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Atlassian is an Australian well-known software company. Its main function is to produce products for software developers and project managers. Its main product is the Jira Application which is a tracking application. Atlassian mainly has 135,000 customers who use their services. The company was founded in 2002 by Mike Kennan Brooks and Scott Farquhar. The two founders met at a university in Sydney and formed the pair. They both started the company with a $ 10,000 credit card debt, but then bootstrapped the company for a few years. The name of the company is derived from Greek mythology. From 2011 to 2014, the company re-launched its logo, this time the logo featured a blue X-shaped figure under the sky. Jira, which is the main product of this company, was launched by the company in 2002. Apart from Jira, some other products of this company are Jira Confluence Hipchat, Stride Bitbucket, Bitbucket Server Bamboo, Fisheye Crucible Trello, Atlassian Marketplace, Sourcetree Crowd, Statuspage, OpsGenie and Jira service desk (Atlassian, 2019a).
The following report will discuss the human resource management of Atlassian. It will evaluate the talent selection process, performance appraisal process, training, and coaching of employees, pay structure of employees and learning and development system of employees in the context of Atlassian Company. After evaluating these functions, the report will recommend some improvements in HR function on the basis of article “HR goes Agile”.
Talent selection is an important and dynamic process to hire new employees. Requirements for each vacancy have changed significantly with iteration which takes place. To better control the entire process quickly and adapt to changing requirements, agile talent selection is perfect for streamlined recruitment companies. The underlying idea of ??hiring the employer and the candidate named agile is to provide great value and satisfaction for both. This can be done by getting the right "fit" and to define a profitable and efficient time (Bdareen & Khasawneh, 2019).
Talent selection is a strategic approach to perform the general functions of human resource management. Talent management has a huge contribution to the HR environment and all this is the main management environment of the 21st century. HR plays a key role in the strategy of each company. Human resource professionals typically work closely with other company leaders and ensure that employees are happy in the office environment and do their work with such dedication. All the employees have contributed significantly to the growth of the company ( Klippert, 2014).
The main task of HR is to select the employees and HR selects those who can adapt themselves according to the workplace and remain part of that office for a long time. Along with HR, employees also have a very important contribution to the operation of any company. The company takes a decision according to the input of its employees because the company considers these employees as its basic assets. Due to the important role of the employees, the talent selection mechanism should be consistent and accurate and human resources should select those who are perfect for this office and can contribute to the development. They may track positions dependent on the amount and skills of staff required to develop the interview and screening process for greater accuracy (Kiser, 2011).
The agile talent selection process of Atlassian begins with LinkedIn to check the pool of global talent. With the help of talent pool reports of LinkedIn, the recruiters of Atlassian can pinpoint markets where the demand for supply exceeds. After this, the company focuses on recruiter outreach and campaigns of online branding. To recruit people, Atlassian uses its website and its process is also depending on technology.
Atlassian provides an option of a career on the official website of the company and gives the opportunity to all those people who want to make career in the Atlassian. People can apply on the website and company chooses the best resumes and follows the next process. To recruit employees, Atlassian uses agile process because the mission of company is to give the potential to every team of company and company thinks that people perform best in the team and when teams are drive then every team performs well. This is the unique contribution of all such Atlassian's enhances the success of company, and company is committed to building a culture in a company where everyone gets useful work and opportunities to be recognized for their efforts. Finally, company is committed to providing an environment free of discrimination for all (Atlassian, 2019b).
In today's world, innovation and powerful technology have a huge place. In today’s time, these things have a huge contribution to starting any company and adopting these things is necessary for today's era and it is easier than ever to start a company these days. But preparing and working with a perfect team is a challenging task even today, leaders and managers have to work very hard to do this task but it is still the topmost task for the company. Provide best training and development is the basic priniciple of the company to adopt agile processes. Many companies have adopted many values and principles to make their products and services agile such as learning, development and training to employees. But in today’s business environment, most of the companies are providing best training and development to their employees and now it is become very common in the form of agile and lean processes to improve their products and services. Though, some enterprises are capable to apply agile principles outermost project management (Scheuer, 2014).
