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4HRM skills portfolio



Stakeholder Mentor and Coach

It entails the engagement of HR practitioners in building and fostering partnerships with importantstakeholders so as to ensure organizational capability; engagement with government, industry and sector stakeholders; delivery of acted upon and valued solutions and insights that meet stakeholder needs. The practitioners also develop and maintain effective networks, contacts and partnerships in delivering required HR solutions. This aspect also requires those HR practitioners’ coaches and gives guidance to managers; fostering solutions focused conversations and help leaders in making informed decisions on areas to prioritize and allocate their resource (AHRI Model of Excellence, 2015).


It is important for HR manager to adopt stakeholder engagement coaching and monitoring since it aims at passing on knowledge, providing (professional/financial) support and giving practical advice to ensure organizational capability (Human Resource Competency Study, 2015). Coaching employees will help to reduce anxiety and stress related to multiple responsibilities, employees become more responsible in finding their own solutions and depend less on the manager hence improving the company’s productivity. For example, CEO, iNTERNAL IMPACT Company of US observed significant increase in retention among employeesfrom between 20-40% to between 60-80% after reinforcing coaching culture in training and application (Ramstead and Reese, 2016). Through mentoring, the manager is in a position to share methodologies, techniques and approaches for handling conflicts so that the organization can access collective wisdom and ensure a sustainable stakeholder engagement outcomes and processes (Taking Action, 2017).

Experience as aStakeholder Mentor and Coach

As the school volleyball coach in the year 2016, I encouraged my own team members to become trainers and coaches by allowing them to hold small seminars to discuss and practice on an important skill. I knew that hidden within them is a fountain of valuable skills and knowledge waiting to be shared with a broader team. Our team also created mentorship partners with the National volleyball team so that we could exchange skills. Adopting coaching approach with the team created an engaged and vibrant culture which fostered meaningful relationships across the training groups within my volleyball team. The players were able to retain top talent and improve continuously in performance.

Workforce and Workplace Designer

It entails designing workplace that sustains a comprehensive workforce andaligning the workforce profile to meet the organization needs.It also incorporates the designing of a sustainable, engaging and productive workplace that integrates life and work.Practitioners must also be able to design jobs that match organization needs, employee’s motivations, capabilities and their aspirations. HR practitioners need to develop the workforce in utilizing emerging technologies as they establish individual performance frameworks systems and organizational team. It also entails the anticipation and response to internal and external political realities that need to be adjusted to the presentworkforce and workplace (AHRI Model of Excellence, 2015).


The HR Landscape, 2015). For example flexibility created with advances in technology suggeststhat most jobs can be performed and managed remotely. This builds an amazing culture where employees take responsibility and ownership to do the right thing and be highly productive. (Designing meaningful jobs and diversifying workplace will take into consideration the varying skill levels amongst employees and cultural differences. Job design and analysis sets the framework required in attracting, retaining and motivating talent (The HR Landscape, 2015). It highlights the qualitiesto be advertised on the designed jobs and helps in accurately acquiring the right candidates with the requiredskill set. This gives the organization a competitive advantage in underpinning many workforce initiatives

Workforce and Workplace Designer as a Experience

While undertaking my internship in the National Hospital, I worked in the office of the HR manager and was tasked withthe duty toformulate the various workplace design considerations for the workers in the laboratories.These included mainly crowding which was stressing working workers. I oriented individual workspace openings e.g. desk positions in every office. I was also able to address the problem of noise by making sure that people with similar work patterns sat together. Eventually the staff were motivated with the comfortable working conditions which enabled them achieve daily targets within the stipulated time. I also suggested that workers to be provided with visible and open work spaces that enhanced their engagement with supervisors for consultations.

Expert Practitioner

This requires that HR practitioners continuously grow and apply personal skills and knowledge in Human resource, relations on employment, leadership and industrial management areas; developing insights on how government decisions and/or business affect performance organizational design and culture. They determine internal capability extent and when to involve specialist HR or seek expertise from other organizational areas (Ulrich et al., 1995). It also entails understanding of emerging technological changes and global trends and their effect on the workforce and the workplace; understanding how business digitization can be supported by HR solutions using internal consultant skills in translating and adapting theory into practice.Practitioners need to understand and familiarize themselves with financial and performance indicators, organizational data anddemonstrate pragmatic ability to solve problems in the process of providing management services (AHRI Model of Excellence, 2015).


Its importance is realized when HR manager relies on their expertise to provide the organization with the right individuals having relevant knowledge, skills and experience necessary for an organization to work effectively. The manager can for example partner with other functional areas and as a strategic partner. The two HR managers are thereby in a positionto link their talents and employee management practices to the organization’s goals and objectives (The Society for Human Resource Management (SHRM), 2017). Understanding of emerging technological changes and global trends will for example enable the manager to adopt time and cost saving benefits of technology and current global trends to realize increased production within short time limits (Brunot, 2015).

Experience as an Expert Practitioner

I have valuable experience as an expert practitioner I derived from home. During the dry season, there was scarcity of vegetables due to lack of enough water for irrigation of the farm. However I decided to fill around ten sacks with fertile soil and made some holes on the sides. I transplanted seedlings through the holes made on the sides and on the surface of the filled sack. The little water available was enough to water the seedlings. After three weeks my vegetables flourished and we could harvest for consumption and sell about 20kg. By achieving this, I addressed the problem of scarcity of vegetables using my personal knowledge and employing a new agricultural skill.

Reference List

AHRI Model of Excellence. 2015. (

Brunot, T. 2015. Administrative Expert Role of a Human Resource Manager

Human Resource Competency Study. 2015

Taking Action. 2017 Stakeholder Engagement Coaching and Mentoring

Ramstead, J. and Reese, B. 2016. Is Having a Coaching Culture a Competitive Advantage? March 10, 2016

The HR Landscape. 2015. The contribution of job design to workforce participation and productivity Level 3, 480 Collins Street, Melbourne

The Society for Human Resource Management (SHRM), 2017.The SHRM Body of Competency and Knowledge.From

Ulrich, D., Brockbank, W., Yeung, A. K. and Lake, D. G. (1995), Human resource competencies: An empirical assessment. Human Resource Management, 34: 473–495. doi:10.1002/hrm.3930340402