Application of High Performance Work Practice Model

The assignment discusses the application of the High Performance Work Practice (HWPp) model in the North America Region of Whirlpool. It reports a significant improvement in employee performances and engagements after implementing HWPp. The model is found to have led to learning at individual and organizational levels, resulting in staff growth and development. A continuous effort for improved learning and professional development is recommended for sustainable business growth and performance.

Developing Individual and
Organizations

Table of Contents
INTRODUCTION...........................................................................................................................3
P.1 Determination of appropriate and professional knowledge, skills and behavior that is
required by HR professionals in Whirlpool.................................................................................3
P.2 Professional developments plan of a for given case of HPW................................................5
P.3 Difference between organizational individual learning, training and development plan for
given case.....................................................................................................................................7
P.4 Analyzing need for continuous learning and professional development plan for sustainable
business performance...................................................................................................................8
P.5 Contribution of HPW in Whirlpool for employing engagement and competitive advantages
.....................................................................................................................................................9
P.6 Evaluation of different approaches of performance management and their support to HPW
and commitment........................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
An organization is combination of human and other resources which are necessary for
production and delivery of product or services. The business is run mainly by human resources
that are generally referred as personnel. It consist of directors, managers, employees, workers
and labor, in short all those who work in entity or are related with activities fall under category
of human resource. The present report is on application of High performance Work practices in
Whirlpool is done. A detail discussion about key skills, professional knowledge and behaviors
which must be possessed by HR professional of Whirlpool is represented. Along with this of
development of professional plan which is required for improvement of HR and different
between learning of individual and organization in discussed..
P.1 Determination of appropriate and professional knowledge, skills and behavior that is required
by HR professionals in Whirlpool
Employee relation: the major change which is required in staff of North American
Region is to break the ice among employees. The manager and other professional in HR team of
Whirlpool need to focus on development of relation of employees with other s and management
as well. This can be done by conducting various programs and other activities that require
interaction and team work.
Teamwork and collaboration: this is another skill that must be possessed by every
member in HR team as they are responsible for handling the matter of personnel of the
organization. For application of High performance Work practice in Whirlpool team spirit is
essential as with motivated team in same direction can lead to successful application.
Scheduling: to carry out a plan to implement it a perfect and proper scheduling is
requires (Nankervis and et.al., 2016). The HR mangers and professional are required to keep an
eye on the time line as the tasks and activities are being completed on time and there is on lag in
the scheduling on work task. For Implementation of HPW practice in Whirlpool is responsibility
of HR department to set a timeline and see through ant limitation that is occurring ant time lag
and take immediate action to nullify it.
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Communication skills: this can be defined as requirement of possessing communication
skills with peers and other employees. The HR managers and personnel are required to
communicate the requirement of the HPW practice which are needed to be fulfilled by the
employees. A well informed employee can perform best in ant situation as he/she knows
requirement of the given task.
Critical thinking and analysis: another major skill that must be possessed by an HR
professional of Whirlpool is can be defined as having instinct to determine and identify any
upcoming opportunity or limitation than can be faced in implication of HPW practice. They
must have thinking process and insight to critically analysis a situation to apply relevant
measured accordingly.
Organization of human resource: the task of high professional work practice is related
with improvement of relation of employees with higher authorities and also with other
employees of Whirlpool. So HR mangers and personnel are required to take an in depth research
to determine the nature of practices and culture which is prevailing at workplace and then
implement techniques to be addressed to employees so that a better work culture can be
developed within organization.
Role model: the HR department of every organization is responsible to manage the
human resource within the organization and same is case with Whirlpool (Griggs and et.al.,
2015). Employees sometime rely on HR department for solving their problems to address any
other work related issue. The mangers must possess a quality to reflect themselves are role
models for employees as they can set examples for employees and can be followed. This must be
kept in mind by HR managers that they must work ethically and in direction of achieving the
HPW practice. So employees also get motivated to work in that path as well.
