Have you wondered why Agile companies consistently outperform their competition in times of extreme uncertainty? At their core is a set of 4 essential elements known as the Heart of Agile: Collaborate, Deliver, Reflect, Improve. In this session, Angie will discuss practical ways to apply these essential elements to Human Resources (in Recruitment, Rewards and incentives, Learning and Development, Performance Management, Employee Engagement, People Management).

1. lessons from Agile for HR

2. HEART OF AGILE
https://heartofagile.com/

3. HEART OF AGILE
Collaborate
Collaborate closely with others to generate and develop better
ideas. Communicate often.
https://heartofagile.com/

4. HEART OF AGILE
Deliver
Deliver small probes initially to
learn how the world really works.
Expand deliveries as you learn
to predict and influence
outcomes.
https://heartofagile.com/
Collaborate

5. HEART OF AGILE
Collaborate
Deliver
Reflect
Reflect periodically, along the way. Think about what you've
learned in your collaboration and from your deliveries.
https://heartofagile.com/

6. HEART OF AGILE
Collaborate
Deliver
Reflect
Improve
Improve the direction of
your ideas, their
implementation, and your
internal processes.
https://heartofagile.com/

7. HEART OF AGILE
Collaborate
Deliver
Reflect
Improve
https://heartofagile.com/
• Recruitment
• Performance Management
• Rewards and Incentives
• Learning and Development
• People Management
• Employee Experience

8. Photo by Tim Mossholder on Unsplash
AGILE RECRUITMENT Hire for
culture-add
Hire for
cross-functional
teams
Do it
yourself
Adapted from Agile People by Pia-Maria Theron
Tailor the
process
Look all
the time

9. AGILE PERFORMANCE MANAGEMENT
Adapted from Agile People by Pia-Maria Theron
Continuous
feedback
Monthly or
Quarterly goals
No ranking
Goaltransparency
Move across,
Up, down and
around
Photo by Volodymyr Hryshchenko on Unsplash
360 degree
Don’t link to salaries
or rewards!

10. AGILE REWARDS AND INCENTIVES
Photo by Robert Anasch on UnsplashAdapted from Agile People by Pia-Maria Theron

11. AGILE CAREER PATHS AND SUCCESSION
Photo by Michel Porro on UnsplashAdapted from Agile People by Pia-Maria Theron
No
career
paths
Competence
Development
Set your
title
Nominate
future managers
Transparency

12. Photo by Janko Ferlič on UnsplashAdapted from Agile People by Pia-Maria Theron
LEARNING AND DEVELOPMENT
• Selective
• Days a month
• On-demand
• On a need basis

13. AGILE PEOPLE MANAGEMENT
Photo by Daniel Cheung on UnsplashAdapted from https://jurgenappelo.com/management-30/
Energize
people
Empower
teams
Align
constraints
Develop
competence
Grow
structure
Improve
everything

14. Adapted from Agile People by Pia-Maria Theron
AGILE EMPLOYEE EXPERIENCE
Photo by Hello I'm Nik on Unsplash
Ask
often
LessQ’s
ActionNB
TeamOwns
+J

15. THE AGILE JOURNEY IN HR
http://www.sdlearningconsortium.org/ Photo by Hayden Walker on Unsplash
Nature of management Bureaucracy Meritocracy Agile management
Orientation Control Process Growth mindset
Relation to the business Separate Embedded in business
Sees itself working for Top management Management and staff External customers
Focus Body count Individual Teams & Individual
Value add Cost cutting Motivated staff Value for customers
Feedback cycle Annual Quarterly Weekly & Adhoc
Direction of feedback Top down Top down and staff 360 degrees

16. Photo by Wilhelm Gunkel on Unsplash
Angie Doyle
angie@thinkagile.co.zaThank you