Home' HR Monthly : February 2015 Contents 8
A ROUND-UP OF WHAT
YOU'RE TALKING ABOUT
ACROSS AHRI'S SOCIAL
"Sooo excited! We won!
#ahriawards thanks to an
awesome team! #Westpac"
"Congratulations & best of
luck to all the finalists for
@AHRItweets" JUSTINE COOPER
"@rexster it's THE award &
pressure. Congrats to all the
nominees (CBA, Coles,
RSPCAQld, Santos, Bulk
"Hey @AHRItweets, love
the HR TNA available on your
website! #valueadd #HR"
"Couldn't be more proud
of my mama @jennybryantau
for taking home the
#AHRIawards for #tech
innovation for mycoles
"A few sounds
@mrpercivalrocks just sent
through the mic at the
#AHRIawards reminded me of
home & ceremonial time.
@AHRItweets: HR not just
about loving people; it is a
tough profession; need to
balance empathy & business"
"Great sur vey from
@AHRItweets -- hope you can
complete it -- won't take long.
Maybe we can eliminate
HOLDING AHRI ACCOUNTABLE
No person ever steps in the same river twice. That's
not just because the river is not the same river, but
also because the person is not the same person. This
celebrated obser vation is attributed to the ancient
Greek philosopher Heraclitus.
When AHRI conducted a member survey last year
that resulted in a discussion paper titled 'What is
Good HR?', we were conscious that it was being
conducted against a backdrop of rapid developments
in technology and communication that have exposed
Australian enterprises as never before to competitive
pressures and uncertainties on a global scale.
In addition, we were mindful that many
Australian businesses are coming to terms with
a marked decline in consumer confidence, are
experiencing decreasing demand and lower prices
for commodities, and are coping with heightened
security tensions here and abroad. We were also
seeing Australian businesses struggling to compete
globally in the battle to source and retain the talent
that makes our organisations agile and competitive.
All this confirmed that the rules of engagement are
not what they were. What worked before will not work
in the present, much less in the immediate future.
The river is not the same river and the HR practitioner
of yesteryear is not the same person who
practises today. To take but one example,
during the 1980s three out of 10 HR
practitioners were female; now seven
out of 10 are female -- a gender reversal
within just three decades.
With those thoughts in the forefront
of our minds, over the past year
the AHRI board and council of state
presidents have been working with
my management team to positio3n the
institute to more vigorously bolster the
HR profession by strengthening its
standing and influence.
We face a continuing
expectation that budgets
will be tight and that many
businesses will not be able
or willing to resist the
pressure to contribute to
an already increasing
In that eventuality, HR practitioners with influence will
be expected to take a leading role in advocating credible
solutions. Alternatively, HR will wear the usual ignominy
of being seen as the architects and administrators of
decisions that may not be of HR's making.
To better place AHRI to assist in positioning
the profession in these shifting times, we have
restructured the institute in such a way as to establish
five foundations or pillars that support you, the
contemporary HR practitioner, by championing and
defending sound professional practice (see pillars
diagram on page 14):
PILLAR 1 will see an overhaul of our professional
recognition standards and professional certification
to focus on tailoring member support to match your
different career stages and employer expectations.
PILLAR 2 is about engaging you, our members, in a
vibrant HR community by enabling interaction with
peers through communication media aligned to your
PILLAR 3 is about how we can continue to build
AHRI's capability to influence and advance the
professional standing of the profession through
more robust research, intellectual leadership,
and judicious advocacy.
PILLAR 4 is about making sure that you
see AHRI as the place to go for services,
tools and personal connections.
PILLAR 5 is about the enablers that
ensure AHRI's infrastructure and
facilitates strong member
These are the pillars
against which you can hold
AHRI accountable in the
future. If they work for us,
they will work for you.
AHRI chief executive officer
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