Strategic Human Resource Management Adaptation for Enhancing Workforce Resilience in Disaster (Management)-Prone Organizations
The frequency and complexity of natural and man-made disasters, including pandemics and climate-related crises, demand that organizations—particularly those in high-risk sectors—prioritize workforce resilience. Strategic Human Resource Management (SHRM) plays a vital role in fostering such resilience by aligning HR practices with long-term adaptability, psychological support, and crisis preparedness. This study aims to examine how SHRM adaptations contribute to workforce resilience in disaster-prone sectors. It identifies the relative influence of four SHRM dimensions—strategic workforce planning, crisis-specific training, psychological support services, and leadership development—on employee resilience outcomes. A quantitative, cross-sectional survey was conducted among 285 professionals from healthcare, emergency services, humanitarian aid, and critical infrastructure sectors. A structured questionnaire assessed SHRM practices and workforce resilience using validated instruments. Exploratory factor analysis confirmed construct validity, and Cronbach’s alpha ensured reliability (α > 0.79). Data were analyzed using descriptive statistics, Pearson correlations, multiple regression, and ANOVA with SPSS 26. Strategic workforce planning (M = 4.01, SD = 0.58) and leadership development (M = 3.94, SD = 0.62) were highly rated SHRM practices. Workforce resilience also scored high (M = 4.03, SD = 0.56). All SHRM dimensions significantly predicted resilience, with strategic planning (β = 0.27) and leadership (β = 0.25) showing the strongest effects. The model explained 46% of the variance in workforce resilience (R² = 0.46). ANOVA revealed significant sectoral differences (F = 4.37, p = 0.005), with healthcare and emergency services reporting higher resilience than critical infrastructure. SHRM is a key strategic enabler of workforce resilience in disaster-prone organizations. Proactive HR planning, leadership development, and integrated support systems significantly enhance employees' ability to adapt and perform under crisis. These findings advocate for embedding resilience-focused HR practices across organizational levels, particularly in high-risk sectors facing recurrent disruptions.