ICAgile – Agility in Human Resources (ICP-AHR) training and certification

RM3,500.00 RM3,710.00 (after 6% SST)

Course Code: ICP-AHR




 This training is focused primarily on the mindset and role of a Human Resources Partner, People Manager and Senior Leadership Team in an organization looking to introduce Agility in talent management. It is also for the coaches for Human Resources Teams. Participants will take away purpose, motivation, and techniques to use with HR Teams and Leadership. We focus on growing Agility to bridge the cultural divide that can come about in organizations in restructuring both their culture and their physical structure to accommodate success.

This fast-track course is designed to bring HR professionals and the leadership team up-to-speed with the essential knowledge and frameworks required to contribute to agile transformations at the enterprise level confidently. This course goes way beyond basics and immerses participants in the theory that underpins agile organizations.


Ideal participants for this training:

  • Organization HR
    • Business partner/ workforce management – helping managers manage people
    • People development
    • “Resource” management (risk/legal)
    • Remuneration – incentives, rewards
    • Recruitment
    • People performance & goal setting
    • People engagement & motivation
  • Organization Development consultants
  • Transformation leads – someone designated to explore the people & structural aspects of an agile transformation
  • Managers
    • Line managers
    • Hiring managers
    • Resource pool “owners.”



This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body.

Upon completing the course and submission and approval of your course assignment, you will receive (knowledge) certification in ICP- Agility in Human Resource (ICP-AHR).





When exploring the challenges organizations face around talent, we came up with the following as things we hope the track will be able to help address:

  • Attracting, hiring, and retaining the right people
  • Identifying skill gaps and enabling growth at the individual & team level
  • People needing to take responsibility for their growth and development
  • Keeping people’s skills relevant to the changing business environment
  • Handling people who are not “team players” in a collaborative culture
  • Moving from individual performance mindset to team performance
  • Moving from distributed to co-located & vice versa, virtual and distributed
  • Business objective focused teams that are driven by KPI’s/Measures/OKR’s 
  • Agility in mindset rather than in practices
  • Moving from job-ladder to career-mosaic (portfolio careers)
  • What is an agile career path?
  • The changing role of HR in agile businesses 
  • Succession planning in agile working 
  • Which HR practices become redundant in an agile organization 
  • Dealing with top management – what is their role, what is different for them
  • Lack of using scientifically proven approaches to motivate and empower people
  • Aligning people performance measures with organization OKR/KPI/Goals
  • Recruiting is hard – lots of competition in the market
  • Enabling self-organization and designing organizational structures that support effective teamwork
  • Creating and nurturing an environment of psychological safety


Training Content


  • Understanding Current Structures and Their Impact
  • Designing Teams and Teams of Teams
  • Aligning and Optimizing for Flow of Value
  • Supporting Development of Agile Leaders
  • Redefining Roles & Expectations
  • Enabling Skill Development & Growth
  • Embedding Agile/Lean Mindset and Core Values within Role Definition
  • The Shortcomings of Traditional Career Paths
  • Modern Value-Based Journey Maps (Career Mosaic)



  • Learning Fast and Tolerating Failure
  • Individual Performance Support
  • Team Goals and Performance Support
  • System-Oriented Performance Assessment
  • Enable Continuous Feedback
  • Ownership-Driven Culture
  • Culture-Driven by Intrinsic  Motivation
  • Uncover Motivators and  Demotivators
  • Nurture an Environment of Self-Motivation
  • Flexible Incentives
  • Alternative Methods of Grouping/Categorization as a Step Towards Doing Away with Ranking Systems
  • Fair and Meaningful Pay



  • Innovative Sourcing
  • Power of the Practical Interview
  • Candidate Experience
  • Second Impressions 
  • Culture on Day 1
  • Enablement



  • Growth Mindset as an Enabler of Learning Cultures
  • Learner-Centered and Learner-Driven
  • Making Time to  Learn
  • Industry, Peer and Team-Based Learning
  • Adaptive Learning



  • Enabling Agility Throughout the Organization
  • Coaching the People Aspects of the Organization
  • Applying Agile Mindset and Practices to HR Initiatives and Operations
  • Providing the Balance Between Culture and Structure
  • Supporting Transformation From a Mindset Perspective
  • Creating a Safe Environment
  • Shifting to People Enablement
  • Supporting Transformation From a Mindset Perspective