Learning outcomes
Training Introduction
Regardless if you are an agile coach, a line manager or an HR professional, you need to understand how people strategy and people operations need to change when working in a company embracing the agile value structure. How do performance management, recruitment, learning and development, compensation and benefits and the way we perform employee engagement surveys change? What are the specific skills that we need to use to run an agile transformation from a people perspective? And is there still a need to do succession planning in the future?
The training places great emphasis on practical examples and we will present a series of tools that you will be able to use when getting started on your own agile HR initiative. We take you through an agile HR case from setting goals and developing user stories for HR to implementing sprint planning and monitoring the sprint using Kanban.
Learning outcomes
• How HR can support an agile organizational transformation: Assess the current organizational structure and design a new structure that enables business agility, maximizes communication and collaboration within and among teams and enables the flow of value.
• Goal setting and performance management in a new way: Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability and growth.
• Salaries and benefits for an agile organization: Describe and contrast traditional incentive structures with Agile-friendly structures, discuss the pros and cons of each approach and explain how they could apply them to their own environment.
• Job Roles – are they needed in the future? Develop an oganizational action plan for role modeling an agile mindset and to build new skills that will enable cross-functional teams.
• Employee engagement in an agile manner: Recommend different motivational tools to be applied in a context and describe how the traditional emloyee engagement survey is chaging.
• Talent acquisition and the candidate experience: 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.
• Agile learning: Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to a focus on development of new skills and capabilities.
• Onboarding practices for agile companies: Design an onboarding experience that enables new employees to become a part of the organization rapidly and smoothly.
• Why the agile mindset is HRs responsibility: 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.
• The needed changes in the HR core function: Relate how the need for business agility affects the HR function and organization and how it impacts HR team members’ roles and behaviors.
• Practical tools, templates and exercises for HR and managers: How an HR department can work with agile tools and methods, for example with Kanban, Sprints, Scrum and Retrospectives.
Training Schedule
Day one
08:30 Registration with Welcome Coffee
09:00 Warm up
10:30 Tea, Coffee, Networking
10:45 Why Agile HR – why now?
11:45 Structure & Culture misfit and how can
HR make a difference using agile tools &
methods12:30 Luncheon
13:30 Agile HR in practice
14:30 Tea, Coffee, Networking
14:45 Talent Acquisition & Onboarding
15:40 Bio, Break and Fresh Air
15:45 Engagement & Motivation
16:45 Check Out
17:00 End of day 1
Day two
08:30 Tea, Coffee, Networking
09:15 Agile Leadership
10:30 Tea, Coffee, Networking
10:45 Goals & Performance
11:45 Reward and Compensation
12:30 Luncheon
13:30 Learning & Development
14:30 Tea, Coffee, Networking
14:45 Increasing Organizational Agility
16:25 Bio, Break and Fresh Air
16:30 Conclusion, Kudos and Check Out
17:00 End of day 2
Training Program
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Get to know the Expert Trainer
Pia-Maria is the author of Agile People – A Radical Approach for HR and Managers (That Leads to Motivated Employees), and the founder of Agile People. She specialize in helping companies move towards a culture of increased agility through Agile HR, Agile leadership and Motivation.
She has worked as a consultant with many of Sweden’s largest companies, helping them to implement HR processes and solutions, always spiced with an agile mindset. She is a People management consultant and devoted change agent with an enterprise perspective. Her main focus is to contribute to creating organizations where people perform better and feel engaged. Agile leadership and agile frameworks are the best ways to create successful change, in her
opinion. Pia-Maria is the founder of Agile People, which is a network and a conference with the purpose of spreading the agile mindset in organizations. Her main drive is to see the movement from one state to another in a company, contributing by making that change successful both from a financial and human perspective. Her vision is to create customer value and have fun at the same time!
Special focus areas: Agile People (Agile HR AND Agile Leadership), Agile Culture Journeys, Management 3.0, Performance development, Employee engagement & motivation (Reiss Motivation Profile), workshop facilitation, event moderation and professional speaking.
Who should attend?
• Agile coaches
• Consultants
• HR managers
• HR Business Partners
• HR professionals
• Line managers
• Operational & business managers and consulting managers in both the private and public sectors.
Past Media Partners
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Venue
Room reservation
Hotel Location
Austria Trend Hotel Savoyen Vienna
Rennweg 16
1030 Vienna
Austria
Official Airline Partner
FAQ
The client has the right to cancel his/her registration in the event.
There is a 50% liability on all conference registrations once made, whether the booking was made through our website or via e–mail/ telephone/ fax.
If the client cancels with more than 8 weeks’s advance notice, GLC shall be entitled to an amount equivalent to 50% of the conference fee and 16 EUR administration charge. In case the client has already made his/her payment, this will be deducted from the conference fee GLC has already received and the remainder will be refunded. If no conference fee has been received prior to the cancellation request, GLC will issue an invoice for the cancellation fee (the amount equivalent to 50% of the conference fee and 16 EUR administration charge), which the client must pay immediately upon receipt. No refunds are available for cancellations received with 8 week’s (or less) advance notice or in case the client fails to attend the conference. In these cases, the full amount of the conference fee must be paid.
- Get the timing right.
Many people are afraid to request for training budget, because they can’t seem to find the “perfect time” to do it. Well, there’s no perfect time to ask for it, but there are definitely some moments that are better than others. For instance, if your boss is about to take a two week vacation, he/she might be in a good mood. If he/she just lost a major account, may not be wise at that juncture. - Make a case for yourself
When you ask for budget, you should be prepared with specific details and explanations about what is in it for the company and you’re superior. If you go into a meeting and just say, “I want to get budget for a conference,” it’s likely that your request won’t be taken seriously. If you want to plan ahead, then you should be prepared to explain the following points:
1. Start by stating your accomplishments
2. Show that you’re ready for more responsibility and eager to learn
3. Describe:
a) How this event will increase your productivity?
b) How you will need less supervision
c) How you can bring back the knowledge to the company
4. Follow up