The Australian Human Resource Institute Essay Example

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Human Resource Capabilities

Human Resource capabilities hold enormous effect on a firm’s performance and its engagement in establishing business strategies. HR capabilities are also required by HR practitioners to advance forward their careers. Contemporary HR must take on scores of role to show effectiveness and competence. Karami (2012) confirms that the performance of a firm is highly linked to the HR capabilities. He further asserts that augmenting HR capabilities helps a firm to attain its objectives and goals in the competitive landscape. As a result, an investment in augmenting HR capabilities should be viewed as a vital and strategic factor that is essential for a firm’s effective performance. To be judged a competent HR practitioner, an individual should possess a range of capabilities. This paper underscores the importance of a strategic architect capability, a cultural and change leader capability and an ethical and credible activist capability.

Strategic Architect

Strategic architect capability entails the ability to align Human Resource functions to the strategies of a business. A strategic architect defines how a firm would react to social, changing market and economic conditions within the business industry. More so, a strategic architect must demonstrate the ability to identify global and local trends that affect a business and respond in the most appropriate manner. According to Meifert (2014), a strategic architect capability entails the ability to shape a strategic story, implement strategy via HR practices and leadership conducts and enhance strategy creation.

It is important that HR managers demonstrate strategic architect capability because this capability helps them in identifying business trends and their effects on their organisations. This capability also helps HR managers to recognise potential opportunities and roadblocks. In addition, the strategic architect capability assists HR managers to contribute to the general business strategy through aligning Human Resources and a firm’s strategy.

Human Resource Managers can demonstrate strategic architect capability through identifying potential opportunities and roadblocks to organisational success. While working as an intern in a manufacturing organisation in the country, I used the Strategic architect competency to identify business trends and their effect on the organisation. I realised that most firms in the industry employed lean manufacturing to win a competitive edge. I therefore identified the potential barrier to implementing lean manufacturing and new management philosophy in the firm. When rolling out the novel management philosophy in the firm, I administered a worker satisfaction survey to review how employees considered the approach and its implication on the firm’s performance. With the introduction of lean manufacturing, I helped in the modification of the firm’s recruiting, compensation, training and hiring to attain the requirements of lean manufacturing.

A Cultural and Change Leader

A cultural and change leader capability entails the ability to recognise, craft, enact and shape the culture of a company as well as the ability to identify, institute and facilitate change through organisational structure and resources, communication and constant learning ( Bondarouk & Lujan 2014). A cultural and change leader capability helps in creating organisations that are flexible, agile, and responsive to organisational culture and change.

Human resource managers should demonstrate the cultural and change capability because this capability is among the highest performance predictors for HR departments and professionals. For organisations to advance forward, culture and change leader capability is essential. A cultural and change leader capability helps in facilitating change, valuing culture, crafting culture and personalising culture through helping workers to find importance in their work and promote innovation. This capability is important because it helps in fostering a sustainable culture through foregrounding positive values in change management. In addition, cultural and change leader capability helps workers to navigate change and culture. Cultural and change leaders identify the numerous cultures and change within a firm and use them to provide conducive work environment and improve the performance of a firm. A cultural leader capability helps HR managers to align organisational behaviour, practices, culture and strategy and establish meaningful work environment. A change leader capability helps HR managers to initiate, manage and implement change.

While working as an intern in the manufacturing company, I demonstrated respect for the organisational culture and actively shaped it through standardising HR practices and policies and providing advice to managers. I also helped in the change initiation and implementation process that entailed implementation of lean manufacturing in the organisation. The lean manufacturing was the much-needed change that advanced the firm forward and enhanced its performance in the manufacturing industry. Through my cultural and change leader ability, I was able to initiate the change and help workers to adapt to the change successfully through effective communication.

An Ethical and Credible Activist capability

Ethical and credible activist capability is a top predictor of the general outstanding performance of a firm. An ethical and credible activist entails the capacity to carry out tasks with integrity and honesty (Romano 2010). Integrity implies having and living against a personal standard of ethics.

An ethical and credible activist is important to HR managers because human resource professionals are responsible for adding value to the organizations they serve and contribute to the ethical success of their workplaces. This capability is essential because HR managers accept professional responsibilities for their individual actions and decisions and advocate the HR profession through involvement in actions that enhance the value and credibility of the profession. Being credible and ethical enhances the image and performance of a firm. The ethical and credible activist capability facilitates establishment of credibility, respect and strategic importance of HR profession within a firm, the business community and the society (Romano 2010). The capability helps managers to assist their firm in attaining their goals and objectives besides informing and educating future and current practitioners, the firms and the public about practices and principles that help the HR profession. More importantly, ethical and credible activist capability helps in influencing organizational recruitment practices, encourage social responsibility and professional decision-making.

While working as an intern in the manufacturing company, I demonstrated the ethical and credible activist capability through influencing workplace and recruitment practices. The firm needed to hire, recruit and train employees to attain the requirements of lean manufacturing. During the hiring and recruitment process, we adhered to highest standards of professional and ethical behaviour and avoided prejudice and corruption in the process. We complied with the employment law and worked consistently with HR profession value. We also advocated for proper use of human resources through adhering to human rights and rights of employees that include ensuing implementation of safety measures.


Bondarouk, T & Lujan, M 2014, Human resource management, social innovation and technology, UK, Emerald Group Publishing.

Karami, A 2012, Strategy formulation in entrepreneurial firms, UK, Ashgate Publishing, Ltd.

Meifert, M 2014, Strategic human resource development: A journey in eight strategies, UK, Springer Science & Business Media.

Romano, D 2010, The HR toolkit: An indispensable resource for being a credible activist, India, McGraw Hill Professional.