Agile HR Community Training and Certification
Agile HR Foundations Module | AHRF
This 1 day intensive and highly interactive workshop introduces the mindset of Agile, as a response to an increasingly VUCA (Volatile, Uncertain, Complex and Ambiguous) world, exploring the implications for HR and the future of work. The program is underpinned by our Agile People Ops Capability Model©.
You deep dive into Agile frameworks, discover how Agile teams and organisations work, and get comfortable with words like Scrum, Kanban and incremental development. Next, you translate Agile into HR and people practices, and gain practical tools to start applying the basics of Agile HR back in your own organisation.
The workshop is simulated like a sprint (in Scrum) and we use techniques like a Kanban board, user stories, stand-ups, retrospectives and time-boxed activities to make the learning practical and real.
If you complete Agile HR Foundations as an introductory one-day program, you have the option to further develop your capability through the Agile HR Certified Practitioner and Certification Assessment, up to six months following the Foundations workshop.
There are no prerequisites to the Agile HR Foundations Module AHRF
Benefits of Agile HR Foundations
- Confidently discuss Agile concepts and frameworks with leaders and teams
- Gain practical tools and evidence-based methods to start applying Agile HR to your own work
- Discover how to build a great employee experience using Agile HR techniques
- Move beyond the Agile jargon
- Understand why organisations are ‘going Agile’ and the implications for HR
- Experience Agile first hand
Foundations (AHRF) module 1 day program only
GBP 750 | EUR 1100 | AUD 1450 | DKK 8200 | CHF 1250
plus applicable tax
Agile HR Certified Practitioner Module | AHRP
This 1 day intensive and highly interactive workshop builds on your knowledge from the Foundations module and prepares you to be an influencer of the Agile people strategy. The program is underpinned by our Agile People Ops Capability Model©.
You explore HR’s role in Agile organisational transformation, the importance of Agile leadership and different approaches to scaling Agile. You apply Agile HR techniques to your own project or complex problem and learn how to validate decisions using data, metrics and employee experience. To strengthen your human-centric approach, you test out design thinking and use personas, experience mapping and user stories. Finally, you begin to explore how to evolve the HR operating model to support Agile working, collaboration and transparency through the cycle of test, learn and adapt.
After completing the Agile HR Certified Practitioner, you undertake the certification assessment generally 2-4 weeks post program to further strengthen your real-world application of Agile HR.
Benefits of Agile HR Certified Practitioner
- Learn to manage risk and deliver twice the work in half the time
- Build a great employee experience using Agile HR techniques
- Boost your own productivity and effectiveness with Agile HR
- Lead successful change projects that your people and leaders actually want and need
- Be a trusted business partner able to consult on Agile organisational transformation
- Positively contribute to the future of work
Pricing (includes certification assessment)
You can take the Certified Practitioner (AHRP) module separately as a 1-day program but it's cheaper to take it as part of the 2-day program with the Foundations (AHRF).
Foundations (AHRF) + Certified Practitioner (AHRP) 2 day program + certification assessment
GBP 1200 | EUR 1750 | AUD 2300 | DKK 13000 | CHF 2000
plus applicable tax
The certification assessment comprises a video conference, where you present and discuss an application assignment, a prepared case study and a common Agile HR scenario. This assessment supports your ongoing development and application of Agile HR back in the workplace.
The knowledge, skills and behaviours you demonstrate are assessed against our Agile People Ops Capability Model©. Your assessors are looking for evidence of an Agile HR mindset and a theoretical understanding of how to apply Agile across different examples and organisational settings. You receive feedback and a rating for each capability, the total of which determines your assessment result. A pass rate of 65% is required to become certified.
The Agile Foundations Module AHRF and Certified Practitioner AHRP Modules are prerequisites to Certification Assessment.
Included in the Certified Practitioner module.
Agile People Ops Capability Model©
The behaviours, knowledge and skills that shape your learning, assess your development and help you become an influencer of Agile people strategy.
|Attribute||Detail||Foundation Module | AHRF||Certified Practitioner Module | AHRP|
Builds Business Value
|Commercially minded and builds people practices that help businesses or organisations delight their customer.||The implications of Agile for HR and the future of work.
