Making marketing and logistics agile wasn’t enough; it’s taking over how companies develop, manage, plan and hire people from almost every aspect. This blog articulate how new game of talent management can bring an impact.

One can say that HR is going “agile lite,” implementing the basic principles without adopting all the tools and protocols from the tech world. A simple move far away from the rules and proper planning based approach toward a simpler and faster model driven by feedback from participants.

This new paradigm has really gone off to a new level of performance in hiring management. (In a 2017 Deloitte survey, 79% of global executives rated agile performance management as a high organizational priority.) But other HR processes are starting to change too.

Now we’re seeing a more digital transformation. Why is this the moment for it? Because rapid innovation has become a strategic imperative for small and mid size companies, not just a subset. To get it, businesses have looked to Silicon Valley and to software companies in particular, emulating their agile practices for managing projects. So from top-down planning models are giving way to nimbler, user-driven methods that are better suited for adapting in the near term, such as rapid prototyping, iterative feedback, team-based decisions, and task-centered “sprints.” As FMCA’s Partner, Fahad Masood, puts it, “Convenience is the new business currency.”

With the business justification for the old HR systems gone and the agile playbook available to copy, people management is finally getting its long-awaited overhaul too. In this article we’ll illustrate some of the profound changes companies are making in their talent practices and describe the challenges they face in their transition to agile HR.

CHANGES THAT IS IMPACTING THE HR FUNCTION

• TALENT HUNTING: One of the most significant industries is digital by transforming the traditional process to agile. With the help of new and refined methodologies, HR function along with talent hunting is getting rigorously more operational and focused based! Rather than hiring and giving offers, it’s now evolving from hunting to coaching, comp & benefits management and what not! 

• Teams: Traditional HR has always been individualist approach but with agile it’s getting more functional, more team centric. By strategizing and breaking down the function to micro level, it’s bringing an impact. Since it has always been an individual who takes care of the HR function, now drills down to, talent hunting team (which covers the shortlisting), technical recruiting (where industry expert steps in and making sure that candidate is worth it), onboarding manager (who takes care of pre-post recruiting events), comp & ben team (who takes care of benefits) and last but not the least cultural manager (who makes sure that employe remains intact and aligned with the company’s vision and culture. 

WHERE FMCA STEPS IN?

FMCA – As one of the leading management consultancy firm in UAE, we focus on providing agile HR solutions, which covers almost every aspect of the HR function and talent management. We take care of pre and post recruiting functions and reduce the overall cost by 3X, which makes us unique and different from others. We know how to upscale this function, especially given all the performance data generated by the new apps. HR has not had to change in recent decades nearly as much as have the line operations it supports. But now the pressure is on, and it’s coming from the operating level, which makes it much harder to cling to old talent practices.