Responsibilities of HR in Agile OrganizationHR 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.” 4
Flexible work environment Continuous learning Recruitment of diverse, resilient, nimble people Orientation of organization vision and expectations for agility Reward people who produce results that have wide-ranging impact in the organization. Ongoing feedback process Coach leaders at all levels of the company.
Agile HR Redefine the mission of HR. Transparent access to talent information. Performance should be measured on the output of the work not on the hours you work. Facilities – infrastructure change. Technology – video conferencing equipments etc. Maximum productivity comes when people do work according to their interest. So give them a chance to prove themselves.
My team sets ObjectivesCreate Policies and standards Ask employees to follow
Agile performance appraisals Everyone should choose their individual goals for individual development. 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 many alternatives.
Agile attributes for performance appraisals Teamwork Collaboration Mentoring Helpfulness Developing multiple skills to work in a cross functional team Customer focus
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 four integral components:1. Self appraisal2. Superior’s appraisal3. Subordinate’s appraisal4. Peer appraisal.
Advantages of 360 degree appraisal Offer a more comprehensive view towards the performance of employees. 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 feedback from others. If more staff takes part in the process of performance appraisal, the organizational culture of the company will become more honest.
Challenges Funding in organization rollout at financial year ending. So giving frequent performance appraisals is a big challenge. Solution – Monthly / quarterly budget allocation Bonus can be given interim basis instead of salary hike.