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Empowering employees with agile values. Thoren

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Agile в управлении и разработке ПО
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  • AGILE HR IN A NUTSHELL? Pia-Maria Thoren, GreenBullet Solu=ons April 5, 2014

  • To have in mind 1: Survival of the Hest means that the most

    adaptable species survive not necessarily the

    strongest

    About adaptability

  • Rubrik

  • Rubrik

  • The best place to work in sweden!

  • Organiza=ons of the future

  • 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

  • About theory X

  • Frederick Taylor: scien=c management

  • Worklife today

  • About simplification

    To have in mind 2: Make everything as simple as possible but not simpler

  • 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 protable

    businesses

  • Engagement

    Performance

    Result Growth/development

    Autonomy

    Purpose Dream

    Fun

    Con=nuous Improvement

    Line of sight Direc=on / focus

    Team

    Feedback

    Trust

  • Pia-Maria Thorn

    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 [email protected]

  • Todays situation A mere 7% of employees today fully understand their companys business

    strategies and whats expected of them in order to help achieve company goals

    A Strategy Focused Organization"

  • Why?

  • It all starts with a dream...

  • Creating Line-of-sight

  • What are you doing? The importance of perspec=ve

  • Having fun at work?

  • Control

  • Transparency

  • Feedback gives you wings

  • Focus!

  • Autonomy and trust

  • .

    Pause and Reect

    Do it

    Set a goal

    Continuous Improvement

  • Now we are not so exible anymore because HR started to get their processes in order

    Development Manager

  • Source: Bersin by Deloi5e

  • Integrated Talent / People Management

  • Leadership for agile organiza=ons

  • 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

  • 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

  • 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

  • Happiness index

    Source: Management 3.0 by Jurgen Appelo

  • Trends within recruitment

    " Evaluate competence > " Just HR > " When needed > " Job boards & adver=se > " Detailed process with xed steps and responsibili=es >

    " External supplier >

    " Evaluate behaviour " Cross func=onal teams " Always " Social media " Simple and exible ow with Kanban

    " Internal reponsibility

  • Visualize the work

  • Development

  • T-formad kompetens

    T Source: Management 3.0 by Jurgen Appelo

  • Develop all the =me

  • Learning trends?

    Instead of " A couple of days / year " Days " External supplier " One size ts 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

  • Source: Bersin by Deloi5e

  • 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

  • Scrum for HR

  • How do I start?

    Start small and simple

  • Back to Darwin

  • YOU DONT build a business

    YOU BUILD PEOPLE and then people

    build the business

  • Welcome to Stockholm on September 25

    More information on www.AgilePeopleSweden.comFacebook: facebook.com/AgilePeopleSweden TwiHer: @AgilePeopleSwe #AgilePeople

  • Thank You!

    [email protected] TwiEer: @piamia2 Linkedin: se.linkedin.com/in/piamia/ Blogg: performancebloggen.se Webb: www.greenbullet.se

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