Courage to challenge a situation: the fact cannot be denied that though due care is
taken but sometimes HR professional faces uncertain situations and contingencies and this is the
time when they must show their courage to challenge the situation and take steps to nullify the
effect of such uncertainties. In Whirlpool HR can face situation of ethical dilemma among
employees and team spirit, so must possess quality to face the situation and have courage to
challenge those employees who do not comply with requirement of the task.
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Performance management: this can be understood as management of the task
performance of application of high professional work practice within Whirlpool organization.
The keep eye must be kept on performances of employees and they must be motivated from time
to time to take active participation in this activity as this is related with betterment of their work
culture and within organization as well.
P.2 Professional developments plan of a for given case of HPW
As a HR consultant in Whirlpool I need to possess certain skills , professional knowledge
and a professional development is must for me (Cohen, 2015). All the above mentioned
requirements are essential for effective application of HPW practices Whirlpool. This is a
necessity task for HR departments as it involved all human resource of organization. Below
mentioned are key skills, professional knowledge that I must have along with a certain personal
development plan for myself.
KNOWLEDGE
Project details: for application of high work professional practices in Whirlpool the first
and for most requirement is that as a HR consultant I must know the importance, benefits and
how to deploy such motivation in team and employees. I have gained a complete knowledge
about the effectiveness of this practices within organization, development at both individual and
organizational level along with faster attainment of goals and objective of Whirlpool.
Behavioral traits of employees: the next thing for which a in depth
knowledge is required is related with how the behaviors individuals and team members are
governed, influenced and managed within Whirlpool (Vincent, 2016). I learned the most of the
employees are highly optimist and can be motivates easily with small efforts some of them are
very tough to move from their professionals goals. By keeping these entire in mind an effective
approach for application of HWP will be selected.
KEY SKILLS
Communication skills: this is my skill i.e. having a great communication
skill and this makes me a good HR consultant for Whirlpool. This project involves human
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resources and to have a great rapport with them to read out their mind, giving suggestion, taking
suggestion with perfect communication channels will be a boon to whirlpool.
Management and leadership skill: the another skill HR consulted must
possess is managing its personnel and organization along with a great leadership trait. As HE
professional I possess both this quality and in past I have my leadership on some of the project
have yield great results. I also have a vast knowledge of managing employees and staff and
organization both side by side.
Swot analysis
Strength
 A graduate in Business studies from
Harvard University.
 Confident and dynamic with pleasing
personality
 Can work under pressure and deadlines.
 Excellent in computer software and
internet.
Weakness
 A fresher in industry.
 Workaholic.
 Difficulty in attending long meetings
 Difficult to communicate with new
people for first few times.
Opportunities
 Can learn may new thinks in new job.
 Exploration of better career option.
 Gain in depth knowledge about
corporate and business skills.
Threats
 Facing tough competition from peers.
 Dislike among certain employees as
recruited as a young person on a skilled
job.
PERSONAL DEVELOPMENT PLAN
Issue Activities time Frame
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Workaholic Attend meditation session and
will prepare time schedule and
deadlines to complete work on
time.
8-12 months
Competitions and dislike Will try to communicate with
each employee and maintain a
rapport with them in order to
avoid conflicts.
Duration of work time.
Communication problem Will attain seminars for
developing good
communication skills.
6 months
Employee relation By satisfying the needs and
wants of employees.
By organizing flexible
working hours.
6 months
Teamwork and
collaboration:
By focusing on collaborative
work,
Training and development.
By assigning group task
3 months
Scheduling By identifying available time.
Make the work on priority
basis.
2 months
Communication skills Listen carefully before
speaking.
Using effective medium for
communication.
Be specific
1 months
Critical thinking and
analysis:
Become a self-critic.
Active listening.
Analyzing information.
6 months
In this section I will analysis my personal development planning which
are directly linked with above mentioned skills and knowledge. In this certain questions are
asked to myself to judge my competency in successful application of High Work Performance
practices in Whirlpool.
1. Am I able to identify my personal goals?
My personal goals for Whirlpool is to develop a highly motivated team that religiously work in
direction of fared and effective attainment of organizational objectives while taking adherence
from mission of Whirlpool.
