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Agile hr sharing taipei 20170606

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Agile hr sharing taipei 20170606

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Agile hr sharing taipei 20170606

  1. 1. 挖個敏捷坑給HR JASMINE HUANG
  2. 2. 2004 - 2005: Toshiba | Project Assistant 2005 - 2007: Servomex Group| Marketing Specialist 2007 - Current: Titansoft Pte Ltd| HR & Operations Manager “If somebody offers you an amazing opportunity and you’re not sure you can do it, say yes-then learn how to do it later”- Richard Branson Certifications – Certified HR Administrator – ISO 27001 Internal Auditor – ITIL V3 Foundation – PMP – Certified ScrumMaster Passion & Interests – 建立以人為本 (humanized organization),每個人都可以樂在其中的工作環境 – 瑜珈 & 旅遊 關於我: JASMINE HUANG
  3. 3. 分享內容 • 公司導入敏捷對HR的衝擊 • 創新的HR制度 • HR 團隊如何敏捷化 • Q&A
  4. 4. 關於鈦坦科技 • 2005 年成立 • 致力於線上娛樂平台的開發與維護的軟體開發公司 • 員工人數: 新加坡: 74 台北 & 台中: 95 • 平均年齡: 29 11% 53% 33% 3% SG 年齡比例 25 and Below 26-30 31-40 41 and up
  5. 5. Award & Certifications 2014 2016 20172005 2006 2007 201520102008 2009 2011 2012 2013
  6. 6. ‘我們這些主管都要丟飯碗 了!’
  7. 7. 直到… 上了CSM 課程
  8. 8. 思維上的改變 •X/Y 管理理論 •敏捷的導入會對公司的文化跟制度 造成衝擊 X Y Agile/ Scrum
  9. 9. 敏捷企業文化 • 開放與透明的工作環境 (Open & Transparent) • 從疊代的反饋改善 & 學習 (Get feedback early) • 世界上唯一不變的事就是改變 (Embrace Changes & Continuous Learning) • 從錯誤中學習 (Fail fast, fail forward) • 定期檢視與適應 (Inspect & Adapt) • 最小可行性產品 (Done is better than Perfect)
  10. 10. EMPOWER 自組織團隊 SUPPORT 彈性工時 BUILD 持續學習 OPEN UP 開放透明 Grow T型人才 BOND 分享知識 敏捷企業文化
  11. 11. 開放&共同參予討論HR政策
  12. 12. 13 開放空間技術(OST)
  13. 13. 創新的HR制度
  14. 14. 企業 文化 選 Recruitment 用 Engagement 育Training& Dev 評 Performance Evaluation 留 Retention HR Functions
  15. 15. 招募 RECRUITMENT 企業文化 選 Recruitment 用 Engageme nt 育 Training& Dev 評 Performan ce Evaluation 留 Retention
  16. 16. AMBASSADOR TEAM
  17. 17. 面試流程 Filtering 1st round 2nd round Recruitment Committee Recruitment Committee Manager/HR
  18. 18. 企業文 化 選 Recruitment 用 Engagement 育 Training&Dev 評 Performance Evaluation 留 Retention 用 & 留 Engagement & Retention
  19. 19. Y/千禧世代 • 自由自主 • 彈性工時 • 學習機會與挑戰 • 工作有意義 • 頻繁與定期的反饋 • 頻繁的升遷 敏捷文化 • 自組織團隊 • Sustainability • 持續學習 • 改善 • Feedback early 制度上的調整 • 自組織團隊(scrum teams) • 容錯的環境 • 取消最低工時 • 薪資透明化 • Self- Promotion
  20. 20. 彈性工時
  21. 21. 企業 文化 選 Recruitment 用 Engagement 育 Training &Dev 評 Performance Evaluation 留 Retention 人才的培訓
  22. 22. T 型人才
  23. 23. T.TALENT TRAINING PROGRAM Pre-Graduate New Joiner Mid-Career Apprentice Workshop Internship Industrial Talks Rookie PUTEH- Level 1 Orientation Training Forward General Skills Technical Skills Excellerate Management Skills Coaching Skills Group Facilitation Skills
  24. 24. 企業文 化 選 Recruitment 用 Engagement 育 Training&Dev 評 Performance Evaluation 留 Retention 考績 Performance Evaluation
