Human Resource Management AHRI Competencies

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT AHRI COMPETENCIES
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1HUMAN RESOURCE MANAGEMENT
Introduction
The model of excellence developed by Australian Human Resources Institute (AHRI)
provides several behavioral and capability associated competencies which should be known to
the Human Resource (HR) practitioners (Salleh, Rosline and Budin 2015). Acquiring these
competencies helps the HR practitioners to improve the organizations process, so that
employee’s skills could be enhanced and holistic development could be achieved (AHRI's Model
of Excellence 2019).
The three competencies that would be discussed in this paper are stakeholder coach
and mentor, ability to become cultural and change leader, and ethical and credible activist.
Stakeholder coach and mentor
As per this capability, the HR manager should be able to mentor and coach the employees
so that they could pass on the knowledge, provide practical and relatable advices and complete
support for overall growth and development. As per Clarke (2018), competencies of mentoring
and coaching help the HR managers to initiate individual achievement and motivate employees
to work efficiently. Further, as per Mcdonnell and Sikander (2017), coaching or mentoring in
human resource management is the cost-effective and beneficial way which help the employees
with developing their knowledge, achieving higher success individually and for the organization
and reduces their stress and anxiety related to unknown processes (Ulrich et al. 2015). Further,
through this approach, stakeholder engagement increases, performance and productivity of the
employees’ increases and HR managers are able to locate the areas where conflict could arise
and solves them by utilizing their coping and sustainable outcome strategies (Clarke 2018).

2HUMAN RESOURCE MANAGEMENT
Ability to become cultural and change leader
As per this capability, the HR manager should be able to drive change in the process and
culture of the organization so that with time, improvement in both vital aspects of the process
could be achieved (Salleh, Rosline and Budin 2015). Organizational culture is developed by the
employees working in it, however several organization, struggles to develop a specific culture,
which could increase the inclusion of employees, balances the work0life imbalance and relieves
the stress in office working time (Ramdhani and Ramdhani 2014). Hence, HR manager should be
able to propose and implement crucial and unique ideas so that through these pervasive forces of
organizational culture and change management, employees could be provided with creative and
sustainable organizational culture (Salleh, Rosline and Budin 2015). Further, through change
management, the leadership should have the courage to implement effective changes in the
organizational process and inform the employees about the change so that maximum compliance
could be achieved.
Ethical and credible activist
As per Nathan (2018), the HR manager of the organization should be the most trusted,
admired, respected, should be able to take a stand and provide his/her opinion and should be
most listened person. Activity with credibility is important so that with respect, employee’s trust
could also be achieved (Salleh, Rosline and Budin 2015). Further, as per this capability, the HR
manager should be able to maintain the ethical consideration within the organization so that each
employee could be provided with safe and improved working environment, scope of growth,
and ability to develop their own as well as organizations process, hence, these capabilities should
be possessed (Lindseye et al. 2018).