agility

How Does HR Become Agile? [#AgileHR #BecomeAgile]

1. Invest in coaching people managers
2. Real-time employee feedback
3. Make technology your friend
4. Develop a learning organization
5. Hire and manage talent tactfully

2. Invest in coaching people managers
At the expense of jeopardizing their own roles, HR leaders must invest in coaching people managers to effectively engage with their people and solve their concerns.

HR must nurture people managers that boost their employee morale, address employee grievances, identify their learning and growth requirements. This augments collaboration and brings in the required velocity by swift action on critical people’s needs.

2. Real-time employee feedback
Agile HR must invest in engaging with its people regularly to understand their concern and promptly act on it. There is a need to have dynamic people policies and interventions, to adapt to the changing needs of employees and market conditions, more than ever.

3. Make technology your friend
For HR to truly partner with business and be agile, it needs to off-load a lot of mundane tasks on technology. Increasing touch points with employees using AI is a great way to pigeonhole drivers of engagement and disengagement.

4. Develop a learning organization
Create opportunities for people to go beyond their routine tasks to take up assignments that force them to learn. Recognize and reward the behavior of experimenting and going outside of one’s domain to learn something new. Teach them how to embrace failures and celebrate risk-taking.

5.Hire and manage talent tactfully

Most of the HR practices like performance management, rewards and recognition, compensation, career development is still tied to narrowly defined job descriptions. In an agile environment, when the organization can no longer rely on static job titles, these processes may need to change too. HR needs to find new ways of defining how to reward employees, who get paid what and how performance will be evaluated. A lot of these processes may change to fit the individual rather than fitting the job.

HR must also keep an eye on the changes in the market and the talent ecosystem to be able to predict future hiring requirements and make the right strategy. New skills and technology ushering in, altering business models of competitors, changes in domestic & international economics, etc. all have a significant influence on the talent strategy of an organization, and HR needs to be aware and ready for all such changes.

Adapted from:
Decoding what agility means for HR:
People Matters

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