Developing Individuals, Teams and Organisations: Sample Assignment

DEVELOPING
INDIVIDUAL, TEAM AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Appropriate and professional knowledge, skills and behaviours that are required by HR
professionals...........................................................................................................................1
P2 Completed personal skills audit.......................................................................................3
TASK 2............................................................................................................................................6
P3 Differences between organisational and individual learning, training and development. 6
P4 Assessment of continuous learning and professional development.................................7
TASK 3............................................................................................................................................9
P5 Understanding of how HPW contributes to employee engagement and competitive
advantage................................................................................................................................9
TASK 4..........................................................................................................................................10
P6 Different approaches to performance management........................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Company's growth and success is majorly depend upon employee's performance and
skills that are being acquired. Thus, it is important that firm provides appropriate training to their
employees so that through this, workers can improve their existing skills. Therefore, it will
further assist company in getting high retention of workers by providing them job satisfaction.
Present report is based on the case scenario of United Kingdom based multinational company,
Whirlpool that deals in electronic and home appliances. Therefore, this assignment will include
employees knowledge, skills and behaviour which is needed by an HR professional (Amabile,
2012). Other than this, factors that are to be considered while implementing and evaluating
inclusive learning and development to drive sustainable business performance in mentioned in
this report. Apart from this, application of knowledge and understanding to the ways in which
high - performance working give their contribution in employee engagement and providing
competitive advantages to an organisation is also mentioned in this report. Lastly, factors
through which high performance culture and commitment can be supported are included in this
assignment.
TASK 1
P1 Appropriate and professional knowledge, skills and behaviours that are required by HR
professionals
Every company work with the purpose of attaining maximum profits in a limited time
frame, thus, in order to do so it is crucial that firm increase employee's knowledge and skills by
providing them effective training and development programme. Therefore, in relation to this,
prime role of HR manager is to look after the performance of business so that all the activities
can be managed (Berry,2011). Thus, according to the case scenario, Whirlpool is dealing in
electronic sector i.e. facing some major complications and issues face. The firm is planning to of
restructure their business structure and HR manager is told to present a report at Confederation
of British Industry. In this, HR manager plan how an organisation can provide high performance
culture by incorporating elements such as performance management, communication system and
giving effective environment where worker can do their work in collaboration for a common
goal. Henceforth, for providing all these guidelines, it is crucial that HR manager inculcates
certain skills and knowledge that are explained below:
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BEHAVIOUR WHICH SHOULD BE POSSESSED BY HR PROFESSIONALS
Behaviour determines the attitude and nature which is being inherited by an individual.
This is a crucial factor as being an HR; a person must be polite and should be able to convince all
other individuals. Therefore, some of the factor that needs to be looking after by an HR is
mentioned below:
Adaptability: This shows the capability of a person in adjusting in different situations and
circumstances. Thus, an HR should be flexible in natures so that effective decisions can be taken
that are beneficial for company's growth and productivity (Ford, 2014).
Ethical Behaviour: HR should posses ethical behaviour and follow all the rules and
regulations in order to maintain a healthy environment at workplace. In relation with Whirlpool,
manager should be very effective and influential in nature who should not only provide solutions
to employees who are facing problem but assist firm as well in formulating strategies and other
activities.
Influencing Personality – It is very necessary for the HR manager to have an influencing
personality as then only it will be possible for them to have control on the employees of their
organisation. So, in Whirlpool as well, the manager should have this quality into themselves.
KNOWLEDGE OF HR PROFESSIONALS
Knowledge can be refer to as the information, facts and skills acquired by education and
experience of an individual; the practical and theoretical consideration on a subject. Therefore, in
order to handle difficult situations at workplace, HR should have appropriate knowledge so that
effective decisions can be taken. Thus, some of the knowledge which must be possessed by HR
manager of Whirlpool are mentioned below:
Taxation policies: One of the major role of HR manager is to provide salary to workers
in an ethical manner. Thus, it is crucial that they have adequate knowledge about tax redemption
so that it can be applied while giving salaries. Henceforth, managers of Whirlpool should have
appropriate information about the same. Along with this, they are providing knowledge and
benefits like insurance policies regulated by government of a nation. This will assist workers in
availing the same for securing their future.
