HR Management and Employee Development

The assignment delves into the significance of Human Resource (HR) management in achieving organizational success. It emphasizes the HR manager's responsibility for fostering efficiency and effectiveness among employees by leveraging their specific knowledge, skills, and behaviors. The focus is on how HR conducts self-audits to identify strengths and weaknesses, implements continuous learning programs, and utilizes feedback mechanisms to enhance employee performance and overall organizational goals.

Developing Individual ,
Team and organisation

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 Knowledge, skills and behaviour required by HR manager...................................................2
TASK 2............................................................................................................................................1
P2 Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development plan....................................................................................................1
TASK 2 ...........................................................................................................................................5
P3 Evaluate the difference between individual & organisational learning and training &
development.................................................................................................................................5
P4 Need for continuous learning and professional development.................................................7
TASK 3............................................................................................................................................8
P5 State how HPW contribute to employee engagement............................................................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management................................................................9
REFERENCES..............................................................................................................................12
1

INTRODUCTION
Developing an effective team is one of the main component of every business and human
resources manager are always concern to develop individual and teams (Eaton, Roberts and
Turner, 2015). It is the duty of human resources manager to perform certain task by determining
the requirement and needs of team member and develop certain strategies to that help in
improving their skills. Under this report,a case study of Whirlpool is discussed. It is a
multinational company that manufacture and deliver home appliances. The company is situated
in United State and its headquarter in Benton Harbor.
In this project report, various skills, knowledge and behaviour of HR manager and the
important of personal development plan to perform certain task is discussed. Further report
shows the difference between individual and organisational learning and difference between
training and development. Report also focus on how High performance working practice and
performance management are helpful for Whirlpool as it supports in increasing productivity of
company.
TASK 1
P1 Knowledge, skills and behaviour required by HR manager.
Human resource manager are most significant for companies as they are responsible to
collect information. Develop, control and manage, direct the other worker those are part of
company. So for the better determination of each and every aspect of businesses they requires a
unique talent, abilities, knowledge etc. In Whirlpool HR manager has to perform some specific
functions that support them to over come certain crisis faced by company. Accurate knowledge
and behaviour aids them to resolve various issues that are faced by worker during performing
activities of company. Following are the different skills, knowledge and behaviour that are
helpful for HR manager in performing their duties well and provide benefit to the company in
attaining advantage for long run. These are discussed below:
HR knowledge:
Knowledge is defined as the act of understanding a task, situation and acquiring
something new about a project etc. In Whirlpool HR professional must have proper knowledge
about the recruitment process, hiring skilled employee's, introduction about company etc. They
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must be knowledgeable enough to handle employees and provide them compensation and
benefits. Some of these are describe below:
Contact law: HR must be familiar with the aspect of contract law such as, limitation of
actions, freedom of contact, termination of contact etc. That help them to make effective decision
in various situation at Whirlpool.
Training and development: HR of Whirlpool have the proper knowledge about how to
conduct and provide training to their new hired staff. They make sure that each member must
have accurate skill set to deal and manage business operations (Ellinger and Ellinger, 2014).
HR skills:
Skills is related to the ability of an individual to perform a particular task in an unique
ways with sufficient knowledge. Some of the basic skills set required by Human resources
manager of Whirlpool are as follows:
Communication: In conveying useful information form higher authority to workforce
and vice versa, it is essential for human resource manager to have good communication skills.
For example, In Whirlpool there are certain informations that needs to communicate with
employees, r and HR is responsible by communicating information from one side to another so
that work can be performed effectively and employees stay motivated within firm.
Decision making: Important decision must be made by HR personnel so that companie's
performance can be improved. In Whirlpool Manager of Human resources are responsible to
make effective decision so that productivity of company keeps on increasing and employees also
remain satisfied with their decision. Effective decision making skills helps manager in taking
crucial decisions regarding activities and issues within firm.
HR behaviour:
The behaviour of HR is directly related to the growth and development of an
organisation. It support them to be remain familiar with everyone working in company that will
motivate other to attain organisation goal. Some of the basic behaviour of HR are:
Ethics: It is important for an HR to Follow companie's ethics other wise other employee
may not get motivated by their performance. So HR of Whirlpool set an example for other
employees to follow ethic and remain trustworthy for company.
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Confidentiality : It is duty of HR to make sure that data related to employees and
management must be confidential and maintain a sensitivity in an organisation. So in Whirlpool
manager do not share any important information with any one.
