agile hr - human resource management - manu melwin joy

Agile HRHuman Resource Management

Prepared By

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Manu Melwin JoyAssistant Professor

Ilahia School of Management Studies

Kerala, India.Phone – 9744551114

Mail – manu_melwinjoy@yahoo.com

Agile HR

• The "Agile Model of HR" states that human resources' job is not just to implement controls and standards, and drive execution—but rather to facilitate and improve organizational agility.

Agile HR

• This changes HR's mission and focus. Driving agility means driving programs that create adaptability, innovation, collaboration, and speed.

Agile HR

• The four values of agile development can be easily applied to the practice of HR. Incorporating adaptability, transparency, simplicity and unity can help improve HR service delivery

Agile HR

• Examples of agile HR strategies include:– Training leaders at all levels

of the company to act as hands-on coaches, not "managers“.

– Designing the organization into small, high-performance teams that set their own targets.

Agile HR

• Examples of agile HR strategies include:– Creating customer

interactions within all groups and functions in the company.

– Delivering a strong, focused mission and values to keep everyone aligned.

Agile HR• Examples of agile HR strategies

include:– Creating systems with lots of

transparent information, i.e., what are our goals, who is working on what project, who are our experts.

– Implementing "systems of engagement" not just "systems of record," i.e., collaboration, information-sharing, project management.

Agile HR

• Examples of agile HR strategies include:– Building a focus on

continuous learning and learning culture at all levels.

– Implementing a strong external employment brand that attracts "the right type" of people.

Agile HR

• Examples of agile HR strategies include:– Hiring and promoting

experts, not general managers.

– Encouraging and teaching people to give each other direct feedback.

7 Aspects of Agile HR

• Keep your HR team smallWith a small team you can make more speed, and you will be able to react more agile.

7 Aspects of Agile HR• Stop with all your regular meetings

Add up the time you have to spend on regular meetings. The Monday morning meeting with your team. The Monday afternoon and often part of the evening with the management team. The regular 1:1 with the members of your team and your boss. The bi-weekly meeting with the “Global Blue Print” team. Your monthly meeting with the regional HR-leads. Your Rotary meetings etc. etc. Stop with the meetings, and spend the time on getting some things done!

7 Aspects of Agile HR

• Make sure there is fresh input in your team regularlyYou will need fresh input in your team. Not too much, as strong teams have learned to work together. More than seven years in one team is a very long time. A young professional can add a lot of value, and a fresh perspective.

7 Aspects of Agile HR• Find innovative and flexible

partnersAs your team is small, you will need partners. Partners who can be innovative and flexible. Try to avoid tender processes and stay away from corporate purchasing. Long-term relationships with reliable partners are crucial for an agile HR team.

7 Aspects of Agile HR

• Do not strive to be perfectKeep moving, and do not strive for perfect solutions. While you are working on your perfect solution, the world has moved on, and your solution is no longer perfect.

7 Aspects of Agile HR• Practice SCRUM• An important element of the

SCRUM approach is to work in a team in short sprints of two to four weeks. The goal is to have clear deliverables at the end of the period. The end of the period is the moment to regroup, discuss the lessons learned and determine the deliverables of the next period.

7 Aspects of Agile HR

• Learn how to practice “Guerrilla HR”

• Maybe it is not wise to call it “guerrilla HR”, it might be better to label it “Agile HR”.