Agile в управлении и разработке ПО

1.
AGILE
HR
IN
A
NUTSHELL?
Pia-­‐Maria
Thoren,
GreenBullet
Solu=ons
April
5,
2014

2. To
have
in
mind
1:
Survival
of
the
fiHest
means
that
the
most
adaptable
species
survive
–
not
necessarily
the
strongest
About adaptability

3. Rubrik

5. Rubrik

6. The best place to work in
sweden!

7. Organiza=ons
of
the
future

8. Worklife
back
then
• Big
leaders
appointed
liHle
leaders
• Power
was
a
func=on
of
posi=on
• Senior
execu=ves
set
strategy
• Everyone
reported
to
a
boss
• Tasks
were
assigned
• Only
managers
gave
rewards
• Compensa=on
correlated
with
rank
• Promo=on
was
the
measure
of
achievement
• Autonomy
was
not
very
common

9. About
theory
X…

10. Frederick
Taylor:
scien=fic
management

11. Worklife
today

12. About simplification
To
have
in
mind
2:
Make
everything
as
simple
as
possible
but
not
simpler

14. WHY?
The
Human
Capital
Value
Chain
Derived from “Putting the service-profit chain to
work” in HBR 1994 by James L Heskett, Thomas
O Jones, Gery W Loveman, W. Earl Sasser Junior,
Leonard L Schlesinger
Engaged
employees
create
happier
customers
Happier
customers
are
more
loyal
and
buy
more
Loyal
customers
create
profitable
businesses

15. Engagement
Performance
Result
Growth/development
Autonomy
Purpose
Dream
Fun
Con=nuous
Improvement
Line
of
sight
Direc=on
/
focus
Team
Feedback
Trust

16. Pia-­‐Maria
Thorén
PIA-­‐MARIA
THOREN
FOCUS
AREAS:
AGILE
HR
&
AGILE
LEDARSHIP,
PEOPLE
&
TALENT
MANAGEMENT
• MANAGING
DIRECTOR
GREENBULLET
SOLUTIONS
• HYBRID
BETWEEN
IT,
HR
AND
MANAGEMENT
• BLOG:
PERFORMANCEBLOGGEN.SE
(ABOUT
EMPLOYEE
ENGAGEMENT)
• IMPLEMENTED
PEOPLE
MANAGEMENT
IT
&
PROCESS
SUPPORT
IN
MANY
LARGE
COMPANIES
”Nothing
is
impossible.
The
impossible
just
takes
a
bit
longer"
Winston
Churchill
+46
763
056134
pia-­‐maria.thoren@greenbullet.se

17. Todays situation
“A mere 7% of employees today fully
understand their company’s business
strategies and what’s expected of them in
order to help achieve company goals”
A Strategy Focused Organization"

18. Why?

19. It all starts with
a dream...

20. Creating Line-of-sight

21. What
are
you
doing?
The
importance
of
perspec=ve

22. Having fun at work?

23. Control

24. Transparency

25. Feedback gives
you wings

26. Focus!

27. Autonomy and trust

28. ……………………
…………….
Pause
and
Reflect
Do
it
Set
a
goal
Continuous Improvement

29. ”Now
we
are
not
so
flexible
anymore
because
HR
started
to
get
their
processes
in
order”
Development
Manager

30. Source:
Bersin
by
Deloi5e

32. Integrated
Talent
/
People
Management

35. Leadership
for
agile
organiza=ons

38. Link
daily
ac=vi=es
to
goals
Follow
up:
Feedback
and
reward
Learnings
What was good?
What can I
improve?
Lead
and
coach
employees
towards
goals
Set
/
Change
goals
Plan for
development
connected to
goals
Performance management
Built around a goal instead of around a year
User
stories
Sprint
goal
Product
backlog
Sprint
planning
Daily
standup
Con=nous
repriori=za=on
Remove
impediments
Retrospec=ve
Feedback
Learnings
Celebrate
success

39. Performance
trends?
FROM…
" Annual
appraisal
and
ra=ng
" Forced
ranking
" Annual
goals
and
process
" Annual
talent
reviews
by
manager
" Recogni=on
by
manager
" Career
plan
for
promo=on
and
HiPos
" Focus
on
moving
up
or
out
TO…
" Con=nuous
coaching
and
feedback
" No
ranking
" Quarterly
or
monthly
goals
with
regular
check-­‐ins
" Con=nuous
talent
reviews
by
peers
and
manager
" Recogni=on
by
peers,
manager
and
team
leaders
" Career
plan
for
everyone
with
open
movement
and
career
mobility
" Focus
on
moving
across,
up,
down
and
around

40. “As a team we will
increase our sales by
10% in the next
quarter”
“As a team in the next
quarter we will close the
largest deal we have ever
made – and it will
definitely increase our
sales more than 10%!!!
We will do this by great
team work and using the
strengths of every team
member”
Transforming non-inspiring goals

41. Happiness
index
Source:
Management
3.0
by
Jurgen
Appelo

43. Trends
within
recruitment
" Evaluate
competence
>
" Just
HR
>
" When
needed
>
" Job
boards
&
adver=se
>
" Detailed
process
with
fixed
steps
and
responsibili=es
>
" External
supplier
>
" Evaluate
behaviour
" Cross
func=onal
teams
" Always
" Social
media
" Simple
and
flexible
flow
with
Kanban
" Internal
reponsibility

44. Visualize the work

46. Development

47. T-­‐formad
kompetens
T
Source:
Management
3.0
by
Jurgen
Appelo

49. Develop
all
the
=me

50. Learning
trends?
Instead
of…
" A
couple
of
days
/
year
" Days
" External
supplier
" “One
size
fits
all”
" Individuell
" Required
" Sequen=al
" Planned
" General
…do
this
" A
couple
of
days
/
month
" Hours
" Internal
coach
" On
a
need
basis
" Team
" Demand
" Itera=ve
" “On
demand”
" Seleec=ve

52. Source:
Bersin
by
Deloi5e

53. Trends
within
compensa=on
&
recogni=on
" Salary
is
a
mo=vator
>
" Just
managers
give
recogni=on
>
" Seldom
>
" Big
rewards
>
" Reward
privately
>
" Reward
results
>
" Salary
is
a
hygiene
factor
" Everybody
give
recogni=on
" Oqen
" Small
rewards
" Reward
publicly
" Reward
behaviour

54. Scrum
for
HR

55. How
do
I
start?
Start
small
and
simple

56. Back
to
Darwin

57. YOU DON’T
build a business
YOU BUILD PEOPLE
and then people
build the business

58. Welcome
to
Stockholm
on
September
25
More information on www.AgilePeopleSweden.com
Facebook:
facebook.com/AgilePeopleSweden
TwiHer:
@AgilePeopleSwe
#AgilePeople

59. Thank
You!
pia-­‐maria.thoren@greenbullet.se
TwiEer:
@piamia2
Linkedin:
se.linkedin.com/in/piamia/
Blogg:
performancebloggen.se
Webb:
www.greenbullet.se