Regardless if you are an agile coach, a line manager, or an HR professional, you need to understand how strategy and operations need to change when working in a company embracing the agile value structure. How do performance management, recruitment, learning and development, compensation, benefits, and employee engagement surveys change? What are the specific skills that we need to use to run an agile transformation from a people perspective? And is there still a need to do succession planning in the future?
At the end of this course students will be able to:
- Understand the agile approach and how it is related to Lean and systems thinking. Answer the question “Why work with agility?”.
- Learn what characterizes the agile mindset and how to change the traditional HR processes when we are working with agile values.
- Know how to adapt work to create maximum value in an agile organization. Understand what should recruitment, performance evaluations, and salary discussions should look like.
- Learn about concrete examples of how have others done it, including what works best.
- Understand how to use agile techniques like Scrum and Kanban for HR.
Agile coaches, consultants, HR managers, HR Business Partners, HR professionals, line managers, operational & business managers, and consulting managers in both the private and public sectors.
There are no prerequisites to attend this course.
The training places great emphasis on practical examples. We will present a series of tools that you will be able to use when getting started on your own agile HR initiative. We take you through an agile HR project from setting goals and developing user stories to implementing sprint planning and monitoring the sprint using Kanban.
This course is certified by IC Agile. It qualifies students for the Agile Talent (ICP-TAL) professional credential.
Additionally, students will earn 14 credit hours for their attendance.
Attendance certificate will be issued only to students with an attendance of more than 75%, and diploma will be issued to students who pass the evaluation test.
- HR’s role in an Agile organization
- How HR can support an agile organizational transformation
- Assess the current organizational structure and design a new structure that enables business agility, maximizes communication and collaboration within and among teams, and enables the flow of value.
- Goal setting and performance management in a new way
- Appraise current performance management practices and identify ways of using Agile thinking to enhance performance, accountability, and growth.
- Salaries and benefits for an agile organization
- Describe and contrast traditional incentive structures with Agile-friendly structures, discuss the pros and cons of each approach, and explain how to apply them to each environment.
- Job Roles – are they needed in the future?
- Develop an organizational action plan for modeling an agile mindset and building new skills that will enable cross-functional teams.
- Employee engagement in an agile manner
- Recommend different motivational tools to be applied in different contexts and describe how the traditional employee engagement survey is changing.
- Talent acquisition and the candidate experience
- Design a sourcing strategy that can be used to find and acquire the “right” people to support the strategic growth of the organization, taking values, culture, diversity, and collaboration into the hiring decision.
- Agile learning
- Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to a focus on development of new skills and capabilities.
- On-boarding practices for agile companies
- Design an on-boarding experience that enables new employees to become a part of the organization rapidly and smoothly.
- Why the agile mindset is HR’s responsibility
- Design the talent/people elements needed to help support an Agile transition in an organization and explain how different contexts can influence the approach to be taken.
- The needed changes in the HR core function
- Relate how the need for business agility affects the HR function and organization and how it impacts HR team members’ roles and behaviors.
- Practical tools, templates and exercises for HR and managers
- How an HR department can work with agile tools and methods, e.g., Kanban, Sprints, Scrum, and Retrospectives.