Capabilities of HR Practitioners: Model of Excellence

This report discusses the 3 capabilities of HR practitioners - Business Driven, Workforce and Workplace Designer, and Cultural and Change Leader - and their importance for a human resource manager. It also provides evidence to show these capabilities and their relevance to the Capability Framework and human resource professional capability.

Running head: HR practitioners 1
Human Resource Management
Model of Excellence

HR practitioners 2
Contents
Introduction......................................................................................................................................3
3 capabilities....................................................................................................................................3
Business Driven...........................................................................................................................3
A workforce and workplace designer..........................................................................................3
A cultural and change leader........................................................................................................4
Importance for a human resource manager support 3 argument.....................................................4
Evidence to show the capabilities....................................................................................................5
Conclusion.......................................................................................................................................5
References........................................................................................................................................6

HR practitioners 3
Introduction
The aim of this report is to define the capabilities of human resource manager with taking help of
model of excellence. The model of excellence is considered as the graphic representation that
includes what HR practioners need to know, what they are anticipated to do and what theory
peers expect in the term of behaviours and capabilities. This model is released by AHRI that
provides professional training of HR and people management (AHRI, 2018). This report will
describe 3 specific capabilities of HR practioners in depth and their importance for a human
resource manager.
3 capabilities
There are 7 capabilities in model of excellence in which 3 of them will be selected to define in
depth. These 3 capabilities are business driven, a workforce and workplace designer and a
cultural and change leader. These capabilities are helpful to benchmark the capabilities against
the HR profession.
Business Driven
Business driven is the effective capability that helps to bring the better understanding about how
an organization must deliver the goals and objectives. It facilitates to maintain the effective
internal and external relationship. The organization has to face numerous difficulties at the time
of accomplish the target; this capability facilitates to manage difficulties into positive outcome.
This capability assists Human resource manager to find out the issue within an organization. It
defines that HR should be focused on managing or handling the client relationship, configuring
specialist teams and diagnosis concerns. The priority of this capability is to manage the change

HR practitioners 4
within the organization with cost reduction initiatives to reduce the productivity influences.
Outsourcing and off shoring strategies should be implemented by organization with the help of
business driven capabilities (Buller & McEvoy, 2012). Trust of employees on the organization
and the process in which they are working is essential. Business driven capability assist to
maintain their trust on the organization as well as on target. Business of the organization can be
derived if HR perform in well manner and resolve the conflicts between employees.
A workforce and workplace designer
Workforce planning is a constant process utilized to bring into lines the requirements and
priorities of the organization. A role of the HR is integral in developing the effective workforce.
The capability of a workforce and workplace designer address the skills, performance outcomes
and knowledge needed to execute and evaluate the work health and safety, procedures and
policies of the organization in order to meet the need of legislatives. Advanced technology has
been taken place in every organization and organization started to keep the electronic business
records. This capability helps to highlight the importance of the health and safety at the
workplace. Evaluate and maintain the business records in an online environment. It is necessary
for the organization to provide the entre information about the policies and procedures of WHS
to the employees of the organization, this capability elaborate the requirement of the organization
to the fresher and make aware them about the policies and procedures of the organization.
workplace designer assist to maintain the change in the organization by providing efficient
training to the employees that will facilitates in their organization in meet its strategic objectives
by managing amending the needs of workplace and the structure of workplace (Vance & Paik,
2014).

HR practitioners 5
A cultural and change leader
A cultural and change leader has the efficiency to bring the change in the organization without
affecting the culture of workplace. They are able to align the culture with business strategy so
that the changes could not put negative impact on the goals of the organization. There are major
four steps in maintain the culture in the organization due to change that is assessment, awareness,
alignment and adaptability. This capabilities help to measure the strength and weakness of the
current culture and find out the ways which has the highest leverage areas to improve (Fullan,
2014). Awareness is the second feature of this capability that building urgency for change. In
brief, this helps to drive motivation for change. Alignment forces everyone to getting involves in
the common goal and enhances collaboration to accomplish the goal. It fosters commitment,
initially by leader then the whole employees of the organization. Adaptability refers the
development of the capability to react to ongoing changes in the market and managing the
diversity at the workplace (Shen, Chanda, D'netto & Monga, 2009).
Importance for a human resource manager support 3 argument
Human resource manager plays an integral role in the organization that supports to develop the
strategic goals. It is necessary to have the capabilities in the human resource manager for the
growth of the business. The importance of these above mentioned capabilities are crucial for
human resource manager as these help to find out the issues within the organization and
emphasize the method of problem solving.

HR practitioners 6
It has been stated by NSW Capabilities, (2016), that the capability framework and the human
resource professional capability give an inclusive description of the capabilities which is needed
for successful performances in a human resource role. For instance, government has
implemented new strategies for providing strategic advice on the workforce implications in such
case upper level of capabilities will be required in analysis (Capability Framework: Think and
Solve Problems) along with the human resource capabilities such as Workforce Strategy and
Planning.
Evidence to show the capabilities
The role of capabilities in performing the HR role in the organization is integral (Delvit, et. al.,
2012). In case of applying for a graduate HR position, one could show the knowledge about the
organization and its legislation in the interview. A workforce and workplace designer leader’s
capability could be shown by describing the effective communication skills. The capability of
cultural and change leader wants the problem solving skills and one should have the patience and
innovative ideas to maintain the change in the organization.

HR practitioners 7
Conclusion
It has been concluded that human resource management plays a vital role in the organization.
The capabilities of human resource manager can maintain the effective environment of the
workplace. There are various capabilities of human resource manager in which some of them
have been described in depth. These capabilities have huge importance in the functions of human
resource manager.

HR practitioners 8
References
AHRI, 2018. Education and Training. Available at: https://www.ahri.com.au/education-and-
training/qualifications/bsb41015-certificate-iv-in-human-resources/topic-6-measuring-hr-
effectiveness (Accessed on 4th April, 2018).
Buller, P. F., & McEvoy, G. M. 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review, 22(1), 43-56.
Delvit, J. M., Greslou, D., Amberg, V., Dechoz, C., de Lussy, F., Lebegue, L., & Bernard, L.
2012. Attitude assessment using Pleiades-HR capabilities. Proceedings of the International
Archives of the Photogrammetry, Remote Sensing and Spatial Information Sciences, Melbourne,
VIC, Australia, 25.
Fullan, M. 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
NSW Capabilties, 2016. Human Resource Professionals Capability Set. Available at :
https://www.psc.nsw.gov.au/workforce-management/capability-framework/about-the-
framework/terms-and-conditions-of-use (Accessed on 4th April, 2018).
Shen, J., Chanda, A., D'netto, B., & Monga, M. 2009. Managing diversity through human
resource management: An international perspective and conceptual framework. The
International Journal of Human Resource Management, 20(2), 235-251.
Vance, C. M., & Paik, Y. 2014. Managing a global workforce: challenges and opportunities in
international human resource management. Routledge.

HR practitioners 9