Does the term Agile ring a bell? This flexible model has been successful in software development for decades, but could be of equal use to HR. In this series we discuss the definition of Agile, and how to implement it in HR practices. This dynamic, flexible and human approach is a great match for HR.
The Agile Manifesto
In a world that is rapidly changing, it is essential to stay flexible. Instead of merely executing major plans and processes, organisations can choose for an Agile approach. The term Agile first emerged in the early 90, when software developers introduced various lightweight options in reaction to the traditional heavily regulated, regimented and micro-managed methods. In 2001 seventeen developers published the Agile Manifesto in which they state the following principles:
We are uncovering better ways of developing software by doing it and helping others do it. Through this work we have come to value:
- Individuals and interactions over processes and tools
- Working software over comprehensive documentation
- Customer collaboration over contract negotiation
- Responding to change over following a plan
That is, while there is value in the items on the right, we value the items on the left more. See link >
Creative and Effective Solutions
Not only is the Agile approach more dynamic than any top down alternative, it relies heavily on in-house talent and strengthens mutual relationships. In a relatively short time a small team plans, analyses, designs, tests and documents a project. And after successfully completing the project, the team starts working on the next. This energetic way of working inspires employees and produces creative and effective solutions.
Are you ready for the Agile approach? We can help you manage in-house talent with our versatile and flexible HR system. Do not hesitate to get in touch with Martta Riihimäki for more information.
