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Agile hr sharing taipei 20170606
- 2. 2004 - 2005: Toshiba | Project Assistant 2005 - 2007: Servomex Group| Marketing Specialist 2007 - Current: Titansoft Pte Ltd| HR & Operations Manager “If somebody offers you an amazing opportunity and you’re not sure you can do it, say yes-then learn how to do it later”- Richard Branson Certifications – Certified HR Administrator – ISO 27001 Internal Auditor – ITIL V3 Foundation – PMP – Certified ScrumMaster Passion & Interests – 建立以人為本 (humanized organization)，每個人都可以樂在其中的工作環境 – 瑜珈 & 旅遊 關於我: JASMINE HUANG
- 3. 分享內容 • 公司導入敏捷對HR的衝擊 • 創新的HR制度 • HR 團隊如何敏捷化 • Q&A
- 4. 關於鈦坦科技 • 2005 年成立 • 致力於線上娛樂平台的開發與維護的軟體開發公司 • 員工人數: 新加坡: 74 台北 & 台中: 95 • 平均年齡: 29 11% 53% 33% 3% SG 年齡比例 25 and Below 26-30 31-40 41 and up
- 5. Award & Certifications 2014 2016 20172005 2006 2007 201520102008 2009 2011 2012 2013
- 8. 直到… 上了CSM 課程
- 10. 敏捷企業文化 • 開放與透明的工作環境 (Open & Transparent) • 從疊代的反饋改善 & 學習 (Get feedback early) • 世界上唯一不變的事就是改變 (Embrace Changes & Continuous Learning) • 從錯誤中學習 (Fail fast, fail forward) • 定期檢視與適應 (Inspect & Adapt) • 最小可行性產品 (Done is better than Perfect)
- 12. 開放&共同參予討論HR政策
- 13. 13 開放空間技術(OST)
- 14. 創新的HR制度
- 15. 企業 文化 選 Recruitment 用 Engagement 育Training& Dev 評 Performance Evaluation 留 Retention HR Functions
- 17. AMBASSADOR TEAM
- 18. 面試流程 Filtering 1st round 2nd round Recruitment Committee Recruitment Committee Manager/HR
- 19. 企業文 化 選 Recruitment 用 Engagement 育 Training&Dev 評 Performance Evaluation 留 Retention 用 & 留 Engagement & Retention
- 20. Y/千禧世代 • 自由自主 • 彈性工時 • 學習機會與挑戰 • 工作有意義 • 頻繁與定期的反饋 • 頻繁的升遷 敏捷文化 • 自組織團隊 • Sustainability • 持續學習 • 改善 • Feedback early 制度上的調整 • 自組織團隊(scrum teams) • 容錯的環境 • 取消最低工時 • 薪資透明化 • Self- Promotion
- 21. 彈性工時
- 23. T 型人才
- 24. T.TALENT TRAINING PROGRAM Pre-Graduate New Joiner Mid-Career Apprentice Workshop Internship Industrial Talks Rookie PUTEH- Level 1 Orientation Training Forward General Skills Technical Skills Excellerate Management Skills Coaching Skills Group Facilitation Skills
- 25. 企業文 化 選 Recruitment 用 Engagement 育 Training&Dev 評 Performance Evaluation 留 Retention 考績 Performance Evaluation
- 26. Category Programming Testing Domain Knowledge Support Experience Weight 6 6 4 4 2 0 Fresh Graduate Fresh Graduate No Knowledge No Experience < 12 months 1 - Understand 20% of key components - Able to adapt to agile practices -Perform simple model / feature Exploratory testing with finding effective defects. - Following Product QA Standards. Knowing all system basic element Solving issues with basic guidance. < 24 months 2 - Understand 40% of key components - Able to guide juniors - Perform cross models / features Exploratory testing with finding effective defects. - Good understanding of Product QA Standards factors. Knowing department level’s core element Able to do support independently with minimum supports of other party. < 36 months 3 - Understand and explain 60% of key components - Able to give constructive feedback about code, regardless of whether feedback is adopted - Able to conduct sharing with department when necessary - Manual re-produce all pentest happend issues and perform manual security testing for happened issues independently. - Ability to propose new Product QA Standard and maintain existing Product QA Standard. Familiar with business level of discussion Able to generate preventive actions which could prevent issues from happening. > 48 months 26 JOB GRADE POINT E3/8 <=25 E3/9 26~35 E3/10 36~49 E4/11 50~64 E4/12 65~74 E4/13 75~84 SKILL& KNOWLEDGE CRITERIA (SKC)
- 27. 27 Why Self-Promotion? • 在自組織團隊, 自己跟團隊夥伴最清楚自己的技能程度&貢獻 • 為自己的職涯負責 PD Application Application Rate Pass Success Rate 2015 22 13 59.1% 8 61.5% 2016 32 20 62.5% 16 80% 自我評估 技術主管評估 Panel 面談 SELF-PROMOTION (SCRUM TEAMS)
- 29. 敏捷帶來的正面結果 74% 75% 81% 23.88 11.76% 5.63%0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 2014 2015 2016 Staff Engagement Rate Staff Turnover Rate
- 30. HR TEAM 的敏捷化
- 31. 為什麼 HR TEAM 要導入敏捷?
- 32. 敏捷可以帶來正面的可能性 • 從錯誤中學習 • 改善/Slack • Just enough planning • 驗證假設 • 以人為本 • 最小可行性產品 (MVP)
- 33. 從錯誤中學習 Fail Fast, Fail Forward
- 36. 瀑布式專案管理 v.s. 敏捷 Waterfall v.s. Just Enough Planning
- 37. 2013 HR PROJECT LIST
- 38. 看板 KANBAN
- 39. DAILY STANDUP
- 41. 重視面對面的溝通
- 43. 定期回顧會議
- 44. VALUE STREAM MAPPING- RECRUITMENT PROCESS
- 45. A/B TESTING
- 46. HR TEAM TRAINING&DEV • HR generalist • Focus one function/year • Primary & Secondary Roles in each project • Team members taking turn to be coordinator
- 47. BOOKS
- 48. Being a HR in an Agile Environment, we will have to constantly reshape ourselves so that the HR function becomes a critical driver of agility- Clare I like that it also encourages us not only to focus on the results but also the process in order to keep improving what we are doing. -Joanna With Agile, we are able to roll out minimum viable policies (our version of MVP), quickly gather feedback about it and pivot from there on. - Brendon
- 49. 遇到的挑戰&學習 • 缺少一對一的溝通機會 • 不是每個人都知道如何自組織(Self- Managing) • 組織, 部門 & 團隊之間溝通的問題
- 50. WHAT’S NEXT?
- 52. THANKYOU!