Developing Individual Team and Organisation

This report examines the role of human resource management in developing individual teams and organizations, using Whirlpool Corporation as a case study. It analyzes key aspects like professional knowledge, skills, and behavior required for HR professionals, the differences between organizational and individual learning, and various performance management approaches. The report also highlights the need for continuous learning and professional development to sustain business performance.

Developing
Individual Team
and
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
P1Determining appropriate and professional knowledge, skills and behaviour of HR
professionals................................................................................................................................1
P2 Personal skills audit to identify skill and knowledge as well as a Professional development
plan..............................................................................................................................................5
P3 Analysing difference between organisation and individual learning, training and
development................................................................................................................................6
Difference between training and development...........................................................................8
P4 Analysing need of continuous learning and professional development to sustain business
performance.................................................................................................................................9
Advantage of CPD in whirlpool as per case scenario...............................................................10
Barriers of CPD as per case scenario of whirlpool...................................................................10
P5 Understanding how high performance management contributes in employee engagement in
competitive advantages.............................................................................................................10
P6 Evaluating different approaches of performance management ..........................................11
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
Human Resource Management play a significant role in an organisation. It deals with
issues resources related to compensation, performance management, organisation development,
safety, benefits, employees motivation and training and individual. The main purpose of human
resource management is to maximise productivity of an organisation by optimising effectiveness
of its employees. In this report organisation chosen is whirlpool Corporation, it is an American
manufacture and market of home appliances, headquartered in Michigan. It is one of leading and
largest home appliances maker in world wide. This report is going to determine appropriate and
professional knowledge, skills, knowledge that are requires in Human Resource professional in
an organisation (Ford, 2014). Moreover, analysing needs of continuous learning and
professional development to attain sustainable business performance. Further,demonstrating
how HPW contributes to employees engagement in competitive advantage with different
approaches of performance managements.
P1Determining appropriate and professional knowledge, skills and behaviour of HR
professionals.
Human resource professional are very essential element in an organisation, employed
with specialised knowledge of operating managers and employees. The HR professional are
those individual who are leading their organisation increase such as organisation development,
strategic utilization of employees. Its main motive is to serve best employees, talent management
and development of an organisation. As per case scenario of Whirlpool, human resource
professional must possess appropriate and professional knowledge, skills and behaviour are as
follows:
Knowledge:
The body of knowledge provides a framework to human resource professional to focus their
learning and development opportunities and responsibilities. Their knowledge helps to maintain
a good internal culture and management works hard to engage with employees in positive and
productive way (Somech and Drach-Zahavy,2013). As per case scenario, in whirlpool human
resource professional have good knowledge regarding some important elements are as follows: Administration: Administrator is first point of contact within an organisation. It plays a
very significant role such as including specific and important task. The human resource
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professional of whirlpool possess good knowledge of handling specific task such as
employment contracts, recruiting and selecting right employees. Moreover, they ensure
database is up to date, accurate and complies with legislation and assisting in recruitment
process. Training and development: Training and development are very important for an
organisation as it helps to improve efficiency and productivity of employees (Belbin,
2012). The human resource professional of Whirlpool, consider training and development
one of greatest staffing concern as it boost employees satisfaction and improve employee
retention. Moreover, improve and build new skills, job performance and developing a
culture of teaching and learning process. This is beneficial for both individual as well as
organisation.
 Communication system and effective procedure: Effective communication system and
procedure helps an organisation in contributing success in many ways. Human resource
professional ensure there is effective communication and procedure in their organisation.
This helps in building employees moral, satisfaction and engagement. It also helps in
understanding terms and conditions of their employment and drives commitment of
loyalty.
Health and safety: In an organisation health and safety plays an important role within
employee's engagement in their job. As it is one of the factor in order to promote well of
employees. Moreover, it is moral duty and responsibilities in order to look after consumer
protection act as well as need to maintain health and safety procedures because human loss is
immeasurable and intolerable.