  25. 25. Category Programming Testing Domain Knowledge Support Experience Weight 6 6 4 4 2 0 Fresh Graduate Fresh Graduate No Knowledge No Experience < 12 months 1 - Understand 20% of key components - Able to adapt to agile practices -Perform simple model / feature Exploratory testing with finding effective defects. - Following Product QA Standards. Knowing all system basic element Solving issues with basic guidance. < 24 months 2 - Understand 40% of key components - Able to guide juniors - Perform cross models / features Exploratory testing with finding effective defects. - Good understanding of Product QA Standards factors. Knowing department level’s core element Able to do support independently with minimum supports of other party. < 36 months 3 - Understand and explain 60% of key components - Able to give constructive feedback about code, regardless of whether feedback is adopted - Able to conduct sharing with department when necessary - Manual re-produce all pentest happend issues and perform manual security testing for happened issues independently. - Ability to propose new Product QA Standard and maintain existing Product QA Standard. Familiar with business level of discussion Able to generate preventive actions which could prevent issues from happening. > 48 months 26 JOB GRADE POINT E3/8 <=25 E3/9 26~35 E3/10 36~49 E4/11 50~64 E4/12 65~74 E4/13 75~84 SKILL& KNOWLEDGE CRITERIA (SKC)
  26. 26. 27 Why Self-Promotion? • 在自組織團隊, 自己跟團隊夥伴最清楚自己的技能程度&貢獻 • 為自己的職涯負責 PD Application Application Rate Pass Success Rate 2015 22 13 59.1% 8 61.5% 2016 32 20 62.5% 16 80% 自我評估 技術主管評估 Panel 面談 SELF-PROMOTION (SCRUM TEAMS)
  27. 27. 功能性團隊的考績與升遷 •透明化的升遷職級標準(promotion criteria) •每季與主管的一對一Performance Review 對話 •團隊夥伴的反饋會議 (每半年)
  28. 28. 敏捷帶來的正面結果 74% 75% 81% 23.88 11.76% 5.63%0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 2014 2015 2016 Staff Engagement Rate Staff Turnover Rate
  29. 29. HR TEAM 的敏捷化
  30. 30. 為什麼 HR TEAM 要導入敏捷?
  31. 31. 敏捷可以帶來正面的可能性 • 從錯誤中學習 • 改善/Slack • Just enough planning • 驗證假設 • 以人為本 • 最小可行性產品 (MVP)
  32. 32. 從錯誤中學習 Fail Fast, Fail Forward
  33. 33. 害怕 犯錯 不敢 放手 奪取別人 的學習機 會 抱怨團隊 不成長 團隊向心 力不足 Burn Out
  34. 34. 瀑布式專案管理 v.s. 敏捷 Waterfall v.s. Just Enough Planning
  35. 35. 2013 HR PROJECT LIST
  36. 36. 看板 KANBAN
  37. 37. DAILY STANDUP
  38. 38. COLLECT FEEDBACK EARLY
  39. 39. 重視面對面的溝通
  40. 40. Continuous Improvement
  41. 41. 定期回顧會議
  42. 42. VALUE STREAM MAPPING- RECRUITMENT PROCESS
  43. 43. A/B TESTING
  44. 44. HR TEAM TRAINING&DEV • HR generalist • Focus one function/year • Primary & Secondary Roles in each project • Team members taking turn to be coordinator
  45. 45. BOOKS
  46. 46. Being a HR in an Agile Environment, we will have to constantly reshape ourselves so that the HR function becomes a critical driver of agility- Clare I like that it also encourages us not only to focus on the results but also the process in order to keep improving what we are doing. -Joanna With Agile, we are able to roll out minimum viable policies (our version of MVP), quickly gather feedback about it and pivot from there on. - Brendon
  47. 47. 遇到的挑戰&學習 • 缺少一對一的溝通機會 • 不是每個人都知道如何自組織(Self- Managing) • 組織, 部門 & 團隊之間溝通的問題
  48. 48. WHAT’S NEXT?
  49. 49. THANKYOU!

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