Report: Analyzing HRM Capabilities in Contemporary Organizations

This report provides an in-depth analysis of three crucial capabilities within human resource management (HRM), drawing from the AHRI Model of Excellence. The first capability examined is the 'stakeholder mentor and coach,' highlighting its role in employee training, team management, and fostering positive employee relationships. The second capability, 'a cultural and change leader,' focuses on the importance of managing organizational change and engaging employees in the process. The final capability, 'a workforce and workplace designer,' explores how effective workforce design impacts the acquisition of skilled personnel, achievement of organizational goals, and overall workplace sustainability. Each capability is assessed in terms of its significance for HRM and its impact on organizational performance. The report also provides personal reflections on experiences relevant to each capability, demonstrating how these skills can be applied in HR positions.

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

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Table of Contents
Introduction......................................................................................................................................2
Analysis of three capabilities of human resource management in organizations............................2
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

2HUMAN RESOURCE MANAGEMENT IN ORGANIZATIONS
Introduction
Human resource management or HRM is considered to be a strategic approach that is
mainly implemented for the purpose of managing people in the organizations and developing a
competitive advantage in the respective industries. The performance levels of employees can be
maximized with the support that is provided by fulfillment of the strategic objectives
(Ahri.com.au, 2020). The Australia Human Resource Institute or AHRI is mainly a national
association that represents the people management based professionals and the human resource
professionals as well. AHRI is mainly responsible for setting the standards through accreditation
of the various HR qualifications at various universities in Australia. The research based on
people management related practices are also implemented by AHRI and the organization assists
the governments for proper development of legislations and policies (Ahri.com.au, 2020).
The report will be based on the analysis of three major capabilities of the excellent HR
managers that are a part of the AHRI Model of Excellence developed by the organization. The
capabilities will be analyzed with respect to importance that the capabilities have related to the
human resource management activities of the modern organizations.
Analysis of three capabilities of human resource management in organizations
First capability – A stakeholder mentor and coach –
Aspects that are entailed by the capability - The capability that has been described as a
part of AHRI model of excellence is able to depict the activities that are performed by the human
resource professionals in order to train the other employees. The team members or leaders are
able to play a key part in the methods by which various organizational teams are managed. The

3HUMAN RESOURCE MANAGEMENT IN ORGANIZATIONS
proper management of different teams in the organization can influence the operations and
performance of employees as well (Azeez, 2017).
Importance of this capability for human resource managers – The mentoring and
coaching based capabilities of human resource managers are considered to be vital for the proper
development of teams within the organizations. The capability is able to support the human
resource managers so that they are able to maintain their relationships with employees and
enhance the work processes as well. The performance of various teams can be improved with the
support that is provided by the coaching and mentoring based capability of human resource
managers (Bratton & Gold, 2017).
Experiences that can be used in HR based positions – The major experiences that can
help me provide evidence based on acquiring this capability are mainly based on the leadership
positions that I have maintained in various teams. The teams that I have led previously and have
been successful in achieving their objectives can be provided as a major evidence related to the
capability gained by me. The HR position in the organization will be fulfilled effectively with the
help of the capability that I have been able to gain. The capability will be depicted by me in order
to gain the position of HR in the organization and improving the work processes of the
employees as well (Chowhan, Pries & Mann, 2017).
Second capability - A cultural and change leader –
Aspects that are entailed by the capability – The cultural or change based leadership
qualities are considered to be important for the human resource managers in various
organizations. The capability will be able to enhance the ways by which a human resource
manager can provide the services to various employees. The change leadership is a major aspect

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for the operations of various organizations that are a part of the industry (Ahri.com.au, 2020).
The fast changing business environment requires the implementation of changes within the
organizations as well. The cultural and change leadership capabilities can also support the human
resource managers when the changes are implemented within the organizations. The employees
are able to play a key part in the proper application of changes in the organizations (Haneda &
Ito, 2018).
Importance of this capability for human resource managers – The capability related to
cultural and change leadership will be able to play a key part in appropriate enhancement of the
activities that are performed by the various teams after changes are implemented. The
implementation of changes can be effectively managed by the change leadership quality based
human resource managers. The human resource managers will be able to support the employees
and engage them in the change management process as well. The capability of human resource
managers or leaders can also enhance the capability of organizations in a huge manner (Masud &
Daud, 2019).
Experiences that can be used in HR based positions – The cultural and change based
leadership quality related capability that I have gained can be depicted with the help evidences
that I can provide related to the change management processes in which I had taken part
previously. The capability will be able to influence the HR position in which I can be selected.
The evidences will be based on the ways by which I have engaged the employees in different
activities that were a part of the change management process of my previous organization (Nie,
Lämsä & Pučėtaitė, 2018).
Third capability - A workforce and workplace designer –

