2021-05-14 17:00 EDT
Agility in HR
ICAgile Certified Professional – Agile HR (ICP-AHR)
In this course, we are exploring HRs new role in an Agile organization!
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 still not fully mainstream today, many organizations are experimenting with alternative structures, ways of working (like Scrum), and people practices that allow a truly Agile culture to thrive.
You will leave this experience having gained both knowledge and practical skills to bring forward new ways of working and being that place HR in a leading position to creating lasting change, engagement, and a truly empowered workplace.
The program is made up of 12 topics that we will cover over 5 online sessions - beginning May 10th and ending on May 14th.
|May 10, 2021||1:00PM - 5:00PM EST||F1 & 2|
May 11, 2021
|1:00PM - 5:00PM EST||F3, 4, & 5|
May 12, 2021
1:00PM - 5:00PM EST
|HR1 & 2|
May 13, 2021
1:00PM - 5:00PM EST
|HR 3 & 4|
1:00PM - 5:00PM EST
|HR 5, 6, & 7|
The target audience for this training includes people working within HR organizations in companies transforming to more Agile ways of working. Their current responsibilities may include aspects such as people development, recruitment, performance management, compensation, and employee engagement/motivation.
Organizational development consultants hiring managers and Agile transformation leads exploring the people, and structural aspects of transformations will also find this curriculum compelling.
These books written by Pia-Maria Thoren are included in digital format.
Agile People Fundamentals
Session F1: Introduction to Agile People and important principles/tools
The foundation of Agile People's' mindset is about the principles, values, methods, and tools that we need to start using to release competence and innovation – and what we stop doing. We discuss your challenges and certification assignment.
Session F2: Psychological safety as a foundation for a learning organization
The importance of an approach that is permeated by security and confidence to increase profitability and innovation – to increase creativity through a culture where it is ok to fail and try again. We play "The Psychological Safety Game" to facilitate dialogue about difficult topics
Session F3: Emerging strategies, structures, and goals
Emerging strategies instead of long-term planning, new ways of working with strategy, budgets, goals, performance processes, and rewards. Using value stream mapping to optimize flows in a system instead of working with resource optimization and sub-optimization of departments. Mindset Slider exercise. WoWs to be used: Beyond Budgeting, OKRs, Impact Mapping, VSM, etc.
Session F4: Building conditions for agile culture
Creating conditions for a fantastic culture where people can perform at their optimal level with a sense of being supported and secure. The gap between structures and culture/values. Structure – Culture Misfit Role Play. The importance of country culture for an Agile transformation.
Session F5: The learning Organization as Strategy and the future role of HR and managers
Boundary Spanning and the Buddy System to increase cross-border collaboration and increase the opportunity to create a fantastic organization together. Tips and examples for the change journey and how HR and managers need to change their role to support it.
Agile People HR
Session H1: How HR's role is changing when we need to increase Business Agility
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 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.
ICAgile Certified Professional
This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body.
Upon completion of the course and submission and approval of your course assignment you will receive (knowledge) certification in ICP-Agility in HR. The cost of the certification is included in the price of registration.
Learn more about ICAgile ( https://www.icagile.com/ )
This course is available online. Prior to our first session you will receive access to the Agile People Learning Management System where you will access all of the course content, workbooks, and supporting materials.
We are working with Zoom for live sessions, Mural as a digital canvas for collaboration, Trello for keeping track of the agenda items and exercises, and Slack for communication between the sessions.
We will provide you guided information to access all of the various tools prior to our first session as well as on-going throughout the experience.
There will be some work to be done after every session, so add about 5 hours more every week. 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.
Events cancellation policy
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