TASK 2
P2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development plan.
An individual always wants to increase their skills set just to deal with any situation. HR
manager wants to improve their skills to become more effective while dealing with business
situations or employees. They perform an audit to measure and record their skills and compared
with other. It is process that help HR manager to determine their strength and weaknesses and
they develop plans to improve performance and productivity. Thus HR of Whirlpool must have
specific capabilities such as, problem solving, decision making etc. So accordingly, I have
created a skill audit plan that help me to determining my strength and weaknesses and develop
personal development plan to to improve my weak skills that are required by me as an HR
professional.
Personal skill audit plan:
Requirements Personal
audit(Marks out
of 10)
GAP Remedial action Deadlines for
remedial
action.
Knowledge:
Contract law. 4
It is very
important to
improve the
knowledge of
contract law as
soon as possible
so that new staff
can be appointed
by considering all
aspect of contract
This can be
improved by
attending external
short law course
at least for 2
week.
1 months
4

Training and
development.
7
law (Flin and
O'Connor, 2017).
I have to work on
my training and
learning skills as
the gap between
actual and desired
level of
proficiency is
much.
Need can be
developed
through being
more participative
in learning
programs.
3 months.
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Skills.
 Communic
ation.
 Problem
solving
etc.
7
4
My
communication
skill is average,
but I need to
improve it more
so that I am able
to interact with
others in more
effective manner.
Need to improve
and bring
effectiveness in
problem solving
skill other there
may be chance of
mismanagement.
By focusing on
personal
improvement
programs and
developing habit
of communication
with other.
By taking advice
from senior
management and
observing their
activities.
On going
process.
1 months.
Behaviour.
 Ethics
 Confidenti
ality.
6
7
Need to upgrade
the behaviour of
ethic just in
situations to deal
with business
activities.
Must tries to get
knowledge about
the new process
Upgrade
knowledge by
reading books and
taking advantage
from paper etc.
Before sharing
any important
message with any
On going
process.
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and familiarise
myself on new
GDPR rules.
person I should
ensure that I have
the permession
from higher
authority concern.
(Hawkins, 2017).
To better understand and have proper analysis about the strength and weakness the
SWOT method is adopted by Myself that is discussed below:
Strength
 I am good in providing training and development to other employees that will be
beneficial for Whirlpool.
 I am a good communicator that support me to transfer ideas and thought to various
employees working in company.
 I am good at ethics.
Weaknesses
 I do not have the proper knowledge about contract law.
 I am not good enough to solve problem between employees of company.
Personal development plan: This plan is made to improve the weaknesses of an
individual. Though I need to develop many skills in order to perform my duty effectively some
major weaknesses are identified and PDP plan is develop below to achieve better outcomes in
future.
Specific skill
to be
improved
Measurable Accurate Realistic Time
Contract law In order to
measure that
weather I have
developed this
skill or not I
Under the
contract law I
will be
developing my
knowledge
This particular
skill can be
achieved as
data regarding
same is
2 – 3 months
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can take the
feedbacks
from my
colleagues that
do I use or
apply
appropriate
law in work
context when
needed.
about laws
that are related
to the job role
I am
performing in
the
organisation.
available on
net and can be
learn through
being focused.
Problem
solving skills
This particular
skill can be
measured
through
analysing how
efficient I will
be able to
resolve the
issues that
take place
among the
work force.
Due to
diversity in the
work force
misunderstand
ing leads to
conflicts
among work
force. I need
to develop
skills to solve
them as early
as possible so
that the work
of organsiation
do not get
hamper.
It can be
achieved
through
participating
more in the
organisation
and giving
suggestions
after
understanding
the situations.
3 monts
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TASK 2
P3 Evaluate the difference between individual & organisational learning and training &
development.
Learning is the process that help in acquiring new things and ideas which supports
in development of an individual. It help in improving skills, knowledge or values.
Difference between individual and organisational learning:
Basis Individual learning Organisational learning.
Definition Individual learning is related
to the process of making an
individual aware about the
process and programs of
business.
It is a process of interacting,
forming, transferring the
knowledge with a company.
This is used by HR of
whirlpool in order to
implement effective ideas for
company.
Process. The main purpose of this
process is to enhance the
productiveness and execution
of every single worker .
This is a wider process and
hence worked to improve the
skills and understanding of
employees of Whirlpool.
