Agile HR Professional Certificate – (AHRCP)

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This program allows participants to incorporate and develop the principles of modern agility to human talent management, Describe and develop the new practices that make human talent management in agile frameworks and how it must first generate transformations to then be a partner of the business, Describe and train in agile at scale tools to generate new ways of doing talent management in new business scenarios. Redesign employment, training, development and compensation processes with people at the center within the framework of agile business.

Aimed at

  • Human Resources leaders, talent management.
  • Consultants and specialists in talent management.
  • Leaders in business transformation.


15 hours




  • Purpose
  • Relationship between Agile and Waterfall
  • Thinking Differences
  • What is Agility?
  • Thinking Differences
  • Organizations that have Adopted Agile 3 Key Features
  • Value / Effort
  • Agile HR Implementation Challenges
  • Scrum for HR
  • Purpose
  • How do you get paid?
  • Cultures
  • Evolution of Organizational Paradigms
  • Red – Impulsive
  • Amber – Conformist
  • Orange – Achievement
  • Green – Pluralistic
  • Teal
  • Composition of Multidisciplinary Teams
  • New Organizational Design: Matrix
  • Tribe
  • New Organizational Design: Cells
  • Waterfall Targets
  • Traditional Stack
  • “Agile” (Midrange Only)
  • Agile Full Stack
  • OKR: Objectives and Key Results
  • Doer’s Formula for OKRs
  • OKR Ambitious and uncomfortable?
  • OKR
  • Choose your Key Results wisely
  • About OKRs
  • OKR Canvas
  • Talent Attraction: From Where to Where
  • How do I form a team?
  • Attract = Marketing and Positioning
  • Employee Experience
  • Reason for Being (Purpose)
  • Experience of the Talent Attraction Process
  • Agile Workplaces
  • What are candidates looking for?
  • Pipeline Continuous Active
  • Agile Recruitment
  • Scrum for HR
  • Agile HR Implementation Challenges
  • Scrum for Talent Acquisition
  • Kanban in all HR Practices and Processes
  • Peer to Peer Recruitment: Referrals
  • Referral Program Risks
  • Referent Positioning
  • Star Model: Competency-Based Interviewing
  • Technical Interview
  • Comparison of Candidates
  • Hire: Only 2 Possible Outcomes
  • On Boarding
  • Suggested Books
  • Continuous Training and Development
  • Role Maturity / Role vs. Post
  • Traditional Development vs. Agile Development
  • Agile Career Model
  • Development Map
  • Development Map according to Chapters of Expertise
  • Specialization Matrix
  • What talent do I need? Team Competency Matrix
  • Reskilling or Upskilling of Talent
  • How do I identify talent? Learning Agility / Growth Mindset
  • Experiment
  • Mantra Talento Agile
  • Talent Circular Model
  • Performance Management: From Where to Where
  • Instances that Usually Mix
  • Individual vs. Group Performance
  • Conversation Centered Management
  • Continuous and 360° feedback
  • The Retro: Team Feedback Moment
  • Liberating Structures
  • Equipment Retro: Triggers
  • Recognition: Kudo Box and Kudo Walls
  • Compensation and Rewards: From Where to Where
  • Rewards: Not Everyone Wants the Same
  • Rewards and Incentives
  • Moving Motivators
  • Rewards and Incentives
  • What do we reward?
  • How much money does each one deserve?
  • Suggested Books
  • Closing Rules

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