HR goes Agile is not a new topic to circle all HR managers desks, but what does it mean and how does it work? Agile could for some be a business buzzword that companies throw around to sound up to date but in actuality lacking the applications of agile in their way of working. Again, it is about walking the talk. Furthermore, agile could be summarized as redefining processes in order to respond to the change or disruption in the market. This to gain competitive advantage through digital innovation and technology. How agile principles and HR merch can still cause confusions, therefore I asked one of the pioneers of Agile HR, Leila Ljungberg to tell us more.
Leila Ljungberg is currently the Head of People and Culture at Volumental. She has for a long time been interested in how the IT departments have come so far within Agile work methods, whereas HR and many other departments are so behind. HR needs to be flexible and responsive to the environment around it, otherwise, it will cost both time and competitive advantage.
How would you define Agile HR?
– I would say that this is about applying the agile principles on the HR work (the Agile Manifesto). An example would be that when we have to choose in between creating value for the individual or following the process, then we would choose to create value for the individual.