Objective. It help in developing career of
an individual and increasing
the inter personnel skills
(Manuti and et. al., 2015).
The main objective is to
develop abilities and
capabilities within employees
so that they work with full
potential to achieve company
goal.
Difference between training and development.
The main function of HR manager is to provide effective training to employee of
company so that predefined goals can be achieved. In Whirlpool every team member are highly
trained and work with full potential to bring company closer to its target. The basic difference
between is described below:
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Basic Training Development.
Nature It is a brief process as it take
little time to teaches ability
and knowledge that are
required by employees to do
proper work.
With the help of proper
training the employee got
developed to work in
challenging environment. As
improvement focus on getting
the best result out of each
professional working.
Objective Help to improve the
performance and
understanding of employees.
It help in developing
employees for future situation
(Moxen and Strachan, 2017).
Focus The main focus of training
program is to build skills to
deal with business operation.
This help in developing future
oriented for an organisation.
Such as manager of whirlpool
use to develop program that
help in increasing the
productivity of company.
P4 Need for continuous learning and professional development.
Continuous learning: This is continuous process that help in bring changes in skills and
abilities of an individual to deal with future business activities. Through this HR manager are
helpful in improving the interpersonal skills and knowledge to execute a particular activity with
limited resources. With the help of continuous learning HR of whirlpool will be able to handle its
team in effective manner. And updating their skills by getting them, familiar with latest
technologies and techniques. It help in growing efficiency of worker and enhance their
performance.
Professional development: This process is related to enhancing the ability and will
power of an employee to cop up with business activities and future uncertainties. This can be
done by providing necessary development program and educational seminar at company.
Manager some time may also arranged an outside meeting and concert for team member that
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help them to increase their potential by contracting with different people and sharing their
opinion of doing a certain task. Manager of whirlpool's also advice to other team member to
observe other manager while they are performing job. Professional development program are
helpful in motivating and encouraging the morale of worker.
Learning is a continuous process that help employee's as well as HR manager to learn
new thing and develop understanding. So Manager of whirlpool applies Kolb's learning cycle to
develop understanding among employee's (North and Kumta, 2018). This theory is explained
below:
Kolb learning cycle theory is one of the famous that tell that an individual always learn
from experience of life. In his theory he suggested that the process of learning follow a cycle
patter that have basic four stages. These stages are explained below:
Experience: This stage means that life is full of experience and an individual can learn
lot form their. Such as working at home or in company, there are numerous opportunities for
them. For example HR manager of whirlpool learn various new thing from basic daily
experience of life.
Reflect: This stages involves that highly thinking about what have been done by an
individual and what experience he gained form It (Thorpe, 2016). It is observed that many
individual learn good thing from these experience.
Conceptualise: In this stage when an individual passes the stage of thinking about
experience, then they enter the concept of conceptualize that means to create a hypothesis about
the meaning of experience.
Plan: The last stage is related to the effectively test of those experience that have been
learned by an individual through his basic activities.
In case of whirlpool professional development and continuous learning is very
important as it will be beneficial for the growth of employees. In case if there is any future
uncertainties in Whirlpool manager and employees will together have the potential to develop
plan that will helpful in overcoming those issues. So employee with professional mindset will be
more beneficial for company.
Advantage of CPD:
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The basic benefits of using CPD is to build their confidence and credibility that can
allow them to showcase their attainment and equip them with proper tools to cope up effectively
with certain changes.
TASK 3
P5 State how HPW contribute to employee engagement.
High performance working:
High performance working system is a tool which is used by the manager of company so
that performance of employees can be enhanced. In this system working standards are defined
and set and all workers have to work as per the requirements of organisation. In employee
engagement all workers of the company committed towards to the accomplish the objective of
the company. Whirlpool can use it so that efficiency and productivity can be improve. Efficient
and high performance can help the organisation to work smoothly and achieve the sustainable
success. In helps to maximise the efforts of staffs so that targets can be accomplish. It helps to
provides the instructions to the employees and they have to work as per the guidelines. This will
be help the company in coming period of time to get competitive advantage over other. HPW
improves the management and its working system and helps to develops the effective and
healthy organisational culture (Oliver, Foot and Humphries, 2014). It helps to maximize the
performance of internal stakeholders because they follow rules and regulations of management.
