Transforming HR by Implementing Lean Agile HR Practices

Abstract

In the present fast paced, innovation driven business condition, agility is the name of the game. On the off chance if your organization isn't agile, it's not keeping pace. In the event that an organization becomes agile, it needs to begin with HR. That is on the grounds that HR is no longer just about people management and operations. It's a key unit that conveys business values regarding cost saving, growth capability and efficiency gains—which are all key parts of an agile organization. So to make the transition from traditional to Agile, HR needs to change its concentration from forcing controls and standards to focusing on Adaptability, collaboration, and innovation. Agile started as a Software development methodology intended to improve responsiveness, profitability, and productivity. Based on collaboration, group based culture, and continuous improvement. As indicated by a McKinsey report, Agile organizations have better overall organizational health wellbeing over their non-agile organization. HR plays a vital role in building an agile organization. From revamping the hierarchical structure to encouraging better engagement, Agile HR causes an organization react to changing business and working environment needs and expectations. In order to make the transition in DPL’s current traditional practices particularly in recruitment and performance feedback, we will first look into detail how the HR role will take its shift in terms of how and what to undertake in an Agile organization.