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2. Am I able to judge my strength and areas of development?
My key strength is open and quick communication with all staff members that leads to crate an
environment of connectivity with Whirlpool and they take organizational goals as their personal
objectives (Arulrajah, Opatha and Nawaratne, 2015). The area in which I need to work is related
grabbing knowledge about the current changes in outer markets that can affect the employee
development in Whirlpool.
3. Am I being able to spot the opportunities?
I know how to grab an upcoming opportunities, this is done by a
continues research carried out by team formed for this particular task. The team identifies any
changes within and outside Whirlpool related with HR, management, techniques, personal issues
and other that lead us to grab and sometimes make an opportunity out of a prevailing
circumstances.
With this development plan, key skills and knowledge I will implement the HWP practices in
Whirlpool for development of team spirit in Whirlpool.
Barriers of High Performance Working (HPW)
Barrier of Beliefs: Beliefs drive the attitudes that are demonstrated through behaviors. Until the
beliefs are identified, behaviors will not change.
Barrier of Thinking: Many people are on auto pilot because they have been conditioned how to
perform their jobs. People need to remove the barriers so that they can begin to think proactively
and look at their roles and responsibilities differently.
Barrier of Ethics: The lack of unified and shared ethics within any organization creates an
incredible barrier. When a company has clearly articulated what having high ethics means within
that organization, becoming a high performance company is much easier.
Barrier of People Development: The world is a much faster and more complex place and
should the business world be any different. People are expected to do more with less time. This
is possible if training matures into development by helping people be better at what they
currently are doing.
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P.3 Difference between organizational individual learning, training and development plan for
given case
Particular Organizational Individual
Learning  Provides on-going
learning opportunities
and effective feedback
to its employees
 Provides learning
opportunities for not
just a group or the elite
but all employees
 Has a structure that
enables employees to
take time off from their
everyday
responsibilities and use
the learning
opportunities

 learning is a self-
directed, work-based
process leading to
increased adaptive
capacity’ (CIPD.
 Employee Involvement
in the organizational
processes is a key
source for learning
Training and developments  Taught by an
interpersonal group
 One on one, group
setting, off site or at
group working station.
 Tough through lectures
and exercise.
 On the job, classroom
or online.
Organization Individual
Learning, Training and Productive meeting: weekly Team motivation: the
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development meeting were cancelled out
and urgent issues were solved
with immediate effects. No
personal problems are
discussed in meetings
anymore (George, 2015).
individual employees are
motivation incline more
toward team spirit and work as
a whole team and for this team
wise activities are given to
Strategic meetings: off site
meeting were arranged so that
staff of NAR can present
creative solution to problems.
Transparent
communication: every thing
is clear and transparent
between all team members and
team and organization that
built a sense of responsibility
and connective towards
whirlpool.
I No end run communication:
direct communication with
president was restricted to
certain limits.
Accountability for team
results: every member of team
is held responsible for end
result and this develop a spirit
of individual commitments
towards teams and
organizational goal.
President as hub models: in
this team works together to
solve a particular problem by
listing and challenging each
rather than directly going to
president.
Mutual respect: a feeling of
mutual respect among peers is
developed and this develops a
sense of belongingness with
whole team and Whirlpool as
organization.
P.4 Analyzing need for continuous learning and professional development plan for sustainable
business performance
For a proper application of High professional work practices within
organization the continuous learning of new techniques and skills is required (Abraham and
et.al., 2015). Suitable and significant pans are needed to be developed for long rum growth and
success of the plan is implemented within Whirlpool. Continue learning is a regular ongoing
process which never stop and that enhances the ability to perform and efficiency of the
employees. With continues training the skill set of the employees with get enhances. Training in
regular intervals improve their performance efficiency and this in turn lead to overall
developments of the employees. With a personal and professional development ,confidence and
moral of employees also gets boosted. All theses factors together enhance organizational
performance and profitability.
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Employee motivation and satisfaction: the feeling of being a valuable
resource of Whirlpool and opportunity of growth is generated among the employees and this
effects in overall growth and development of Whirlpool. With development plan for organization
and each individual a sense of responsibility is also integrated within them.
