At first glance, the concept of agile HR would seem to contradict the whole notion of strategic HR. After all, isn’t strategy about looking at the bigger picture and the longer term, as opposed to being reactive and working on incremental changes?

From that perspective, agile HR sounds like it might not fit in with the desire to make HR more strategic. However, an important aspect of strategic HR is understanding and being responsive to the needs of the business. An agile approach takes HR to a whole new level of responsiveness.

In an agile environment, it’s also important for HR to be able to help manage change within the organization. HR needs to be responsive in its approaches to staffing the organization and planning, developing and rolling out HR policies, procedures, systems and programs.

Agility requires a culture of empowerment where employees have the authority and independence to respond to the needs of customers. HR can help to create such a culture.

An agile organizational culture requires staffing the organization with flexible and adaptable people who embrace change. Agility requires appropriate organizational design, training and learning space and opportunities,  different performance management and rewarding approach.

Find below some of the Articles I wrote over the last 6 years about all those different People processes and practices.