Proper Knowledge of rule and regulations formulated by regulatory bodies: Laws and
legislations are very important for a company in order to run their business in an effective
manner. As Whirlpool is a reputed organisation and has its business around the globe so for
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them, it is crucial that they have appropriate knowledge of rules and regulations (Gibbs, 2013).
For example: taxation process of a specific company.
Management of Workforce – It is very necessary for the HR manager to have knowledge
about managing the employees of their organisation as it is the main part of their job. If they will
have this quality then the employees will be very happy and will work in an effective manner as
well.
SKILLS NEEDED BY HR PROFESSIONAL
These are considered as the qualities which makes an individual different from one
another. Thus, by this, a person tend to perform roles and responsibilities that are assigned to
them. Therefore, some of the skills and knowledge which HR manager of Whirlpool must
acquire in order to overcome difficult situations are given below:
Effective Communication: An HR manager must be very good in communication skills
because they are the one who interact with workers and inform them about rules and regulations
formulated by an organisation. Furthermore, it will help them in having effective interaction
between employees and subordinates. As a result, the process of decision making will be more
effective in nature.
Multitasking: HR manager in an organisation has to perform different kind of roles and
responsibilities such as making strategies & policies, human resource etc. Henceforth, these
skills will assist managers in performing their task and duties in an effective manner (Goetsch
and Davis, 2014).
P2 Completed personal skills audit
Personal skills describe about the strengths and weakness possessed by an individual
thus, it helps a person in knowing that in what field, they require to work more in order to
improve their skills and knowledge. Thus, with the help of complete personal skill audit, a
person can perform in a better manner by knowing their roles and responsibilities. The entire
process is different according to the people as some may be good in skills for whom it can create
problem or issues. Therefore, HR manger of Whirlpool should have proper knowledge about
skills that are acquired for performing respective task. On the basis of this, I have prepared a
personal skill audit which will help me in determining my own strengths and weaknesses so that
my abilities can be improved.
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Given below is the Personal skill audit that will help in identifying my different strength and
weaknesses. The analysis will be done through a questionnaire:
Skills, knowledge and
behaviour
Self assessed Score from others Outcome
Adaptability 8 9 -1
Ethical Behaviour: 7 8 -1
Taxation policies 6 8 -2
rule and regulations 5 7 -2
Communication skills 9 8 1
Multitasking 8 6 2
SWOT Analysis : It introduces as an effective model used by human resource professional to
identify their strengths, weakness , threats and opportunities. Along with this, SWOT Analysis of
HR Professional will be determined as under:
Strength
 I have better power of adopting any
challenges. I can equally analysis
accurate situation and then take
appropriate decisions.
 I execute work or activity within strict
and accurate deadline. This is possible
with my ethical behaviour within an
organisation. So there is no time lag in
my professional as well as personal
work. I have proper knowledge about the
rules and regulation related with human
resource policies and procedures. it will
Weaknesses
 I am weak in while communication
each information with my juniors as
well as senior managers also.
communication skills is more weak
because I am from non technical
background
 I have poor multitasking skill to use
digital techniques which impacts my
performance at workplace.
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help me in improving my future growth
and success easily.
Opportunities
 Accurate knowledge about rules and
regulations given me an effective
chance or opportunities to improve my
all types of skills in effective and
systematic manner.
 Ethical behaviour is also consider as a
better opportunity which will help me
in dealing every difficult situation
easily.
Threats
 Improper communication skills is a
biggest threats for mine within an
organisation. it will impact on my
performance and career in the
organisation.
 Lack of multitasking skill will also
create biggest threats in development of
my future growth and development
within an given organisation.
In order to develop my identified weaknesses development plan will be followed as through this
I can improve my skills in the long run:
Requirements Personal
audit
(rating
scale: 0-
10)
GAP Remedial
action/strategy
Deadlines
for
remedial
action
Knowledge:
Taxation policies 6 Taxation related
understanding
must be enhanced
which support to
frame accurate
taxation policies
related to external
environment.