Whirlpool can use it in its company so that it workers perform their roles and duties properly. It
has divided into mainly four parts which are such as follows:
Selective hiring of employees:
It is important for the organisation to hire those employees who can fulfil the needs of
organisation. Whirlpool can select the workers on the basis of their skills, knowledge, and ability
so that staffs can be able to perform better and satisfy the need of company.
Shared committed towards vision of the company:
High performance working helps the employees to perform in effective better and it
motivates the workers to fulfil their commitments and do work as per the vision of the company.
Staffs of Whirlpool can follow it and put their maximum efforts so that it can achieve the
objectives of organisation and it helps to gain competitive advantage.
Conflict resolution team or group:
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It is necessary for the organisation to solve the conflicts of their members so that
employees feel motivated and perform better. Whirlpool can develops that team in its company
which solve the grievances among of workers so that their efficiency can be enhanced.
Flexible job statements:
It is essential for the organisation to develops transparent working culture so that
communication can be improve between all members and management . It is helpful for
Whirlpool because it can helps to maximise the efficiency which leads to the performance
working in the organisation.
TASK 4
P6 Different approaches to performance management.
Performance management is an ongoing process of communicating which occur among
the superior and assistant for observation the performance and processing the ability to perform
operations in proper manner that will increase the productivity and profitability of business. This
management is also related to the process of evaluating growth, setting objectives and appoint
skilled workers to work for the purpose of attaining the business goals and objective. There are
several approaches that can be used by Whirlpool for measurement the efficiency of employees
some Comparative approach: It has been suggested that this approach can be merged into the
comparative historical research. The main aimed is to make comparison in performance
level of employees (Rienties and Kinchin, 2014). For example if A and B both are acting
similar task and B is much expert in its dealing than organisation will rank B higher than
A. Attribute Approach:- According to this approach, manager of Whirlpool can easily be
able to pertain its employees on the basis of some attributes like thinking abilities,
behaviour etc. Company uses these criteria and position the team on Graphic Rating
Scale according to their score that extents between. Result Approach:- Under this approach, Whirlpool measures the performance of their
work force on the basis of the execution of result. These outcomes fall in two categories
such as Productivity measures and Balanced Scorecard. Company can consider the
outcome of the task either on the basis of quantity of production or as per the quality of
performance.
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 Behavioural Approach: This is the oldest form of performance measurement in which
company uses BARS technique(Behaviourally Anchored Rating Scale), which is consists
of ten vertical scales. These scales consists of certain parameters that are selected with
the concern of all the employees, then workers are ranked on these parameters according
to their performance.
 Quality Approach:- This approach put more emphases on increasing customer
satisfaction by minimizing errors and by improving service continuously. In this
approach employers of Whirlpool take feedback regularly over the professional as well as
personal trait of the workers from their manager, clients and peer to solve performance
errors (Robbins and O'Gorman, 2015).
CONCLUSION
from the above project, it has been concluded that HR manager are responsible to bring
effectiveness in an organisation and developing efficiency in other employees with there specific
knowledge, skills and behaviour. HR conduct self audit to determine the strength and
weaknesses and ways to overcome these issues. They also provide continuous learning program
for their employees that will be helpful in developing professional behaviours. Further, it will be
more effectively helpful for attaining overall aims that can be more profitable in coming period
of time.
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REFERENCES
Books and Journals:
Eaton, S., Roberts, S. and Turner, B., 2015. Delivering person centred care in long term
conditions. Bmj. 350. p.h181.
Ellinger, A. E. and Ellinger, A. D., 2014. Leveraging human resource development expertise to
improve supply chain managers' skills and competencies. European Journal of Training
and Development. 38(1/2). pp.118-135.
Flin, R. and O'Connor, P., 2017. Safety at the sharp end: a guide to non-technical skills. CRC
Press.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
Manuti, A., and et. al., 2015. Formal and informal learning in the workplace: a research review.
International journal of training and development. 19(1). pp.1-17.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
North, K. and Kumta, G., 2018. Knowledge management: Value creation through organizational
learning. Springer.
Oliver, D., Foot, C. and Humphries, R., 2014. Making our health and care systems fit for an
ageing population. King's Fund.
Rienties, B. and Kinchin, I., 2014. Understanding (in) formal learning in an academic
development programme: A social network perspective. Teaching and Teacher
Education. 39. pp.123-135.
Robbins, P. and O'Gorman, C., 2015. Innovating the innovation process: an organisational
experiment in global pharma pursuing radical innovation. R&D Management. 45(1).
pp.76-93.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
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