Agile HR Community’s Post

📢How does an HR function become 'agile'? And how can HR best support an agile organisation?🤔 It involves radical change, right? WRONG! HR can transition to agility simply by making SMALL changes to its practices rather than undergoing radical change. 🤩 This whitepaper from the Agile Research Network focuses on the current state of agile HR research. It compares traditional and agile HR practices and proposes an agenda for future research. You can read it here👇 https://lnkd.in/ekey5jDJ #AgilityinHR #agilehr #Agile #businessagility #agileresearch

HR of the future series - Part IV   In her book Agile People, Pia-Maria Thorén (she/her) was one of the first to articulate a new agile approach and way of working for HR. Responding to the people challenges and pace of the 21st century and the growing role and mandate for HR, it was clear that something needed to change in “how” HR was delivered and experienced by leaders, employees and HR professionals and teams.      The table below, taken from the book Thrive in the Future of Work, reflects her work in contrasting a more adaptive or agile approach to HR ways of working to a more ‘traditional’ HR approach. The reality also being that the best of ‘both worlds’ is needed to deliver on an ever-expanding, diverse and complex HR workload.   Popularised over the last 10-15 years, many others have also written and led on this topic of HR ways of working - Josh Bersin, Natal Dank and PXO Culture | Agile HR Learning, HR Leadership Development, Consulting & Keynotes partners Agile People John McMackin Dave Ulrich to name a few.    That evolution continues today with even more expected from the HR profession and traditional assumptions of how HR has been done in the past giving way to new ways of working – combining (for example) elements of agile practices with lean and design thinking and reimagining what HR and EX work can be done or assisted by AI and other enabling technologies.   At WorkMatters, we have also been working in this area since 2017 and see it every day in practice with the clients and HR teams we work with. In fact a common trend we see now is the normalisation and morphing of labels like hybrid, agile, lean and design thinking into simply “ways of working” for HR today .    What do you think? Where are you in this journey? Interested in how we can help your HR teams adopt ways of working to help them thrive and deliver exceptional employee experiences? Contact [email protected] today. And Kudos Pia-Maria Thorén (she/her) ! #HR #Futureofwork #FutureofHR #AI #NewTechnologies #Waysofworking

Over the last 3 years DISHER Talent Solutions has embraced agile methodology with a continuous improvement mindset. It first started with one of our DISHER engineers employing this scrum methodology to expand and improve our offerings. We learned quickly that we needed someone (Tony Thomas) on our team that could specifically drive initiatives forward, and to completion, quickly. These short bursts of activities have been a game changer for us. I have seen members of our team embrace change, learn new skills, lead sprints and make paradigm shifts in how we work and support our candidates and customers. If you haven't tried agile in HR, the time is now. #Scrum #agilehr #hiring #hiringengineers #makeapositivedifference

There has been an ongoing shift towards modernizing the HR function within organizations. One result of this trend is the rise in popularity of the Agile methodology within HR departments. In our most recent blog, Tony Thomas provides an understanding of Agile in HR and the tangible benefits it can bring to your team and HR initiatives.

Here's how i linked my learnings from the course “Agile Foundations” to Human Resources 1. Agile in HR Management: Agile HR transforms traditional HR practices by promoting flexibility and responsiveness. Key areas include performance management, recruitment, and employee engagement. The focus is on iterative feedback, shorter review cycles, and continuous learning and development. 2. Talent Acquisition: Agile hiring practices use short feedback loops, frequent updates, and cross-functional collaboration, which allows hiring teams to adjust strategies based on evolving needs. 3. Performance Management: Agile HR emphasizes ongoing feedback instead of annual reviews. As an HR professional, you can implement continuous performance discussions and goal-setting frameworks like OKRs (Objectives and Key Results), focusing on incremental improvements. 4. Learning and Development: Agile encourages a culture of continuous development. You can use this in HR to create modular, on-demand training programs that employees can engage with regularly, adapting to changing skill requirements. 5. Employee Engagement: Agile values direct communication, collaboration, and transparency. HR can apply these principles to create more open feedback channels, empowering employees to contribute to team and organizational decisions. 6. Change Management: Agile principles are especially valuable when managing organizational change, such as during mergers or restructures, as they help HR teams stay adaptive and responsive to evolving employee needs. #agileprojectmanagement #agilemethodologies

Agile Transformations are often seen as Tech led, but HR are really the key to an Organisation's Agile journey. #AgileHR #agiletransformation https://lnkd.in/dvHjVU-v

The Future of HR is Agile! Do you Agree? Discover how Agile HR can transform your organization's HR practices with flexibility, collaboration, and continuous improvement. https://lnkd.in/db6eT3tY #agile #hr #humanresources

I was having this discussion with someone today. Thanks for sharing this clarity! It seems so simple in the context of the big piece that HR brings to business agility, but it is so missed with organizational change and agile/modernizing ways of working!!! Great, short, and simple read! Just Leading Solutions (JLS) - Advanced Agility

In the first part of her article, Clare Parkes examined what agile methodology looked like and how it could be applied to certain areas of HR (if you missed this, you can find it here: https://lnkd.in/dkRTFxFm).   In the second and final part of her piece, Clare delves deeper into the concept of agile by identifying the potential limitations of agile working, and how these associated risks can be appropriately addressed and mitigated in order to optimize this working style.   #agile #agilemethodology #hr #humanresources https://lnkd.in/d-xasae3