Capabilities of HR Professionals: Business Driven, Strategic Architect

This essay delves into three crucial capabilities of an HR manager as defined by the Australian Human Resources Institute (AHRI) Model of Excellence: being business-driven, a strategic architect, and an expert practitioner. It explains what each capability entails, highlighting its importance for HR professionals in achieving organizational goals. The essay discusses how a business-driven HR manager focuses on upgrading performance and skills, a strategic architect develops strategic plans and selects team members effectively, and an expert practitioner resolves complex problems with expertise. Reflections on applying these capabilities in personal and professional contexts are also included, along with references to support the analysis. This document is available on Desklib, a platform providing AI based study tools for students.

Human Resource Management

Contents
1. Introduction:........................................................................................................................2
2. Business Driven:.................................................................................................................2
Importance for the human resource manager.........................................................................2
Reflection:..............................................................................................................................2
3. A Strategic Architect:.........................................................................................................3
Importance for the human resource manager.....................................................................3
Reflection:...........................................................................................................................3
4. An Expert Practitioner........................................................................................................3
5. Conclusion:.........................................................................................................................4
6. References...........................................................................................................................5

1. Introduction:
The Australian Human Resource institute is the organization which provides training to the
people to enhance their business skills. The “Model of excellence” was designed to highlight
the capabilities of HR practitioners. In this paper, we are looking forward to focus on three
capabilities which are designed for HR professionals named as Business Driven, A strategic
Architect, and An expert Practitioner.
2. Business Driven:
The business driven capability of human resource manager is to focus on the upgrading the
performance, skills, capabilities, expertise, and talent according to the requirement of the
business functionality (Connell, 2014). The analysis of the situation helps in developing
effective communication plan which results into good and healthy relationship with internal
and external parties.
Importance for the human resource manager
 Analysis of the organization requirement helps the manager to draft the policies and
strategic according to the need of the situation (Kumar and Prikshat, 2014)
 The strategic plan developed by the HR manager should meet with the organizational
objectives (Mitsakis, 2014).
 The analysis of the stakeholder engagement plan helps in managing good relationship
with them
 New ideas and opinions can be collected while working in the healthy environment
 Quality of work can be expected with the project completion
Reflection:
The business driven capability can be successfully applied to the graduate HR position
because it helps in analysing the working of the complete organization which gives him the
practical environment to explore his skills in managing the situation requirement.
I can implement the business driven capability during my university and home life because I
have to change my behaviour and approach according to the environment of university and
home. In university I have to behave in a disciplined manner and follow up of rules and
regulations which can be somehow neglected at home.

3. A Strategic Architect:
The HR manager is responsible for developing the strategic plan for achieving the
organizational goal. He is responsible for the selection of team members according to their
capability and requirement of the project. The HR should have to sharpen his skills of
strategic architect for taking effective decision in the selection of employees, providing
responsibilities according to their expertise, and arranging training program to enhance their
inner capability. The strategic planning is required before the deployment of project activities
(Ozbag and Esen, 2013). It helps in creating new opportunities for the subordinates to provide
their ideas and opinion in the development of plan.
Importance for the human resource manager
The human resource manager if behaves like a strategic architect than the organizational goal
can be effectively achieved with positive outcome and quality product at the completion of
the project cycle (Perez and Falcon, 2015). It plays an important role in achieving strategic
goal by providing special training program to enhance the skills according to the requirement
of the project. The development of the policies related to the safety and security of the project
can be effectively drawn. As a strategic architect, human resource manager has to carried out
SWOT of organization to know the strength of the organization, it weaknesses, threats
associated with the working plan, and chance of new opportunity to be created (Analoui and
Moullaem, 2014).
Reflection:
This capability is difficult to adopt by the graduate HR because the expertise in developing
the strategic plan for the organization can be achieved through experience in the HR field.
In my life, I work as a strategic architect in deploying the volunteer role because it requires
developing a strategic plan to manage the event, supplying resources, coordination in
activities, communication with the workers, and others.
4. An Expert Practitioner
The complex problem of the organization can be effectively resolved by the HR manager
with his expertise. The skills and knowledge of the HR manager guide him to evaluate the

complex situation and drawn mitigation strategies to get effective result and smooth
operational plan of the enterprise. The grievances, chaos, conflict, and distraction which arise
with the employees at the working platform can be handled by using the knowledge of
expertise (Chuang, Liu, and Chen, 2015). It is the responsibility of the HR to comply
organization policies under the legislation laws because it helps in completing the project
without any legal obligation.
Importance for the human resource manager
The human resource manager should behave as an expert practitioner because it helps him to
enhance the management of resources effectively to carry out in-house and outsourcing
activity. The flow of organizational function can be achieved with the synchronization and
setting priority to the process activity schedule in an expertise manner. It helps in creating
new opportunities for the subordinates to provide their ideas and opinion in the development
of plan. The quality output can be gained with the application of knowledge and skills in
handling complex situation and disputes among the employees effectively and efficiently
(Karami, 2012). The risk identification at an early stage helps in developing proactive risks
mitigation plan which can be applied before their occurrence. The performance of the project
can be enhanced with the application of knowledge in handling the obscure situation.
Reflection:
This capability of the HR professional can be applied to the HR Graduate because it helps
him to gain knowledge for the development of strategies and policies at university level
which prepares him for becoming future expert to handle the complex situation with ease.
I want to be an expert practitioner to handle any problem faced at home or university, I will
be able to resolve it with my knowledge, experience, and expertise to handle the situation. I
have to broaden my area of observation. The good sport man can become by using the
experienced knowledge in handling the complex situation.
5. Conclusion:
The analysis of this paper helps in the accumulation of knowledge related to the capabilities
of the HR manager which helps him to explore his expertise in handling complex situation
with ease and efficiency. The HR should have to sharpen his capabilities for taking effective
decision in the selection of employees, providing responsibilities according to their expertise,
and arranging training program to enhance their inner capability.

6. References
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Connell, J. (2014). Skills and the role of HRM: Towards a research agenda. 1st ed. [ebook].
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https://www.sciencedirect.com/science/article/pii/S1877042813039955 [Accessed 06 Apr.
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