Agile performance administration has a development practice instructed by combined, continuous feedback, agile values, and processes. But, given the pace with which market scenarios are exchanging, and the fact that workers turnover rates at tech are increasing, it has become more than required for enterprises to innovate on the People Ops front. Today's era is an era of communication and constant feedback, in this changing era; companies cannot review the meeting once or twice a year and make no cuts in its report. Just as how an athlete regularly gets coaching tricks and feedback through their training period, knowledge workers also need to receive constant feedback to come to their full energy and potential (Panda, 2011).
While there is not any common and strict formula for creating amazing teams, experts should also be sharing common and exciting most valuable contributions to the teams of the company. Atlassian manages the performance of employees by yearly and half-yearly time slots. But they follow the basic principles of the agile performance management of employees which has three pillars of teamwork and these pillars are focus, mentoring and transparency.
Company Atlassian thinks that when a manager starts praising and appreciating their team members for their job roles and work well done, then they become true leaders. To give coaching to the employees or encourage them, the manager is seeing themselves as a personal trainer to remove the barriers and improve their skills. To make improvements in every work, managers are continuously taking feedback from the employees.
The companies which want to adopt the most effective practices of agile talent, that companies investing in the coaching skills to sharpening the managers. Give proper training and coaching to the employees is an essential work of managers. To succeed in each team, employees need to be trained. New team members to adjust to the ongoing operational changes, or to ensure that everyone is on the same page, a good training program, which integrates the team and worked well together. Training is an investment in a team that affects not only individuals but also the trading floor (Srimannarayana, 2011).
Like Agile project management leaves the only IT field and now it is popular in industries and other company departments, many more leaders thinking that project types may have to apply to their groups and teams. From departments to marketing consulting firms, industries are becoming increase mostly agile. The main goal of an agile coach is to improve leadership and start that work. In any organization, all the employees below the top management level are required to be part of this coaching process (Clarke & Higgs, 2016).
All those who participate in this coaching have to describe their roles and they are told how they can deliver high-level products in low increments. Along with this, they are given guidelines as to how they can fulfill the need of all the customers. The management of the organization is generally reluctant to participate in this training as the higher-level people feel that this training is challenging their strengths and leadership. The agile coaches who are in the organization are considered as the mentors of the company and this coach shows the way in navigating the company in the competitive market of this time. They guide companies in the challenges that allow team collaboration and design programs to be implemented.
With the changing business environment, the pay structure of the employees and compensation policies are also being adopted and being agile has become the need for the companies in each and every sector whether it is retail or software companies. Compensation has proven to be tool to enforce agile values such as learning and knowledge sharing in the organization. Employees believe in constructive growth and sharing the mutual duty to focus on constructive growth in the organization. Compensation is more than the contribution to the team for success. This helps the employees to understand that they are valued in the organization. Proving honest bonuses and incentives program to the organization is the basic criterion for any organization's success (Madhani, 2015).
The basic major elements for agile compensation policies and programs involve Transparency, participation, and profit-sharing in goal settings of the organization. The agile approaches are based on cooperation and collaboration among the employees and the team which makes the organization focused in right direction (Shields, et al., 2015).
Atlassian organization has a compensation and leadership committee in place which helps the organization to plan and organize compensation plans according to the current changing scenarios. The companies have share-based compensation and additional products for agile compensation plan. The company’s share-based compensation is growth-oriented which is required by all the companies in agile environment. It is important to note that compensation inequality within the employees can create lots of problems in the organization's overall working and management. The common problems faced by the agile organization are changing employee perspectives towards the compensation and reward system (Knapp, et al., 2017).
The compensation programs are the key to motivate employees in order to achieve organizational goals and objectives. The compensation programs of Atlassian involve learning and development methods for the leaders and directors. The director’s remuneration is linked with performance but as a software company the management has not put any effort into making the organization sustainable in nature which is demanded in agile business environment. In recent trends the companies have paid compensation to all the directors on the basis of contribution by all the directors of the company. The company also does not have any profit-sharing plans for their employees and senior management. The company does not have any employee engagement while any goal setting which shows the company has to work on transparency in goal setting in compensation programs to achieve competitive edge in the long run (Clarke & Eales-Reynolds, 2015).
