Agility is one of the most sought-after characteristics by organizations worldwide. This is why it is important to understand and adapt agility to your business function. Secondly, HR has to continuously change and evolve to meet the challenges of the modern business world, i.e. the need to digitize and the need to deliver value to the stakeholders and the business at speed. This broad topic can be explained in two parts – Agile for HR and HR for Agile.

We are two-thirds of the way through 2021 and we have already seen the benefits of virtual teams or a Flexible Workforce. Employees have the freedom and flexibility to work from anywhere and create their schedules. Organizations can save on infrastructural expenses, improve productivity and have access to a global talent pool barring any geographical limitations. Nevertheless, we have also experienced numerous challenges on our way to leverage the various benefits of Virtual Teams. Nevertheless, we must navigate these challenges efficiently, or else we will be faced with disjointed teams with individual productivity. This will not have any meaningful consequence.

Upskilling is the process of identifying gaps in skills and seeking out methods to bridge them. It is still considered a personal venture or an individual responsibility, primarily. So, does the organization have a say in or an obligation for the training and development of their employees? We have looked at this matter previously. A trained workforce is everyone’s responsibility. Upskilling models have a various number of variations. However, most companies adhere to one of the following models or a combination of them.