Skills: An ability and capacity required through deliberate, systematic and sustained
efforts to smoothly carry out complex activities. Human resource professional should adopt
certain skills that are beneficial in performing job functions, ideas and knowledge of
interpersonal skills. In case of Whirlpool, human resource professional are required to have some
skills. Such as: Coordination skills: Coordination skills is process of organising people or groups as to
ensure them to work together in their workplace. Whirlpool human resource professional
have capacity to organise one's work and to link with several other workflow. Such as it
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includes attending several activities, prioritising and switching them as required in
organisation. Communication skills: Communication plays an crucial role in an organisation as well as
working environment of employees (Goetsch and Davis,2014). Human resource
professional of whirlpool, have to communicate up to management, over to managers and
to all levels of employees. They have to be good communicator, convincing, caring and
believable in an organisation.
 Time management skills: Human resource professionals need to manage their time
effectively to execute their daily task and future project needs (Hirst,Van Knippenberg,
Chen and Sacramento,2011). Whirlpool HR professional need to have good time
management skills so that they are bale to focus on goal setting, decision making
process, planning its objective to meet long term goals.
Problem solving skills: Problem solving skills are those which an individual is needed
to deals out with problems such as mental, analytical and creative. This include skills such as
ordering, comparing, contrasting as well as evaluating and selecting. Whirlpool, human resource
professional has implement certain problem skills are as follows: Leadership skills: Leaders are important for advancing growth and fulfilling strategic
objectives of human resource function. Human resource professional has adopted certain
leadership skills to initiate different function such as maintains records of their data base,
engaging working culture, overcoming with conflicts and disputes arises between
employers and employees.
 Analytical skills: This skills is defined as process of an individual, having ability to
visualize, articulate, conceptualise problem. Whirlpool, human resource professional
have ability to solve both complex and uncomplicated problems by making effective
decision (Sommer, Howell and Hadley, 2016). With sensible approaches of given
information.
Behaviour: Behaviour is range of action and manner in which an individual behaver in
environment. The human resource professional of whirlpool have possessed they need to have
certain elements of behaviour. Such as: Confidence: Human resource professional should have good confidence in their work to
perform all actives related to their work. Whirlpool human resource professional have
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confidence in their task and have ability to perform their each task with greater ease of
confidence (Hawkins,2017). This increase credibility in them as well in maintaining work
of an organisation.
 Cooperative: human resource professional should have cooperative and supporting
nature towards both employers and employees. As per case scenario of whirlpool,
humans resource professional are cooperative with their employees as well as in task they
are performing (Bell, Villado, Lukasik,Belau and Briggs, 2011). Moreover, they are
engaged with activities supporting activates that help each and every department to
perform their work effectively.
Good team work: In an organisation a good team work is essential as it creates a
positive impact in competition of project in an appropriate manner. Moreover, working together
can help team members to to increase their experience and solve complex problems as well as
creating new solution and ideas. Moreover, enhancing and developing help both mangers and
individual to learn many different and innovating ideas from it.
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P2 Personal skills audit to identify skill and knowledge as well as a Professional development
plan.
Personal skills audit can be described to evaluate its own skills and abilities related to
performance so that certain efforts or actions can be taken to remove threats properly. It is very
important to determine one's own strength to increase productivity and proper analysing
problems will help to devise strategies for reducing threats in performance (Consiglio, Borgogni,
Alessandri and Schaufeli, 2013). In context to whirlpool they should make certain policies and
strategies which are helpful in developing individuals and teams which results in better
attainment of goals.
Personal Skills Audit
Requirements Personal auditing rating GAP
Knowledge
 Administration 4
I lack in administration
because I didn't get appropriate
direction to conduct
administration activity.
 Training 6 I have strong awareness in
training programmes so that I
can adopt more effecting
development in my process.
Skills
 Communication
6 I am good at my
communication skills and have
good command over various
communication problem.
 Problem solving 4 I am not able to understand the
actual concern for the problem
and doesn't find any immediate
solution.
 Coordination 5 Herein, I an lacking behind in
coordinating with my team
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members in performing my
roles and responsibilities.
Behaviour
 Confidence 4
I lack in confidence due to the
work pressure and dynamic
working environment.
 Cooperative 5 I am able to bring cooperative
in my work as well as with my
team members so that
coordination in other
activities between people dose
not leads to misunderstanding
and leads chaos.
