Finding methodologies that result in agile HR can make all the difference in process flow and team productivity.
After all, organization and productivity are fundamental elements for the success of a company and in the human resources area.
Generating agility for the Human Resources department is a concept that has become increasingly relevant for companies, as this is the sector responsible for managing the most important assets of the business: employees. That said, there is a lot of talk about applying agile methods, such as the Scrum methodology in HR.
Amidst a highly competitive job market and increasingly demanding consumer demands, due to the impacts of digital transformation in modern society, time is one of the most valuable resources for organizations and, therefore, it is essential to use techniques and tools that optimize their use.
In this article, you will learn the importance of using Scrum techniques in the HR area and create a great atmosphere for HR management. And having GitScrum’s features will give you the best options to deliver the best results for your HR department alongside Agile Methodologies.
How does Scrum work?
Scrum is an Agile methodology, which emerged from software development projects. Its focus is to create process structures based on three pillars: transparency, inspection, and adaptation. It stimulated the creation of several agile frameworks that can be applied in any department of a company.
Scrum is different from other Agile methodologies because it includes specific concepts and practices, significantly increasing productivity and quality of the product to be delivered.
The method allows companies to more easily adjust to changes that affect the business. This allows you to offer a product that meets evolving business goals.
With Scrum your company can:
- Increase the quality of deliveries;
- Coping better with change;
- Provide better and more accurate estimates;
- Have a more accurate view of the project schedule and status.
Scrum + HR: an equation for success
Applying Scrum in HR processes can bring several benefits – but it is necessary to integrate the concept into the company’s routines.
Working to increase the department’s knowledge of Agile and Scrum is the first step in generating method benefits among these teams and individuals.
But it’s a fact that when we apply Scrum to any HR initiative, it fits – elevating and streamlining the way cross-functional HR teams work to deliver real value to employees and organizations.
Inserting Scrum into HR processes helps increase focus and resilience to the complexity that often drives some HR initiatives off course – and off-budget. Breaking long processes into chains of shorter steps (called Sprints) has been the key to increasingly positive results in the industry.
This can be a big change for many HR teams, which will change the way they think by providing value to their employees, business partners, and organizations.
How to apply Scrum in HR processes
Below are some tips and examples of activities characteristic of the Human Resources sector, which can be improved with the application of Scrum in the organizational culture:
Involvement of people when inserting Scrum into HR processes
Any change requires constant inspection and adaptation, and through this practice, the method must be introduced into the way the organization operates.
The biggest challenge in Scrum is ensuring collaboration across areas. The HR team has this broad view of the overall system, which allows for a much more accurate and conciliatory look when guiding change.
Scrum can bring many structural changes: people have new roles and responsibilities, new tools and practices that they need to master.
HR’s mission is to define the structure of these new, flexible roles and responsibilities, and address the issues employees will face during the transition.
Creating collaborative workspaces
Inserting Scrum in HR processes implies the need for full collaboration among its employees. HR can contribute by creating an open workspace where people can communicate freely to strengthen relationships and enhance that collaboration.
HR needs to keep in mind that it is essential to recruit professionals who have the right mindset and attitude to work in an agile environment. It is necessary to focus on hiring with team spirit, multidisciplinary, and flexibility in their abilities.
When a company applies Scrum to HR processes, it needs to put in place an engagement model. HR must help build intrinsic employee motivation by creating an environment where people can influence, lead and take responsibility. It is necessary to bring to people the importance of creating value.
A more agile HR is permanently aware of the levels of effectiveness, efficiency, and customer service. Always looking to the future, it will be able to foresee changes that will affect the way the department works and balance the requirements at each stage.
How does Kanban work?
Kanban is a much simpler and easier method to be applied in day-to-day agile HR. Ideal for the manager to monitor the progress of activities, without having to question their employees.
In addition, the fact that everyone can see what is being done by other colleagues also promotes greater transparency in the processes, making it an excellent way to delegate tasks.
The Kanban methodology has existed since the 60s and consists of a large table, which can be physical or virtual, with columns that distinguish the steps of the tasks, such as: “to be done”, “doing”, “under review”, “completed”, which can be adapted depending on the needs and complexity of the project.
It can also be very interesting for managing the stages of a selection process, ensuring that no information is lost. But it can be used in numerous projects, such as organizing a get-together party, monitoring, and feedback, among others.
The role of Lean methodology
The Lean method is applied in several sectors to increase the effectiveness of your projects. Since its main objective is to increase, with fewer resources, the value that the organization has to the customer.
In other words, in this method, everything must be optimized, aiming at the satisfaction of the final public, while maintaining the quality of all processes for everyone involved, which includes employees.
For the success of the Lean methodology, it is essential that the entire company applies it and is “speaking the same language” and HR has a decisive role in this, after all, the sector is responsible for training and enabling all teams to use the method.
How to apply Scrum and Kanban in HR?
For application in the Human Resources sector, it is important to take some precautions. See the tips we have separated to help you in this challenge.
Set structured goals for the team
The way goals are established for teams can be decisive for the success of a company. Regarding Scrum, they must be clear to everyone, with deadlines and responsibilities very well aligned. This helps to better guide each employee on what needs to be done and when each task should be delivered.
About Kanban, the goals should be well defined, in smaller demands, to be easily monitored. As such, it is important to define not only the ultimate goal but also the deliverables that can be individually measured and evaluated along the way.
Restructure industry demands
The demands of HR are many and varied, so they can be organized in different ways. To adopt agile HR, it is necessary to review the way tasks are distributed to adapt them to the methodologies.
Here, Kanban can be applied in the management of the team’s daily activities, allowing for better visibility to everyone. Scrum is ideal for meeting specific demands and large projects, enabling more agility and control in the execution of each step. Together, these tools should transform the industry’s routine, making it more productive.
Create roles and deadlines for each process
For both agile methodologies that we are addressing to generate the expected results, each task must have a person in charge and a deadline attached to it. Thus, a person must be in charge of taking care of all the details of carrying out the activities, as well as the necessary interactions with other sectors and external agents.
In addition, it is essential to set a deadline for the completion of each delivery so that there is a direction. The definition of these dates helps not only the person responsible for its management but also other professionals who depend on these demands to continue their activities.
Empower team members
Finally, the preparation of professionals to implement these changes is a crucial element so that their full potential is used. We know that any change in the performance of a professional generates doubts, questions, and insecurity. In this sense, training is the means to enable employees to deal with this news, absorbing them more naturally and calmly.
What are the benefits of these methodologies for HR?
Scrum and Kanban are two tools that can bring great efficiency to People Management in different aspects:
More efficient management of processes
Both Scrum and Kanban allow HR processes to be controlled more closely and more closely. This means that the management of the sector’s demands becomes more efficient. You can use GitScrum’s Sprints to minimize the incidence of errors and generating accurate and higher-quality deliveries.
Perform more agile HR
Scrum and Kanban are two of the most important methodologies of agile HR, whose main advantage is to deliver demands faster, without losing quality. As a result, professionals can perform more tasks, which increases the capacity of the teams and allows for the growth of the sector as a whole.
Create more strategic people management
The use of agile methodologies favors the development of a strategic HR, which works more deeply with the company’s senior management and contributes to its growth and evolution. Thus, in addition to allowing the sector to stand out more in the organization, more strategic people management promotes improvements in different aspects of the business, from the organizational climate to the development of professionals.
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