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Aspects that are entailed by the capability – The workforce of an organization mainly
includes the staff, volunteers and the contractors who are able to provide their contribution to
improvement of the organizational activities. Workforce design can mainly help the
organizations so that they can acquire the right people who have right skills at the right time. The
process of workforce design can also help the organization to achieve the goals and thereby
prepare for the future changes that can take place in the industry (von Bonsdorff, Zhou, Wang,
Vanhala, von Bonsdorff & Rantanen, 2018). The sustainability and capability of workforces can
also be improved with the support that is provided by the process of workplace design. The
capability of workforce and the workplace designing process can influence the teams and
employees in the organization as well. The human resource managers in this case will be able to
support the organizational operations in a huge manner. The goals and objectives of the company
can also be achieved with the help of proper workforce designing process (Pavlov, Mura,
Franco-Santos & Bourne, 2017).
Importance of this capability for human resource managers – The capability based on
proper workforce and workplace designing is considered to be an significant aspect that is related
to the improvement of the operations of the organization as a whole. The proper utilization of
skills can also have an influence on the operations of the organizations and fulfillment of the
objectives as well. The capability of human resource managers will be able to support the
organizational operations and the proper achievement of various objectives as well (Raeder &
Bokova, 2019).
Experiences that can be used in HR based positions – The experiences that I have
gained in the previous organizations can have an impact on acquiring the HR position. I will be
successful in gaining the HR position in an organization with the help of proper evidence that

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can be provided with respect to the activities that I have performed in the previous organizations
and the results that I have received as well. The results gained by me as a part of the process of
achievement of organizational objectives have been able to influence the ways by which the
capability can be used. The implementation of the capability in the present organization can also
influence the operations of the current organization of which I will be a part (Rbl.net, 2020).
The three capabilities that have been taken into consideration for this analysis can
together support the human resource managers and the training that they are able to provide to
the employees as well. The capabilities have also been able to support the organizational
activities and the improvement of revenues as well. The demands and needs of employees can
also be fulfilled with the proper implementation of these capabilities by the human resource
managers of the various organizations that are a part of different countries (Rubel, Rimi, Yusliza
& Kee, 2018).
Conclusion
The human resource management based activities can have an influence on the operations
of various organization in different industries. The capabilities of human resource managers can
help the employees to provide their performances in order to achieve the organizational
objectives. The proper achievement of objectives can further lead to the improvement of work
processes of the employees. The human resource managers will be able to support the employees
and can also improve their work processes. The capabilities that have been described by AHRI
Model of Excellence can support the activities that are performed by the firms and the employee
work processes as well.

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References
Ahri.com.au, 2020. Model Of Excellence. [online] Ahri.com.au. Available at:
<https://www.ahri.com.au/about-us/model-of-excellence> [Accessed 2 April 2020].
Azeez, S.A. 2017. Human resource management practices and employee retention: A review of
literature. Journal of Economics, Management and Trade, pp.1-10.
Bratton, J., & Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chowhan, J., Pries, F., & Mann, S., 2017. Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management &
Organization, 23(3), pp.456-471.
Haneda, S., & Ito, K., 2018. Organizational and human resource management and innovation:
Which management practices are linked to product and/or process innovation?. Research
Policy, 47(1), pp.194-208.
Masud, H., & Daud, W.N.W., 2019. Human resource management practices and organizational
commitment: Research methods, issues, and future directions. Review of Integrative Business
and Economics Research, 8, pp.217-226.
Nie, D., Lämsä, A.M., & Pučėtaitė, R., 2018. Effects of responsible human resource management
practices on female employees’ turnover intentions. Business Ethics: A European Review, 27(1),
pp.29-41.
Pavlov, A., Mura, M., Franco-Santos, M., & Bourne, M., 2017. Modelling the impact of
performance management practices on firm performance: interaction with human resource
management practices. Production Planning & Control, 28(5), pp.431-443.

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Raeder, S., & Bokova, M.V., 2019. Committed to change? Human resource management
practices and attitudes towards organizational change. Open Psychology, 1(1), pp.345-358.
Rbl.net, 2020. HR Competencies Needed To Deliver Value To Your Organization. [online] The
RBL Group. Available at: <https://rbl.net/insights/research-reports/human-resources-
competency-study-round-7-report> [Accessed 2 April 2020].
Rubel, M.R.B., Rimi, N.N., Yusliza, M.Y., & Kee, D.M.H., 2018. High commitment human
resource management practices and employee service behaviour: Trust in management as
mediator. IIMB Management Review, 30(4), pp.316-329.
von Bonsdorff, M.E., Zhou, L., Wang, M., Vanhala, S., von Bonsdorff, M.B., & Rantanen, T.,
2018. Employee age and company performance: An integrated model of aging and human
resource management practices. Journal of Management, 44(8), pp.3124-3150.