A Brave New HR World; The Importance of Agile HR

A Brave New HR World; The Importance of Agile HR

Business is changing – and it’s changing fast. The onset of greater globalisation, technology and the impact of fluctuating markets since 2008 have resulted in a ‘sink or swim’ business culture. It’s made strategy and forward planning vital to a company’s survival and organisations increasingly need an HR department who thinks like the rest of the business. That’s where agile HR comes in – like the markets, it’s quick to change, fast to adjust to business and fluid in its processes. The future of successful HR is in an agile strategy.

A recent CIPD report highlighted the importance that combined business, contextual and organisational HR insight can have. Business in the 21st Century “Requires HR to have a deep understanding of the core value drivers and a deep appreciation of what makes the business successful or not. HR is acting as an applied business discipline.” In addition to having a commercial mind-set, HR needs to operate in the same way as the business it supports – therefore it should adopt an agile approach.

By adopting this approach, being quick to respond to the pace of change in markets and business strategy, “HR moves beyond being a service function towards establishing a proactive agenda, as it offers insight into things that others in the business may well not be seeing or acknowledging.” HR can allocate adapted resources to suit changes in the company and will collaborate with it to achieve the same end goals as well as acting as an early warning system and driver of change.

Elements an agile HR function in practice include:

  • Switching up change management Making changes on a step by step basis to ensure acceptance by all levels and to increase visibility of the change programme with minimal negative disruption.

  • Being lean Optimising efficiency using online tools and the reduction of waste in processes. This ensures that steps to completion are minimal and output is high.

  • Being lean Optimising efficiency using online tools and the reduction of waste in processes. This ensures that steps to completion are minimal and output is high.

  • Talent Recognising the need for upskilling or talent acquisition in line with the needs of the business.

  • Performance Maintaining a constant level of high organisational performance whilst also realising the needs for adjustment in a dynamic market.

  • Recognising priorities Understanding the key principles for success within the business and aligning HR process and strategy to these for maximum efficiency and cohesion of values and outcomes.

Later this month, members of The HR World - many with their own experiences of business transformation and agile HR practices will meet to discuss over dinner the topic ‘A Brave New HR World’ focussing upon the impact of responsive HR. The discussion is set to raise a number of interesting and thought provoking ideas and questions surrounding the concept of agility in HR.

Look out for our upcoming blogs and white paper after the debate where we’ll focus on key questions and ideas raised in the debate, as well as case study examples of best practice agile HR and success stories within HR departments.

If you’re interested in joining ‘The Brave New HR World’ debate on the 10th February led by Matt Elliott, People Director at Virgin Money or if you would like more information about future The HR World events, please contact Michelle Smith at michelle.smith@TheHRWorld.co.uk.

Author: Caroline Beer

Posted on: Monday 9th Nov 2015