University HRM Report: AHRI Model of Excellence and HR Practitioner

This report delves into the AHRI model of excellence, outlining the expectations and capabilities of Human Resource (HR) practitioners. It emphasizes the significance of the model as a guide for HR programs, especially within Australian universities accredited by AHRI. The report highlights the seven crucial capabilities and ten behaviors integral to the model, stressing the need for HR professionals to align their competencies with business strategies for optimal performance. The author presents a self-assessment, showcasing analytical skills, critical evaluation abilities, and the capacity to build relationships and understand organizational strategies. The report underscores the importance of continuous learning, adaptability, and the role of HR in fostering a positive work environment and addressing employee issues. References to key HRM literature support the discussion of the AHRI model and related concepts.

Running head: HUMAN RESOURSE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

1HUMAN RESOURSE MANAGEMENT
Introduction
The AHRI model of excellence tells us what an HR practitioner should do and what
exactly is expected out of a HR practitioner. It tells us what the peer expects out of the
HR practitioner. The model of excellence was developed upon survey that was conducted
by the practitioner of HR from Australia and CEO. The model is used as a concrete guide
for the entire human resource program that is being provided within the country. There
are many Australian universities that are being accredited by AHRI; these institutions
acknowledge the AHRI model of excellence as a guide to acknowledge the performances.
It is a foundation for AHRI certification program (Armstrong and Taylor,2014. ).
The Circle of the model says that there are ten behavior and 7 capabilities that everyone
should have idea about. This is a graphical explanation that a HR should have knowledge
about the following.
There are seven capabilities that is mentioned in the model and all these 7 capabilities are
very important. In order to carry out business operations smoothly the HR should have
some competencies which will help to main the human resources in the organization.
These seven capabilities demand that the strategies of the business are well aligned with
the capabilities. It helps to increase the performance of the business. A human resource
practitioner should be with the 7 capabilities that are being mentioned in order to carry
out effective business operations. It has to align with the business strategy to get the best
possible results (Knowles et al, 2014).

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I am a very good at analyzing the situation that is I am in and I like critically evaluate
each and every point before I come to any kind of solution. I am very critical and try to
find the best solution possible while staying focused and calm in the particular situation. I
try to look in to the future plan and strategies and accordingly try to align my ideas with
those strategies. I try to develop relationship with others so that it gives me a chance to
influence them in best possible way (Brewster et al, 2016).
Before coming to a situation I like to analyze the situation and take time to critically
evaluate the situation so that to analyze if there is a problem and if I find any problem, in
that case I try to find the cause of the problem and try to solve by solving the cause. I
don’t come to a conclusion direct; rather I look at the situation from 360 degree view and
try to find the gaps. Then I try fill in those gaps according to my analyzing power. Once
these gaps are fulfilled the problems gets solve easily.
I understand that the people who are in relation to functioning of a work who are also
known as stakeholders and accordingly try to know their duties and there situation so that
it helps to build up a strong relationship so that the duties can be carried out in a smoother
way possible (Kavanagh and Johnson, 2017).
I do understand what the strategies of the organization are and what their goal is and
where they want to go in the future and accordingly formulate my ideas so that it gets

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easy aligned with each other. I can easily understand the culture and the working
environment of the organization and analyze the situation to come up with better ideas
which helps to deliver better results. I like to acquire knowledge as much as possible and
keep my learning process continuous so that I acquire new learning which will help me
cope with the upcoming challenges. I like to stay update with the present happening
which helps me to anticipate future happenings so that I can stay well prepared for the
future. I understand that human resource skills are very important to carry out business
operations and accordingly I work in alignment with the need (Rao, 2014).
I am a good advisor as a person who likes to uphold the characteristics in a way such that
it is emphasized and holds a greater position in the eyes of the others. I have developed
good communication so it helps me to convey any kind of message and influence people.
I also understand the work place and the environment and thereby like to do research on
how to make it better in all way so that it becomes a better place to carry out the work.
Work place is a very important while it come carrying out the organizational activities. I
understand this as important and try for the betterment of the environment of work in a
best way possible. It is understandable that human resources strategies are very important
for the organization and i understand that and i try to formulate strategies accordingly.
The role of the human resource practitioner in an organization is varied and it is to be
understood that human resource manager should carry out the duties and responsibilities
very sincerely. The environment and the work culture within the organization is a very
important point that should not be overlooked as it carries a very importance. There are
numerous instances where the people working within the organization face many
problems and difficulties and i understand those issues very minutely and always tries to

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solve these problems as fast as possible case. I try to find the cause of the problem and try
to solve by solving the cause. I don’t come to a conclusion direct; rather I look at the
situation from 360 degree view and try to find the gaps. Then I try fill in those gaps
according to my analyzing power. Once these gaps are fulfilled the problems gets solve
easily
The AHRI model of excellence tells us what an HR practitioner should do and what
exactly is expected out of a HR practitioner, this model should be considered as a guide
for each and every human resource practitioner. This model should be addressed
thoroughly so that it get easier for hr managers to work efficiently.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human
resource management. Kogan Page Publishers.
Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson
Education.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems:
Basics, applications, and future directions. Sage Publications.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The
definitive classic in adult education and human resource development. Routledge.
Pinto, J.K., Patanakul, P. and Pinto, M.B., 2017. “The aura of capability”: Gender bias in
selection for a project manager job. International Journal of Project Management, 35(3),
pp.420-431.
Rao, T.V., 2014. HRD audit: Evaluating the human resource function for business
improvement. SAGE Publications India.
Sanghi, S., 2016. The handbook of competency mapping: understanding, designing and
implementing competency models in organizations. SAGE Publications India.