More and more present in software development sectors, agile management is also gaining ground in HR departments. Finding out information for adopting this methodology and helpful tips for its use in business are easily accessible among us. But is it possible to adopt agile management in the HR?

Can this concept so present in exact sciences like IT bring benefits to a sector often seen as subjective? We believe it can and we will show you how:

Understanding agile management

To understand how to apply agile management in HR, it is important that you first get to know more about this concept. More than a change in the work format, this methodology is linked to the mindset changes. When adopting methods that follow the agile concept, actions and projects are driven on optimized deliveries, focusing on high performance and clearer work cycles.

While traditional models have several detailed actions in complex planning, agile models are more flexible. Within short cycles–a 15-day, for example, there are small projects within the main project. In these cycles, it is defined as the actions that will be carried out, and those people who are responsible for each of them. Thus, each cycle is measured by more agility to work, flexible workflow and addressed on excellence and quality delivery to the customer.

It is important to point out that agile management is a methodology and not a tool. Within it, there are several tools or methods for application, to which one of them we will talk below.

The new HR needs a new management model

Many companies still wonder why they should expand their agile management to HR. The answer has a lot to do with what we have already talked about in this post. There is an ever-increasing process of digitization in the HR, which ceases to be operational to take on much more responsibilities related to the effective management of people, focusing on projects to improve the routine of the internal customer  ̶the company’s professional.

More collaborative processes focus on talent retention actions, activities that add value. This is the new reality for HR, which also needs to have a new operational work format.

How to adopt agile management in HR?

The first step is to bet on changes in team thinking, which needs to understand the importance of more flexible processes and work focused on excellence. One of the first steps in this process of change is to handle the roles of each member of the team with transparency. It is important to have an engaged and clear leadership in the organization so that new workflows can be adopted.

From then on it is important to create small action cycles within the main delivery project. For example: if there is an operation to adopt new benefits or even manage them, shorter steps with well-defined actions will provide an agile routine.

To put into practice new agile management cycles, it is important to adopt an agile method. One of them, for example, is the SCRUM. In it, there is a specific cycle of work, which can be, for example, a 30-day one. Managers and teams will define the global deliveries of this cycle and create smaller intervals within it, called sprints. Intermediate deliveries that will lead to the final goal will be defined for each sprint, together with those who are responsible for each sprint. With each new sprint, the team will be able to look at their actions and measure the progress of the project.

Among the benefits of this new management model, we can list more transparency in the process, which is closely monitored at shorter intervals, the best of results, high performance, engagement and transparency in the routine of professionals. For HR, it means to concentrate more energy on personnel management and less time on not measurable or not detailed work.

How about your HR department, does it already adopt agile management? What are the gains and challenges of this process? Do you want to know more about the subject? Talk to our experts and keep yourself up to date.