Exam 4: Agile Approach to E-HRM Project Management

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o HR plays a key role in proactively staffing and managing the entire talent ecosystem in an agile organization. Considering that Agile teams are self-organized and cross functional, there is no need for micro managing them and in fact, micromanagement could be counter-productive. Having recruited talent with the right mind set and competencies for Agile, HR should promote motivation and higher morale among the people by offering them a chance to challenge themselves through complex projects, creating platforms which provide continuous learning opportunities, by ensuring proper work life balance and creating ownership. Growth of employees will be the key to retention and this can be ensured only through transparent and flexible career graphs.
o A well-oiled HR analytics model can keep HR managers to predict likely changes and help them to handle the same proactively. A clear understanding of the skills requirement (both behavioral and technical) would help HR to contribute towards improving Agility. A good on-boarding process, allocation on challenging projects and continuous evaluation on how they feel makes the employees feel important and engaged in an agile system.
o Gieles & van der Meer (2017, p. 23) believe that 'talent management is the beating heart of an agile organization' and to visualize this analogy, developed the HR->T Model (see Figure 4.2) consisting of the following five components:
1. Talent Organization (planning and organization)
2. Talent Acquisition (recruitment and selection)
3. Talent Management (compensation, performance, training and development)
4. Talent Data (collection and analysis of data)
5. Talent Strategy (proactive changes and innovative ideas).