In this fast changing world, following agile principles enables organisations to more quickly innovate and meet rapidly changing customer needs.
Since people are an integral part of the journey towards business agility, more and more organizations are seeing the value in applying the agile mindset also in HR and people development and how critical that role is for the journey’s success.
Starting on this journey might raise a lot of questions like…
- How do people strategy and people operations need to change when working in a company embracing the agile value structure?
- How can HR support an agile organizational transformation?
- How can we apply Agile thinking to enhance performance, accountability and growth?
- How can we create Agile-friendly structures for salaries and benefits?
- Job Roles – are they needed in the future?
- What role do employee engagement and motivation play?
- How can we aquire the “right” people to support the strategic growth of the organization?
- What are the specific skills that we need to use to run an agile transformation from a people perspective?
During the Agile People HR training we cover 3 perspectives:
Individual perspective (YOU) Knowing yourself and why you do what you do
The Reiss Motivation Profile (RMP) shows your basic needs and motives, and contributes to a better understanding of yourself and your leadership, and why you do what you do…
Helping others finding their perfect place in the organization taking their personality and situation into account
Team perspective (WE IN OUR TEAM)
How to increase the pace from immature to mature high-performing teams, using skills for communication and conflict resolution
How to grow and develop teams to be independent and empowered to make their own decisions, for example about their contribution to the organization's goals or their salaries
Organizational perspective (ALL OF US)
How to balance an agile culture with an agile structure, providing enough support for emerging strategies where all people are involved in setting the direction (via OKRs or other kinds of relative targets)
How to work to change behaviors – accomplishing an agile mindset and culture through removing limiting structures (budgets linked to fixed performance targets and rewards)
Create a Learning organization where it's ok to make mistakes and learn from them (requires a platform of Psychological Safety)
Session 1: Introduction to Agile People and important principles/tools: The foundation of Agile Peoples'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. Your own challenges are discussed. Certification assignment and presentations.
Session 2: Psychological safety as a foundation for a learning organization: The importance of an approach that is pervaded 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 3: 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 4: 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 5: 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 own role to support it.
Session 6: How HRs 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 7: 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 8: Performance management and examples & cases: Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth.
Session 9: 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 own environment.
Session 10: 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 11: Employee Engagement: Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.
Session 12: 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.
Conclusion and retro, KUDOs.
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.
What’s in it for you?
In the training we will work with many practical tools, templates and exercises that you can directly apply to your own projects or bring back to your team to start on your journey right after the training.
Every moment in our workshop - from exercises to games to discussions to coffee breaks is an opportunity to share, learn and network – and many participants say that the diverse groups we have in these trainings lead to great cross-functional, beneficial discussions.
You will also receive a free copy of the e- book: “Agile People – A Radical Approach for HR & Managers (That Leads to Motivated Employees)” by Pia-Maria Thorén.
Each Participant will recieve personal Reiss Motivation Profile, that we will use during the certification training.
And all participants who successfully complete the 2-day workshop and post-workshop assignment will receive the ICAgile Certified Professional certification – Agility in HR (ICP- AHR).
12 sessions per 2 hours via online (Zoom)
8th September 2020 (15.00 - 17.00)
10th September 2020 (15.00 - 17.00)
17th September 2020 (15.00 - 17.00)
22th September 2020 (15.00 - 17.00)
24th September 2020 (15.00 - 17.00)
29th September 2020 (15.00 - 17.00)
1st October 2020 (15.00 - 17.00)
6th October 2020 (15.00 - 17.00)
13th October 2020 (15.00 - 17.00)
15th October 2020 (15.00 - 17.00)
20th October 2020 (15.00 - 17.00)
22th October 2020 (15.00 - 17.00)
Anyone who is interested to learn how agile principles can be applied to People and Talent Management
HR Professionals - HR Managers, Business Partners, HR Functional Specialists
Operational and business managers
Change or Transformation Managers or Change Agents
Agile Coaches and Consultants
Maja Majstorović Hajduković is a HR and organizational changes expert with a demonstrated history of working in the information technology and retail industry. Skilled in talent management and organization design, with experience in change management, organizational culture, with a special passion in HR Innovation and Agile HR.
Maja's passion is helping leaders& HR to win with change – empowering value creation in digital times with strong teams, focused leadership and innovative HR. Since HR has an opportunity to drive an organisational force within business, our focus must be on creating better workplaces through the development of individuals and teams across all disciplines. The trick is to start small and keep it simple. Go AgilePeople!