The adoption of the Agile management methodology can make the management or Human Resources of a company a key pillar for the success of the business. More interesting, the area does not need to make large expenses to achieve it. Simply, it must be more agile. For this, it is essential that you adopt the principles of the agile method.
This trend dates back to the mid-2000s when a group of web developers in the United States met to discuss how to improve the way the industry worked.
The result of this meeting is the Agile Manifesto of governing principles to improve the management of the technology development process. The success behind the agile management method is its approach based on people, not products or services.
The agile method prioritizes the interpersonal relationship inside and outside the company by promoting the following good practices:
As described by the Agile Alliance organization, by transforming its management under the agile method, the company begins a journey of learning and permanent adjustments, which requires time, energy and commitment from all the people involved. Thus, leaders and workers learn and think about new ways to do their jobs constantly, and are in continuous communication with each other and with their clients.
The creators of the Agile Manifesto never thought that their methodology would be successfully replicated by other industries eager for alternatives to improve their management. Today, the principles of the agile method are applicable in projects and companies of all types, including HR management.
Here are the principles of an agile Human Resources department:
1. Customer satisfaction is a priority.
It consists of the continuous delivery of products and services that add value. In the case of human capital management, customers are workers. So, in practice, this principle motivates us to know what are the priority needs of the collaborators to satisfy.
For this, it is necessary to ask the following questions:
- Do you need a salary increase?
- Are there missing or leftover work benefits?
- Is the training they receive appropriate?
- Do employees grow in the company?
- Is the turnover rate high, and why?
2. Change requirements for a competitive advantage
The area must be flexible and adjust its practices for the benefit of the business and employees. This means avoiding difficult processes in such a way that they are difficult to change or standardize relationships with their collaborators; If your relationship with the staff is linear, the area will not be able to detect problems and solutions in time. That is why this methodology promotes the use of common sense, with the support of management tools, to solve everyday situations.
3. Shorten service delivery time
What is the most important deliverable that an HR professional should provide? They are not the end of the month reports. Nor surveys and evaluations. It’s feedback! And it can’t take long. Management cannot wait for the end of the year report to inform their employees if their performance is right or wrong. The culture of continuous feedback must prevail. It is better to separate the delivery of information in installments or segments and generate improvement advice for both employees who are performing well and those who are lagging behind.
4. Involve employees
The main source of information in the management of people in the company is the collaborators. For communication to flow, they must work together and in this case, you might need workforce management software. This will prevent decisions that sound good on paper, but do not make logic in practice. Constant communication will also allow changes to be made and will facilitate transitions in case of personnel restructuring or fundamental changes to the business structure.