Investigating the role of human resource management (HRM) on organizational performance (OP), considering the mediating role of knowledge management (KM) and organizational agility (OA) with systematic review of research literature (SLR)

Change is the most stable feature that can be introduced to the current business world. As the pace of change in science and technology accelerates, businesses and organizations become more complex, and along with these developments, the management of organizations becomes more complex. Today, it is not possible to manage organizations in the traditional way, because it is not easy to manage human beings, who are the main assets of organizations, and the leaders of organizations, especially human resources officials, need the necessary knowledge and skills. To gain important for this and to use them effectively. Therefore, the success of any organization depends on focusing the organization's attention on the unique talents of its employees and turning these talents into a sustainable function. Implementing knowledge management in the organization, as a process of creating and using knowledge to improve the organization's performance in terms of efficiency, information management, knowledge and experience in the organization, can be an effective solution in the process of responding to environmental changes. Also, changes in the external environment and rapid response to diverse customer needs force organizations to show resilience and change, and many efforts are made to increase organizational speed and flexibility. For this reason, many management scholars consider agility to be the key to the success of the organization in the dynamic and unpredictable environment of the present age. Hence, the effectiveness of human resource management is certainly related to investing in human capital as well as minimizing strategic costs. Human resource management, including training, skills and expertise of employees, is different from other departments of the organization.