WEAKNESS:
 Training- I d understand the training ideas and which leads to help me in handling tasks
 .Communication- Communication is my strength which helps me to interact with
members and work in healthy environment.
 Coordination- I can easily coordinate my work by assigning time to assigned projects to
avoid misconception.
 Administration- Herein, I am lacking with the ability of properly administrating work,
ensures completion of works at prescribed time.
 Confidence- I do not have much confidence in my work which helps me to work with
all dedication and improves performance
 Problem solving- I dont understand the reason behind problems and unable to find
solutions
Personal development plan – The personal development plan is required to first observe
and analyze self strengths and weaknesses so that strong abilities can be utilized and weak points
can be removed properly. Skill audit consist that how an employees rates and mark own skills
and abilities before the employer (Ferris and Treadway,2012). It enhances accuracy and
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transparency in organisation. It increase faith in organisation and employer simultaneously it
enhances profit and brand image of organisation. Employees without skills audit does bot
identify its weakness and unable to work properly.
PERSONAL DEVELOPMENT PLAN
Requirements Perso
nnel
audit
rating
(0-10)
GAP Remedial action Deadline
for
remedial
action
Knowledge
 Administration
4 I need to improve
administration
process in order to
take various
decisions and make
good use in an
appropriate manner.
I can attend different
seminars of training
and development to
enhance my carrier.
4 months
on going
 Training 6 Herein, I need to
improve my training
and development
processes so that I
can utilises my best
skills in performing
activity.
For such instance I
can attain various
training and
development classes
in over to over come
such purpose.
3 months
Skills-
 Problem solving 4
I need to improve
communication
skills that can
analyse various need
to recover all
problems. Such as
coordination and
I can over with such
problems by reading
more books and
interact in a good
manner in order to
enhance my career
and give more job
2 months
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problem solving
skills.
opportunities. As well
help me to take
decision in an critical
situation.
Communication 6 I need to improve
my communication
skills so that I can
approach each and
every activities in an
effective manner.
I can improve by
communication skills
by attending classes
sessions and seminars
2 months
Coordination 5 I need to work upon
my coordination
skill so that I can
cope up with
different my team
members so that
desired goals can be
achieved.
I can improve this
skill my cooping up
with my team
members so that I can
bring up coordination
in my work
2 to 3
months
Behaviour-
 Confidence 4
I need to familiarise
more rules that make
more confidence in
all employees and
the behaviour of all
employees are to be
good in order to
analyse some goals
and objectives.
I can gathers more
needs and make more
problems to make
perfect decisions and
regulate all terms and
conditions and It will
help me in
organisation in
maintaining a positive
workplace.
On going
Cooperative 5 I need to adopt This skills I can 2 months
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cooperative skill so
that while
performing task does
not lead to create
any miss
understanding.
improve by being
cooperative with my
team members,
mangers, co worker
and other general
people so that I can
over with it in an
attractive manner.
P3 Analysing difference between organisation and individual learning, training and development
Learning is way of creating or gaining new knowledge and expressive on new things.
Organisational learning is process of creating, retaining and transferring knowledge within an
organisation. This process is used by organisation to improve knowledge of gains and skills in
job profile.
Individual learning is defined as capacity to build knowledge through individual
reflections about is internal and external stimuli and sources (Yukl, 2012). It also enables and
individual learn through personal re-elaboration of knowledge and experience in light of
interaction with each other in environment. whirlpool’s managers also helps it employees to
learn from individual learning.
In case of whirlpool, they should include some of organisation learning which are useful for
employees in effective manners they are as follows:
Basis Organisational learning Individual learning
Meaning Organisational learning is
process of creating, retaining
and transferring knowledge
within an organisation.
Individual learning is defined
as capacity to build knowledge
through individual reflections
about is internal and external
stimuli and sources.
