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Question: Discuss about the Model of Excellence. Answer: The model of excellence released by the Australian Human Resources Institute (AHRI), identified 7 capabilities that is essential for the HR practitioners. These capabilities are essential to be possessed by the HR practitioner, since possession of these capabilities will ensure effective management of the business organization. Being business driven and expert practitioner, along with being an effective change and culture leader is important for being an effective HR practitioner. Three of these capabilities are selected and analysed. The selected capabilities are: Business driven The capability of being business driven is one of the essential capabilities of a HR practitioner. This includes the understanding the products and services that the business organization provides to its customers, along with the operational strategies on which the company works (Ahri.com.au, 2017). The key organizational drivers have to be understood by the HR practitioner. This include understanding the key drivers, as well as the needs of the customers and the stakeholders (Brewster and Hegewisch 2017). The organization performance and its drivers have to be understood as well (Armstrong and Taylor 2014). The HR practitioner has to drive the competitive advantage through the people for the organization. The clarity in understanding and anticipation of the impact of the legislation and the policies of the government has to be understood by the HR practitioner (Coetzer et al. 2016). The external factors such as the social factors, the technological factors, the demographics, the eco nomic factors as well as the political factors cast a major influence on the business of any organization (Ahri.com.au, 2017). These have to be understood and the impact of these factors on the organization has to be anticipated by the HR manager (Marchington et al. 2016). Responding to the internal as well as the external influences and their impact on the organization has to be understood by the HR practitioner (Brewster and Hegewisch 2017). The factors such as sustainability and the workforce risks have a strong impact on the organization, which has to be realised by the HR manager. This capability is important to the HR practitioner to posses, since the lack of understanding of the business operations will result in misguidance of the employees. In order to demonstrate that I posses this capability, I will demonstrate clear understanding of the business requirements of the organization, for which I have applied in the graduate HR position. Expert practitioner Being an expert practitioner includes the application of the HR knowledge that I posses, in the practical field. Moreover, growth and self-development in leadership and people management has to be ensured by the HR practitioner who posses this capability (Coetzer et al. 2016). Development of the insight on how the business decisions affect the design , culture and performance of the organization, has to be understood (Ahri.com.au, 2017). The internal capabilities, along with the expertise and the skills, possessed by the work force of the business organization, have to be realised by the HR practitioner (Sparrow et al. 2016). The clarity of understanding of the emerging technologies, and its impact on the business organization has to be realised as well (Coetzer et al. 2016). The effective problem solving capabilities have to be clearly demonstrated by the HR practitioner (Ahri.com.au, 2017). This capability is essential to be possessed by the HR practitioner since anticipation of th e various emerging technology and its application in the business organization has to be understood by the HR practitioner. In order to demonstrate that I posses this capability, I will clearly highlight the anticipation of various events that I have successfully managed. Moreover, the conflict management skills that I have demonstrated in my school or college could also be cited as an example of the skills I posses. Culture and change leader Change management and introduction of sustainable change that is likely to enhance the productivity of the organization needs to be understood by the HR practitioner (Coetzer et al. 2016). The understanding of the components that are required for a sustainable as well as productive organization is to be demonstrated (Malik 2016). The designing and the delivery of the innovative HR solution has to be effectively done by the HR practitioner (Ahri.com.au 2017). Clarity in communication, along with implementation of the effective workplace practices have to be implemented. The workplace culture, has to be positive, such that the workforce could be motivated to work diligently, towards the successful achievement of the organizational goals (Brewster and Hegewisch 2017). Monitoring progress and change management in the organization has to be ensured. The HR practitioner has to be competent enough such that the change management could be carried out effectively (Ahri.com.au 2017). The outco mes of the changes have to be predicted successfully, to ensure that the changes will have positive outcome for the business organization (Coetzer et al. 2016). This skill is important and has to be demonstrated successfully by the HR practitioner. The change that is initiated in the business organization has to be managed effective to ensure that the changes are beneficial to the organization. The HR practitioner needs to posses this skill since changes are inevitable in any business organization and it is important to ensure that the changes are positive. Moreover, effective change management taken up by the HR practitioner will ensure that the employees accept the changes positively. In order to demonstrate that I posses the skills of culture and change leader, the changes that I had initiated in my peer group in college could be demonstrated. I have taken up cultural activities in my college and ensured that a positive culture with diligent working is experienced. Thus, the model of excellence, released by the Australian Human Resources Institute (AHRI), highlights essential capabilities that are to be possessed by the HR practitioner. It is important that these capabilities are possessed, such that the effectiveness of the business organization could be realised and implemented. The HR practitioners need to ensure that they develop these capabilities and enhance their skills from time to time, such that effective management of the human resources could take place. 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.