February 28, 5:30 pm GMT
Whether you are an HR professional, agile coach or a line manager, you need to understand how people strategy, processes and ways of working need to change when working in an organization embracing an agile culture and operating model.
How are processes such as performance management, recruitment, learning and development, compensation and benefits and the way we engage employees changing in the Future of Work? What are the specific skills that we need to use to develop an agile culture from a people perspective?
This unique and highly popular 2 day programme on AgileHR is accredited through ICAgile and, upon successful completion, awards participants the ICP-TAL certification standard.
During the training we cover:
- What does the Future of Work really mean for HR and how can Agility help in future-proofing the organization of the future?
- Introduction to the agile approach and how it can help HR and the wider organization
- What characterizes the agile mindset and how to change the traditional HR processes when we are working with agile values?
- How should HR adapt work to create maximum value in an agile organization
- How should recruitment, performance evaluations and salary discussions look like?
- What concrete examples are out there? How have others done? What works?
- How can you use agile techniques like Scrum and Kanban for HR?
HR’s role in an Agile organization
- The Future of Work and the implications for HR - what does the Future of Work mean in reality for organizations and for the workforce ? What are the implications, challenges and opportunities for HR ? What will change in the role(s) and functions of HR in to the future ?
- The Agile Organization - what is Agility in real teams and why is it important for organizations today ? What is the role that HR and people processes can play to support the development of an agile organization and culture.
- 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.
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 project from setting goals and developing user stories for HR to implementing sprint planning and monitoring the sprint using Kanban.
HR managers, HR Business Partners, HR professionals, Agile coaches, consultants, line managers, operational & business managers and consulting managers in both the private and public sectors.
We have previously trained participants from Irish and International organizations across all sectors including: Irish Life, permanent tsb, ESB, HSE, RCSI, Pramerica, Office of Government Procurement, Ammeon, KBC, Workday, Indeed, Volvo, TetraPak, Tele2, IFS, Manpower, TV4, Vitrolife, Rebtel, DEK Technologies, IKEA, Blue Garden, Nordic Morning, Findwise and many other companies and organizations.
Evaluation of the last completed training ended up on average 4.8 on a 5-point scale.
Your Course leader
Kevin Empey is the founder of WorkMatters, an international consulting and training firm focused on supporting business leaders, HR leaders and their employees in the changing world of work. An expert in the area of Organizational Agility, Kevin is a qualified executive coach, AgileHR instructor and has a masters qualification in leadership and management. He is also an associate faculty member with the Irish Management Institute where he is the Programme Director of their Senior Executive Programme.
Before establishing WorkMatters, he founded and led several start-up organizations and was a Partner and Director in Willis Towers Watson in Dublin where he led the firms HR and Talent consulting business. He also established the firms ‘Future of Work’ offering in Ireland. Kevin has won several national and international awards for his work in the areas of employment policy, social entrepreneurship and Future of Work research.