This can be
enhance with
books, journals,
newspaper, etc.
2 month
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Skills:
Communication Skill
9 Human resource
manager of
Whirlpool needs
to enhance
writing skills or
quality. This
supports me to
convey accurate
and proper
information or
data to
employees.
Conferences and
by attending
different seminars
I will enhance my
communication
skills.
1 month
Behaviour:
- Ethics 8 Ethical behaviour
is significant as
well as relevant
for me in
developing good
and ethical
environment
within
organisation.
Reading different
numbers of
books, speeches
are media, online
sources through
which ethics can
be enhanced.
On-going.
TASK 2
P3 Differences between organisational and individual learning, training and development
Individual learning: In this, management design and provide training by considering the
needs and wants of individual so that they can enhance their skills and knowledge. For example:
if an individual is not good in interacting with other than for improving this, he/she can be
provided with appropriate training so that this can be improved (McCormack, Manley and
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Titchen, 2013). It is required to be notices that in an organisation , an employee gets various
kinds of opportunities through which they can develop their skills and competencies so as to
achieve a better position in the company. Therefore, it is necessary for them to grab this
opportunity and become a better professional.
Individual can develop skills and gain knowledge related to specific aspect. For enhancing skills
of individual appropriate training is provided to them to that they can increase their knowledge
related to specific field. Individuals are provided training related to advancements in
technologies and if any new technology is adopted by organisation then they are trained on that
so that organisation can work smoothly.
Organisational learning: It is more suitable for improving the skills of people who are
working in a group. Thus, it will moreover develop the capability of company as a result
company will be able to get appropriate results in return. It is required to be made sure that the
employees of company are having good understanding about the work that is being conducted in
the company so that they can perform it in an effective manner and give good results to the
company.
Organisational learning deals with overall requirement of business. For this Whirlpool provides
training to their employees as per advancement in technologies and requirement of company. For
this kind of training fixed duration is set by Whirlpool to have effective results. This will
enhance working operations performed within company.
Henceforth, Whirlpool is providing training sessions for both individual and organisation
in order to gain competitive advancement and can become capable in achieving their set targets
and goals in speculated time frame (O'leary, Mortensen and Woolley, 2011).
Training and development
In order to achieve set goals and objectives, it is crucial that company provide proper
training to their employees on a regular basis. Training is a learning process through which an
individual tend to improve capabilities and abilities. Whereas, development can be termed as an
educational process which was concerned with overall development of an individual in terms of
skills, knowledge, thinking etc. Therefore, as HR manager of Whirlpool is providing appropriate
training thus, firm has enabled themselves in attaining set targets and objectives in a speculated
time frame (Pinjani and Palvia, 2013).
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Training is given by companies to enhance performance of an individual in specific job
role. It is job oriented process which has short term goals and it is provided under supervision of
professionals so that if any query occur within mind of individuals then they can get answer for
the same. Whirlpool ensures that effective training is provided to employees so that they do not
face problem in performing their operations.
Development programme is organised by company so that individual is made ready to
adapt or face challenges which can occur in future. This is done to gain long term objectives and
this is also given by professionals who have excelled in their respective job role.
P4 Assessment of continuous learning and professional development
Continuous learning: It is a process under which an individual learnt lot many things on a
regular basis so as to upgrade and improve their existing knowledge. Thus, in order to improve
learning, a person try to learn new things from day-to-day operations. For example: observing
the task done by individuals who are much trained in the a specific field (Schaubroeck, Lam and
Peng, 2011). Other than this, a person tend to find out ways through which capabilities can be
improved in order to organise future activities.
Professional development: This training is mainly provided to minimise the gap between
professional workers and people who are not skilled. Therefore, it will further develop a sense of
professionalism amongst individuals and prepare them in accomplishing their task in a better
manner within time frame as well.
Therefore, in terms of Whirlpool, company is giving different kinds of training so that
employees can learn various things and on the same time develop their professional skills. For
example: firm through Agile Leadership and Management are trying to improve and make
employees highly efficient. As a result, employee feel themselves connected with the company
and in return firm is achieving their set targets and skills in speculated time frame.
