Agiling hr practices
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This document discusses how HR practices need to adapt to agile organizations. Some key points: - HR must shift from standardization to promoting flexibility and adaptability. Recruitment should focus on finding diverse, resilient candidates who can work well in cross-functional teams. - Training and development needs to educate all levels on agile values and expectations. Performance management should provide ongoing feedback and reward employees based on impact rather than hours worked. - Agile HR practices include transparent talent information, measuring performance by output not hours, facilities for collaboration, and being prepared for organizational changes. 360 degree feedback from multiple sources provides a more comprehensive view of performance.
Agiling hr practices
- 1. Agiling HR Practices Savita Pahuja CSM, CSPO, PSM I Phone: +91-99999-83367 E-mail: savita.pahuja@gmail.com http://www.linkedin.com/in/savitapahuja
- 5. Responsibilities of HR in Agile Organization HR must move from an era of “best practices” to a new age of “best-for-us practices”. Currently HR systems are designed to reduce variability and to standardize behaviour, not to promote flexibility and adaptive behaviour.” 5
- 6. Recruitment and Selection Recruitment of diverse, resilient, nimble people. Can work in cross functional team. Agile knowledge. Training and Development Orientation of organization vision and expectations for agility. Coach leaders at all levels of the company. Continuous learning Flexible work environment Performance Management Ongoing feedback process Reward people who produce results that have wide-ranging impact in the organization.
- 7. Agile HR Redefine the mission of HR. Transparent access to talent information. Performance should be measured on the output of the work not on the hours you work. Facilities – infrastructure change. Technology – video conferencing equipments etc. Maximum productivity comes when people do work according to their interest. So give them a chance to prove themselves. Can implement agile in HR department. HR department should always be ready to tackle changes like resignations / bad performers.
- 8. My team sets Objectives Create Policies and standards Ask employees to follow
- 9. My leader is a facilitator
- 10. Agile performance appraisals Everyone should choose their individual goals for individual development. Make sure individual goals are aligned with the team goals. Can create a backlog of the performance measurement attributes. Frequent 360 degree performance feedback is better than many alternatives.
- 11. Agile attributes for performance appraisals Teamwork Collaboration Mentoring Helpfulness Developing multiple skills to work in a cross functional team Customer focus
- 12. 360 degree feedback 360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive appraisal where the feedback about the employees’ performance comes from all the sources that come in contact with the employee on his job. 360 degree appraisal has following integral components: Self appraisal Peer appraisal Customer’s appraisal Scrum Master’s appraisal Product owner’s appraisal
- 13. EMPLOYEE
- 14. Advantages Offer a more comprehensive view towards the performance of employees. Improve credibility of performance appraisal. Such colleague’s feedback will help strengthen self-development. Increases responsibilities of employees to their customers. The mix of ideas can give a more accurate assessment. People who undervalue themselves are often motivated by feedback from others. If more staff takes part in the process of performance appraisal, the organizational culture of the company will become more honest.
- 15. Challenges Funding in organization rollout at financial year ending. So giving frequent performance appraisals is a big challenge. Solution 1) Monthly / quarterly budget allocation. 2) Bonus can be given on interim basis instead of salary hike. Continuous performance appraisal is a time consuming process. Integrating feedback from multiple people is a cumbersome process Solution 1) 5-10 minutes online survey method for taking feedback. 2) Use online tools for integration / calculation of feedback.