This document discusses key elements of agile HR. It outlines 5 trademarks of agile organizations, including a clear focus on customers, cross-functional teams, rapid iterations, self-managed teams, and flexible technology. It also lists 18 practices for organizational agility. The document then examines how HR can support agile organizations and work agilely itself through practices like leading by example, adapting HR processes through rapid iteration and experimentation, using HR technology flexibly, and taking a guerrilla approach to change.

1. key elements of agile hr
tom haak
hrcorelab 2018

2. my background

3. agility
“ability of an organization to renew itself, adapt, change quickly,
and succeed in a rapidly changing, ambiguous, turbulent
environment”
(aaron de smet, mckinsey)
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4. 5 trademarks of agile organisations
• a clear north star (obsession with the customers)
• cross-functional teams aligned to a specific mission
rapid deployment!
• work in rapid iterations
• self managed teams
• re-envisioned technology
(Handscomb/ Thaker)
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5. 18 practices for organisational agility
• shared vision and purpose
• actionable strategic guidance
• sensing and seizing opportunities
• flexible resource allocation
• action oriented decision architecture
• fit-for-purpose accountable cells
• active partnerships and ecosystem
• open physical and virtual environment
• standardized ways of working
• performance orientation
• rapid iteration and experimentation
• information transparency
• continuous learning
• shared and servant leadership
• cohesive community
• entrepreneurial drive
• role mobility
• technology, systems and tools
mckinsey
5

6. hr supporting agile | agile hr
two key questions:
1. how can hr support organisations to agile?
2. how can hr work agile?
transformation of hr required!
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7. 1. lead by example: hr works agile
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8. 2. adapt hr practices
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9. 9
Recr/ Sel
Org Design
Talent Dev
Staffing
Comp & Ben
Training/ Dev
Performance Man
Int Coms
Workplace Design
fit for agile?? 1 2 3 18

10. 10
Recr/ Sel
Org Design
Talent Dev
Staffing
Comp & Ben
Training/ Dev
Performance Man
Int Coms
Workplace Design
fit for agile?? flexible resource allocation

11. 11
Recr/ Sel
Org Design
Talent Dev
Staffing
Comp & Ben
Training/ Dev
Performance Man
Int Coms
Workplace Design
fit for agile?? fit-for-purpose accountable cells

12. 12
Recr/ Sel
Org Design
Talent Dev
Staffing
Comp & Ben
Training/ Dev
Performance Man
Int Coms
Workplace Design
fit for agile?? rapid iteration and experimentation

13. 13
Recr/ Sel
Org Design
Talent Dev
Staffing
Comp & Ben
Training/ Dev
Performance Man
Int Coms
Workplace Design
fit for agile?? role mobility

14. 14
Recr/ Sel
Org Design
Talent Dev
Staffing
Comp & Ben
Training/ Dev
Performance Man
Int Coms
Workplace Design
fit for agile?? continuous learning

15. 15
Recr/ Sel
Org Design
Talent Dev
Staffing
Comp & Ben
Training/ Dev
Performance Man
Int Coms
Workplace Design
fit for agile?? shared and servant leadership

16. determine pay
individual | team
development
individual | team | org
recognition
individual | team
direction | goals
individual | team
engagement |
productivity
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17. old
• slow
• top-down [manager > employee]
• paternalistic
• organizational driven [org > boss > employee]
• ratings
• complex
• actionable?
• connected to pay
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18. what we see today
yes
• frequency up
• use of apps
• multi-rater
• moving away from ratings
• ”good conversations”
• superficial
• relying on humans
• internal focus
?
• granular feedback?
• use of technology?
• performance consulting?
• transcend org boundaries?
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19. 3. cleverly use hr tech
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20. 20

21. hr tech opportunities
• flexible resource allocation
• role mobility
• continuous learning | performance consulting
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22. 4. practice guerrilla hr
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Aspect
1. HR does not discuss everything with the top of
the organization
2. HR looks for change at the edges, not at the core
3. HR experiments
4. HR works with a small team
5. HR surprises
6. HR uses foreign support
7. HR involves high potentials
8. HR practices the art of camouflage

23. - hrtrendinstitute.com
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- Pinterest: The Future of HR
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