1. Agiling HR Practices
Savita Pahuja
CSM, CSPO, PSM I
Phone: +91-99999-83367
E-mail: savita.pahuja@gmail.com
http://www.linkedin.com/in/savitapahuja

2. Traditional
HR
Agile HR

3. HR Management Cycle

5. Responsibilities of HR in Agile
Organization
HR must move from an era of “best practices”
to a new age of “best-for-us practices”.
Currently HR systems are designed to reduce
variability and to standardize behaviour, not to
promote flexibility and adaptive behaviour.”
5

6. Recruitment and Selection
 Recruitment of diverse, resilient, nimble people.
 Can work in cross functional team.
 Agile knowledge.
Training and Development
 Orientation of organization vision and expectations for agility.
 Coach leaders at all levels of the company.
 Continuous learning
 Flexible work environment
Performance Management
 Ongoing feedback process
 Reward people who produce results that have wide-ranging impact
in the organization.

7. Agile HR
 Redefine the mission of HR.
 Transparent access to talent information.
 Performance should be measured on the output of the work not on the
hours you work.
 Facilities – infrastructure change.
 Technology – video conferencing equipments etc.
 Maximum productivity comes when people do work according to their
interest. So give them a chance to prove themselves.
 Can implement agile in HR department.
 HR department should always be ready to tackle changes like
resignations / bad performers.

8. My team sets Objectives
Create Policies and standards
Ask employees to follow

9. My leader is a facilitator

10. Agile performance appraisals
 Everyone should choose their individual goals for individual
development.
 Make sure individual goals are aligned with the team goals.
 Can create a backlog of the performance measurement attributes.
 Frequent 360 degree performance feedback is better than many
alternatives.

11. Agile attributes for performance
appraisals
 Teamwork
 Collaboration
 Mentoring
 Helpfulness
 Developing multiple skills to work in a cross functional team
 Customer focus

12. 360 degree feedback
360 degree feedback, also known as 'multi-rater feedback', is the
most comprehensive appraisal where the feedback about the
employees’ performance comes from all the sources that come in
contact with the employee on his job.
360 degree appraisal has following integral components:
 Self appraisal
 Peer appraisal
 Customer’s appraisal
 Scrum Master’s appraisal
 Product owner’s appraisal

13. EMPLOYEE

14. Advantages
 Offer a more comprehensive view towards the performance of
employees.
 Improve credibility of performance appraisal.
 Such colleague’s feedback will help strengthen self-development.
 Increases responsibilities of employees to their customers.
 The mix of ideas can give a more accurate assessment.
 People who undervalue themselves are often motivated by feedback
from others.
 If more staff takes part in the process of performance appraisal,
the organizational culture of the company will become more honest.

15. Challenges
 Funding in organization rollout at financial year ending. So giving
frequent performance appraisals is a big challenge.
Solution
1) Monthly / quarterly budget allocation.
2) Bonus can be given on interim basis instead of salary hike.
 Continuous performance appraisal is a time consuming process.
 Integrating feedback from multiple people is a cumbersome process
Solution
1) 5-10 minutes online survey method for taking feedback.
2) Use online tools for integration / calculation of feedback.