HR management, in recent years, it has undergone a revolution. Just as the world of work, in its entirety. At one time, staff management  was based on a purely administrative concept. Human resources were managed in a similar manner with respect to all other resources. Later, it was introduced the training approach, with the aim (and the need) to develop specialist skills.

Since the last decades of the last century, it began to catch on a production model based primarily on advanced services and technology. Personnel  management, at this point, could no longer be restricted to a purely administrative concept. Especially because human resources began to become the main cost for companies.

HR management: how to responsive to changes?

Put in clear and simple terms, the biggest change in the world of work is this: it has changed the product and how to achieve it.

Initially, it was decided to tackle the problem cost-personal-product focusing on a motivational strategy. Mainly through incentives and promotions. However, it was soon realized that the economic prize is not enough to motivate people. This is because, in the meantime, the work culture has also changed .

The new generations of employees need to feel part of a project.

The meeting between human resources and Agile Methodology

When we talk about Agile model shall mean a process of development that:

• focuses on individuals through participation and interaction in the project
• focuses on product quality
• is based on collaboration with customer, rather than negotiating
• responds to change, not simply follows it.

Initially created for the development of the software, due to its characteristics, this is well suited strategy, obviously, also to human resource management.

However, not to fall into the trap of using a sterile mechanism, it is necessary to make a clarification.

By adopting this method, the goal is not to transform the staff in agile resources. Rather than stimulate the staff to the dissemination of tools and agile values for product development.

Another important aspect to consider is that this innovative approach is that it is effective not only in agile companies, but in any type of  business. This is because the HR management, regardless of the sector and the type of company, includes some basic aspects that there are the same for everyone. More specifically we talk about skills, roles, training.

For example, thanks to the development of the Agile model, a HR manager can think of creating functional for specific service / product. While promoting the establishment of temporary figures.

What are the objectives of the adoption of Agile model in the companies?

The Agile HR management can bring to the company several benefits. The first goal is to make people feel integrated and realized. But this strategy may also encourage a more sensible and objective remuneration system . In this way, you can optimize the costs, while maintaining high levels of skills and talent in the company.

Finally, with the labor market changing constantly and quickly, an innovative approach like this allows you to adjust change actively and not passive.

Gruppo La Meridiana and HR Management

As an outsourcing services supplier for companies, we have worked for years and successfully first right of personnel management. Our job, of course, is not reduced to propose new management and organizational approaches.

We help our clients grow, to ensure that change comes from within and not from outside. In essence, what we try to do is customize the way of any business that caters to us. In order to achieve success, thanks to the resources available.

The effectiveness of our intervention is given primarily by the development of an excellent feedback system. We want to know the strengths and weaknesses of your business: it is the only way we can design and implement the best solution to balance and better manage all your resources.

For further information, please contact us. Evolution and improvement are synonymous with success!