Research Mangers of whirlpool’s learn
various things which are useful
Self learning or research is an
emerging from individuals
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for an organisation. Such as
knowing its past and future
learnings as it helps them to
identify future needs, taking
fine grained approaches to
characterizing organisational
experiences. Moreover
understanding role of
organisation context in
organisational learning.
learning ability to manage task
without having any direction
from others. As per case
scenario of whirlpool’s
sometimes their employees
learn certain actives of their
job performance from its own
skills and knowledge. This
skills are lifelong effective for
their future as well as
beneficial for an organisation.
Mistake Mistakes helps an manger to
overcome with barriers that
have been in past learning
process. From this managers
of whirlpool can realise their
mistakes where they are
lacking behind. Moreover,
now they can analysis their
mistake and learn from it.
Accordingly, overcome with
their mistakes and are able to
prepare good organisational
learning for current and future.
Learning from experiences and
mistake is one of most
fundamental and natural means
learning from experiences.
From this, managers of
whirlpool’s help individual to
grow in growing process of
their job as well as by
overcoming difficulties and
obstacles on mistakes they
have done earlier.
From the above discussion it has been concluded that their is difference between
organisational and individual learning (Kostopoulos and Bozionelos,2011). Such as
organisational learning is only is beneficial in the organisational context where as individual
learning help an individual to learn that essential part of learning which is beneficial for life long.
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Difference between training and development
Training is a process in which trainee gets full opportunity to learn key skills which are
required in performing a particular job. Its main motive is learning with earning as it help
employee to understand their complete job requirements. It is basically a short term process and
its objective is to improve work performance of employees and staff members
Development is process of training top levels of employees is consider as development.
Its is ongoing systematic procedure in which managerial staff learns to enhance their conceptual,
theoretical knowledge. Moreover it helps an individual to bring out efficiency and effectiveness
in their work performance. It is long term process mainly focuses on future need of organisation.
It objectives is to prepare employees for future challenges of organisation as it increase
conceptual and general knowledge on particular topic that is beneficial for an organisation.
Analysis:
(a) If an individual and organisation learn together, then it result will be effective for both
individual as well as organisation. It will help an individual to learning various activities of
organisational culture, working environment and various actives that an individual should have
in working a particular job. Further, organisational learning is beneficial for of them it will lead
to increase job performance of employees as well help a business to fulfil its objectives and
increase it productivity in market.
(b) If an individual and organisation don't learn then it will lead to decrease in
productivity and efficiency of both individual and organisation. Moreover, they it will not be
beneficial for individual and organisation as they will not be bale to attain their m,motive
respectively.
P4 Analysing need of continuous learning and professional development to sustain business
performance
Continuous learning and professional development is self motivated persistence in
acquiring knowledge and competencies in order to expand skills sets and develop future
opportunities. It forms part of professional development in an effort to avoid stagnation and
reach at level of full potential. Whirlpool’s manager has adopted Kolb experimental learning
style.
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Kolb's experimental learning theory works on two levels a four stage cycle of learning
and four separating learning styles. It states that learning involves acquisition of abstract
concepts that can be applied flexible in range of situations.
 Concrete Experience : From this experience mangers of whirlpool can gain experience.
Further, it will help them in reinterpretation of existing employees of learning
experiences.
 Reflective observation of new experience: It help managers of whirlpool to know
learning experiences of a particular employees. Further to know any inconsistency
between experience and understanding.
 Abstract Conceptualization: This learning style help manger of whirlpool, to give
reflection of new ideas or modification of an existing abstract concepts. It also help an
employee as well as organisation to learn from their experience.
 Active experimentation: It help managers of whirlpool to learn different ideas of
motivating employees with taking initiatives in new ideas generation. Herein, it helps
them to see effects of their suggestion in organisation.
Advantage of CPD in whirlpool as per case scenario
CPD ensure mangers to maintain and enhance knowledge and skills need to deliver a
professional services to their customer, clients and community. It also help mangers to gain
knowledge and stay relevant update. Moreover, it help managers to know their capabilities with
current standards of other company with same product line of respective organisation. With
experiences and interesting learning phases, new responsibilities, along with knowledge in
developed and innovation skill areas.
