HR Department
  • Home
  • Did you Know?
  • Our Services
    • NEW: Mediation
    • HR Audit
    • Implementation
    • HR Support Service
    • HR Services
  • Our Experts
  • Testimonials
  • The HR Advisor
  • Contact Us
  • Login

Is it Time to Change? 3 Ways Agile Management Can Influence HR

4/5/2017

1 Comment

 
Picture
The way companies are being managed is changing rapidly. As the need for greater transparency and customer centric business increases, many companies are restructuring their management system to meet these new demands. Couple this with the fact that the workplace has become more fast-paced than ever - not least due to the rise of digitisation – and it is easy to see why companies are rethinking the structure of the workplace.

One management style which some companies – especially those that are tech based - are adopting to meet the challenges of the global marketplace is known as agile. Agile management, championed by companies such as Google and music streaming giants Spotify, essentially divides a business into small teams of workers that act like start-ups in their own right. Agile centres on the idea that employees should be largely self-organised and collaborate on a level playing field for the benefit of the business.
 
Clearly these types of changes to management have vast implications for HR departments. It is important to note that agile management has many different facets. The focus here is to look at how HR Departments should adjust and adapt in a business switching to, or thinking of taking on aspects of, agile management.
 
So, here are 3 ways that agile management can influence HR:  
 
1. Making Everything Continuous/Ongoing
 
In this day and age, product and project cycles work on a month-to-month or even week-to-week basis, rather than year-to-year. Agile management stresses the need for ongoing, continuous feedback and review of company progress, as opposed to annual reports. Here are three main areas HR departments should be prepared to tackle on an ongoing basis:

- Talent Acquisition:

Instead of hiring once or twice a year, companies are much more likely to hire as and when they require skilled staff. This means HR departments should be constantly on the lookout for staff suited to their business and regularly sounding out areas of the business that might be understaffed.
 
- Feedback:

Rather than providing yearly feedback to staff, HR departments in an agile management structure should be much more ready to give regular feedback to employees. While this may be time consuming, it helps to encourage and motivate staff and make sure the business is as productive and efficient as it can be.

- Training:
 
Under agile management, HR departments should see training as a continuous process, rather than a one off thing. Making sure your employees are regularly well trained and up-to-date in their department will ensure your company is more effective. A key role of HR is also to monitor performance – providing regular training is one way to keep all employees performing to the best of their ability.
 
2. Demands a Concentrated Focus on Teamwork
 
With agile management there is much less importance placed on the individual employee - it’s all about teamwork and how employees collaborate with one another. This means that the HR department must move away from focusing on individual merit and instead hone in on how teams work together, helping to ensure the smooth running of the team as a whole.

Of course this also changes the role of the managers in a company. It is essential that HR departments encourage managers to be much more interactive, hands on, and engaged with their team. HR must preach the idea that employees are on a level-playing field – something which can be hard for many managers to handle. HR may even be required to come up with new roles and methods of assessment that promote cross-functionality between teams.

3. Changes in Company Culture
 
Clearly, with an agile management system, the company ethos will have changed greatly. Having a harmonized company culture is essential, especially when it comes to hiring new talent, and it’s an area where HR can lead the way.  HR should make sure there is a homogenised company culture that all employees understand and support.
 
In addition, current employees may not be used to organising themselves and being given more flexibility – HR can assist in these areas in order to make sure companies get the best out of their staff and ensure talent retention. The key here is for HR to demonstrate that with agile management, leadership takes much more of a bottom-up rather than top-down approach. Clearly this is unconventional and may take time for employees to get used to, however it has the potential to make a company more effective and efficient, while promoting equality in the workplace.
 
Of course, agile management isn’t suited to every business. Companies may well pick and choose the ‘best-bits’ of agile management and implement them as they see fit, or opt for entirely different systems. However, the reality is that as companies look to change their management structure to meet the every day pressures of a fast-paced and ever-changing working environment, HR needs to make sure it doesn’t get left behind. As different companies adopt different management styles, the HR department must be versatile and adapt to any changes in order to stay in line with the rest of the business and remain an integral part of its success.  
 