Learning and development skills in the employees are an important factor in the growth of an individual as well as organization. In robust technology world the skills of the employee have become crucial day by day, it is important that the company should be updated with latest technology as well as methods to improve company products. Being a market leader in software company Atlassian has a robust learning and development programs for their senior management as well as directors of the company. In agile environment all human practices are evolving and learning plays great importance in bringing new changes in the department as well as organization (Frederiksen, et al., 2017).
The major challenges faced by human resources in an agile environment involve resistance in change by the employees. Learning and development help the organization to change and accept new methods and processes in the organization. The company being software hub has knowledge base on the website which is one of the best methods adopted in online learning. The online learning methods which are mostly adopted by the companies are microlearning, social learning, game learning and mobile learning which help the company programming customized learning for the employees according to their requirement and demand (Dries, et al., 2012).
The learning and coaching skills have converted into broader aspects with introduction of innovation in human resources management. The basic principles in learning and development skills in agile environment involve value-focused learning, engagement of employees through customized learning as well as collaborative methods to enhance teamwork in the organization (Sung & Choi, 2014).
One of the major elements of Agile design in human resource learning and development is functioning and monitoring of employees through updated technology and software, The companies are also focusing on programs which can provide good feedback system for employees which focus on improvement in learning and development methods, The organization being agile in company process still need to improve the learning methods to achieve competitive edge in the agile business environment. Human resources play a huge role in engaging and motivation right talent in the organization. With changing time the employees’ needs which can lead to retention in the organization are focused on growth and development of the employee (Mihalcea, 2017).
Atlassian should follow the agile recruiting process which is simple and effective to achieve success in work. First of all, the company should work in sprints. Sprints make every employee-focused and motivated. After this, company should take weekly scrum meetings which will create clear communication that is a base of agile methodology. Managers should ensure that every employee is aware of the project process. Scrum task board is an important part of the agile recruitment process and it gives an idea of current sprints. With the help of this process, employees work very efficiently which reduces the need for new employees (Cappelli & Tavis, 2018).
To make more agile performance management, the company should take feedback from employees on regular basis and solve their problems. To maintain the agility in performance management, managers should set goals and objectives on quarterly pace. Transparency is also an important factor to make agility in performance management. The days of secret periodic reviews by managers and supervisors are gone. Traditional performance evaluations are sensitive to many psychological biases such as hearing, corona, and horn effects. With APM, performance appraisals have actually changed for this purpose as they are placed in the context of the work performed.
In the context of training and coaching of employees, Atlassian should use interesting content which can engage employees. To give effective training to the employees, Atlassian should give training courses with the use of the right communication material. In the digital world, it is very important use rich media in training to present the material.
The company should focus on personalizing the compensation programs according to the job requirements which is one of the important changes which should be incorporated in the company. This personalization helps the employees to understand and analyze the key areas where the growth is required. The company can incorporate agile coaching and learning techniques to improve the skills of the employees. The coaching techniques like live classes, interaction sessions with senior management are some of the suggestions which can be adopted by Atlassian.
From the above discussion on the agile human resource management, it can be concluded that modern time needs an agile process in human resource management because it touches every function of the organization. In today’s dynamic environment, it is essential that companies follow the agility in the functions of the organization. Human resource management performs many activities such as recruitment, talent selection, establishing pay structure for employees, give training and coaching to the employees, managing the performance of employees and many more.
Talent selection is an essential activity of employees, in which Atlassian provides the open portal to the individuals who want to do work in Atlassian but it is a time-consuming process. To make agile talent selection process, company can work in sprints which will help company to save time and resources. To manage the performance of employees, Atlassian takes feedback from the employees on yearly and half-yearly time slot basis. But if company wants to make agile process then company must maintain transparency and take feedback on monthly basis. Atlassian gives proper and effective training to the employees of the company which is good for the company as well as the employees but Atlassian should give training with interesting content to engage the employees. The compensation programs of Atlassian involve learning and development methods for the leaders and directors. In the context of learning and development of employees, Atlassian gives online learning to the employees. In the end, it can be concluded that the HR functions of Atlassian are agile but company can make these processes more agile to achieve success in this dynamic environment.
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