How to use the flipped classroom method in the workplace

hinive4029

The foundation and main assumptions here remain the same, and the whole thing is merely tailored to the needs of HR management. The difference that can be seen in HR teams working according to agile principles is the division of large complex projects into smaller bits, which speeds up work and thus clearly presents the value to employees and the organization as a whole. First, let’s understand who the customer is from the original manifesto: “Our highest priority is customer satisfaction through early and continuous implementation of valuable software.” In the case of HR, it will be the organization’s employees, and they should be the focus of all attention and all practices should be people-oriented.

Once you’ve determined who the HR activities are aimed at and who the primary audience is, it’s time to define what the activities are about. Agile implies continuous testing, learning, and regular feedback. The same applies to HR teams. While this is quite a far cry from the rigid planning Image Masking Service of the entire process in advance that is mostly used, it is an effective method that allows you to focus on the employee and their needs. The last major part of the agile premise is the recognition that people and processes are more important than the tools you apply. This does not mean to let them go entirely, but they should be treated as aid rather than as the main element.

In the case of human resource management, these might be Scrum or Kanban boards. While they are helpful in the work, they are only aids and not the main determinant of value. What do organizations that adopt agile in HR gain? Agile places a strong emphasis on communication, and it is often the element that limps along in an organization. Without the proper flow of information, there can be no high team productivity or rapid response to change.