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Regardless if you are an agile coach, a line manager or an HR professional, you need to understand how people strategy and people operations need to change when working in a company embracing the agile value structure. How do performance management, recruitment, learning and development, compensation and benefits and the way we perform 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?

The training places great emphasis on practical examples and 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 case from setting goals and developing user stories for HR to implementing sprint planning and monitoring the sprint using Kanban.

Learning outcomes

• 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 bringing 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 they could apply them to their own environment.
• Job Roles – are they needed in the future? Develop an oganizational 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 emloyee engagement survey is chaging.
• 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.
• 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 HRs 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, for example with Kanban, Sprints, Scrum and Retrospectives.

 

 

Download detailed Agenda - Agility in HR MasterClass

 

The Trainer: 

 

Adéle is the founder of ACC onsulting and the first Agile People facilitator in Austria. She is a registered Organisational Psychologist with 10 years’ experience in Process Facilitation, Change Management, and T alent M anagement. She is also a qualified teacher and holds Honours degrees in Organisational Psychology and Educational Management. Adéle completed her Masters’ degree in Social Sciences at the University of Cape Town in South A frica where the focus of her research was in the field of Talent Management. She launched her career in the mining industryin South Africa, where she was the Programme Manager responsible for developing a selection and assessment center for recruitment purposes. Working as a management consultant, the focus throughout her career has been on Talent Management and Change Management and she has experience working with various listed companies across numerous industries in multiple countries in Africa, the Middle East, and Europe. In the last years she has focused her work on developing connected, resilient individuals and teams; guiding organisations in defining their ‘People strategy’ and driving the implementation of the multiple aspects of this strategy. Adéle believes in the power of connection and that intentionally building bridges between people and groups will bring about positive organisational and ultimately societal change.