Practicing Agility in Human Resources: Why It Matters

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Over 71% of organizations across the world use agile approaches in some way or the other. Of all the organizations implementing agile, 98% of them were able to achieve success. 


In this fast-paced and innovation-driven business environment if you aren’t implementing agile methodologies in your business then you may not be able to stay relevant or on par with your competitors.


Agile is a methodology where a project is broken up into smaller stages and carried on by team members through constant collaboration and continuous iteration. Instead of moving sequencing from start to end and delivering the final product at the very end of the project, Agile offers iterative and incremental approach.


If your organization is planning to go agile, then you need to start with HR. That is because your Human Resources (HR) department isn’t just about people management and operations. HR is a strategic unit that offers business value in terms of growth capabilities, efficiency gains, and cost savings--All of which are important factors for an agile organization.


Right from creating better engagement among employees to revamping the entire organizational structure, an agile HR can help your company navigate through the changing workplace as well as business expectations.


Agile HR realigns your organization to respond to the dynamic changes in today’s business environment. Instead of sticking to rigid plans, agile HR supports flexibility and innovation. 


Implementing agile HR in your organization 


1- Start small


Instead of trying to make all the business processes in your HR department agile, start small and implement agile as an experiment in just one team or department to see how it fares. You can also use this opportunity to implement agile in different ways and learn from trials and errors. 


Over 45% of the organizations have reported that their primary barrier to scaling agile methodology in their organization was lack of internal support. By only introducing agile in a small section instead of the entire HR department, you are able to sell the idea through proven data.


2- Consistency is key


You can’t have agile in one team and not implement it in others because it will lead to one department moving fast and the other slowing down the entire process. Agile is about fostering adaptability and flexibility. You need to have a plan to eventually spread it throughout the organization in order to reap its true benefits.


You also cannot take some aspects of the agile methodology and ignore the rest. It would not only defeat the whole purpose but also create more confusion among your employees.


3- Take advantage of agile tools

You need tools for the entire organization to facilitate development and engagement if you truly want to create an agile organization. It’s best to use a tool that can give you real-time and ongoing feedback for the different business processes.


A real-time feedback tool works seamlessly with agile processes and allows employees to understand how they are performing throughout the year. For people working on short term projects, it makes more sense to receive ongoing feedback and make changes accordingly in order to maximize their overall performance and development.


The right agile tool will also help employees align their individual goals with team goals and overall business objectives. It can help managers track the progress of the different short term and long term goals, while making adjustments along the way -- which is way more effective than an annual review.


Final words


When your HR department incorporates the values of organizational agility, you are able to get increased efficiency, high productivity, and improved employee engagement



SILA is a leading facility management company in mumbai that looks after various real estate services like project management, real estate advisory, real estate development, and home interior design 




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