Human Resource Management: AHRI Competencies and Their Importance

This essay explores key competencies for Human Resource (HR) practitioners based on the Australian Human Resources Institute (AHRI) model of excellence. It focuses on three critical areas: the HR manager as a stakeholder coach and mentor, emphasizing their role in employee development and conflict resolution; the ability to become a cultural and change leader, highlighting the importance of driving organizational culture and change management for employee well-being; and the role of an ethical and credible activist, underscoring the need for HR managers to be trusted, respected, and ethically sound. The essay also discusses the importance of these capabilities in diverse organizations, linking them to the logical framework of HR management, including staff evaluation, recruitment, and career management. The author shares personal experiences to illustrate their own abilities in these areas, demonstrating leadership, communication, and ethical conduct in both academic and personal settings. Desklib provides access to this and other solved assignments for students.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT AHRI COMPETENCIES
Name of the student
Name of the university
Author note

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Introduction
The model of excellence developed by Australian Human Resources Institute (AHRI)
provides several behavioral and capability associated competencies which should be known to
the Human Resource (HR) practitioners (Salleh, Rosline and Budin 2015). Acquiring these
competencies helps the HR practitioners to improve the organizations process, so that
employee’s skills could be enhanced and holistic development could be achieved (AHRI's Model
of Excellence 2019).
The three competencies that would be discussed in this paper are stakeholder coach
and mentor, ability to become cultural and change leader, and ethical and credible activist.
Stakeholder coach and mentor
As per this capability, the HR manager should be able to mentor and coach the employees
so that they could pass on the knowledge, provide practical and relatable advices and complete
support for overall growth and development. As per Clarke (2018), competencies of mentoring
and coaching help the HR managers to initiate individual achievement and motivate employees
to work efficiently. Further, as per Mcdonnell and Sikander (2017), coaching or mentoring in
human resource management is the cost-effective and beneficial way which help the employees
with developing their knowledge, achieving higher success individually and for the organization
and reduces their stress and anxiety related to unknown processes (Ulrich et al. 2015). Further,
through this approach, stakeholder engagement increases, performance and productivity of the
employees’ increases and HR managers are able to locate the areas where conflict could arise
and solves them by utilizing their coping and sustainable outcome strategies (Clarke 2018).

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Ability to become cultural and change leader
As per this capability, the HR manager should be able to drive change in the process and
culture of the organization so that with time, improvement in both vital aspects of the process
could be achieved (Salleh, Rosline and Budin 2015). Organizational culture is developed by the
employees working in it, however several organization, struggles to develop a specific culture,
which could increase the inclusion of employees, balances the work0life imbalance and relieves
the stress in office working time (Ramdhani and Ramdhani 2014). Hence, HR manager should be
able to propose and implement crucial and unique ideas so that through these pervasive forces of
organizational culture and change management, employees could be provided with creative and
sustainable organizational culture (Salleh, Rosline and Budin 2015). Further, through change
management, the leadership should have the courage to implement effective changes in the
organizational process and inform the employees about the change so that maximum compliance
could be achieved.
Ethical and credible activist
As per Nathan (2018), the HR manager of the organization should be the most trusted,
admired, respected, should be able to take a stand and provide his/her opinion and should be
most listened person. Activity with credibility is important so that with respect, employee’s trust
could also be achieved (Salleh, Rosline and Budin 2015). Further, as per this capability, the HR
manager should be able to maintain the ethical consideration within the organization so that each
employee could be provided with safe and improved working environment, scope of growth,
and ability to develop their own as well as organizations process, hence, these capabilities should
be possessed (Lindseye et al. 2018).

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Importance of these capabilities and compliance to the logical framework
It is important for the HR manager of any organization to be skilled, able and organize so
that while working with a force of employees, they could provide help to each one of them
(Andrews, Pritchett and Woolcock 2014). The above mentioned capabilities should be possessed
by the HR manager as while working in a diverse organization, adverse situation may arise and
could affect the process of organization (Ramdhani and Ramdhani 2014). In such situation, as
per Mcdonnell and Sikander (2017), the HR managers need to implement several strategies and
takes crucial steps related to the process and culture of the organization. Hence, presence of
cultural and change leadership with proper training and awareness helps the managers to take
crucial and important strategies so that effective change and management of conflicts could be
done (Griffin et al. 2014). Further, with ethical compliance and credibility, professionals are able
to trust the HR managers and depending on their vision, develop the changed process for the
growth and benefit of the employees (O’Neill 2014). Finally, it is important or the HR managers
to be the coach and mentor to the new and old employees so that through their ability to architect
strategy and ability to execute difficult operational approach productivity and efficiency of the
employees could be increased. Further, as per the logical framework of the HR management,
HR managers should posses, staff evaluation, and recruitment abilities, should be able to
promote the staff promotion, career management and educational abilities (Andrews, Pritchett
and Woolcock 2014).
Personal experience
While applying for the graduate HR manager position in an organization, I would use the
evidences of my personal abilities, by ability to the convince others and my communication

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skills. While working in my assessment in the university, we were provided with group
assignments and we were four members due to which dispute on several sections occurred as
everyone was claiming for the same section, which out understanding their abilities and complete
the assignment (Wang et al. 2015). Further, after 2 hours when we were unable to come to any
conclusion, I took the charge and provided each of members with their core domains so that
effective and accurate assignment could be developed. Further, leadership was inherent in my
personality as I was able to perform better under pressure and to maintain my credibility finished
all the assignments before time (Andrews, Pritchett and Woolcock 2014). Further, I used to
volunteer to communicate with my class mates so that their concerns I could convey to the
educators and solved ideas could be implemented in the university settings. Therefore, it is
within my personality to effective communicate, transfer knowledge, and provide effective
leadership and strategic support, ability to conduct change management and cultural change in
the processes so that people and their associated concern could be met (Ramdhani and Ramdhani
2014). Even in the home settings, I was able to maintain my abilities as a HR management and
implement strategies so that people could trust me, and through my action, I could maintain
complete compliance to the process. Hence, these competencies would be disused in the proess.

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