Agile within the context of HR is about putting the customer's needs at the centre of everything. We deem our customers to be our employees although we have different stakeholders across this type of business. We understand the inclusion of our customers in the processes and decision making of the business.

Our customer is important and we always try to figure out different strategies and methods to satisfy their needs in the business department. We work hard to give the best services and create value for our customers whilst forging professional relationships built on trust and loyalty.

Value is created incrementally, meaning we slowly but surely build momentum and do not wait for a perfect end product to release our work. We believe that creating feedback loops and going back to our employee population also helps us know more about our clients and the kind of services suitable for them. This is achieved by the use of surveys, interviews and focus groups. Regularly going back to our clients to inquire about their satisfaction helps us keep up with the latest trends within the human capital business.

It is imperative to think of agile as the game changer and leader within the HR context today. The reason we say this it's because of how the world around us has changed and keeps on changing. The past years have challenged us as HR practitioners and that has made us rethink the best strategies to lead even during unprecedented times. Due to fast-moving trends, we no longer have the luxury to rely on bulky processes or practices that do not suit today's market.

One of the biggest challenges at the moment is in recruitment. There is a huge pressure to secure and bring great talent. Recruitment processes are slowly evolving and physical meetings are slowly being replaced by virtual ones. That on its own makes it hard to assess and attract the best talent.

Let's take the Great Resignation concept as our example, when companies fail to embrace and place employees in their rightful positions that result in lost talent. We need to strike while the iron is hot and move with the times.

To be an agile HR practitioner requires one to be humble. The attitude and character of a person go a long way as it is reflected in the work they do. We need to keep in mind that we cannot know everything and have all the answers. Bringing in new and curious mindsets adds perspective to any kind of issue at hand.

Allowing ourselves to collaborate and share skills with others is highly recommended. Also, the ability to source relevant data will be a great advantage especially in this age where we have it at the tips of our fingers.

Acting as a consultant to your organization and employees will give you insight into what adds value to them. You will understand the kind of tools and methodologies that can be used to improve and unleash value. Feedback is important whether negative or positive. Adapt your work and product based on the feedback you get.

To start your agile journey first understand its methodology. If that means going out and reading piles of agile research certifications on the topic do so. Secondly, talk to your colleagues and HR people in other businesses who have already embarked on this journey. Understanding their experiences including challenges will guide you gracefully on your journey. Thirdly, be data-driven, look at the figures and results. Base your decisions on quantifiable data. Relying on gut feeling does not guarantee good results. Lastly, release value as you go.

Releasing pieces of the project or product you're working on allows your team to incrementally gain value and not be overwhelmed by the big bang. If we change our mindsets to understand that it is okay to share work in bits and not wait until it is perfect, we would achieve a whole lot more