​For more helpful HR tips and advice, 
CLICK HERE to sign up to our monthly newsletter.
1 Comment
Burl Stone link
6/11/2018 04:19:50 am

Agile management is an approach that can help a line-up to administrate the assignments more efficiently and execute the undertakings effectively while providing the best stuff within the constraints of the spreadsheet. A manager needs to be agile so that he can build an agile team. Do you know- why an agile line-up is essential for an organizational success? Because the members of an agile team work as a unit and always give a genuine response to the inevitable amendments. Thus, the management needs to be fleet-footed in order to increase the ability to scale.

Reply



Leave a Reply.

    Archives

    February 2021
    January 2021
    December 2020
    November 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    January 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014

    Categories

    All
    Absenteeism
    Agile Management
    Anger
    Annual Leave
    Appointments
    Big Data
    Bullying
    Bullying In The Workplace
    Business
    BYOD
    Collaboration
    Communication
    Company Culture
    Compulsory Retirement
    Conflict Resolution
    Corporate Culture
    Covid 19
    Covid-19
    Cyber Bullying
    Data Protection
    Device Policy
    Digital
    Digital Transformation
    Disciplinary Procedures
    Discrimination
    Diversity
    Dress Code
    Emotional Intelligence
    Employee Benefits
    Employee Diversity
    Employee Engagement
    Employee Performance
    Employee Relations
    Employee Resignation
    Employee Retention
    Employee Rights
    Employee Wellbeing
    Employer Branding
    Employment Contract
    Equality
    Flexible Working Hours
    Freelance
    Freelancer Management
    Freelancing
    Gender
    Gig Economy
    Health And Safety
    Hiring Process
    HR
    HR Automation
    HRLocker
    HR Paper Work
    HR Performance
    HR Tips
    Human Resources
    Incentives
    Inclusion
    Independent Contractor
    In-house
    Innovation
    Intelectual Property
    Intern
    Jargon
    Just Culture
    L&D
    Leadership
    Learning & Development
    Long Term Illness
    Management
    Managers
    McDonalds
    Mediation
    Mentorship
    Millenials
    Motivating Staff
    Music
    Negative Employees
    Office Romance
    Onboarding
    Outsourced HR
    Paid Paternity Benefit
    Parental Leave
    Parenting
    Part Time
    Part-time
    Passive-aggressive
    Paternity Leave
    Paternity Leave Policy
    Pay Gap
    Pensions
    People Operations
    Poaching Employees
    Policy
    Problem Employee
    Productivity
    Profit
    Protected Disclosures Act
    Recruitment
    Redundancy
    Retirement
    Role Of HR
    Salary Transparency
    Sexual Harrassment
    Sick Leave
    Sick Pay
    Sick Policy
    Skills
    Skills Shortage
    Social Media
    Social Media Policy
    Staff Burnout
    Staff Engagement
    Staff Retention
    Staff Training
    Strategy
    Success
    Talent
    Talent Acquisition
    Talent Retention
    Team
    Teamwork
    Tech In HR
    The Jungle Book
    Training
    Trust
    Unfair Dismissal
    Vacation
    Whistleblower
    Work Arrangements
    Working Parents
    Workplace
    Workplace Bullying
    Workplace BYOD Policy
    Workplace Conflict
    Workplace Discrimination
    Workplace Harassment
    Workplace Health
    Work Related Stress
    Zero Hour Contract

    RSS Feed

HR Department, 49 Hollybank Avenue, Lower Ranelagh, Dublin 6, Ireland.
 
Phone : +353 (0)1 685 2360 Fax: +353 (0)1 685 2532 E-mail: info@thehrdepartment.ie

Registered in Ireland under company number 348834

Testimonials

Fallon and Byrne

“As a medium –sized business, we could not justify having an in-house HR person. The HR department provided the perfect solution for us, giving us access to all of the expert advice we needed on an outsourced basis"

READ MORE!
Website by Chevron Studio