Australian Human Resources Institute - Model of Excellence - Excellent HR Manager | Human Resource Assignment Help

Human Resource Assignment

The Australian Human Resources Institute (AHRI) is the national association representing human resource and people management professionals. AHRI have over 20,000 members throughout the world and provide education and training services in HR and people management and business skills. AHRI also organises world-class conferences which bring HR practitioners together and holds seminars and networking opportunities all over Australia. AHRI also sets standards through accreditation of HR qualifications at universities across Australia (including LaTrobe’s HR degree), conducts research into people management practices, and assists governments in the development of policy and legislation that affects people at work.

AHRI have released a ‘Model of Excellence’, which explains the capabilities and behaviours of an ‘excellent HR manager’. This model provides a conceptual basis for the accreditation of HR practitioners and training offered by AHRI and universities. The model identifies 7 capabilities that are essential for HR practitioners (see https://www.ahri.com.au/about-us/model-of-excellence). These capabilities are being:

• Business driven;
• A strategic architect;
• An expert practitioner;
• An ethical and credible activist;
• A workforce and workplace designer;
• A cultural and change leader; and
• A stakeholder mentor and coach.

In this assignment, you are to select three (3) of these capabilities and address the following (in your own words, with referencing as required):

1. What does this capability entail?
2. Why it would be important for a Human Resource Manager to have this capability?

Assume you are applying for a graduate HR position, and demonstrating this capability is one of the key selection criteria. What evidence could you provide to demonstrate you possess this capability?

The three capabilities are a workforce and workplace designer, a cultural and change leader and a stakeholder mentor and coach.

• What does this capability entail

These capabilities entails that a human resource manager is the one who designs workforce as well as workplace. This simply implies that a human resource manager recruits and selects all the employees within the organisation and due to this he is termed as workforce designer and with workplace designer it means that the HR manager makes and regulated policies at workplace (AHRI, 2014).A cultural and change leader entails that the HR manager is the one who leads the workforce at the time of change in the workplace and at the same time maintains the culture of the workplace. The HR manager helps in keeping a uniform culture in the organisation for all the employees. The last capability that is a stakeholder mentor and coach means that HR manager acts as a mentor and coach as and when needed. At the time of change activity, grievance, conflict, work load, depression, etc. among stakeholders they are taken care by the HR manager (Manzir, Manzir & Liela, 2013). At that time the HR manager acts as a mentor and a coach and guides them about dealing with the situation. In short all these capabilities entail that Human resource manager, by possessing these capabilities can play a vital role in the achievement of the goals and objectives of an organisation.

• Why it would be important for a human resource manager to have this capability

It is very necessary for a human resource manager to have these capabilities. It is the responsibility of a human resource manager to recruit, train, develop and manage workforce within the organisation and if a human resource manager is not capable enough to do that then there will not be any use of being present in the organisation and this will further affect all the other functions of the organisation. These are the functions that help HR manager to design workplace as well as workforce and if he is not able to do that; then the entire organisational practices will affect (Qehaja & Kuttlovci , 2015). Secondly, an HR manager shall have leadership capabilities so that he can lead the people in a required manner. He also needs to play a vital role in dealing with cultural aspects. If an HR manager is not having leadership capabilities then again he will not be able to make employees work effectively and in the long –run it will affect the performance of employees as well as the organisation. Leadership tactics tells an HR manager about dealing with different kinds of people in different manner and taking work from them. Change is an integral part of organisational practices and if HR manager is not able to lead properly at the time of implementation of change then it will become difficult for organisation to cope up with the situation (Stone, 2013). At the same time a Human resource manager shall also know about keeping a balanced culture in the workplace. If a leader would not possess this capability then again the environment of the organisation will get affected and ultimately it will affect the performance of the organisation. A Human resource manager shall have capability to coach and act as a mentor when needed. It is important for Human resource manager to have this capability so as to make most out the employees. By coaching and mentoring a human resource manger ultimately helps the employees in filling the gaps in expected results and actual results and if it is done successfully by him then achieving organisational goals will become easy. Thus, all these capabilities ultimately help human resource manager in achieving goals and objectives of the organisation.

• Assume you are applying for a graduate HR position, and demonstrating this capability is one of the key selection criteria. What evidence could you provide to demonstrate you possess this capability?

For a graduate HR position, these capabilities are the key selection criteria. Not only for this position but for any HR position these capabilities play a vital role. To demonstrate these capabilities various efforts are required to be put in, in a strategic manner. First of all to depict that workplace and workforce designing capability is there , a sound knowledge of recruitment , types of recruitment , modern ways of recruitment , training , modern ways of training , development , etc .shall be shown to the interviewer . Not only theoretical but practical knowledge is required to be depicted. It shall also be important to convince the interviewer that these capabilities can be applied practically in the organisation. Then to demonstrate that capability of being a culture and change leader is there, an example from college scenario will be presented. This example is of a classroom program when the tutor said that he is going to change the teaching methodology and every student was opposing it , at that time a played a role of change leader by convincing every student. It was quite difficult initially because students belonged to various cultures and everyone had a different mind set. I relied upon the theories of change management and leadership and applied them in that situation. This helped me in managing the change successfully. In similar manner I can convince the interviewer that at the time when organisation will expect me to play the role of culture and change leader I can do it efficiently. Finally to demonstrate the interviewer that I possess the capability of being a stakeholder mentor and coach I would again draw on implicating a practical situation in which I acted like that. It was when, we were preparing for a project and some of my classmates and juniors were not able to do well because of problems like stress, workload, etc. so I took this responsibility of coaching and mentoring them so that they can perform better. In this way, to demonstrate the capabilities it is important to draw on theory as well as practice (Tabatabaei & Mami , 2015).