On the basis of this, some of the benefits which company can gain after implementing
both individual and professional training are explained below:
Higher employee retention: These are very helpful in enhancing the level of confidence
amongst employees as a result after providing such kind of training, Whirlpool will be able to
retain its employees for a longer period of time. As a result, company's employee turnover will
get lower and management along with workers will perform their business operations with full
commitment for a long duration.
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Encourage problem solving: Training and development programmes plays crucial role
for employees in order to solve their issues and problems. In addition to this, it makes them
capable of handling difficult situations and circumstance. Other than this, if a company has a
strong team than achieving a target becomes more easier. Therefore, in relation with Whirlpool,
as they promote sustainability so, if an individual has a innovative idea of achieving targets than
they allow themselves in doing so.
Improved performance: With the help of both continuous learning and professional
development, training employees can improve their skills and knowledge at individual and team
basis. As a result, it will further encourage employees for performing their task in a better
manner and gradually company will be benefited and they can sustain a better position at market
area (Seibert, Wang and Courtright, 2011).
The concept of continuous learning can also be described by using these theories:-
Honey and Mumford learning styles
Peter Honey and Alan Mumford designed learning styles. They identified
four different learning styles they are as: activist, theorist, pragmatist and reflector. To maximise
individuals learning, learning styles must be acknowledged and opportunities must be found
based on those styles.
Activist: These can be described as those learners who learn by doing some activity by
themselves band not just by listening. They have a different way of dealing with learning.
Whirlpool make sure that employees have group discussions and find out solution by themselves
to problems faced by them.
Theorists – These are the learners who learn by making use various kinds of models, theories
etc. in order to prove a point or to understand a point. They believe in learning through ideas.
Employees of Whirlpool analyse different facts to reach specified goals. Like to increase sales of
their product they evaluate how many products have been sold and how they can increase it. For
this they carry out different promotional activities.
Pragmatists – These learners have the vision and capability to use their learning in their daily
activities as they believe that until and unless learning are not applied, it is of no use. Whirlpool
ensure that discussions are carried out with employees, effective communication occurs between
employees and high management. This will help them to solve different problems which occur
within company.
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Reflectors – These people watch everything very closely and take their own time to understand
things. They take a back seat and understand the situations very carefully. Employees of
Whirlpool carry out personality questionnaire to acknowledge their skills and improve skills in
which they lack. They take feedback from others so that they can enhance their skills and
knowledge related with specific situation.
TASK 3
P5 Understanding of how HPW contributes to employee engagement and competitive advantage
High performance working which is denoted as HPW and it refers to an environment that
is provided at workplace where employees feel free to communicate interact with their
subordinates. In terms of Whirlpool, they have transparent culture which further assist firm in
developing a mutual understanding between workers. Therefore, it creates a sense of
togetherness while working for a common goal. As a result, with the help of this, company can
attain their objectives in a limited time frame. In addition to this, working culture that are
provided to their employees are liberal thus, employees can easily share their thoughts and views
freely. Therefore, it will improve the productivity of a company in North American Region.
As an HR consultant of Whirlpool, Annual Confederation of British Industry workshop
evaluates several kinds of ways through which high performance can be supported through
collaborative working, better communication etc. In whirlpool, it is necessary for the company
engage the staff members in some kind of work so that their performances do not deteriorate.
On the basis of major dimensions, company can adopt for improving workplace working
and some of them are explained below for better understanding:
Transparent communication: It is an effective system which is required for running a
business in an effective manner, as it give freedom to employees for expressing their thoughts
and views while doing any kind of work. For example: explaining the rules and regulations to
new employees proper interaction is required. As a result, this will assist workers in
understanding the norms in a better manner without any issues (Jaaron and Backhouse, 2014).
Employees within Whirlpool can work within transparent environment means that they can
express their ideas and give their view point related to particular aspect. This will enhance
knowledge of employees as they will learn from their idea and ideas given by them. When these
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ideas will be implemented then better results can occur this will help to gain competitive
vantage.
