Assignment 1:

Student name: Le Vu Anh Thu

Student number: 20431216

Wordcount: 1634 words

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An excellent Human Resource Model is a persuasively goal for every human resource
manager, due to the exemplary essential ability and skills of an ‘Perfect’ Manager defined in
‘Model of Excellence’, which announced by Australian Human Resources Institute (AHRI).
In more details, this assignment will discuss about Business driven, strategic architect and
workforce and workplace designer abilities and its importance to a Human Resource
Manager.

Business driven.

Business driven, which is one of the “I know” competencies, require Human Resource
Manager have the ability to deeply understand and apply the entity’ context and objectives
(Australian Human Resources Institute, 2017) This important knowledge spread widely such
as operations, products and service produce, purchase and delivery system as well as the
influences of internal and external factors, according to Australian Human Resources Institute
(2017).

This capability is one of the most important key requirements for a Human Resource
Manager. Professor Dave Ulrich (1997) classify main role of a Human Resource Professional
like a compass with four ‘’direction’’ including Strategic focus, People, Operational focus,
and Systems. Business Driven involve to all dimensions of Human Resource Manager Role
in every detail as well as the basic nature of all organizational activities. If a Human Resource
Manager do not meet the requirement of Business driven, Misunderstanding could lead to
serious mistake in creating strategy, training, and leading employees, which impact directly
to the entity.

This criterion is specific to each different industry. To apply the graduate HR position with
Business-driven criteria, I would prepare some evidence depends on the company that I am
applying. I could provide my bachelor’s degree, projects certificates, especially work and
internship experience. My bachelor’s degree could prove my basic knowledge in terms of
operation and management. Projects certificates showed my ability to research and analyze
some specific aspect of the industry. Finally, my work and internship experience are the most
important evidence to possess Business-driven capability. I tend to try many different
positions in the industry to get the widely understanding of operating and managing the
business from many different perspectives.

For instance, I’ve work in an education center in Hanoi as a human resource manager for 1
year. Although I do not have any degree of education, I have many experience in education
industry. Since 2015, I stared to teach in Clever kids education center as a tutor for primary
class. The manager told me that I have potential talent in teaching students and impress them,
so she trained me many important skills to teach classes. After 6 months, I realized that only
knowledge is not enough to be a teacher. On the other hand, A teacher need to analyze the
personality of the students to find the suitable way to get their attention, guide them to study
actively, to build and apply rules in class and especially to face with some difficult case of
student and their parents. At the same time, I teach private tutors for middle and high school
students, which impact me to be more patience, unbiased and get to know how to control my
word and emotions. In year 12, I created a small project to teach student in a local primary
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school to try new working environment. In summer break, I worked in Clever kids center as
an sales marketing and coordination office staff. I learned many new skill and knowledge
from this new perspective including operating events, class, report the financial statement,
competently hold consumer service as well as sale and marketing. This position is quite
multi-functional with many different roles. After 5 years of working, I was promoted to
human resources manager. Experience and knowledge of many different aspect of the
business is one of the factors help me to be a Human resources manager.

Strategic architect

This “I know” entail could formally understand as the ability and skill to build and apply
strategies for operating and related activities (Australian Human Resources Institute, 2017)
This ability require manager to classify the base competencies to create and its fundamental
process for long-term vision (Prahalad & Hamel, 1990).

It is persuasive to state that strategic architect should be the core requirement for Human
Resource Manager. As mentioned before, Strategy is one of four main dimensions of Human
Resource Professional, according to Ulrich (1997)

By identify all individual attribute, organization context as well as expect the outcomes, the
human resource manager could utilize radically potential factor and minimizing unnecessary
risks. Strategy also refers to challenges and goals, which boost both task performance and
employee’s enthusiasm for the job.