Global trends and how Agile is a response to our VUCA (volatile, uncertain, complex and ambiguous) world.
The Taylorist legacy of HR and management theory.
|Sources of business value for an Agile organisation.
Start to estimate and measure the business value of Agile HR.
Designing HR and people practices that help, rather than hinder, business value streams.
Understands Agile Business Operating Models
|Able to speak the language of Agile and explain Agile concepts, teams, roles, self-organisation and the incremental development cycle of test, inspect and adapt.||Agile as an alternative to waterfall project management.
Deep dive into the Agile mindset and working practices.
Why and how Agile teams work and the implications for organisational structures.
Experience Agile through game and play – with particular focus on Scrum.
Bust the jargon and understand words like Scrum, Backlog, Kanban, Incremental Development, Scrum Master and Product Owner.
|Appreciate that elements of the Agile business operating model are part of a wider eco-system and go beyond the traditional perception of organisational boundaries.
The new role for managers, executives and leaders in Agile compared to hierarchical top-down structures.
How to fit HR and people practices into Agile ways of working, rather than reinvent wheel.
Is a True Agile HR Business Partner
|An influencer of the Agile people strategy. Helps Agile organisational practices and collaboration to flourish.||Different ways to scale Agile and HR’s role in guiding Agile organisational transformation.
Work across different levels of Agile maturity within teams and organisations. Support and develop Agile leadership.
Co-create and prioritise the HR portfolio or backlog of work with leaders and teams.
Applies Agile philosophy, values and frameworks
|Agile for HR - applying Agile values and frameworks to your own work within HR.||Applying Agile mindset and ways of working in HR.
Insights and practical examples through Agile HR case studies.
|Apply Agile to your own HR project or complex problem.
Discuss and share ideas, challenges and real word examples of applying Agile HR.
Concepts of minimum viable/loveable product in HR, which are good enough for now and safe enough to try.
Builds a great employee experience with design thinking and Agile ways of working
|HR for Agile – delivers services, projects and products that support Agile organisational practices and collaboration. In turn, builds great places to work.||The concept of HR for Agile and the need to redesign or update people practices supporting Agile teams and organisations e.g. in areas like performance, reward, talent and recruitment||Apply HR for Agile to a real-life project or complex problem, to redesign or update people practices supporting Agile teams and organisations.
Validate your HR service design through experimentation and employee experience.
Apply design thinking and use personas, experience mapping and user stories to boost your results.
Works in an evidenced-based way
|Thinks like a scientist to test hypothesises, busts myths and validates decisions with data.||Understand the evidenced-based approach of Agile HR.||Further explore how to validate decisions using data, metrics and real time feedback.
Test hypothesises before committing significant resources, time or money to development.
Works creatively within the boundaries of company size, compliance and regulations
|Views Agile as risk mitigation and how innovation happens within clearly defined constraints and rules.||Understand Agile as risk management rather than a ‘no rules’ free-for-all.||Design policy that is fit for purpose and supports people rather process.|
Enables learning, collaboration and feedback loops across the organisation
|Establishes frequent feedback loops and strives for continuous improvement at personal, team and organisation levels.||Using retrospectives to support continuous improvement.
Discuss how Agile helps you fail fast, learn fast.
Reflect on learning and commit to, at least one, action back in the workplace.
|How to support continuous improvement at personal, team and organisational levels.
Create safe environments where people can talk about failure and find solutions together.
Reflect on learning and map out your next Agile HR steps back in the workplace.
|Values employees as human beings that have emotions, needs, passions and ideas, rather than resources that must be managed and controlled.||How Agile helps HR be human-centric and enrich the employee experience.||How HR delivers incremental value to employees by making them central to the Agile cycle|
Evolves the HR operating model for Agile working and collaboration
|Appreciates Agile is the opposite to blueprinting and uses the cycle of test, learn and adapt to redesign how HR teams collaborate and self-organise.||Share real life examples of different Agile HR operating models.||Discuss how you need to find your own Agile HR approach – there is no blueprint.
Explore how to build a service model that supports a one-size-doesn’t fit-all environment.
Begin to explore how to redesign the HR operating model to enable Agile working, collaboration and transparency.