the Opinions of College Council Members in Private Universities in the Kurdistan Region of Iraq

Abstract

The research aims to test the correlation and influence relationship between human resources flexibility as an independent variable in achieving strategic renewal as a dependent variable. In order to achieve this, the research relied on three dimensions of the human resources flexibility variable, which were (skill flexibility, behavioral flexibility, and human resources practices flexibility). The dimensions of strategic renewal were adopted (context, content, and process). Private universities were selected to test the research hypotheses through the main tool for collecting data and information (questionnaire), which was prepared for this purpose by applying it to university leaders in private universities in the Kurdistan Region. To achieve this goal, a comprehensive census was used, and the sample included (227) individuals in private universities. To test the validity of the study hypotheses, appropriate statistical methods were used, such as the arithmetic mean, Pearson's correlation coefficient, alpha coefficient, one-way analysis of variance, standard deviation, correlation coefficient, and confirmatory factor analysis (25) program. SPSS Amos 25 software. The results showed a strong, positive correlation and influence between human resource resilience and strategic renewal at the macro and micro levels. This indicates that enhancing resilience practices in human resource management directly contributes to supporting strategic renewal processes within private universities in the Kurdistan Region. The study recommended a number of recommendations to enhance human resource resilience in private universities and make it a parallel focus for strategic renewal processes. This would ensure a balance between developing strategies and empowering individuals and preparing them to adapt to those strategies.