Features that distinguish Agile HR from conventional HR practices

Flexibility and Adaptability:

• Agile HR: Emphasizes agility or the ability to adapt to changes quickly in response to changing external factors. HR practices are intentionally made to be responsive and fluid.

• Conventional HR: Often follows rigid procedures and policies that can be slow to change and adapt to new circumstances

Employee-First Approach:

• Agile HR: Puts employees at the centre of HR practices. Their experiences, needs, and engagement get the priority.

• Conventional HR: Prioritizes organizational policies and compliance over individual employee preferences or needs.

Iterative Processes:

• Agile HR: Employs a variety of short cycles (sprints) for ongoing improvement of HR practices. Feedback incorporation happens at regular intervals.

• Conventional HR: Follows a linear, long-term approach to HR policy formulations. No reviews or changes happen periodically.

Collaboration

• Agile HR: HR challenges are addressed through a collaborative approach involving cross-functional teams.

• Conventional HR: The HR department operates in a silo. There is a lack of interaction with other teams or departments.

Data-Driven Decisions:

• Agile HR: HR strategies are made based on real-time data and feedback incorporation.

• Conventional HR: Relies on established policies to form HR strategies often supported by intuitions or historical data.

Use of Agile Tools and Techniques:

• Agile HR: HR projects are managed through a variety of agile tools and techniques, for instance, Lean HR, Scrum, WIP (Work In Progress) Limits, Kanban boards and daily stand-up meetings etc.

• Conventional HR: Uses conventional less adaptive project management tools and techniques in HR projects.