Evaluating HR Excellence: AHRI Model Capabilities for Practitioners

This essay delves into the Australian Human Resources Institute (AHRI) Model of Excellence, identifying and analyzing three crucial capabilities for HR practitioners: being business-driven, acting as an expert practitioner, and leading culture and change. The essay emphasizes the importance of understanding organizational operations, strategic thinking, and adapting to evolving business environments. It highlights the need for HR professionals to demonstrate a clear understanding of business requirements, apply practical knowledge, and effectively manage organizational change to enhance productivity and sustainability. The author provides examples of how they embody these qualities, demonstrating their readiness for a graduate HR role. Desklib offers this assignment as a study resource, alongside a wide range of past papers and solved assignments.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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The model of excellence as proposed by the Australian Human Resources Institute
(AHRI) tends to identify seven different capabilities that are essential for the practitioners of
the human resources. These various capabilities are essential for ensuring the effective
management of the various business firms thus they need to be possessed by the various
human resource management of the concerned business organization. An effective human
resource practitioner should display the properties that are needed to ensure and effective
change in the culture of the organization. The human resource personnel should also portray
the capabilities that should be demonstrated by an expert in the field who is driven to bring
about a progress in the business. Three such capabilities of the human resource personnel are
analyzed in the following sections.
Business driven
One of the most essential capabilities of the human resource personnel is the
capability of being business driven. This capability of being business driven include the
understanding of the various products and the services that the concerned organization
provides to the various clients who are attached to the concerned company as well as the
operational strategies of the concerned company (Ahri.com.au 2017). The concerned human
resource personnel should have a sound understanding on the main driving factors of the
concerned organization. According to Brewster and Hegewisch (2017), these factors might be
inclusive of the understanding of the various major factors and the needs of the various
stakeholders and clients of the company. Armstrong and Taylor (2014) further argue that the
human resource personnel need to develop an understanding of the organizational
performance as a whole as well as the various factors that are drivers behind the overall
performance of the organization. The human resource personnel are responsible for driving
the competitive advantage of the organisation through the various members of the workforce

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of the organisation. Coetzer et al. (2016) further opines that the human resource practitioner
needs to put forth a clear understanding and the anticipation of the impact of the various
legislation and the various governmental policies that might affect the concerned
organisation. The various external factors like the economic factors, the demographic factors,
the political factors, the social factors and the technological factors are observed to have a
huge influence on the various matters that are related to the business of the concerned
organisation. The human resource manager, according to opinions shared by Marchington et
al. (2016), should depict a clear understanding of the various matters that are related to the
external factors affecting the organisation. The human resource manager of the organisation
should also demonstrate the ability to anticipate the various impacts of these matters on the
concerned company. The human resource personnel should also put forth an understanding of
the various internal as well as the external matters that are related to the organisation and the
impact that they have on the concerned organisation as opined by Brewster and Hegewisch
(2017). The human resource manager must also have a greater understanding of the various
facts that have a huge impact on the organisation like the risk factors involved in the
workforce of the organisation as well as the sustainability issues that are involved in the
same.
The human resource personnel should depict the aforementioned qualities and the
lack of these might lead to the misguidance to the employees of the concern.
In order to demonstrate the fact that I am in possession of these qualities, I would
demonstrate a clear understanding of the various business-related requirements of the
organization wherein I have applied for the post of a graduate human resource personnel.

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Expert Practitioner
In order to be an expert practitioner in the field of the human resources I need to apply
my knowledge in the practical field. Coetzer et al. (2016) state that the human resource
practitioners have to display the ability to affect the growth of the organisation, the self-
developmental activities of the leadership of the concerned organisation and the management
of the concerned staff members of the organisation. The concerned human resource personnel
should also demonstrate the understanding of the development of the insight on the ways in
which the various business designs might affect the culture, the design and the performance
of the organisation (Ahri.com.au 2017). The human resource practitioner must also put forth
the realisation of the internal capabilities of the organisation as well as the various skills and
the expertise of the staff of the organisation. The concerned human resource personnel of an
organisation should also have a clear understanding of the latest technological updates and
the impact of the same on the concerned business organization.
The human resource personnel of the organisation must put forth the capability of
anticipating the impact of the various emerging technologies and their applications in order to
be an expert practitioner in the field.
In order to demonstrate the possession of this capability, I would like to put forth the
anticipation of the various skills that I have managed in a successful manner. This might also
include the various conflict management skills that I did depict during my school and college
days.
Leader of culture and change
The understanding on the part of the human resource personnel regarding the matters
that pertain to the management and the introduction of the change in an organization might
lead to the enhancement of the productivity of the concerned organization (Coetzer et al.

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2016). The human resource personnel must demonstrate a clear understanding of the various
matters that are related to the improvement of the productivity and the sustainability of the
concerned organization as well as design and deliver the effective business solutions (Malik
2016). The human resource must put forth the demonstration of a clear communication as
well as implement the various workplace practices that are effective. The human resource
personnel must ensure the motivation of the workforce and positivity in the culture of the
workforce, which in turn might lead to the successful achievement of the various goals set by
the organization (Brewster and Hegewisch 2017). The human resource personnel might also
ensure the fact that the change is monitored and carried out in an effective manner. The
prediction of the outcomes should lead to the positive results on the business organization.
The afore-mentioned skill is necessary for the human resource personnel and the
changes that have been introduced must be beneficial to the concerned organization.
The human resource manager might need to demonstrate this skill as change is one of
the most integral parts of the organization. The human resource management of the
organization might need to ensure that the staff of the organization has accepted the changes
in a positive manner.
The citation of the changes that were initiated by me in the peer groups might serve
as a demonstration of my skills as a culture and change leader. This might also be depicted by
the various cultural activities that I had taken up in college and thus had ensured the positivity
in the cultural aspects that had been maintained.
Therefore, it might be safely said that the model of excellence as put forth by the
Australian Human Resources Institute (AHRI), focuses majorly on the essential attributes of
the human resource practitioner. These capabilities should be possessed by the concerned
human resources personnel in order to implement and realize the effectiveness of the

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concerned business organization. The practitioners of the human resources should ensure the
development of these capabilities and the enhancement of these skills in order to ensure the
effectiveness of the management of the concerned human resources.

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References
Ahri.com.au. (2017). Model of Excellence. [online] Available at:
https://www.ahri.com.au/about-us/model-of-excellence [Accessed 25 Aug. 2017].
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human
Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Coetzer, A., Ryan, M.M., Susomrith, P. and Suseno, Y., 2016. Challenges in addressing
professional competence expectations in human resource management courses. Asia Pacific
Journal of Human Resources.
Malik, A., 2016. The Role of HR Strategies in Change. In Organizational Change
Management Strategies in Modern Business (pp. 193-215). IGI Global.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.