Model of Excellence Resources Institute †MyAssignmenthelp.com

Question: Discuss about the Model of Excellence Resources Institute. Answer: Introduction: The model of excellence as proposed by the Australian Human Resources Institute (AHRI) tends to identify seven different capabilities that are essential for the practitioners of the human resources. These various capabilities are essential for ensuring the effective management of the various business firms thus they need to be possessed by the various human resource management of the concerned business organization. An effective human resource practitioner should display the properties that are needed to ensure and effective change in the culture of the organization. The human resource personnel should also portray the capabilities that should be demonstrated by an expert in the field who is driven to bring about a progress in the business. Three such capabilities of the human resource personnel are analyzed in the following sections. Business driven One of the most essential capabilities of the human resource personnel is the capability of being business driven. This capability of being business driven include the understanding of the various products and the services that the concerned organization provides to the various clients who are attached to the concerned company as well as the operational strategies of the concerned company (Ahri.com.au 2017). The concerned human resource personnel should have a sound understanding on the main driving factors of the concerned organization. According to Brewster and Hegewisch (2017), these factors might be inclusive of the understanding of the various major factors and the needs of the various stakeholders and clients of the company. Armstrong and Taylor (2014) further argue that the human resource personnel need to develop an understanding of the organizational performance as a whole as well as the various factors that are drivers behind the overall performance of the organization. The human resource personnel are responsible for driving the competitive advantage of the organisation through the various members of the workforce of the organisation. Coetzer et al. (2016) further opines that the human resource practitioner needs to put forth a clear understanding and the anticipation of the impact of the various legislation and the various governmental policies that might affect the concerned organisation. The various external factors like the economic factors, the demographic factors, the political factors, the social factors and the technological factors are observed to have a huge influence on the various matters that are related to the business of the concerned organisation. The human resource manager, according to opinions shared by Marchington et al. (2016), should depict a clear understanding of the various matters that are related to the external factors affecting the organisation. The human resource manager of the organisation should also demonstrate the ab ility to anticipate the various impacts of these matters on the concerned company. The human resource personnel should also put forth an understanding of the various internal as well as the external matters that are related to the organisation and the impact that they have on the concerned organisation as opined by Brewster and Hegewisch (2017). The human resource manager must also have a greater understanding of the various facts that have a huge impact on the organisation like the risk factors involved in the workforce of the organisation as well as the sustainability issues that are involved in the same. The human resource personnel should depict the aforementioned qualities and the lack of these might lead to the misguidance to the employees of the concern. In order to demonstrate the fact that I am in possession of these qualities, I would demonstrate a clear understanding of the various business-related requirements of the organization wherein I have applied for the post of a graduate human resource personnel. Expert Practitioner In order to be an expert practitioner in the field of the human resources I need to apply my knowledge in the practical field. Coetzer et al. (2016) state that the human resource practitioners have to display the ability to affect the growth of the organisation, the self-developmental activities of the leadership of the concerned organisation and the management of the concerned staff members of the organisation. The concerned human resource personnel should also demonstrate the understanding of the development of the insight on the ways in which the various business designs might affect the culture, the design and the performance of the organisation (Ahri.com.au 2017). The human resource practitioner must also put forth the realisation of the internal capabilities of the organisation as well as the various skills and the expertise of the staff of the organisation. The concerned human resource personnel of an organisation should also have a clear understanding of the latest technologi cal updates and the impact of the same on the concerned business organization. The human resource personnel of the organisation must put forth the capability of anticipating the impact of the various emerging technologies and their applications in order to be an expert practitioner in the field. In order to demonstrate the possession of this capability, I would like to put forth the anticipation of the various skills that I have managed in a successful manner. This might also include the various conflict management skills that I did depict during my school and college days. Leader of culture and change The understanding on the part of the human resource personnel regarding the matters that pertain to the management and the introduction of the change in an organization might lead to the enhancement of the productivity of the concerned organization (Coetzer et al. 2016). The human resource personnel must demonstrate a clear understanding of the various matters that are related to the improvement of the productivity and the sustainability of the concerned organization as well as design and deliver the effective business solutions (Malik 2016). The human resource must put forth the demonstration of a clear communication as well as implement the various workplace practices that are effective. The human resource personnel must ensure the motivation of the workforce and positivity in the culture of the workforce, which in turn might lead to the successful achievement of the various goals set by the organization (Brewster and Hegewisch 2017). The human resource personnel might also ensure the fact that the change is monitored and carried out in an effective manner. The prediction of the outcomes should lead to the positive results on the business organization. The afore-mentioned skill is necessary for the human resource personnel and the changes that have been introduced must be beneficial to the concerned organization. The human resource manager might need to demonstrate this skill as change is one of the most integral parts of the organization. The human resource management of the organization might need to ensure that the staff of the organization has accepted the changes in a positive manner. The citation of the changes that were initiated by me in the peer groups might serve as a demonstration of my skills as a culture and change leader. This might also be depicted by the various cultural activities that I had taken up in college and thus had ensured the positivity in the cultural aspects that had been maintained. Therefore, it might be safely said that the model of excellence as put forth by the Australian Human Resources Institute (AHRI), focuses majorly on the essential attributes of the human resource practitioner. These capabilities should be possessed by the concerned human resources personnel in order to implement and realize the effectiveness of the concerned business organization. The practitioners of the human resources should ensure the development of these capabilities and the enhancement of these skills in order to ensure the effectiveness of the management of the concerned human resources. References Ahri.com.au. (2017).Model of Excellence. [online] Available at: https://www.ahri.com.au/about-us/model-of-excellence [Accessed 25 Aug. 2017]. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Brewster, C. and Hegewisch, A. eds., 2017.Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. Coetzer, A., Ryan, M.M., Susomrith, P. and Suseno, Y., 2016. Challenges in addressing professional competence expectations in human resource management courses.Asia Pacific Journal of Human Resources. Malik, A., 2016. The Role of HR Strategies in Change. InOrganizational Change Management Strategies in Modern Business(pp. 193-215). IGI Global. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016.Human resource management at work. Kogan Page Publishers. Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management. Routledge.