Agility in HR

Employee Retention

Overseeing the acquisition, development and retention of people.
Flexible Schedule
Invest 20 minutes a day
0 Credentials
Accredited by ICAgile
28 Cohorts
4 Active this week
This learning track focuses on coaching the people aspects of the organization such as creating a safe environment, providing a balance between culture and structure, and shifting to people enablement. As a people department, the HR function in an agile environment is directly responsible for attracting, hiring and retaining the right people - competing for talent, planning for succession, and embracing diversity in agile environments. This means balancing an external focus as well as an internal one, confronting skill gaps and enabling growth at the individual & team level, keeping people’s skills relevant and delegating the responsibility for growth to the individual. Since agile is not for everyone, here we will also look at how to handle those that are either unwilling or unable to thrive in a collaborative environment, specially if there are in managerial positions. For those who are willing to adapt, we still need to keep them motivated and engaged using scientifically proven approaches to empower individuals while creating and nurturing an environment of psychological safety. And since retention goes hand-in-hand with growth, we will also look at moving away from the dreaded performance appraisals, identifying what should instead impact salaries when performance ratings are not available. This track are for those who want to more successfully truly own culture in their organizations, and to support the teams to perform and be fulfilled by their work.

Domains in this track

Target Audience

Primary Audience: HR Managers, Talent Managers, Compensation & Benefits, Recruiters, Enterprise Agile Coaches, individuals who wish to be strategic partners and seen as a the nurturers of a creative culture.

Relevant Roles: Individuals in organizations transitioning to agile who are in what organizations traditionally call the Human Resources (HR) domain.

Recognition, Compensation and Benefits

The purpose of total rewards in the workplace is to reinforce particular behaviors, practices, or activities that result in better performance and positive business results. Companies use tangible rewards (monetary such as compensation and a benefits package) and intangible rewards (non-monetary such as recognition in meetings and events, work-life balance and development potential) to motivate employees and demonstrate that they are appreciated. Often, rewards and recognition take the form of extra compensation for employees who carry out the activities in their role description and meet their objectives. Rewards and recognition have many uses, but in general they help with 1) Shaping employee behavior and work ethic; 2) Giving employees the opportunity to share in the benefits of their work; and 3) Making employees feel like an integral part of the company.

Commitment and Loyalty

Commitment & Loyalty means the degree to which individuals associate themselves with the job, the responsibilities and the organizational objectives and how actively engaged in they are in their work. Engaged employees are those who are fascinated by their work and committed to face every challenge to attain their goals. They are dependable, loyal and highly productive and therefore, are accountable for what they do. The best part is that they need less focus and attention of managers to perform their task as they themselves feel accountable for their job responsibilities and results attained. However, it doesn’t take much time for actively engaged employees to turn into disengaged employees if the organisation doesn’t have a well established reward system. Recognition is a basic necessity of individuals to remain steered up towards their job.

Related Resources Show Summaries

Diversity and Inclusion

A strong diversity and inclusion strategy can help your organization attract top talent and drive innovative results. Diversity refers to the traits and characteristics that make people unique while inclusion refers to the behaviors and social norms that ensure people feel welcome. It is a set of behaviors that promotes collaboration and fosters the kind of inclusion that leads to the diversity of the workforce.

Organizational Communication

Organizational communication is how organizations represent, present, and constitute their organizational climate and culture - the attitudes, values and goals that characterize the organization and its members. It seeks to analyze communication needs of organizations and social interaction, understand its strengths and shortcomings, and to improve those processes.

Talent Acquisition

The talent acquisition team is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company. Employer branding, future resource planning, diversifying a company’s labor force, and developing a robust candidate pipeline are the cornerstones of talent acquisition. In some cases, the talent acquisition team is part of an organization’s Human Resources department. In others, Talent Acquisition is its own department that works in coordination with HR. The skill sets of effective talent acquisition professionals include sourcing strategies, candidate assessment, compliance and hiring standards, and fluency in employment branding practices and corporate hiring initiatives.

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