Sharing duties: This kind of approach is very helpful for HR manager in assigning
various roles and responsibilities to employees so that they can be engage in team for achieving
their set targets and goals. Working in a team staff members can share duties which as a result
will assist workers in reducing their stress level. Therefore, even in tough situations, appropriate
results can be gained and tough fight can be given to rival companies. In Whirlpool employees
have given certain goals, for which they work as a team and they share their responsibilities with
each other. This will also help them to work in difficult situations, either there is change in
policies of company or advancement in technology. This will help them obtain desired goal and
give strong competition to competitors.
Shared commitment to company’s vision and goals - It is essential that vision of company
should be clear to all employees so that they can find the better ways to achieving them within
given period of time. It will help the management in reaching through the vision of the company.
When vision is clear to employees then they tries to find out best way in which that vision can be
accomplished. Employees are clear about what they have to do and how they do this. By high
performance working they can achieve desired target within stipulated frame of time which will
help them to be strong within market.
TASK 4
P6 Different approaches to performance management
Performance management system is determined as a management style that provides a
working environment where workers can do their best in order to achieve objectives and goals.
Main purpose of performance management is to improve and promote the effectiveness of
workers and in this both managers and worker plan, monitor and review the activities in order to
know whether task is being performed according to the set rules and regulations or not. In order
to provide an effective workplace, it includes certain factors such as setting goals, providing
reward and evaluating obtaining objectives so that pros and cons can be achieved. These
elements are helpful for Whirlpool while providing rewards and compensation. In addition to
this, performance management system will assist company in driving high performance and
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success for their employees (Amabile, 2012). Therefore, for measuring performance of workers
some of the strategies which can be used by Whirlpool are explained below:
Collaborative working approach
This approach can assist Whirlpool in helping workers to work as team for achieving set
desired goals. Managers of Whirlpool give grades to their employees on daily basis for their
performance instead of giving appraisals on the annual basis. It would help company to grow on
a continues basis and to evaluate their performance for their fair compensation and incentives.
Example can be considered like sales department of Whirlpool includes different number of
people who work together to achieve specified number of sales. When employees meet their
target then manager of Whirlpool appreciates them for their performance. If they have crossed
their sales target then they are given bonus. This will motivate employees to give their best and
on Whirlpool's behalf, they gain high profits.
Comparative Approach
Performance of a worker can be judged by giving ranks to their performance through
contributing to the business success under this approach. The main purpose of this approach is to
build an individual completely on the basis of skills, talent and abilities. Whirlpool authorities
use this technique to give rewards for performing best in the organisation as best performer. It
will help to encourage other co-workers to work hard for attaining set goals and target (Berry,
2011). Example can be taken in this perspective like within sales department of Whirlpool, ranks
are given to employees based on their skills and abilities to influence their customers or targets.
For motivating employees, one who influences more people is given reward at end of month.
Qualitative Approach
This type of approach is useful for increasing productivity of an employee by motivating
them to focus more on quality than quantity and numbers. Managers of Whirlpool use this
approach to evaluate performance of sales person based daily set targets and goals. They use this
approach by determining the strength and weakness of an individual. If any shortcoming falls,
training and development is suitable for increasing high quality service. Lets take an example to
further understand this approach. In sales department of Whirlpool number of products sold by
employees at end of day are evaluated. This help company to recognise skills of employee and
on basis of yearly performance of employees they are given promotions or bonuses. Apart from
that skills in which employee lack are also acknowledged and they are trained in that perspective.
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CONCLUSION
From the above report it has been concluded that this is essential for an organisation to
manage their personnels and organisation affairs in regard of accomplishing standard objectives.
Companies in order to give tough fight to their rival companies must give effective training
programmes to their employees. For this, it is important that HR manager has knowledge and
skills like ethical behaviour, policies etc. In addition to this, if any drawback is there than with
the help of personal skill and audit they can improve their drawbacks. Further after analysing the
limitations adequate training can be obtained in order to furnish the skills and knowledge.
Therefore, all these aspect will help company in making their employees High Performance
workers.
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REFERENCES
Books and Journals
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