Excellence Model Driven by HR: Strategy and Practices

This report examines a model of excellence driven by human resource management (HRM) within an organization. It emphasizes how effective HRM aligns with organizational goals, fosters employee unity, and mitigates potential threats through a results-oriented approach. The research focuses on the Australian Human Resource Institute (AHRI) and its training modules, detailing various HR capabilities and their practical applications. Key components of the model include strategic architecture, which involves long-term planning and adapting to market changes, business-driven strategies to enhance problem-solving and add value, and workforce design to ensure the right personnel are in place. The report highlights the importance of technology adoption in HRM for e-recruitment, employee tracking, and performance management. The conclusion stresses the necessity of excellent HRM for organizational success, emphasizing the role of HR in strategy formulation and workforce development to achieve goals efficiently in any market.

Model of Excellence Driven By Excellent Hr Manager
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Table of Content

Executive Summary
This research is based on the model of excellence driven by human resource management of
an organization. HRM always helps achieve the organizational goals; it unites the employees of
various sectors. To get success and reduce the potential threat, HRM requires a results-oriented
model, capable of achieving the targets. It requires some tools. In conjunction with a strategy and
efficient workforce, HR plays a larger role in an organization. The research focuses on the
Australian Human Resource Institute (AHRI), its training and modules, which HR practitioners
follow to improve their performance. In this regard, the different capabilities of HR and why
they follow the practices have been discussed.

Introduction
The role of HR in advancing the macro-goals of the organization is apparent. Therefore,
human resource management is adapted to help the organization fulfill the micro goals, and also
remove the weaknesses. An analysis of some topics in this research shows the importance of
human resource management system for an organization to improve and eliminate the
weaknesses at the management level. Human resource management, which emerged in the
1980s, was developed by its advocates as a new side in human forces management at the
subsequent stages. Human resource management is a comparative approach to strategic
management of key resources of any business, i.e., the human resource management. For
achieving the industrial goals by addressing the challenges, human resource management
requires a model depending on which the results can help achieve the organizational goals.
Model of excellence is a tool that helps evaluate the right path. It also helps the organizations to
compare the current situations with the desired situation. In this particular context, the research
discusses the rules and regulations of AHRI, as provided in the training module, along with the
reasons why an HR should utilize the capabilities.
Capability adoption
Model of excellence on the human resource not serves as a tool to find the weaknesses
but also helps find the differences between the strategies of other organizations. It also gives a
complete survey of them, investigates the reasons and also shows which one is better than the
others (Eghbal 2008). In line with it, the objective of this research is to offer some potential
strategies to achieve organizational goals and increase the business growth.
Some policies that support the statement are as follows:
 A strategic architect

 Business Driven
 A workforce and workplace designer
Discussions on Findings
This section begins with a discussion of the best HR policies which will support the
Model of excellence in Australia. It also shows the significance of the development of an
organization to get sustainability in the competitive market of Australia and around the world.
Here are the brief discussions about those findings
 A strategic architect
One of the major terms in strategy analysis architecture is to find a proper strategy to
develop a business (Lepak and Snell 1999). It is an area that constitutes a paradigm shift for
human resource professionals, which is essential to navigate administrative functions to focus a
long term role for a company. When a tactical role gives rise to the perceptions or becomes its
source, it has the same implications for the HR function (Ulrich et al. 2009). An excellent
strategic architect is also called a master planner for their organization. HR manager in Australia,
who plays the role of a strategy architect, gives a clear view of the shape of the organization
regarding how it stands in the market place. Moreover, a good strategy made by an HR manager
helps overcome the obstacles in the way of company growth. Besides this, it builds a link
between the internal procedures of an organization with the needs of external customers. This
linkage gives rise to a customer oriented business strategy followed by a better sustainability.
This factor helps achieve following functions
 To understand external customers.
 Provide a clear view of future goals.
 To implement the new business strategy to survive the market

, HR also makes connections with many companies to get the information about its strength
and weaknesses using the data of human resource management. Also, HR management system
involves technologies to provide e-recruitment, employee tracking systems, performance
management software, etc, which enhance the ability of an HR (Kumar and Pandya 2012). As far
as my view is concerned, I wholly believe that the use of various technologies will allow an HR
to play a strategic role in an organization to achieve future goals.
 Business Driven
The business driven strategHRies enable a human resource manager to explore the purpose
and implication of Strategic HR; it enhances the ability to address the problems and challenges in
the organization through an objective, organic HR lens (Boshyk 2016). Besides, it helps an HR
to be more entrepreneurial, adding value in strategic support service. Lastly, it gives a perfect
vision to measure and evaluate HR's contribution and adds value to the organization.
A business driven strategy helps to achieve the following objectives:
 It helps implement new strategies as per market needs to increase the customer base and
provide a competitive advantage in the market in Australia.
 According to the government policies and regulations of Australia, HR management team
chooses a proper and legal way to resolve all the issues for the expansion of the business.
 A better social and technological change can be possible through this analysis.
 It provides a conceptual view of the entire operational process. It also helps understand the
qualities of the products. Moreover, it assists a better conception about a place where these
goods or services are in demand.
 Lastly, it helps to find out the potential threat as well as the risks of any organization and
gives a proper solution to it.

 A workforce and workplace designer
A work force model is a methodical process that describes a planning process of an
organization to ensure that it has the right people at the right time with the right skills. In a
broader sense, it describes the whole management system of the work area of an organization
(Carnevale 1990). It also includes a tool for making human resource management decisions in
future. In a nutshell, an innovative workforce design is all about trying to analyse the future
demand for staffs, and it helps match the criteria for them with the needs of an organization.
There are several benefits of workforce design are listed below:
 It can identify the future staffing needs.
 A retirement strategy can be planned for those employees who are unable to work (Morris
and Venkatesh 2000).
 Staff recruitment costs can be reduced by implementing the right team in the right place
and by reducing the number of non-performing staffs.
 A workforce model makes it easier to underst
and the needs of staff development. Australia abounds with skilled personnel. An experienced
HR manager is necessary to select the right person for the right ,job. An HR manager, who is
aware of the ability of the staff members, can bring an improvement in the performance within a
short duration of time by placing the right people in the right job role. Conversely, an improper
staffing poses a significant threat to an organization. For example, if an individual with skills in
graphic designing works in the writing department, it is virtually impossible for them to serve the
purpose as they would not have any knowledge or experience in writing. On the contrary,
recruiting the person in graphic design department would help an organization achieve more
potential output in at minimum cost, thereby saving the precious time.

Conclusion
Every science is build up with some people, and HRM is also considered as a part of
science (Guest 2002). HRM has some basic principles. Apart from the optimum utilization of
resources, and adding strength to an organization, it also creates a perfect business environment
and helps the staff realize its full potential. Without an excellent human resource management,
no organization can be successful. Firstly HR makes a strategy with the help of an expert and
then creates a workforce to achieve the desired goals. With it, an organization can complete its
target smoothly in any market with ease and efficiency.

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