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Unconventional HR Practices - Sky You

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Ideas of non-conventional Agile HR practices that positively impact employee retention The creation and implementation of a safe and engaging work culture for Gen Y/Millennials Lessons learned from this transformational journey – what worked and what didn’t

Published in: Recruiting & HR
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Unconventional HR Practices - Sky You

  1. 1. Unconventional People Practices that Support Agile Culture Sky You
  2. 2. Self-Promotion in Scrum Teams Hiring Decision by Scrum Teams 3 PEOPLE PRACTICES that I have to share with you today Salary Transparency
  3. 3. Sky You ● Originally from South Korea ● Lives & works in Singapore for 13 years ● Works for Titansoft as ○ Fulltime HR ○ Part-time facilitator ● Experience with Agile HR
  4. 4. ● Established in 2005 ● Software development consultancy that amplifies value through technology ● 4 Offices (240+) Singapore Taipei Taichung About Titansoft Jakarta
  5. 5. 5 Million Users from 150+ countries More than 100+ Projects 200K+ Concurrent Online Users 100K+ Daily Users Our End Users
  6. 6. TITANSOFT AWARDS & CERTIFICATIONS2005 2010 2013 2016 2012 2014 2017 WINNER 2018
  7. 7. PUPOSE OF OUR AGILE JOURNEY Improvements You Want Problems to Solve Business Outcomes Company Culture People Practices
  8. 8. 10 VUCA Volatility Uncertainty Complexity Ambiguity
  9. 9. FAST
  10. 10. EMPLOYEE ENGAGEMENT & RETENTION
  11. 11. How can our People Practices support Agile Culture?
  12. 12. Work Experience Autonomy Flexible Working Hours Learning Opportunity & Challenge Meaningful Work Frequent Feedback Early Promotion ENGAGING FACTORS FOR GEN Y/ MILLENNIALS @WORK Source: HRM Asia
  13. 13. AGILE HR PRACTICES RECRUITMENT: Hiring Decisions CAREER PROGRESSION: Self Promotion COMPENSATION: Salary Transparency
  14. 14. OUR AGILE WAY OF WORKING Probe Experiment Feedback Learn
  15. 15. 1. RECRUITMENT: Hiring Decision by Scrum Teams
  16. 16. Filtering: CV, Telephone 1st Round: Technical Assessment 2nd Round: Culture Assessment OUR OLD WAY OF SCRUM TEAM HIRING HR & Hiring Manager Recruitment Committee (Senior Developers) HR Manager & Hiring Manager
  17. 17. Probe Experiment Feedback Learn Why not get team to decide? Train them & Just try it out! Suitable for which team? Get all teams to come up with their “ideals”
  18. 18. IT’S NOT ALWAYS SMOOTH, OF COURSE. THERE ARE CHALLENGES TOO. Team Sub-Culture vs Organizational Culture Changes in Team’s Needs & Requirements
  19. 19. Candidate: Better Understanding of What It’s Like! Team Members: More Empowerment We Know Best! Useful Information
  20. 20. BUT THE SIGNS ARE POSITIVE STILL 0 0.5 1 1.5 2 2.5 3 3.5 4 4.5 2016-2017 2018-2019 # of new hire who left during probation •Misalignment of expectations •Dismissal Dropped to None!
  21. 21. 2. CAREER PROGRESSION: Self-Promotion in Scrum Teams
  22. 22. In a Scrum (Self- Managing) Team, how would you PROMOTE a team member?
  23. 23. Probe Experiment Feedback Learn Why not let them decide when to progress? Publish Self- Assessment Points” & Technical Assessment How to ensure fairness & quality of applicants? Juniors: Letter Seniors: Voting + Panel Interviews
  24. 24. 1 2 3 4 SELF PROMOTION PROCESS Self- Assessment 1st round: Technical Assessment by Technical Manager Juniors: Letter of Recommend ation Seniors: Cross-office voting 2nd round: Panel Interview
  25. 25. FOR THOSE WHO DO NOT PASS BUT WHY? The assessors give consolidated feedback
  26. 26. THIS IS A TRUE STORY OF JOURNEY FROM A JUNIOR TO SENIOR REMAINS AT HIS JOB GRADE & RECEIVES FEEDBACK GATHERS INPUTS & ADVICES CREATING IMPACT TRIES FOR PROMOTION NEXT ROUND!
  27. 27. • Conduct retrospective after each promotion round • Review application and passing rate SELF PROMOTION FEEDBACK Inspect & Adapt
  28. 28. 31 Self-Promotion Retrospective
  29. 29. 32 78% feel they are in charge of their own career progression
  30. 30. 3. COMPENSATION: Salary Transparency
  31. 31. Minimize the guessing game & pay fairly Why is SALARY not transparent?
  32. 32. Probe Experiment Feedback Learn What will happen if it’s transparent ? In 2015: Salary & Job Grade sharing 68% responses think it’s good! Continue the process & transparent sharing every year!
  33. 33. 68% think it’s a good practice 32% think it doesn’t make a difference SALARY TRANSPARENCY FEEDBACK
  34. 34. Annual Salary Benchmarking Briefing
  35. 35. HR: We monitor how many cases are as such. If need be, we re-look at our salary benchmarking to stay competitive with our package! Candidate A: “I am paid this much already in my current company. I am not going to lower my expectation to join yours!”
  36. 36. Recruitment Involve team members in Hiring Decisions. Benefits & Sustainability Flexible hour working hours Career Progression Self-promotion in Dev teams. Performance Management Remove Individual Performance Appraisal Compensation Salary Transparency in Dev teams. People Development T-Shaped Talent: Cross functional development. WHAT WE HAVE TRIED
  37. 37. But we are still on our journey…
  38. 38. What will be your organization’s story?
  39. 39. Every Organization is DIFFERENT So….. Don’t SPOTIFY your organization
  40. 40. CONSIDER IF… Your current people practices support the culture you want to build?
  41. 41. THANK YOU!
  42. 42. Interested in Agile HR? I’ll love to connect with you!
  43. 43. ?

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