Agile People - Agility in HR Certification

Agility in HR

ICAgile Certified Professional – Agile HR (ICP-AHR)

In this course, we are exploring HRs new role in an Agile organization!

About

Today the most progressive companies have changed the HR role to a more coaching role serving all the people, not just management. Although this changed view of the formal HR role is still not fully mainstream today, many organizations are experimenting with alternative structures, ways of working (like Scrum), and people practices that allow a truly Agile culture to thrive.

You will leave this experience having gained both knowledge and practical skills to bring forward new ways of working and being that place HR in a leading position to creating lasting change, engagement, and a truly empowered workplace.

Time Frame

The program is made up of 12 topics that we will cover over 5 online sessions - beginning March 9 and ending on March 23, 2021.

Target Audience

The target audience for this training includes people working within HR organizations in companies transforming to more Agile ways of working. Their current responsibilities may include aspects such as people development, recruitment, performance management, compensation, and employee engagement/motivation.

Organizational development consultants hiring managers and Agile transformation leads exploring the people, and structural aspects of transformations will also find this curriculum compelling.

These books written by Pia-Maria Thoren are included in digital format.

Program Content

Agile People Fundamentals

Session F1: Introduction to Agile People and important principles/tools

The foundation of Agile People's' mindset is about the principles, values, methods, and tools that we need to start using to release competence and innovation – and what we stop doing. We discuss your challenges and certification assignment.

Session F2: Psychological safety as a foundation for a learning organization

The importance of an approach that is permeated by security and confidence to increase profitability and innovation – to increase creativity through a culture where it is ok to fail and try again. We play "The Psychological Safety Game" to facilitate dialogue about difficult topics

Session F3: Emerging strategies, structures, and goals

Emerging strategies instead of long-term planning, new ways of working with strategy, budgets, goals, performance processes, and rewards. Using value stream mapping to optimize flows in a system instead of working with resource optimization and sub-optimization of departments. Mindset Slider exercise. WoWs to be used: Beyond Budgeting, OKRs, Impact Mapping, VSM, etc.

Session F4: Building conditions for agile culture

Creating conditions for a fantastic culture where people can perform at their optimal level with a sense of being supported and secure. The gap between structures and culture/values. Structure – Culture Misfit Role Play. The importance of country culture for an Agile transformation.

Session F5: The learning Organization as Strategy and the future role of HR and managers

Boundary Spanning and the Buddy System to increase cross-border collaboration and increase the opportunity to create a fantastic organization together. Tips and examples for the change journey and how HR and managers need to change their role to support it.

Agile People HR

Session H1: How HR's role is changing when we need to increase Business Agility

Design the talent/people elements needed to help support an Agile transition in an organization and explain how different contexts can influence the approach to be taken. Job titles, competency profiles, titles, career, succession - how do we do it in an agile organization? User stories for HR and a T-shaped HR-person. Employee Journey mapping - pain points. Examples and cases.

Session H2: How HR can use tools and practices from Agile.

Using Scrum, Kanban, Value Stream Mapping, and OKRs for HR is not so different from using it for Software development. What are examples, and how can you design talent/people processes using the agile ways of working? User stories for HR - what do they look like? Examples and cases of Agile HR in reality.

Session H3: Performance management and examples & cases

Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth. 95/5 Exercise.

Session H4: Compensation and Benefits

Examples and Cases. Describe and contrast traditional incentive structures with Agile-friendly structures, discuss the pros and cons of each approach, and explain how you could apply them to your environment.

Session H5: Talent Acquisition and onboarding

Design a sourcing strategy that can be used to find and acquire the "right" people to support the strategic growth of the organization taking values, culture, diversity, and collaboration into the hiring decision. Design an onboarding experience that enables new employees to become a part of the organization rapidly and smoothly.

Session H6: Employee Engagement

Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.

Session H7: Learning and Development

Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to a focus on the development of new skills and capabilities.

ICAgile Certified Professional 

This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body.

Upon completion of the course and submission and approval of your course assignment you will receive (knowledge) certification in ICP-Agility in HR.  The cost of the certification is included in the price of registration.

Learn more about ICAgile ( https://www.icagile.com/ )