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Agile HR: Transforming a Human Resources Team Using Scrum

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Agile HR: Transforming a Human Resources Team Using Scrum

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At Seedbox Technologies, we use agile development and scrum in all our engineering teams and have the vision of becoming a fully agile company one day. To support this vision, some of our non-engineering teams are starting to adopt and adapt agile principles that will help them deliver more value for our customers, partners, and team members. Here is a kickoff presentation we created to start this transformation with one of our HR teams, responsible for driving our company culture projects. We hope this can inspire other technology (and non-tech) companies to make a similar change in their organizations.

At Seedbox Technologies, we use agile development and scrum in all our engineering teams and have the vision of becoming a fully agile company one day. To support this vision, some of our non-engineering teams are starting to adopt and adapt agile principles that will help them deliver more value for our customers, partners, and team members. Here is a kickoff presentation we created to start this transformation with one of our HR teams, responsible for driving our company culture projects. We hope this can inspire other technology (and non-tech) companies to make a similar change in their organizations.

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Agile HR: Transforming a Human Resources Team Using Scrum

  1. 1. Seedbox Taking HR to the Next Level
  2. 2. Our Focus: 1. Why we’re here today (3 BIG reasons) 2. Seedbox’s HR Department: Focus and Functions 3. Hybrid Team: Identity, structure, roles, responsibilities 4. Adoption (and adaption) of Scrum 5. Next steps
  3. 3. So … Why are we here today?
  4. 4. FIRST BIG REASON: “Because HR’s strategic plan is very ambitious … AKA we have a ?#@*&%! load of work to do!!” • Complex Projects (micro-details, different skills needed, must work together) • Prioritization (juggling multiple projects, different phases, defining value) • Multiple Stakeholders (many people implicated, everyone affected) • Revolutionary (what we are doing literally changes our way of life at Seedbox) IMPORTANT & EXCITING & A LITTLE SCARY!
  5. 5. SECOND BIG REASON: “All eyes are on us .. so it is REALLY important to deliver our projects effectively and consistently!” • We Affect Everyone (they know it, they feel it, they are watching us…) • Momentum (so much is changing, people want more and fast) • Consistency Builds Support (deliver continuous value, people will believe in us) Balance of quantity & quality!
  6. 6. THIRD BIG REASON: “We have already formed an alliance between traditional HR and Marketing ... and it’s working … so let’s take it to the next level!” • Results So Far (our website, social club, communications program, Jobvite, etc..) • Support From the Top (Our objectives = our company’s strategic objectives) • Creation of Dedicated Team (HRMARKETINGCULTURECOMMUNICATION team) • Marketing Director’s Goal and Commitment is to help this team… BUILD Seedbox from the inside out!
  7. 7. HR at Seedbox Focus & Functions
  8. 8. HR DEPARTMENT:
  9. 9. HR DEPARTMENT: This unit is not just about “HR PROGRAMS”
  10. 10. HR DEPARTMENT: IT’S A HYBRID!
  11. 11. HR DEPARTMENT: With a Real Mix of Responsibilities
  12. 12. HYBRID TEAM: responsibilities • HR Programs (onboarding, performance, retention, recognition) • Recruitment Strategies • Internal Communications • Event Planning • Online Marketing (Website, Blogging, Social Media) • Seedbox Branding TO use an agile term, we have one big backlog!
  13. 13. Hybrid Team: How can we Structure?
  14. 14. HYBRID TEAM: how to structure • The team is currently small (and mighty) … 2 full time staff • Mix of backgrounds / skills (HR, Marketing, Communications) • It will be a challenge to funnel all the projects into one backlog
  15. 15. HYBRID TEAM: how to structure • To structure this team, we believe in the following: • This team should be recognized as a unique unit at Seedbox (aka: not just part of traditional HR practices) • This team should support our vision to become a fully agile company • To focus on delivering value for employees, our Marketing Director will work directly with the team to build a framework using SCRUM. • SCRUM will help us organize, prioritize, deliver, evaluate, improve and … speak the same language as our peers!
  16. 16. HYBRID TEAM: roles & responsibilities Roles: • HR DIRECTOR – HR Sponsor & Stakeholder • MARKETING DIRECTOR – Product Owner / Scrum Master • 2 FULL TIME STAFF – Dedicated Scrum Team Responsibilities: • Building and prioritizing the backlog (HR & MARKETING DIRECTORS) • Facilitating all the Scrum rituals and sprints (MARKETING DIRECTOR) • Planning, committing, delivering, evaluating tasks (TEAM)
  17. 17. HYBRID TEAM: roles & responsibilities
  18. 18. HYBRID TEAM: scrum rituals
  19. 19. HYBRID TEAM: scrum tools
  20. 20. Hybrid Team Next Steps
  21. 21. DISCLAIMER: The transition of the HYBRID team to a SCRUM team will not happen overnight. It will happen gradually over the next few months … as we adapt and apply these principles to our team. SO WHAT ARE THE next STEPS?
  22. 22. NEXT STEPS: PHASE ONE: • Team Identity (unless we want to get stuck with using HYBRID forever..) • Governance (objectives, ground rules, definitions of READY & DONE) PHASE TWO: • FAKE Sprints (slow integration of scrum rituals into how we execute projects) • Daily Stand Up Meetings • Creating the BIG BACKLOG (this will be a fun challenge for the Directors!!) PHASE THREE: • Preparing for Sprint 1 (actual planning and committing to first sprint) • SPRINT 1 (first official sprint using rituals)
  23. 23. Always Remember…

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