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AGILE AUDITING

Course outline

2 days
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Duration

2 days

OVERVIEW

  • This training session can play a role as a reference and knowledge guide by both experienced Agile and other product or service development practitioners, as well as by persons with no prior experience or knowledge of Agile or any other project delivery methodology.
  • Redesigned agile performance management processes may or may not include year-end ratings, but across the board, they tend to focus less on evaluation and more on agile goal setting, regular feedback, coaching, and development.
  • They shift the focus away from forced-distribution rankings and much more toward helping managers coach people to succeed.
  • The rising importance of revamping performance management is just beginning to translate into a positive view of the process from the Agile Performance Management Perspective.
  • Training materials are combined knowledge and insight gained from thousands of projects across a variety of organizations and industries.
  • In addition, contributions have been made by experts who have taught Agile, project delivery courses and a collaborative effort from a large number of experts in a variety of disciplines.
  • The knowledge gained by getting an Agile methodology, whereby, its application and has been applied by organizations in diverse projects spanning an eclectic mix of industries.
  • Agile methodology enables delegates to scale Agile to the Portfolio and Program levels and not just product design and project management. Aspects of Product Development such as Business Justification, Quality, Cost, Risk, and Time are explained not just in the Project level but also on a Portfolio and Program level, since this is the way organizations work.

BENEFITS

  • Agile provides and instills guidelines for the successful implementation of Agile—the most popular Agile product development and project delivery methodology.
  • Agile is a framework which is applicable to portfolios, programs, or projects of any size or complexity and may be applied effectively in any industry to create a product, service, or other result.
  • The AGILE Master training is essential and suitable for organizations and professionals who want to implement Agile, as well as those already doing so who want to make needed improvements to their processes.
  • Demonstrating performance process as an effective use of time
  • Driving business value through performance process
  • Driving engagement and high performance through performance process
  • Driving feedback and development through performance process
  • Methods learned to counter react towards one factor could be that today’s biggest challenges include engagement, retention, and capability development in performance management in an Agile manner
  • Methods to discover through research that its performance discussions were focused primarily on an employee’s level of performance and progress based on useful feedback, coaching, and performance improvement

PROPOSED APPROACH AND TECHNIQUES DURING TRAINING

  • The agile and Agile methodology has permeated business, changing how companies set goals and manage people. For instance, uses a transparent, agile goal management process that focuses on giving people stretch goals and helping them to establish regular, achievable results that others can support.
  • This approach, which is currently sweeping across technology companies, illustrates how dynamic the process should be. Revamped and establish the process to reduce the impact of ratings.
  • These will recognition that ratings-based performance management negatively impacts culture and engagement, which ranks as the most important issue based on Agile Value Based Prioritization methodology during Agile Performance Management.
  • A new focus on managing to strengths, not weaknesses, will emerge. Research shows that a person’s best performance comes when they are given meaningful work that leverages their personal strengths and aspirations.
  • Rather than simply evaluate people against goals, new performance models help create jobs or move people into roles where they can succeed.
  • A host of new tools permits employees to share their goals, provide feedback and recognition to others and even the performance management process to make it more productive and useful by crafting customized agile team performance management checklist, templates and relevant metrics.
  • With the consideration of the link between performance management and compensation are weakening, strong linked raises to performance ratings, making these ratings even more threatening and disruptive to employees.
  • Introduced approached will be the base compensation for decisions to be made on the competitive value of an employee and real-world market conditions.

DAY 1

Topic 1 – INTRODUCTION TO AGILE

  • Core AGILE Concepts Overview
  • Traditional Project Management Methodologies
  • Drawbacks of Waterfall Methodologies
  • AGILE Approach and Traditional Project Management
  • Choice of Methodologies/Frameworks
  • Importance of All Stakeholders Sharing an AGILE Perspective

Topic 2 – AGILE MANIFESTO & AGILE PRINCIPLES

  • The AGILE Manifesto Overview
  • Manifesto Contributors
  • Manifesto Values
  • Declaration of interdependence

Topic 3 – Key Features of Agile

  • Create project vision
  • Identify AGILE coach and AGILE team stakeholder(s)
  • Form AGILE team
  • Develop epic(s)
  • Create prioritized backlog
  • Personas and Extreme Personas
  • Estimating & Prioritizing Stories
  • Create Backlog & Roadmap

DAY 2

Topic 4 – Sprint Planning, Review and Retrospective of Team Behavior & Performance

  • Tools and techniques for conducting regular check-ins with team members
  • Instructions and metrics that enables AGILE Masters to give team members autonomy side by side with responsibility
  • They provide a clear direction for the team member to follow
  • Practice of Crowdsourcing is a great tool for mining the collective intelligence and experience of others

Topic 5 - Continuous Integration, frameworks and skill development in AGILEAn introduction to the key practices of continuous integration, including but not limited to, the following key concepts:

  • Skills matter more than hierarchical power in the new workplace.
  • Having access to talented people with the right skills can make or break a business.
  • As a result, Agile Performance Management puts a greater emphasis on skills and capability development.
  • Define a single command build
  • Summarize how to create a build that is automated and self-testing
  • Describe the importance of a single-source repository
  • Define increasing visibility and automating deployment

Topic 6 – Tight integration on Appraising Performance Based on Quality Assurance, Standard & Control in AGILE

  • Agile Performance Management is a more forward looking approach
  • Appraising performance as it is building capability and skills going forward
  • Use velocity to measure individual performance
  • Produce a task matrix for every individual
  • Give ratings to teams instead of individuals
  • Handle it with Agile
  • Use velocity to measure individual performance.
  • Determine goals for every individual.
  • Create an appraisal backlog for the individual, with goals and acceptance criteria for each goal
  • Ultimate performance review, one could look at the matrix of goals and qualified acceptance criteria
  • Quality and Business Value
  • Acceptance Criteria and the Prioritized Product Backlog
  • Quality Management in Agile
  • Quality Control and Quality Assurance

NOTE: Training session will contain brainstorming session, interactive games, mind mapping and other activities to put into practice and cater accordingly, so that the participants will be able to digest and related the study area with their task and work in the organization.

BRAINSTORMING SESSION COLLABORATIVE ACTIVITIES MIND & CONCEPT APPLICATION

Programme scope, delivery arrangements and suitability are confirmed during enquiry.