Many HR professionals – especially those at start-ups and small to medium businesses – are not only generalists, but HR departments of one or two, managing everything from recruiting to onboarding , from performance to engagement, from payroll to IR.
Whether you’re a lone HR Executive, People Operations Manager, or HR Specialist, if you’re the lone member, or one of a couple of members, of your company’s HR department, you must be all things HR to all employees, management and the organisation as a whole.
Your biggest challenge today, is being able to stay abreast of all the latest changes that are being foisted on HR by organisations, especially tech organisations, “Going Agile”!
The one thing that you need, but don’t have, is a group of peers to discuss changes and impacts and to understand how to go about it.
This is exactly what the Solo HR Professional Mastermind is about. It’s about giving you a group of peers, in the same circumstances as you, and with the same goals as you, so that you have good, strong companionship and advice on your journey to understanding and implementing and supporting Agile in your organisation.
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What is a Mastermind?
The Mastermind was first suggested by Napoleon Hill in his book “Think and Grow Rich” as “coordination of knowledge and effort, in a spirit of harmony, between two or more people, for the attainment of a definite purpose.”
So, a Mastermind is a group of peers that get together, with a common interest or objective. The group meets on a regular basis to share best practices and help make better decisions. They use brainstorming to support each other and by creating and environment of trust and rapport, help each person create success.
They share what they learn and have read, and enable people to reach peak potential, and have a structured way of achieving this.
Agile HR is a Two-Edged Sword
Agile means focussing on and prioritising the most valuable work and delivering meaningful results more frequently. But Agile HR is a two-edge sword
- Edge 1 – delivering HR projects quicker and being more adaptable – also known as Agile4HR
- Edge 2 – facilitating agility in the organisation, from leadership to teams – also knows as HR4Agile.
HR Solo Professionals responsible for recruiting, training/development, communications, and compliance operating with large demands from the business, benefit through Lean/Agile concepts of prioritising for value and maximising flow. Those handling compensation, payroll, and benefits, and managing dozens of “business only” projects every year, identify that rolling-wave planning, mapping work back to strategic goals, and bringing visibility to their work helps to better manage the expectations of stakeholders.
The critical role of HR in Agile Transformation is their participation in prioritising and planning work. This includes:
- ensuring a coordinated focus on value and prioritisation
- better management of the portfolio of demand across the team or organisation
- improving budgeting processes by optimising the pool of talent available
- ensuring the work being requested is aligned to the HR organisation’s desire to close specific capability gaps and implement certain strategic objectives.
Why the Solo HR Professional Mastermind?
Agile Transformation is not an event, it is a journey that requires more time, energy and change than anticipated and continues to challenge how the team thinks about value and possibly even how the organisation is structured to deliver their services.
If you don’t have the travelling companions to drive you, question you, guide you, debate with and celebrate with, how do you know you’re succeeding? How do you know you’re implementing the best for your organisation?
Having a support group empowers HR professionals to feel confident in their choices rather than relying on managers to tell them what to do or give them permission to do what made sense.
It’s like having your own personal “board of advisors”. It’s your own Community of Practice.
What You’ll Cover
Over however many months (or even years if necessary) it takes, the group will be with you through it all. You will be planning, designing, developing and implementing every aspect of Agile People Management including:
- We start with an assessment of where you are today. That way you can set a roadmap for yourself for the journey
- Understanding Agile, the Agile HR Manifesto, and the Agile People Manifesto, and how to incorporate into your “system think” going forward
- Creating the Culture and Mindset for successful Agile Transformation
- The new Role of Agile Leadership
- Designing the Agile organisation, including flexible and agile Role Profiles
- Motivation and Engagement in Agile organisations
- Agile Talent Management Strategy
- Agile Career Management
- Agile Performance Management
- Agile Recruitment Management
- Agile Remuneration Management
- Agile Learning and Development
- Agile Change Management
- Managing Non-Agile elements of HR
- Whatever else come up on the journey
Benefits to the Organisation
In less than one year, organisations that have an effective Agile HR section can experience:
- Improved predictability and cohesiveness
- Collaboration and delivery on promises, with “no surprises” in timing or quality
- Improved capabilities and responsiveness
- Faster recruitment cycles
- Increased productivity
- Better employee engagement
- Prioritisation of work to yield the most benefit to stakeholders
- Act as “One HR”
Cost savings are experienced through improved recruitment, greater productivity, improved engagement and overall, as Richard Branson said “Look after your staff, and they will look after your customers. It’s that simple!”
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