2021-05-14 12:00 GMT+08
ICAgile Certified Professional – Agile
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 10 topics that we will cover over 10 intensive online sessions - beginning 8 April and ending on 14 May - 1000 - 1200 Singapore Time.
Check your timezone using https://worldtimebuddy.com
08 April Thursday 1000 - 1200 SGT
12 April Monday 1000 - 1200 SGT
15 April Thursday 1000 - 1200 SGT
19 April Monday 1000 - 1200 SGT
22 April Thursday 1000 - 1200 SGT
27 April Tuesday 1000 - 1200 SGT
30 April Friday 1000 - 1200 SGT
04 May Tuesday 1000 - 1200 SGT
11 May Tuesday 1000 - 1200 SGT
14 May Friday 1000 - 1200 SGT
The target audience for this training includes people working within HR organisations 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.
Organisational 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 organisation
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: Structuring the organisational ecosystem
Emerging strategies instead of long-term planning, new ways of working with strategy, budgets, goals, performance processes, and rewards. Using value stream mapping to optimise flows in a system instead of working with resource optimisation and sub-optimisation of departments.
Session F4: Growing an 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: Creating Conditions for Change
Today we are challenged as people and as organisations to be much more responsive and adaptable, to have the capacity to navigate in complexity. How can we make sense of things when things keep changing, how can we make decisions and act when most of the time we don’t have all the information we need and create conditions for change?
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 organisation 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 organisation? 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: Goals and Performance Management and Compensation and Benefits
Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth. 95/5 Exercise. 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 H4: 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 organisation taking values, culture, diversity, and collaboration into the hiring decision. Design an onboarding experience that enables new employees to become a part of the organisation rapidly and smoothly.
Session H5: Learning and Development and Employee Engagement
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. Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.
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.
Learn more about ICAgile ( https://www.icagile.com/ )
Your course leader and facilitator will be:
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 different virtual tools. 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 this class will need your full attention during these intensive days. The certification assignment can be accomplished in the time between the sessions so that you will be ready on the day of the last session. But in this intense tempo, we recommend that you do the assignment after the training has stopped.
Events cancellation policy
If you should have to cancel your registration, notification in writing should be sent to email@example.com. Please make sure you state the name of the conference/event in the subject line of your email.
- The online course requires a minimum number of attendees to happen (quorum)
- Confirmation of the online course will be sent to all registered attendees as soon as the quorum is reached and, in any case, not later than one week from the beginning of the course
The cancellation policy for registered attendees is:
- for cancellations received no later than 2 weeks before that start of the course, 100% of the registration fee will be refunded
- for cancellations received no later than 1 week before that start of the course, 50% of the registration fee will be refunded
No refund for cancellations received one week or less before the start of the course. The attendee will still have access to all training material and to the e-learning platform; the attendee will be allowed to join a future edition of the same course at no extra charge.
An attendee may transfer their registration to another person, as long as the request is received by the organizers not later than 24 hours before the start of the course.
In case the organizer is forced to cancel the entire course because the quorum was not reached: registered attendees will be refunded in full.
In case the organizer is forced to cancel part of the course due to force majeure and the training sessions cannot be rescheduled: the attendees will be refunded for the number of training hours that were canceled.