Study The Agility of Human Resources in the Education

Today, human resources are considered as intelligent element .Human resources, with their skills and creativity, play an important role in the global community. One of the best ways to respond to organizational changes and sustainability is organizational agility because the world of competition for organizations is very wide.Agility can be described in terms of management, responding to turbulent and dynamic markets and customer demands. In such a framework, the significant and crucial part of HR, the info, interaction, and yield of which is related with man and his preparation, is vital.  In a way that the decision-making process regarding the stages of recruitment, retention, empowerment and promotion, monitoring and evaluation, etc., related to human resources in education is not comparable with other organizations. For the financial development of the country, one might say that the turn of events, development and advancement of HR in education is a powerful methodology.
Statement of the problem: Human resources are the most important and main capital of any organization, and the higher the quality of this capital, the more likely it is that the organization will succeed and rise. One of the most important issues in the education system and of course the rest of the organizations is the problems and organizational crises based on the requirements and conditions of each period. Researchers and experts believe that agile organizations think beyond adapting to change and seizing potential opportunities in a turbulent environment and gaining a foothold in their innovations and competencies. Customers think differently.
The main question of the research is what model can be designed for human resource agility of the General Directorate of Education in Tehran?
Agility: The root of agility comes from agile manufacturing, and this is a concept that has become popular in recent years and has been accepted as a successful strategy by manufacturers who prepare themselves to increase high performance. In such an environment, each organization must be able to simultaneously produce different and short-lived products, redesign, change methods, and respond effectively to changes.
Organizational agility: It means the organization's ability to sense, perceive and predict changes in the workplace. Such an organization must be able to recognize environmental changes, to look at them as factors of growth and prosperity.
Human resource agility: Human resource management, through efficient and effective planning, can provide the volume and composition of human resources needed for the future or enhance the capabilities of existing forces.
Approach and strategy: In terms of purpose, this research is applied, in terms of nature and method, it is descriptive-survey, in terms of research philosophy, it is positivism, in terms of research approach, it’s deductive. In this study, concepts and theories related to research variables collected through the study of Persian books, articles or English thesis and articles in this field. A questionnaire used to collect information in the field section of the research (data collection) and its validity and reliability tested.
Tools and methods: The measurement tool of the questionnaire was based on a 5-item scale that had 6 components and 57 indicators, based on previous studies such as: (2018) Macheridis; Designed by Ravichandran (2018) and Seyedjavadein (2017) Validity of the questionnaire that was developed for each component as a researcher; In terms of content and structure (convergence and divergence) and its reliability was examined and confirmed by Cronbach's alpha.
Result: Management and leadership: The findings of the study showed that the current situation of the General Directorate of Education in Tehran in terms of the component of "management and leadership" and its 12 indicators shown to be desirable and correctly. Explanation of the obtained findings: Management and leadership are the main pillars of an organization. The manager's view of the organization's financial and human resources is a tool view that, by order, advances the organization's overall goals.
Teamwork and mutual cooperation: Based on the findings, with all the positive features that teamwork has on the process of the organization, in examining the current situation of the General Directorate of Education in Tehran, component and 8 indicators, was unfavorable.
Explained: Today's world is a world of working groups, so in the new organizational structure, this idea have replaced the individualistic approach that prevailed in the traditional view. Because it is believed that the implementation of teamwork and mutual cooperation in the organization will enable the identification and discovery of talents hidden in human resources. Technology: Based on the findings, the current situation of the General Directorate of Education in Tehran was shown to be unfavorable in terms of the "technology" component and its 11 indicators.
Explained: today’s information technology has pivotal role. Environmental pressure enters the organization from all sides.  So It is necessary to pay attention to information technology in all organization.
Knowledge pilot: In terms of the "knowledge-based" component and its 13 indicators, the current situation of the General Directorate of Education in Tehran was unfavorable.
Explained: In the education system, where attention to knowledge and knowledge-based is the main pillar of the development of this system, the employment and use of knowledge manpower and the existence of processes to improve knowledge and knowledge organization should be seriously considered and this system. Make optimal use of human resource knowledge and information.
Training and empowerment of human resources:
In reviewing the current situation of the General Directorate of Education in Tehran in terms of the component of "education and empowerment of human resources" and 6 indicators, the current situation was shown to be optimal.
Explained: In an education system that needs up-to-date human resources, human resources are the most important asset of an organization, and training and empowering them is essential for organizations that want to succeed.
Organizational culture: Culture is one of the most important and fundamental issues in management and organization.
Explained: According to Downport, which in modern organizations, the basic solution is to move from the hard dimensions to the soft dimensions of promoting organizational productivity; Culture as an intra-organizational factor is the soft dimension
that should be seriously considered.