Agile Tour Brussels 2014. HR in Agile and Agile in HR.

1. HR in Agile & Agile in
HR
2 sides of the same coin – a case study

2. HR in Agile – Responsibility of Agile Coach?
My career path,
my training &
development.
Team & 3rd party,
working together,
clarify of roles, culture
Individual Team et 3rd party

3. Agile Coach and HR – Formidable Duo
● Agile methods and set up
● Team transition
● Adapt change to team
● Definition of key
responsibilities & roles
● Team building – agile way
of working
● Career development &
HR set up, personal
motivation (work contract,
job description etc)
● Recruitment / Transition
● Team building –
competency based
● Competency, training &
development
Agile Coach HR

4. Case Study
Head of team
Product OpsDelivery
P Lead
PO
UX/CX
BA
Delivery
Dev
QA
Integration
Architects
Release
Level 3
Training
PMO
SM
/ Agile PM
Scrum
teams
Coach Agile
● List of roles and set up required by sprint
● Pair mentoring and pair programming for knowledge transfer
● Training and coaching of agile methods
RH
● Iterative recruitment and transition of teams by sprint
● Union discussions and work contracts.
● Development of competences and coaching in change.
More slides

5. Agile in HR- Abdicated Responsibility
Individual Team & 3rd party
Recruitment of superman
Like for like recruitment
Lack of understanding of
roles.
Talent management
excluding 3rd party
providers / partners.

6. Agile in HR – Innovative and Adaptable
● Competences et potential
over previous experience
& education
● Super team over
superman
● Total Talent Management
(internal & external)
● Iterative organisation
development and
recruitment
● Constant communication
with business
● Talent planning with all
sources & types of
contracts
Innovative Adaptable

7. Case Study
Super team – Complete competences through team
● Product: Key competences: influence & communication.
● Delivery: key competences: quality & delivery
● PMO: key competences: enterprising, problem solving,
team forming
Sample Competences

8. Knocking on both doors:
● Agile conundrums about HR policies:
● Auto-organisation means anyone can do anything in any role?
● Agile organisation means no organisation chart and hierarchy?
● Agile means no seniority? If I’m a developer, will I always be
developer? Is there only horizontal career development?
● Team collaboration means no individual evaluation?
● HR conundrums about agile methods:
● Scrum master means project manager, just a change of name?
● No existing structure or job descriptions so no agile until these
are ready?
● Can’t find exact match of candidates so wait till he/she is found?

9. Agility & HR – A system
Communication & Collaboration

10. Case Study:
https://drive.google.com/file/d/0B_xbmbNo8roUOG9ReEF
OckFFeEE/view?usp=sharing
Jas Chong
www.ascenthcc.com
www.thedignityofwork.com