Disciplined Agile

People Management Practices

The following process goal diagram overviews the potential activities associated with disciplined agile people management. These activities are performed by, or at least supported by, your people management (often called a human resource, or HR) team.

Copyright Project Management Institute All Rights Reserved People Management v5.6 Build Agile Culture Autonomous teamsChoose your way of workingCollaborative workContinuous improvementDesign thinkingEnterprise awarenessExperimentation mindsetFail-safe environmentLearning organizationPersonal safetySlack timeTransparencyTrust Guide Careers Coach and mentorDevelop career pathsIdentify organizational needsPersonal career goalsPersonal objectives and key results (OKRs)Train and educate Reward Staff Extrinsic rewardsIndividual rewardsIntrinsic rewardsMerit-based rewardsOn-the-spot rewardsPrivate pay structurePublic pay structureRegular (annual) bonusesTeam rewards Manage Staff Changes DemoteOffboardOnboardPeer recruitingPlan and manage benefitsPromoteTransfer Ensure Diversity Develop diversity strategyEducate, train, and coachEnsure diversity - CognitiveEnsure diversity - DemographicEnsure diversity - ExperientialPromote diversity across organizationRecruit for diversity Ensure Inclusion Develop inclusion strategyEducate, train, and coachEnsure safe environmentsPromote inclusion across organizationResolve conflicts Ensure Morale Flexible work locationsFlexible work timeHumanistic environmentNo overtimeOpen dayYearbook Organize Groups By value creationBy business divisionBy geographyBy job function Staff Groups Define positionsForecast staffing needsPlan successionPlan contractor/employee mix Form Teams Center of excellence (CoE)Community of practice (CoP)Functional teamProduct teamProject teamWhole (cross-functional) team Evolve Teams HolocracyVoluntary membershipAssigned membershipAd-hoc membership Govern People Management Align constraintsDefine roles and responsibilitiesTrack progressDevelop metricsDevelop guidanceDevelop rules and procedures Measure Diversity & Inclusion Attrition rateEngagementGrievancesPay and benefitsPromotionRecruitmentRepresentationRetention

Figure 1. The process goal diagram for People Management.

Clicking the diagram opens the interactive DA Browser where you can learn more about all goals, decision points and options of DA.

The process factors that you need to consider for people management are:

  1. Build agile culture. An important aim for your people management efforts is to enhance the agile facets of your organizational culture.
  2. Guide careers. Your organization should support the career aspirations of its staff, providing opportunities to people and supporting their efforts to achieve their goals.
  3. Reward staff. There are many ways that people and teams can be rewarded, including base pay, bonuses, and non-monetary rewards. For some people in some organizations their pay is publicly known (for example, in Canada public employees who make over a certain amount have their salaries published annually) whereas for most people their remuneration strategy is private.
  4. Manage staff changes. Your organization needs to perform basic functions such as hiring (onboarding) staff, letting people go (offboarding), promoting, demoting, transferring them and providing benefits to people.
  5. Ensure diversity. Diversity strengthens your organization by providing the opportunity for better ideas and processes due to a greater range of skills, perspectives, and experiences.
  6. Ensure inclusion. When you include a range of diverse voices in your decision making you will prove to be more innovative and more likely to delight your customers.
  7. Organize groups. What is your strategy for organizing your IT department? Your Marketing department? Your Finance department? For example, for IT do you do it by job function (e.g. have a business analyst group, a project management group, and so on), by geography (e.g. a North American IT department, a European IT department, and so on), by business division (e.g. an IT group to support Retail banking, an IT group to support brokerage, and so on), or by value creation (e.g. an IT group to support a specific product line). Or combinations thereof?
  8. Staff groups. You need to identify, and plan for, your organization’s staffing needs. This includes succession planning for senior people, critical technical positions (yes, that includes all those legacy COBOL programmer positions), and other critical roles such as product owners. This also includes staff capacity planning/forecasting as well as determining your mix of full time employees (FTEs) and contractors.
  9. Form teams. There are different types of teams that can be formed to address IT functions, each of which are (self) organized differently.
  10. Evolve teams. Team membership and structure evolve over time, and there are several common strategies that enable this. Some teams are ad-hoc, forming when their needed and disbanding when they’re not, with little or no management intervention. Sometimes people are assigned to teams and sometimes people volunteer to be on a team. Some organizations are holacracies where teams are self-organizing and have defined strategies for enabling collaboration and communication between teams.
  11. Govern people management. Your people management activities, just like all other activities, should be governed effectively. An important aspect of people management governance is the definition of roles and responsibilities (see Roles on DAD Teams and DA™ Roles at Scale for suggestions), as is the usual measurement and monitoring activities. Governance of your People Management effort is an aspect of your overall Governance strategy.
  12. Measure diversity & inclusion. You need to measure how diverse and inclusive you are if you are to improve.