Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author’s Note:

1HUMAN RESOURCE MANAGEMENT
Table of Contents
1.0 Introduction................................................................................................................................2
2.0 Business Driven.........................................................................................................................2
3.0 Expert Practitioner.....................................................................................................................3
4.0 Culture and Change Leader.......................................................................................................4
5.0 Conclusion.................................................................................................................................5
Reference List..................................................................................................................................6

2HUMAN RESOURCE MANAGEMENT
1.0 Introduction
AHRI Model of Excellence is a graphic representation, which combines the important
capabilities of human resource (HR) practitioners (Ahri.com.au 2017). This model is consisted of
seven important capabilities of HR practitioners. This study will select three capabilities among
those seven HR practitioners’ capabilities. Moreover, the study will select the capabilities like
business drive, expert practitioners and culture and change leader. The study will also
demonstrate my own experiences, which are enough to demonstrate such HR capabilities in me
towards getting graduate HR position.
2.0 Business Driven
Business driven capability is extremely important for human resource practitioners for
understanding the organizational context and objectives. According to Chatterji and Patro
(2014), human resource managers should provide workable and best fit solution to the employees
in the context of organization’s operating environment. Business driven capability enables the
HR practitioners towards understanding the key organizational driver, core stakeholders’ needs
and organizational performance. In this way, they can better encourage the employees towards
engaging their efforts with organizational objectives for achieving organizational success. On the
other hand, Jackson, Schuler and Jiang (2014) opined that business driven capability assists the
HR practitioners in framing proper legislative policies in alignment with the legislative
framework and Government policy. In this way, the HR practitioners can lead to sustainable
business operation leading to organizational competitiveness. The HR managers also become
capable of fostering effective workplace relation for the employees with high level of business
driven capability (Nyberg et al. 2014). Moreover, this capability enables the HR practitioners to