Agile People Fundamentals + HR
2023-03-02 09:00 —
2023-04-03 11:00 GMT+08
Enabling Resourceful Humans
Do you feel that HR has been in the back seat long enough?
Or did you come to find that employees deserve something.. more substantial, more authentic - something that taps into creativity and personal strengths?
Let's take a step back, observe our daily HR practices, and hold them against the light of the Agile principles. This will foster debate and trigger discussions about the role of HR in servicing an organisation for the better, and how HR processes can be tailored to these needs.
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 organisations 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 that enable you to create lasting change, people engagement, and a truly empowered workplace where 'humans' can be resourceful.
Agile HR FundamentalsF1: Introduction to Agile People Principles
The foundation of Agile Peoples’ 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 go through the certification assignment. This session is an introduction to the agile way of working and thinking.
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 is emphasised in this session – we need psychological safety to increase creativity through a culture where it is ok to fail fast and try again. We use "The Psychological Safety Game" format to facilitate dialogue about difficult topics.
F3: Structuring the organisational ECO-system
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. Mindset Slider exercise. WoWs to be used: Beyond Budgeting, OKRs, etc.
F4: Growing an agile culture
In this session, we explore how you can create 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 is discussed. Structure-Culture Misfit role-play. The importance of country culture for an Agile transformation.
F5: Creating conditions for Change
In today’s fast-moving environments and complex environments, we are challenged as people and as organisations to be much more responsive and adaptable, to have the capacity to navigate 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?
In this module we explore VUCA, we try out a sense-making and decision enabling framework for leaders (CYNEFIN), and we explore what enables our organisations to become true learning organisations.
Agile HR AdvancedH1: Agile HR and HRs new role
The foundation of Agile Peoples’ mindset is about the principles, values, methods, and tools that we need to start using to release performance and innovation capacity – and maybe even more about what we need to stop doing. How does HR change when we move towards more agile values and principles and want to support the organisation to perform and be happy? What becomes HR:s role and how does it differ from the traditional HR role?
H2: How HR can use Agile Tools and Practices
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? What do User Stories in HR look like? Examples and cases of Agile HR in reality.
H3: Goals, Performance and Compensation
Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth. The vast majority of performance in a value stream is attributable to the system within which individuals and teams work and we can improve the system by taking into account what conditions could help people to perform.
A one-size-fits-all approach to incentivizing people does not account for all of the various drivers and motivations they have. 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.
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.
H5: Learning, 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.
For an agile transformation to succeed, leadership development in the organisation must be aligned with agile value systems and cultivate an Agile
mindset for business agility.
This course is a collaborative effort between Agile People and EPiC.
Your course will be led and facilitated by Michaëla Broeckx.
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 interactive discussions and team exercises, Mural as the digital canvas, and our community platform for communication between the sessions. In addition, you will get access to a Learning Management System (on agilepeople.com) that contains an overview and detailed information about videos, articles, documents, and case stories for all sessions, including links to all of the tools used in training. You will also get access to Pia-Maria's three books in digital format.
There will be some work to be done before and after every session, so we advise you to free up some 1.5h extra time per session for reading and exercises. To receive the certification ICAgile requires that you send in an assignment at the end of the learning track, or closely after. More information on the assignment will follow during the first session.
ICAgile Certified Professional
This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body.
Upon completion of the course as well as submission and approval of your course assignment, you will receive a (knowledge) certification in ICP-Agility in HR.
Learn more about ICAgile ( https://www.icagile.com/)