Lower cost of staff retention: with a continuous learning programs
employee retention increases and this lower the cost of their recruitment and retention. Staff feels
valued, motivated and engaged are more likely to stay with Whirlpool.
Sound working practices: learning helps in development of sound
working practices with alignment to goals and objectives of Whirlpool. Development plans leads
in growth of personality and performance output of employees hence Whirlpool’s progress is
ensured.
Increment in productivity: With implementation of learning programs
with in whirlpool and personal development plans for employees, productivity and efficiency of
all staff members is increased. The individual performances grow to different levels as they
learn new thing every and scope of implication to of their leanings is always given for use them
in regular practices.
Better business performance: motivates and high skills staff members
of Whirlpool work together in a team spirit towards attainment of objective of Whirlpool (Choi
and et.al., 2015). For this continuous effort is needed to be put in enhancing learning an
knowledge of employees so that there is no lag in achievement of organizational goal.
Effective response to changes: Whirlpool is able to respond to changes
and adapt to an increasingly competitive and ever changing market on time and very precisely
with a high skills staff who are given continuous learning and training.
P.5 Contribution of HPW in Whirlpool for employing engagement and competitive advantages
Employee Engagement and HPW:
This means that the extent to which employees feel passionate about their
jobs and committed to goals and objectives of the organization. There is a difference between
employee satisfaction and employee engagement, the later is purely related with the connectivity
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an employee have with organization, its mission and vision. With implication of high
performance work practice with whirlpool a higher rate on employee engagement can be seen at
the workplace and organization. Employee engagement can be seen in Whirlpool by following:
Improved motivation: with application of HPW practice in whirlpool the employee are
highly motivated and a team spirit have been boosted and this lead the whole staff more
accountable for achievement of goal and with a same motive all employees have same objective
so their interest are same. This result in effective involvement of staff in organizational
operations and activities.
Accountability for results: All staff members become more accountable for outcomes of
their performances as it is a small contribution in overall achievement of objective organization.
With a responsibility of result the employee focuses more on the effective and efficient
performance.
Continuous participation in forums: forum have formulated for carrying out
constructive debate and discussion about issues faces by the company. All employees employee
being accountable for their performance and this will lead to the fact of their active participation
in forums so that they can reveal the problems faced.
Mutual respect and Strength: respect amount the peers and employee have been
increased a lot and this create a positive environment at workplace. This results in more
transparent communication and improved employee engagement.
Competitive advantages and HPWp:
This can be understood as gaining advantage over competitors means to
be on upper hand over other organizations in the industry. In simple words it can be said that to
a business have better techniques, staff, management or any other thing which other do not have
and the same is strength of the organization. In Whirlpool, the application of HWP model it
have experience growth and development organizational as well as individual level. with this it
has gains competitive advantage in the industry that can be described as follows:
Accountability for performance: with a tam full of motivation, all employees are more inclined
toward the achievement of goal and performance in direction of achieving it
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Transparency: with a increased transparency in communication as well performances a
motivated and positive environment is created in the organization. This lead to gain a
advantages over competitors as no information can out from Whirlpool and secrets task can be
achieved with participation of all staff members.
Enterprise goals over individual priorities: the HPW practice in Whirlpool lead to
inspire employees to give priority to organizational goals over their personal objectives (Chiang,
Hsu and Shih, 2015). This gives an competitive advantages to Whirlpool over other organization
in industry as faster achievement of business objective.
Team mission: the sole objective of the team is to achieve organizational goals with
priority and this result in faster achievements and formation of new level of goals and
performances this will lead to overall development and growth of the organization Whirlpool.
P.6 Evaluation of different approaches of performance management and their support to HPW
and commitment
Performance management: this can be defined as a process through
which manager and employees work together to plan and monitor and review work and
performances of employees and their inclination towards the organization goals. In this overall
contribution of all staff members is evaluated. This can be done with various approaches which
are defined as follows:
Approaches:
Collaborative working: this can be defines as a approach in which all
employees and managers work together for effective application of HWP practices in Whirlpool.
