Agility HR Professional (ICP-AHR)

ICAgile Certified HR Training

Exploring HR's new role in an agile organisation

About the Agility HR Professional course

Today the most progressive companies have changed the HR role to a more coaching role serving all the people, not just management. Although this changed view of the formal HR role is still not fully mainstream today, many organisations are experimenting with alternative structures, ways of working (like Scrum), and people practices that allow a truly Agile culture to thrive.

Let’s take a step back, observe our daily HR practices, and hold them against the light of the Agile principles. This will foster debate and trigger discussions about the role of HR in servicing an organisation for the better, and how HR processes can be tailored to these needs.

The fact that this learning journey is spread out over a span of 10 weeks, will enable the group to establish deeper learning by experimenting with putting the concepts into practice. Discussing ideas and experiences during the sessions and going through the extra reading material will help students define their own Agile HR recipes.

You will leave this experience having gained both knowledge and practical skills, that enable you to create lasting change, people engagement, and a truly empowered workplace where ‘humans’ can be resourceful.

In this course, you will explore concepts and strategies to apply Agile across your organisation. This includes organisational structure, re-engaging and empowering your people and the critical role of Human Resources in the transformation of a culture that values agility.

What you will learn on this course

  • Session F1: Introduction to Agile People and Important Principles/Tools – The foundation of Agile Peoples’ mindset is about the principles, values, methods, and tools that we need to start using to release competence and innovation – and what we stop doing. We discuss your challenges and go through the certification assignment. This session is an introduction to the agile way of working and thinking.
  • Session F2: Psychological Safety as a Foundation for a Learning Organization -The importance of an approach permeated by security and confidence to increase profitability and innovation is emphasized in this session – we need psychological safety to boost creativity through a culture where it is ok to fail fast and try again. We play “The Psychological Safety Game” to facilitate the dialogue about complex topics.
  • Session F3: Emerging Strategies, Structures, and Goals Instead of long-term planning, emerging strategies are new ways of working with strategy, budgets, goals, performance processes, and rewards. Using value stream mapping to optimize flows in a system instead of working with resource optimization and sub-optimizing departments becomes crucial. Mindset Slider exercise. WoWs to be used: Beyond Budgeting, OKRs, Impact Mapping, VSM, etc./li>
  • Session F4: Building Conditions for an Agile Culture In this session, we explore how you can create conditions for a fantastic culture where people can perform at their optimal level with a sense of being supported and secure. We discuss the gap between structures and culture/values in the Structure–Culture Misfit Role Play. The importance of country culture for an Agile transformation.
  • Session F5: Creating conditions for Change In today’s fast-moving environments and complex environments, we are challenged as people and as organizations to be much more responsive and adaptable, to have the capacity to navigate in complexity. How can we make sense of things when things keep changing? How can we make decisions and act when we don’t have all the information we need? In this module, we explore VUCA. We try out a sense-making and decision-enabling framework for leaders (CYNEFIN). We explore what enables our organizations to become genuine learning organizations.
  • Session H1: How HR’s role is Changing when we need to Increase Business Agility Design the talent/people elements needed to help support an Agile transition in an organization and explain how different contexts can influence the approach. Job titles, competency profiles, titles, career, succession – how do we do it in an agile organization? User stories for HR and a T-shaped HR-person. Employee Journey mapping – pain points. Examples and cases.
  • Session H2: How HR can use Tools and Practices from Agile Using Scrum, Kanban, Value Stream Mapping, and OKRs for HR is not so different from software development. What are examples, and how can you design talent/people processes using the agile ways of working? User stories for HR – what do they look like? Examples and cases of Agile HR in reality.
  • Session H3: Goals and Performance Management and Compensation and Benefits Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth. We perform the 95/5 Exercise. Describe and contrast traditional incentive structures with Agile-friendly structures, discuss the pros and cons of each approach, and explain how you could apply them to your environment.
  • Session H4: Talent Acquisition and Onboarding Design a sourcing strategy that you can use to find and acquire the “right” people to support the organization’s strategic growth taking values, culture, diversity, and collaboration into the hiring decision. Design an onboarding experience that enables new employees to become a part of the organization rapidly and smoothly.
  • Session H5: Learning and Development and Employee Engagement Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to focusing on the development of new skills and capabilities. Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.

What you will discover

  • Show how agile and hr fit together to make the an awesome employee experience
  • Empower your knowledge with effective implementation tools
  • Discover why people are at the core of transformation and how to tap into human behaviour to dive proactivity
  • Know how to establish small experiments that lead to large overall improvements
  • Challenge traditional thought processes that empower you to be creative in coming up with solutions


This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body. Upon completion of the course and submission and approval of your course assignment, you will receive (knowledge) certification in ICP-Agility in HR. This course is a collaborative partnership between Agile People, AWA & Beyond Borders.

Who should attend?

The training has been designed for people working within HR organisations in companies transforming to more Agile ways of working. Their current responsibilities may include aspects such as people development, recruitment, performance management, compensation, and employee engagement/motivation. Organisational development consultants, hiring managers and Agile transformation leads exploring the people, and structural aspects of transformations will also find this curriculum compelling.

High praise for this training

“I have a much better understanding of Agile principles/values – the course has helped my join the dots & filled my existing gaps on the topic. The concrete practice was helpful in understanding HOW I can be more agile so it felt less theoretical. Agile doesn’t have to be scary! Use the principles to make the employee experience awesome.”

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Need more information about this course? Speak to a member of our team today and get yourself booked on the next ICAgile Certified Agile HR Professional (ICP-AHR) course today.

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