HR 101: Is your team Agile?
So, what happens when HR feels out-of-date or archaic? The answer is: pivot and modernize HR. Many industries are evolving to support the ever changing landscape of what it means to work and how one goes about working. To continue bringing it into the future HR needs to follow their counterparts and adopt the Agile methodology. In order to figure out how the two work together let's bring it back to basics.
What is the Agile Methodology?
“The Agile Method is a particular approach to project management that is utilized in software development. This method assists teams in responding to the unpredictability of constructing software. It uses incremental, iterative work sequences that are commonly known as sprints.”
How do the Agile and HR work together, though?
“When applied to HR, Agile principles change the focus from imposing controls and standards to empowering collaboration and innovation." [source] HR becomes more responsive to changes in the work style and in the culture of the organization.
The Agile HR methodology can be applied to every aspect of HR. Here are a few examples of how Agile HR stacks up against traditional HR:
Traditional. Remedial approach to learning: An employee who under performs in a current role or needs to prepare for a new role is assigned training to achieve a specific performance level.
Agile HR. Continuous learning environment: Employees are given myriad opportunities to learn and stretch themselves independent of a specific, job-related goal.
Traditional. Opaque talent process: Talent management is owned by HR, and the processes by which talent is acquired, evaluated, and developed are proprietary and inaccessible.
Agile HR. Transparent access to talent information: Talent management is facilitated by HR, which empowers employees to take ownership of their own development. Employees understand and are active participants in talent acquisition, evaluation, and development processes.
Definition of HR:
Traditional. HR as a system of record: The HR function is focused on record-keeping and defense for the company. Employee files, records of HR activities and outcomes track progress and note issues. HR success is measured in the completeness of documentation.
Agile HR. HR as a system of engagement: The HR function is focused on engaging employees to enhance self-motivation and encourage collaboration. HR success is measured in terms of retention, employee satisfaction levels, innovation levels, and organizational goodwill and trust.
Agile HR can be adopted by companies of any size from teams of 4 all the up and beyond teams of 40,000. Beyond the benefits of Agile HR listed above if a whole organization buys into the agile mindset the company as a whole can experience increased productivity, efficiency, and higher-quality products and services can be fully realized.
If Agile HR is what is current and what will keep HR professional employed into the future, are you ready to take the leap and change your methodologies? What do you think of Agile HR? Do you think HR should remain the way it is?
LET US KNOW! We want to hear want you think!