Agiling hr practices

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Agiling hr practices

  1. 1. Agiling HR PracticesSavita PahujaCSM, CSPO, PSM IPhone: +91-99999-83367E-mail: savita.pahuja@gmail.comhttp://www.linkedin.com/in/savitapahuja
  2. 2. TraditionalHRAgile HR
  3. 3. HR Management Cycle
  4. 4. Responsibilities of HR in AgileOrganizationHR must move from an era of “best practices”to a new age of “best-for-us practices”.Currently HR systems are designed to reducevariability and to standardize behaviour, not topromote flexibility and adaptive behaviour.”5
  5. 5. Recruitment and Selection Recruitment of diverse, resilient, nimble people. Can work in cross functional team. Agile knowledge.Training and Development Orientation of organization vision and expectations for agility. Coach leaders at all levels of the company. Continuous learning Flexible work environmentPerformance Management Ongoing feedback process Reward people who produce results that have wide-ranging impactin the organization.
  6. 6. Agile HR Redefine the mission of HR. Transparent access to talent information. Performance should be measured on the output of the work not on thehours you work. Facilities – infrastructure change. Technology – video conferencing equipments etc. Maximum productivity comes when people do work according to theirinterest. So give them a chance to prove themselves. Can implement agile in HR department. HR department should always be ready to tackle changes likeresignations / bad performers.
  7. 7. My team sets ObjectivesCreate Policies and standardsAsk employees to follow
  8. 8. My leader is a facilitator
  9. 9. Agile performance appraisals Everyone should choose their individual goals for individualdevelopment. Make sure individual goals are aligned with the team goals. Can create a backlog of the performance measurement attributes. Frequent 360 degree performance feedback is better than manyalternatives.
  10. 10. Agile attributes for performanceappraisals Teamwork Collaboration Mentoring Helpfulness Developing multiple skills to work in a cross functional team Customer focus
  11. 11. 360 degree feedback360 degree feedback, also known as multi-rater feedback, is themost comprehensive appraisal where the feedback about theemployees’ performance comes from all the sources that come incontact with the employee on his job.360 degree appraisal has following integral components: Self appraisal Peer appraisal Customer’s appraisal Scrum Master’s appraisal Product owner’s appraisal
  12. 12. EMPLOYEE
  13. 13. Advantages Offer a more comprehensive view towards the performance ofemployees. Improve credibility of performance appraisal. Such colleague’s feedback will help strengthen self-development. Increases responsibilities of employees to their customers. The mix of ideas can give a more accurate assessment. People who undervalue themselves are often motivated by feedbackfrom others. If more staff takes part in the process of performance appraisal,the organizational culture of the company will become more honest.
  14. 14. Challenges Funding in organization rollout at financial year ending. So givingfrequent performance appraisals is a big challenge.Solution1) Monthly / quarterly budget allocation.2) Bonus can be given on interim basis instead of salary hike. Continuous performance appraisal is a time consuming process. Integrating feedback from multiple people is a cumbersome processSolution1) 5-10 minutes online survey method for taking feedback.2) Use online tools for integration / calculation of feedback.

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