Nov 9, 2020

Gartner: How Agile HR can make a strategic impact

Gartner
HR
leaders
agile
Janet Brice
4 min
HR
Agile HR has emerged as a new software tool which will empower HR leaders and redefine the workplace, report consultants Gartner...

Agile HR has emerged as a popular new software tool to empower HR leaders, report consultants Gartner who has provided a guide to this product management methodology. 

Demystifying Agile HR is a comprehensive report aimed at HR professionals around the world and outlines how this methodology is helping to redefine the workplace. 

“Agile HR has emerged as a popular tool that can empower HR professionals to better manage volatility, enhance adaptability and strengthen the organisation by applying Agile methodologies to their talent management processes,” commented Gartner.

“As a proven effective software development methodology, agile has become a common working method for functions throughout the organisation. With this rise in popularity, HR leaders are considering agile HR as a new way to make a strategic impact.”

What is an agile approach in HR?

According to Gartner, an agile approach is a collaborative way of working that embraces change, drives efficiency through customer testing and measures success through outcomes rather than inputs. 

“In practice, agile principles grant teams more flexibility to make decisions about how best to work to achieve their goals, which is especially important in today’s rapidly changing business environment,” commented Gartner.

“Agile in HR is gaining recognition as a means of helping the organisation stay current and aligned with today’s talent requirements.” 

In a recent Gartner survey, 63% of HR leaders reported the use of agile methods and principles in some capacity within their functions - however many lack clarity on what agile means for HR.

“Agile represents a set of values that HR hopes will enable the function to quickly provide relevant products and support for its customers, employees, managers and leaders. 

The mechanism to deliver and apply agile values to HR is two-fold:  

  • HR projects - individual projects that create a new, or improve an existing, HR solution (process, tool, policy) 
  • HR operating model - the formal and informal ways in which the HR function works to deliver value to the business quickly with impact

How to translate agile value to HR

Agile methodology is a set of guidelines rooted in the four original values as defined in the Agile Manifesto for software development. “We at Gartner translated the core values of original software manifesto, which guides agile teams, into four HR values.”

The four values of agile methodology outlined by Gartner:

Value 1: Individuals and interactions over processes and tools

HR should make it easier for people to collaborate within the organisation and reward it. There should be a shift from enforcing rules, policies and systems, to ensuring employees have the best experience at work. For this to happen, HR needs to move from a compliance-oriented function to a more strategic, developmental one. 

There also needs to be a move from a function of “service delivery” to a driver of strategic talent and business outcomes. HR’s operating model needs to undergo transformation to achieve this which will enable strategic thinkers to focus on solving customer problems

Value 2: Working software over comprehensive documentation

“Working software” in HR can be easily translated to “working processes”. In an agile framework, the primary goal of HR is to create relevant products and solutions, not a 50-page document describing what they intend to produce or how it will be implemented. 

HR should test and deliver the new process in iterative steps rather than driving to deliver them as fully designed products through rigid rollout procedures.

Value 3: Customer collaboration over contract negotiation 

HR needs to co-create with their customers — employees, managers and leaders —continuously during the design of a product or solution and release a working prototype at set intervals. These releases enable customers to give regular feedback, increasing the likelihood of meeting customer needs. 

Value 4: Responding to change over following a plan

Change is a reality of product and solution creation, a reality that HR processes and structures must reflect. HR needs to respond quickly and easily to change. 

“Overall, the Agile Manifesto values for software development when translated into HR values, provide useful direction to HR on the design and delivery of high-quality HR processes. Furthermore, these values enable HR to transform into a function that is more responsive and adaptive to business and customer needs.”

Gartner concludes for HR leaders to successfully adopt Agile methodologies, it is essential they clearly understand the agile approach, its core values and how the agile values can be applied to HR processes.

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May 6, 2021

People Moves Americas: JPMorgan, Crowe, Automation Anywhere

peoplemoves
executivemoves
CSuite
Leadership
Kate Birch
3 min
Crowe names new CMO, GM appoints president of defence business, JPMorgan hires head of trade finance – all in this week’s executive moves round-up
Crowe names new CMO, GM appoints president of defence business, JPMorgan hires head of trade finance – all in this week’s executive moves round-up...

Discover the latest hirings and promotions in this week's roundup of executive transitions across North America.

James Budge named Automation Anywhere’s new CFO

A seasoned technology, enterprise software and cloud executive with over 25 years of experience, James Budge has joined RPA leader Automation Anywhere as Chief Financial Officer. Budge brings to the firms decades of experience as a CFO at both public and private firms and has prepped three companies for IPOs and led multiple secondary public offerings. 

Having served as COO and CFO at Genesys and as COO/CFO at Rovi, both companies with revenues in excess of US$1bn, Budge most recently served as CFO at Pluralsight, where he led the company through an IPO and increased its revenues 400%. In this new role, Budget will lead finance, investor relations, legal and IT management and importantly will ensure the copany has everything in place to become a public company. 

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Steve duMont joins General Motors as President

Former intelligence exec Steve duMont has been named the new Presdient of General Motors’ Defense Business. With two decades of defence industry experience, including 13 years in the intelligence and space segment of Raytheon Technologies, duMont also has a number of years bagged with BAE Systems and Boeing as well as serving with the US Army for eight years as a pilot. As President, duMont is tasked with leading GM as it supports defence and government customers through its capabilities and offerings. 

Kjel Christensen rejoins JP Morgan to head trade finance sales

Having previously spent three years in a VP role at JP Morgan, Kjel Christensen is set to rejoin the firm following a seven-year hiatus, but this time as trade finance sales lead for the firm’s North America corporate and investment bank consudmer and retail portfolio. Christensen joins from working capital solutions provider Taulia, where he spent the best part of seven years, most recently serving as MD for Americas and APAC. He’s also had leadership roles at American Express and Costco. In this new role, located in Utah, Christensen is taksed with driving the firm’s ambitious trade and working capital finance targets fro the sector. 

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Chris Goodman named Chief Marketing Officer at Crowe

Seasoned marketing exec Chris Goodman is set to take the marketing reins as CMO at accounting, consulting and tech firm Crowe. With more than three decades of experience developing integrated marketing programs, Goodman has held CMO roles at both KPMG and Accenture and has served as an executive vice present at Young & Rubicam and as a senior VP at IMG. 

Most recently, Goodman led his own marketing consulting firm and brings to the team a “proven track record, strategic vision and a global mindset”, says Crowe’s CEO Mark Baer, which will be “instrumental in helping us shape a better tomorrow for our people, our clients and the firm”. Holding an MBA from Columbia, and currently an exectuve coach at the Cornell Johnson Graduate School of Management, in this new role, will be tasked with leading the firm’s marketing and communications organisation. 

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