The Agile Model comes to Management, Learning, and Human Resources

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  • The other comparison worth mentioning is the shift in the manufacturing sector to just-in-time.
    This made a huge difference in efficiencies and cost. Again, it is all about immediacy, and allows for much faster direction changes.
    Traditional training is much more a just-in-case process. Much is taught (though not necessarily remembered) that will never be used because in the classroom it is rather hard to predict what will be needed in even just a few months’ time because things are changing so rapidly.

  • Great article, all sorts of companies now see that their HR processes are not fit for purpose, and instead looking for something more real-time. That’s why I created Teamly http://teamly.com

  • With learning intelligence taking an increasingly prominent role, Agile is a must for those seeking to meet informational requirements of L&D stakeholders. It is not, however, without it’s pitfalls. In my experience, analysts find they pay less attention to detail when working on multiple deliverables, compared to “getting their head into” a complex request. Additionally, organisations may also find that the resource savings achieved with an Agile approach are diluted, somewhat, by the increase in demand for project management requirements to stay on top of the increased variety of open tasks. These obstacles are surmountable, of course.

  • This is a perfect analogy and gives us great terminology to start using in the context of management, teams, leadership and human resources. It’s refreshing after so much over-use of “social” and analogies to Facebook regarding continuous feedback.

    • joshbersin

      Thanks Ingrid!