Agile People HR
About
Today the most progressive companies have changed the HR role to a more coaching role serving all the people, not just management. Although this changed view of the formal HR role is far from mainstream today, many organizations are experimenting with alternative structures, replacing fixed performance targets with OKRs (objectives and key results), and old fashioned bonuses with profit sharing.
This training gives a holistic understanding of agile HR and will cover; the individual perspective, team perspective, and organizational perspective.
Combine Agile People HR with Agile People Fundamentals and receive an ICAgile certification for ICP-AHR.
Duration
24 Hours
Level
Foundational
Course Information
Learning Outcomes
Goal setting and performance management in a new way – Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability and growth.
Salaries and benefits for an Agile organization – Describe and contrast traditional incentive structures with Agile structures, discuss the pros and cons of each approach and explain how to apply them to organizations.
Agile role modeling – How to develop an organizational action plan for role modeling an agile mindset and to build new skills that will enable cross-functional teams.
Employee engagement in an Agile manner – Recommend different motivational tools to be applied in a context 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 the development of new skills and capabilities.
Onboarding practices for Agile companies – Design an onboarding 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 – How an HR department can work with agile tools and methods, for example with Kanban, Sprints, Scrum and Retrospective.
Target Audience
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.
ICAgile Certified
This training can lead to a certification by International Consortium for Agile (ICAgile), a certification and accreditation body, if combined with the Agile People HR or Agile People Leadership workshop. ICAgile works with course providers to accredit new or existing courses against comprehensive and proven Learning Outcomes. ICAgile collaborate with worldwide agile thought leaders to develop learning programs that lead people to agile mastery. Learn more about ICAgile
Agile People is an ICAgile Member Organization.
Training Program
For this training, you will take part in a 1-day in-person workshop or 7 online sessions á 2-hours.
Day 1: Session H1-7 Agile People HR
Session H1: How HR’s role is changing when we need to increase Business Agility 2
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. Job titles, competency profiles, titles, career, succession – how do we do it in an agile organization? User stories for HR and a T-shaped HR-person. Employee Journey mapping – pain points. Examples and cases.
Session H2: How HR can use tools and practices from Agile
Using Scrum, Kanban, Value Stream Mapping and OKRs for HR is not so different from using it for Software development. What are examples and how can you design talent / people processes using the agile ways of working? User stories for HR – what do they look like? Examples and cases of Agile HR in reality.
Session H3: Performance management and examples & cases
Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth. 95/5 Exercise.
Session H4: Compensation and Benefits
Examples and Cases. Describe and contrast traditional incentive structures with Agile-friendly structures, discuss the pros and cons of each approach and explain how you could apply them to your own environment.
Session H5: Talent Acquisition and onboarding
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. Design an onboarding experience that enables new employees to become a part of the organization rapidly and smoothly.
Session H6: Employee Engagement
Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.
Session H7: Learning and Development
Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to a focus on the development of new skills and capabilities.
Online Delivery
If you attend a course that is delivered online. Then we will work with Zoom for presentations and team exercises, Mural as a digital canvas, Trello for keeping track of the agenda items and exercises, and Slack for communication between the sessions. You will receive links to all of the tools used in the training including the Learning Management System that will provide you will all the documents and videos in between every session.
There will be some work to be done after every session, so add about 5 hours more every week. Course literature and material will be sent to your location and distributed digitally. The certification assignment will be accomplished in the time between the sessions so that you will be ready on the day of the last session.