19 Jul Agile Management
Work has shifted from processes (a recurring set of routine tasks) to projects (initiatives that have a beginning and an end). Far more work is done in team configuration in network-based and flatter organizational structures leaving greater control over their work and empowerment to employees. The talent management team is constantly working across borders to execute projects. The rapidly changing context requires these projects to be done in an agile manner. Agile management is an incremental method of managing a project in a highly transparent, flexible and interactive manner using self-organized teams with very little upfront planning. While traditional waterfall project management tools and techniques are perfectly suited to support projects that are massive, predictable, and experience-based, agile project management is more appropriate for smaller, unpredictable and innovative projects. Agile methodologies, first adapted in IT software development, are now being applied to general management and have great multiple applications (Rigby et al., 2016). Exemplars of some agile concepts and tools are project charter, personas, user stories, SCRUM teams, product backlog, sprints, stand-up meetings, and sprint retrospectives (Rose, 2015; Canty, 2015). HR can not only use these tools to run its own talent management department and augment the employee experience, but can also ensure that the teams and managers in their organizations understand the applicability of agile management in their work—-the opportunities as well as the limitations—-and have the necessary competencies to be on-boarded on such teams.
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