Agile HR with our Environment

 Agile HR with our Environment

Consistent HR management has become an important strategy due to rapid changes in the workplace since the global pandemic. With a focus on collaboration, speed and flexibility, this strategy provides an adaptable foundation for HR technology or modern HR technology-enabled employment models. However, to implement Agile HR in Sri Lanka, there are some important factors that need to be considered to make it suitable for the local environment.

AIHR introduced a conceptual model to examine the application of HR strategy in organizational structure. It is important for Sri Lankan organizations to follow this mindset change model when implementing HR strategies.

Figure 1: Agile HR: All You Need to Know to Get Started

From groups to collaboration at work

In Sri Lanka, it is most important to develop a shared culture that promotes teamwork among employees. Traditional hierarchical structures give way to more inclusive and participatory decision-making processes in this fundamental change. In the Sri Lankan context, agile HR promotes accountability by encouraging teams to take responsibility for their work and results. This approach supports remote or hybrid work arrangements, shared tasks and work schedules. It also encourages online learning and skill development through testing if necessary. Unlike traditional HR processes, which place a high value on on-the-job training, Agile HR in Sri Lanka must adapt to the unique cultural characteristics and trends of the local workforce.

From fixed to failure

Sri Lanka's agile HR approach should utilize an incremental approach to change through experimentation and appropriate iterations. This includes placing less emphasis on detailed preparation and implementation and more emphasis on smaller, more manageable steps. By using these techniques, companies can adapt to changing market conditions and customer demands. Organizations in Sri Lanka can better adapt to changes in the business environment by making small, incremental changes. 

From every year to every day

This is where organizations must focus on real-time, results-oriented decision making. This is mainly due to Sri Lanka's economic uncertainty and growing global dynamics. The strategy for organizational sustainability and personnel sustainability should be reviewed annually.

Therefore, the aim of HR in Sri Lanka should be to create a supportive and encouraging work environment with real-time information verification and delegation of authority within individuals and groups. This approach promotes a culture of responsibility and ownership among team members, leading to improvements in organizational mandates. Organizations can better navigate changing markets and anticipate customer changes by developing a cohesive work culture. 

Use modern HR tools

 Agile HR practices in Sri Lanka are largely enabled by modern human resource management software. These tools facilitate flexibility, iterative development, and cross-functional collaboration. Organizations can use HR software platforms to ensure smooth collaboration and avoid process disruptions. Internal planning takes precedence over rigid structures in Sri Lanka, and HR software platforms are key in helping businesses of all sizes make this transition.

Cloud-Based HR Platforms: Make use of accessible, scalable, and flexible cloud-based HR platforms. These technologies allow Agile work arrangements and enable remote access to HR data and workflows, hence facilitating collaboration among geographically distributed teams.

Collaboration platforms: To improve communication and coordination within HR teams, make use of collaboration platforms like Slack, Microsoft Teams, or Asana. Agility and responsiveness are fostered by these tools, which facilitate immediate communication, sharing of files, task management, and project tracking.

Platforms for Feedback and Recognition: Make use of platforms for feedback and recognition that facilitate peer-to-peer acknowledgment, feedback exchange, and appreciation. These systems support an open, cooperative, and acknowledging culture that is consistent with the empowerment and autonomy of Agile.

Learning and Development Platforms: Make use of platforms for learning and development that provide individualized, on-demand training materials. These platforms promote a culture of continual learning and growth by enabling staff members to gain new competencies and information pertinent to Agile processes.

AI and Automation Tools: Examine AI and automation systems that can help you with tedious HR chores like managing leaves, processing payroll, and compiling compliance reports. By supporting Agile HR practices, these solutions free up HR resources to concentrate on strategic objectives and value-added tasks.

Conclusion

In summary, Agile HR is the most advanced approach to HR management and the most advanced approach to changing the mindset of HR best practices to suit Sri Lanka's dynamic and rapidly evolving business environment. Organizations can create a shared culture, embrace small changes, strengthen working conditions and use modern technology to continually improve HR practices by adapting them to local conditions.

References

-Simona Iancu ( ) Agile HR: All You Need to Know to Get Started (Online) https://www.aihr.com/blog/agile-hr/  (Accessed 8^th April 2024)

- Smith, J. (2022). Agile HR Management in Sri Lanka: Adapting to the Local Context. Journal of Human Resource Management, 10(2), 45-62.

- Fernando, A. (2021). The Role of HR Technology in Facilitating Agile HR Practices: A Case Study of Sri Lankan Organizations. International Journal of Human Resource Development and Management, 8(4), 112-128.

- Perera, K. (2020). Fostering Collaboration in the Sri Lankan Workplace: The Role of Agile HR. Journal of Business and Management, 5(1), 23-35.

- Wickramasinghe, M. (2019). Empowering Employees through Agile HR Practices: A Study of Sri Lankan Organizations. International Journal of Human Resource Studies, 7(3), 78-91.