Managers motivate employees to participate in all the activities which can give the batter
workplace environment (High work performance system, 2018). In return all employees give
their feedbacks and suggestion to mangers so that any problems arising cam be mitigate on time
with this personnel of Whirlpool reflects utter dedication and commitment to increase the work
quality and performance.
Quality approach: this can be defined as evaluation of performance as
emphasis is given on both personal and management performances in application of HWP
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practice model. The problems in application of the model are determined and both employees
and manager work together to solve those problems. This approach helps in increasing
commitment of personnel of Whirlpool so that results in effective application of high work
performance in Whirlpool.
Result approach: this can is done as setting up of goals for Whirlpool i.e
effective application of high work performance practice next employee objectives are set out.
Then individual action s are monitors and performances are evaluated. Eg: to complete a file in
5 hours, employee can get a bonus and incentive.
Behavioral approach: in this approach the manager of Whirlpool keeps
records of effective and ineffective performances in HPW on part of each employee. In this
behaviors of ineffective employees are motivated and initiative are taken, so that they can take
active and efficient participation in objective attainment of Whirlpool. On the other hand for
effective performances in HPW model they are appreciated and appraisal is given to them and
employees are more motivated to keep consistency in their performance. Eg: employee with
ethical and moral conduct with no indulgence in corruptional and illegal behavior will get a
reward and award at the end of financial year.
Attribute approach: in this approaches characteristics and traits of an
individual employees who are targeted towards the attainment of organization goals
(Performance management, 2018). In Whirlpool the application of HPW can be very helpful as
initiative for leaders are taken along with increment in competitiveness and this helps in analysis
of individual performance in the application of HPW practices in Whirlpool.
With this it can said that all above mentioned approaches of performance
managements leads to better and effective application of High work performance practice in
Whirlpool organization, along with this initiatives, motivation, leadership elements are also taken
into account so that effective commitment on all employee is ensured. Eg: empooyee in a tema
are motivated rto attain the gola and this will result in their promotion.
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CONCLUSION
From the above report it can be concluded that with application High
performance work practice model in North America Region of Whirlpool a major improvement
had been seen in employee performances and engagements. They can now more related
themselves with the Whirlpool and other staff of the organization. Further it can be interpreted
that with HWPp there was a lot of learning at individual as well as organizational level, which
lead to the growth a development of staff and overall workplace, performance of Whirlpool. At
the end it can be articulated that a continuous effort must be paid for improved learning and
professional development for a sustainable business growth and performance.
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REFERENCES
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AU.
Griggs, V and et.al., 2015. Professional learning in human resource management: problematising
the teaching of reflective practice. Studies in Continuing Education. 37(2). pp.202-217.
Cohen, D. J., 2015. HR past, present and future: A call for consistent practices and a focus on
competencies. Human Resource Management Review. 25(2). pp.205-215.
Vincent, S., 2016. Bourdieu and the gendered social structure of working time: A study of self-
employed human resources professionals. Human Relations. 69(5). pp.1163-1184.
Arulrajah, A. A., Opatha, H. H. D. N. P. and Nawaratne, N. N. J., 2015. Green human resource
management practices: A review. Sri Lankan Journal of Human Resource Management. 5(1).
Abraham, M. J and et.al., 2015. GROMACS: High performance molecular simulations through
multi-level parallelism from laptops to supercomputers. SoftwareX. 1. pp.19-25.
Choi, H and et.al., 2015. An organic surface modifier to produce a high work function
transparent electrode for high performance polymer solar cells. Advanced Materials, 27(5),
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Chiang, Y. H., Hsu, C. C. and Shih, H. A., 2015. Experienced high performance work system,
extroversion personality, and creativity performance. Asia Pacific Journal of
Management. 32(2). pp.531-549.
Online
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Performance management. 2018. [Online]. Available through :<
https://www.cipd.co.uk/knowledge/fundamentals/people/performance>.
High work performance system. 2018. [Online]. Available through :<
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