In the case of applying for Human Resource Manager, I could persuade the company by some
of my strategy. In some case, I also can actively build the strategy for the company before the
job require us to do it. In my working period in Clever kids centre required me to build the
strategy, it include management strategy and operation strategy. I usually set the strategy as a
long-term goal. In my own classes, I always build the specific strategy for every student. I
rate my students knowledge by the scale of remember, understand, apply, analyse, evaluate
and create, which lead me to set the goals for each students as well as step by step for us to
get the goals. Although it is a simple strategy, I usually align the strategy by the time and it
mainly leads to outstanding outcome. As a sales marketing and coordination office staff, my
jobs are quite messy and busy. However, I assemble those to the main strategy of business
before I plan the short-term plan for each mission. The order and purpose of every steps in
the strategy is critical and connectively. For example, Clever kids centre want to operate
more class and tour in foreign countries. We divide it into different International programs
for students and advertising to seek new student. Each program have its own goal and plan to
purchase.

Workforce and workplace designer abilities

This ability could simply be defined as aligning and creating the suitable team force and
workplace. This ‘I do’ competency could tend the manager to satisfied most of basic Human
Resource Management Responsibility. As creating and arranging workplace and workforce,
the manager could easily to manage them to reach organisation goals.

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Designing workforce and workplace could be seem like the major skill for a Human Resource
Manager. It relates to 4 dimension of Human Resource Manager roles, especially people and
system aspect (Ulrich, 1997). The company could utilise the human resource, environment.
The Manager could combine it with their strategy to create their own model for organisation
to reach the company goals without wasting time and resources.

This skill is quite specific, depend on the industry that the manager work for and require the
manager to analyse the current situation of the company and their conditions. If a HR position
require the manager could be able to design workforce and workplace, then the candidates
should prepare their actual skill and experience from internship and the companies that they
work before. The candidates also can show their creative ability and their knowledge which
should be update according to the company and to the trend of the world. For instance, I used
to manage the lunch and afternoon break for preschool student. This is an important part of
our centre, in terms of teach them to be independent as primary school student as well as
nutrition care with diversity kind cuisine. At the beginning, each student has one serving
which is the same as other kindergarten in the city. However, the students eat slow, and they
waste food craps. I offered to change the model of lunch and model of canteen in the lunch
time. I serve food as buffet restaurant and ask them to describe, choose and try the food. This
is an old model of canteen, but it leads to an outstanding outcome. The students eat faster and
happier. Some common problem such as “Anti vegetable” or geeky-eater student also was
solved because the students were told to be responsible to their food choice. However, As be
mentioned before, workforce and workplace designing could depend on the current situation.
After 5 months, it was an injustice problem at the lunch time. There was a new class of
primary students and they usually eat after preschool students. The teacher of preschool
students tends to divide majority amount of food to preschool students, which directly lead to
the waste a huge amount of food. The primary class usually have no food left. The teachers
complained me that the amount of food is not enough. I tried to improve it instantly in terms
of increasing the amount of food. However, the primary student was still starving although I
doubled and tripled the amount of food every day. I realized that preschool class take most of
food and left food craps in the rubbish bin while primary students sadly look at the empty
bowl on the table. It was stressful due to teacher and student complain, dissatisfaction from
the manager and my failed repair attempt. Fortunately, I came up with a new idea. I divided
the food into 2 class servings as buffet model to limit the amount of food for preschool class.
The food was serving separately into different big pot and bowl as always. However, I offer
the kitchen to divide the food into 2 big servings and serve the preschool class first, and them
serve the other serving only when the primary student started to eat. This is just a simple
example of workplace and workforce designing importance in my working experience.
However, it could prove my ability to design and improvise workplace and workforce.

In conclusion, Business driven, strategic architect and workforce and workplace designer
abilities are persuasively important requirement to select Human Resource Manager.

Reference list

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1) Australian Human Resources Institute 2017. MOE descriptions. Melbourne,
<https://www.ahri.com.au/media/1161/moe-descriptions-1-may2017.pdf>. viewed 26
2) March 2021. Prahalad, C.K, & Hamel, G. 1990. The core competence of the
corporation. Harvard Business Review, 68(3), 79.
3) Ulrich, D. 1997. Human Resource Champions. Boston, Massachusetts: Harvard
Business School Press.