The Agile Manifesto released in 2001, outlined a more flexible approach to software development based iterative development, where solutions evolve through collaboration between self-organizing cross-functional teams.Since then, Agile methods (an umbrella term covering SCRUM, KanBan, Extreme Programming etc) have been extensively used in IT are increasingly being used in other domains such as marketing and HR/L&D. While Agile methods are malleable to work in other domains, its basics principles and philosophy may not mesh well in “top-down” hierarchical organisations. In this webinar, an experienced panel explores the opportunities for using Agile methods in HR/L&D and the challenges faced.

1. 1
Thur, 1st February 2018 1 – 2pm, Sydney
Ways to participate:
• Q&A Box - comment, whinge & share
• Twitter Backchannel - @capabilitycafe #AgileforHR #Capabilities
Knowledge
Sharing
Better
Practices
Experienced
Panel
Using Agile Methods for
HR & Learning Projects

2. Introductions
Registrations Organisations
Jeevan Joshi
Certified Scrum Master, HR Project
Manager
CapabilityCafé & LearningCafe
@jeevesj
Aaron Tooth
Certified Agile Leadership 1
Certified Scrum Professional
@AJohnTooth
210+ 100+

3. Takeaways
Use of Agile methods
is nascent but
growing in HR.
Learning has made a
bit more progress
There are lots of
Agile methods to
choose from but they
operate on similar
principles
Agile is not
appropriate for all
kinds of project.
Resist the “lets agile
everything” approach
Agile struggles in top
down bureaucratic
organisations. Power
resides with the team
Agile is now a proper
profession with
defined career.
Superficial exposure
is not enough
Agile is the right
operating system for
the future of work
If you are really interested join the AgileforHR community -
http://bit.ly/agileforhrform

4. Blog
Magazine
Webinar
Discussions
UnConference
Twitter
Linkedin
Facebook
Coffee Catch
Ups
Capability
Building
Workshops
Community of HR/Learning Professionals
with a focus on implementing ideas
Building
L&D
Capability @lrncafe
@capabilitycafe
@agileforhr
Newsletter
http://bit.ly/lcafenews
http://bit.ly/capcafenews

5. Big Picture – We are just starting
AgileMethods&
HR/Learning
Improve organisational
& employee
effectiveness
Organisational
Design
Employee
Engagement
Innovation &
Collaboration
Deliver better HR
services & products
Talent Acquisition
Learning
Performance
Management
Diversity, Industrial
Relations etc
Career pathway
Explore Create Implement
1
2
4
3
5
6
7

6. 101 OF AGILE METHODS

7. Agile Manifesto

8. SCRUM

9. SCRUM ROLES

10. Other Agile Tools: Kanban

11. Other Agile Tools: Sociocracy 3.0

12. GO FIGURE

13. https://www.scrumalliance.org/

16. USING SCRUM

17. CASE STUDY – ING Netherlands

18. CASE STUDY – ING Netherlands
THEN
• Email marketeer
• Back-end developer
• Internet marketeer
• Call Centre Operator
• Product manager
• Tester
• Mortgage Reviewer
NOW
• Customer Journey expert
• Engineer
• CLT member

19. CASE STUDY – ING Netherlands

20. HOW TO BECOME A PRACTITIONER

21. APPLYING TO HR/LEARNING

26. How good Employee Practices live in Scrum
High performing &
empowered team
Dedicated
Coach
• Daily
feedback and
comms
• Clear KPIs
• Involvement in
planning
• Learning &
continuous
improvement

27. Applying Agile Methods to HR/Learning Projects

28. Agile – Where it works best - Stacey Graph
Waterfall is for
building bridges and ho
uses -- physical, rigid
things that you don't
expect to change much
over time.
Agile and Iterative appr
oaches fit naturally with
software development
and its fluidity.
You should expect and
embrace change
https://pm.stackexchange.com/questions/389/when-to-use-waterfall-when-to-use-scrum

29. Learning projects – Blended or waterfall
Blended Approach
Analysis + Design
= Sprints
Development +
Implementation
= Waterfall
When
• Requirements are
simple/stable
• Development is
outsourced
https://pm.stackexchange.com/questions/389/when-to-use-waterfall-when-to-use-scrum
New or changing
technology or new
learning approach
(gamification, AR)
Requirements
not clear or
changing

30. 4-hour
workshop
Rapport
Listening
Questioning
Paraphrasing
Adopting an Iterative and IncrementalApproach to
Learning Design & Delivery
1-hour workshop
Rapport
EvaluateImplementDevelopDesign
Analysis
EvaluateImplementDevelopDesign
EvaluateImplementDevelopDesign
EvaluateImplement
Develop
Design
Value-add Value-add Value-add Value-add
Timeline post-analysis phase + 1 Week + 2 Weeks + 3 Weeks + 4 Weeks
1-hour workshop
Listening
1-hour workshop
Questioning
1-hour workshop
Paraphrasing

31. Agile for HR projects
Acquisition
• Developing job
descriptions for
new roles
• Recruitment
campaigns
developed in
sprints
Business
Partnership
• HR solutions
are developed
in quick
iterations and
constant
business
feedback
Performance
Management
• Work is run as
sprints with
clearly defined
outputs
• Retrospectives
replace
performance
discussions
Industrial
Relations
• Co design and
iterative
development of
workplace
agreements.

32. REALITIES

33. Common Challenges

35. NEXT STEPS

36. Next steps
Join
AgileforHR
Community
Explore Agile as
Career path
Embed Agile
in
HR/Learning
http://bit.ly/agileforhrform
Twitter - @agileforhr