Once popularized as an efficient method for developing software, the Agile methodology expanded to other sectors, such as the human resources area. Thus, its best practices started to be considered to develop the team’s routine and innovate in the way of doing the work. Don’t know what Agile methodology for HR is? We will explain to you!
In the digital age, the HR sector needs, more than ever, to align itself with the great technological trends to assume a more analytical and strategic role in organizations. For this, the Agile methodology for HR it has been considered a differentiator when it comes to aligning itself with the big changes in the market.
This is because the knowledge acquired by following the concept and its best practices allows the sector to organize itself, understand its demands and know how to anticipate them for the future.
The greater the alignment with technological innovations, more prepared is yours human resources sector. Therefore, we will explain in this post the role of Agile methodology for HR in that process. Check out!
What is Agile methodology?
Part of the Agile manifesto, applied in 2001, the Agile methodology became known as a series of good practices to make software development more successful, without major unforeseen events during its elaboration process.
Over time, experts realized that these basic guidelines served not only for technological development, but for practical application in other corporate sectors.
No wonder, terms similar to Agile methodology started popping up in the vocabulary of technical terms of human resources professionals, such as HR agility or even, Agile HR.
What is Agile methodology for HR?
In case you still don’t know what is Agile methodology for HR, understand how this technique focused on software, initially, also gained space in the attention and care with the most valuable assets of your company.
Therefore, the Agile methodology for HR borrowed the basic mechanics of the original workflow optimization concept. Then, the resources traditionally applied were metamorphosed to the needs and characteristics of the sector.
For example: when mapping the company’s recruitment and selection process, you stop using it as a reactive sector – usable only through an open position in the organization.
Consequently, the Agile methodology for HR helps in the perception that you can compose a bank of resumes, for example, keeping in touch with market talents and constantly updating its database.
Thus, eventual situations of need are met with agility and precision. The time interval with the missing team is shorter, as well as the replacement to the height by a professional who already knows the DNA and the organizational culture of your company.
This allows for a presentation on what is Agile for HR, it remains to understand how much your sector can benefit from the good practices implemented in the day-to-day activities of your team.
Advantages of the Agile methodology for HR?
If you can map the entire HR workflow, the Agile methodology has everything to offer a series of improvements in your daily production. Check out the great benefits of your planning below!
#1. Work optimization
With the simple application of best practices of Agile methodology for HR – which we will see later -, your sector is able to identify improvements in the workflow, minimizing bottlenecks and unforeseen events.
As a result, your team gains in productivity. The example mentioned above, of selection and recruitment, already shows how much your team can produce more and better, in less time.
#two. Autonomy for your team
Segmenting the workflow in a detailed mapping allows your management to define each work cell independently but integrated.
Thus, its specialists assume more analytical and strategic roles, obtaining autonomy for faster decision making and aligned to the entire workflow.
An example: through the results of the company’s performance evaluation, its HR professionals are able to evaluate, precisely, what are the major problems that interfere in the low productivity of a team, in particular.
So, the specialists responsible for training employees already know which directions to follow in order to compose relevant good practices and, thus, minimize the great problem that has affected the company. company productivity metrics.
# 3. Alignment with major HR trends
Have you ever heard of the concept of Smart HR? It is a already consolidated trend in the sector, so that your company’s human resources use technology to benefit the collective development of employees.
The above-mentioned example of productivity can be further explored here. Imagine that with the help of management software, your HR specialists are able to analyze the data more quickly and widely for decision making through the indices recorded in quantifiable data.
With that, your personal department takes on a more analytical role, its professionals have more basis for assertive choices and errors and contingencies are gradually minimized.
Techniques of the Agile method for Human Resources?
If you think the Agile methodology for HR has everything to do with what you seek for your company, follow us in a quick explanation of the great practices used in this process optimization method.
Popular work optimization method in which those involved define the realization of a specific project within a stipulated period – normally 30 days.
In addition, there are shorter terms, within this context, which are called sprints. Thus, the main objective is fragmented so that the team can focus on the realization of fractional steps that contribute to the greater focus on accomplishing the task. To this end, delegates are responsible who will take the lead in each of these stages.
Another well-known technique of Agile methodology for HR, Tribos is summed up in team organization as if each cell defined for a project assumed its role as tribal leaders.
Thus, everyone knows the best for the accomplishment of their part, in the work, with specific functions in the whole set of the great objective.
Let’s say, for example, that you need to analyze the ideal profile for each team in the company. Thus, you define the tribes, who are the professionals responsible for the analysis of each sector. Autonomy and flexibility to put in place an accurate and fast model for completing the task.
THE Squad technique is used in a team metaphor – or, in English, squads. Each team focuses on goal fragmentation, defined the responsibilities of each employee so that his team acts individually, but in an integrated way.
Imagine, for example, that you can divide your HR, even if it’s a small team, in those responsible for selection and recruitment, others for training and others more in strategies for retaining employees, for example.
How to implement the Agile methodology for HR?
Now that we have already talked about the concept and the differentials in having the Agile methodology for HR in a company, check out our step-by-step indications to have it included in your next goals:
- Establish a plan of goals for the entire sector;
- Identify the best method, within the Agile methodology for HR, to be used;
- Distribute responsibilities to each leader of fractional activities;
- Meet with them, constantly, to evaluate the development of each stage;
- Offer support and assistance so that communication remains objective and transparent, as well as your leadership role remains an inspiration for employees.
With this work of Agile methodology for HR, you start to value your professionals, giving them autonomy and flexibility to act in favor of unique results for your organization!
Do you want to know where to start using this strategy? Then, also check out our tips on how Smart RH can be the first step towards implementing the Agile methodology in your company!
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