• Navigating the Storm: A Narrative Review of Human Resource Management Strategies in Times of Crisis
  • Negar Mobasheri,1,* Ali Bejani,2
    1. Student Research Committee, Shiraz University of Medical Sciences, Shiraz, Iran
    2. Student Research Committee, Kurdistan University of Medical Sciences, Sanandaj, Iran


  • Introduction: Crises—economic, natural, political, or health-related—can disrupt organizations and challenge human resource management (HRM) systems. Traditional HRM strategies focus on stable conditions, yet crises demand flexibility, resilience, and strategic adaptability. Key HR challenges during crises include workforce instability, psychological stress, and skill shortages. This review aims to explore how HRM strategies vary across crisis types and identify effective approaches to support employee well-being and maintain organizational performance during uncertain times.
  • Methods: A narrative review was conducted by searching PubMed, Web of Science, and Google Scholar using the keywords "Crisis Management" and "Organizational Crisis Response." Studies from the past ten years were screened, with a focus on those related to organizational responses to crises. Relevant findings were synthesized to identify patterns and strategic gaps in HRM during periods of disruption.
  • Results: The review shows that HRM strategies vary depending on the type and intensity of crises. During economic downturns, organizations typically adopt defensive measures—such as layoffs, hiring freezes, and training budget cuts—to ensure financial stability. In contrast, natural disasters prompt HR departments to focus on employee safety, communication, and adaptability. A recurring theme across studies is the lack of preparedness in many organizations, which often leads to delayed decisions, poor communication, and reduced employee trust.Interestingly, some organizations turn crises into opportunities by reassessing internal culture, leadership, and HR policies. These proactive firms tend to invest in employee rescilling, flexible work arrangements, and leadership development, contributing to faster recovery and long-term resilience. However, there remains a shortage of comprehensive comparative research on HRM responses across different crisis types, highlighting the need for more context-specific approaches.
  • Conclusion: This review emphasizes the critical role of HRM in maintaining organizational stability during crises. While economic crises often lead to cost-cutting strategies, natural disasters call for employee-centered approaches. The common challenge is inadequate preparedness and reactive HR responses. Nonetheless, organizations that embrace adaptability and strategic HR planning tend to navigate crises more effectively. The study calls for further research to develop flexible HRM frameworks that promote resilience and employee well-being in future disruptions
  • Keywords: Human Resource Management "HRM", Crisis Management,HR Strategies in Crisis