Agile for HR looks at how HR can apply an Agile mindset and various working methods within our own teams and projects. Agile for HR has the potential to reinvent our operational model and help us modernise as a profession.
At a strategic level, people initiatives and services are prioritised based on business value and visualised through a portfolio of work. For example, some Agile HR teams use prioritisation methods to co-create a high level backlog directly with senior stakeholders and employees, which guides their more detailed work each quarter.
Next, Agile HR aims to incrementally deliver this value to the customer. Now, the word ‘incremental’ is significant here and represents a big mindset shift for HR. Incremental means delivering value through small, step by step change, that is validated through a test and learn approach.
The waterfall is a structured and rigid methodology whereas the Agile methodology is popular for its flexibility. Waterfall management does not allow any changes in between the process, in case there is a mistake, then the project has to start from scratch while Agile management allows intermittent changes during the ongoing process.
Waterfall Model followed in the sequential order, and so project development team only moves to next phase of development or testing if the previous step completed successfully. What is the Agile methodology? Agile methodology is a practice that helps continuous iteration of development and testing in the software development process.
Waterfall methodology is a sequential design process. Agile methodology is known for its flexibility. Waterfall is a structured software development methodology so most times it can be quite rigid. Agile can be considered as a collection of many different projects. Software development will be completed as one single project.