Barriers of CPD as per case scenario of whirlpool
CPD also have certain issues and barriers. The mangers of whirlpool have faces barriers
such as time constrains, financial constraints , lack of information flow among employees
working in organisation. Moreover, it also effect organisation culture, availability of resources
and it becomes sometimes very difficult for a mangers to take right decision. Further, result in
lack of employees turnover and result in decreasing productive and effecting profitability of
employees as well as organisation.
Though CPD help an organisation to remain sustainable, if they are adopted its advantage
effective in performing task of organisation. It helps in motivating employees from continuous
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learning and development process. Moreover, it help whirlpool to able sustainable market in
competitive advantage.
P5 Understanding how high performance management contributes in employee engagement in
competitive advantages
High Performance Working (HPW)- It can be defined as system of human resource
management which focuses on increasing the knowledge of employees, skills and various
incentives which helps in achieving better productivity from the employees. The min purpose of
HPW is to assure high productivity along with high job satisfactions. Thus there are various
methods which reflects the contribution of HPW to employee engagement in Wipro. These are
mentioned below:
 Egalitarianism and Engagement- Egalitarianism is a study which believes that all the
individuals are equal (Furnham,2012). Hence, by adapting this method, Wipro can assure
that all the employees are treated equally which increases their team working and
collaboration skills.
 Knowledge Development- In order to complete certain task, the employees of Wipro
requires adequate knowledge. Hence, by initiating various training programs, the
respective company can assure the productivity of employment which will help in
achieving the objectives of Wipro. Also, certain training programs helps in polishing
team working skills which can help in assuring the employment engagement in respective
organisation.
 Performance Rewards- This method of rewards is consist of providing bonus and other
benefits according to the performance of the employees. Hence, this method of HPW will
motivate the employees to work more effectively which will promote employees
satisfaction as well as efficiency of outcomes which will ultimately help Wipro.
 Competitive Advantage- In the end, HPW will help in achieving competitive advantage
for Wipro through high productivity, greater flexibility and better reviews from the
customers. Addition to this, High performance working system will also help in
achieving lower cost which gives the competitive advantage to respective organisation.
The most important aspect which is influenced by HPW is the profitability of the
company. Thus, by improving the productivity, lowering down the cost, Wipro will be
able to achieve high profitability.
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P6 Evaluating different approaches of performance management
Performance management is process of creating a working environment or setting out
standards in which people are able to perform their best of their abilities. It focus on performance
of an organisation, a department, employee or even a process to build product and services as
well as in many different areas. The mangers of whirlpool has adopted various performance
management approaches. They are determined below:
Collaborative working approach: Collaborative working approach describe joint
working by two or more organisation in order to fulfil their purpose. If whirlpool managers
adopted this approach then it will lead to improve flexibility of their organisation. Moreover it
help in engaging employees in healthier relationship in order to attract business velocity in
market. Further, it will leas to come up with new innovation and ides as to remain sustainable in
competitive advantage.
Team work: Team performance approach is a systematic approach process that ensure
team members, both individual as well as group. It helps in meeting organisational gaol in
effective and efficient manner. Team management focus on effectively combining the resources,
skills, talents, strengths and efforts of developing their team and organisational objectives. With
this approach, whirlpool mangers will able to build strong team management to carry out their
work effectively and efficiency. If team are formed with same skills, knowledge of individual
then project will carried out with high standards of performance employees.
Motivating: Motivation is necessary as human nature needs some sort of inducement,
encouragement or appreciating them to perform their best. It can be intrinsic such as satisfaction
and feelings of achievements. This increase empowerment and recognise of employees is
increased, as their motivation to work will improve as well as it will result in accomplished
organisational performance. The managers of whirlpool continuously motivate their employees
so that they feel motivated in their work. It helps their employees to increase their performance
as well as it is beneficial for organisation to remain competitive in market.
Above mention are some of the approaches of performance measurement that helps
whirlpool it increase their performance in competitive advantage and remain sustainable in
market of home appliances.
CONCLUSION:
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From the above it has been concluded human resource management plays crucial role in
an organisation. It help in analysing difference between organisation learning and individual
learning that help to benefit both of them. More over HWP strategy to the contribution of
employees engagement as well CDP help in mangers to provide continuous learning for
effective growth development. Further, whirlpool adopted various performance management to
motivate their employees.
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