Performance Management Approach: Employee Engagement and Productivity

The assignment delves into the significance of performance management approach in achieving organizational goals. It highlights the need for skilled employees and teamwork to accomplish objectives. The report also emphasizes the importance of continuous improvement and employee engagement in improving work performance.

Developing individual, teams and
organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Professional Knowledge, skills and behaviours that are required by HR Professionals at
Whirlpool....................................................................................................................................1
2. Personal skills audit to identify appropriate knowledge, skills and behaviours and
professional development plan for HR at whirlpool. .................................................................2
Professional development plan for HR at whirlpool. .................................................................3
TASK 2............................................................................................................................................4
3. Differences between organisational and individual learning, training and development at
Whirlpool. ..................................................................................................................................4
4. Need for continuous learning and professional development to drive sustainable business
performance at Whirlpool...........................................................................................................6
5. HPW contribution in employee engagement and competitive advantages-............................7
6. Different approaches to performance management-...............................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Developing individual, group and teams means improvement of organisation by creating better
Woking conditions in order to achieve objectives. It is really essential for the growth of the
company to assess employees and develop their skills and knowledge. The present report is
based on Whirlpool, which is an American multinational company. It was founded in the year
1911 by Louis Upton. As per the latest data organisation has revenue of US $21.25 billion. This
project will cover Professional Knowledge, skills and behaviours that are required by HR at
workplace. In addition to this, Personal skills audit will be carried to identify appropriate
knowledge, skills and behaviours and professional development plan for HR at whirlpool.
Furthermore, different approaches to performance management will be discussed in brief.
1. Professional Knowledge, skills and behaviours that are required by HR Professionals at
Whirlpool.
Human resource department of a company is designed to manage all the problems and work
related to employees of the organisation. It includes training and development of employees and
managing conflicts of employees along with making their payment slips on timely basis. . It is
duty of HR department to guide entire organization about how workers should be treated.
Skills of HR:
Listening skills: HR should have effective listening skills because it is the duty of HR to listen
patiently to all the problems and conflicts of employees. HR must listen to both the parties to
conflict and give solutions accordingly. HR of Whirlpool has the skills of listening patiently and
they take decisions after listening effectively to the entire situation.
Effective communication skill: HR must have the skill of communicating abilities in order to
motivate and delivering messages to employees. It is the main task of HR department to fill the
gap between employers and their subordinates. Human resource department must be good at oral
and written communication skills, because it is the duty of HR to give training to new joinee and
required to speak about ethics and policies of company to employees. HR of Whirlpool should be
confident enough to give speech at conferences and meetings with complete dedication.
Conflict management: Employees are being told that they have to go to HR for any problem
related to working environment or on arise of any conflicts. HR has given the responsibility of
solving conflicts of employees and employers. HR should listen to both the parties to conflict
and take decision in such a way it does not harm feeling of anybody.
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Timely decision making: Every decision that is taken by HR of company affects employees in
some or the other way. As HR of organisation has to make payment slips, hiring of employees
and training of workers. Decisions related to every aspect should be taken on time (Hutchings,
Gibbon and Vacca, 2018). Delay in decision making affects the entire procedure of company.
HR of whirlpool has timely decision making skill which keeps all work man satisfied and it helps
in keeping a healthy working environment.
Behaviour of HR
Versatility and adaptability: HR of the company has the personality of versatile nature who
performs different kinds of work in the company. They are the one who accepts every kind of
situations and perform their duties accordingly. It is in the behaviour of Human resource
department to manage things as per the working environment of the organisation.
Solutions oriented : HR of the company has the duty of giving solutions to all the problem of
employees. Every worker goes to HR regarding any kind of issues they are facing in the
company. HR design their mindset in such a way that they doest not focus on problem only
rather than HR concentrates on finding solutions of the problem. It is the behaviour of HR to be
give solutions to the employees regarding problems they are facing while working in the
organisation.
Professional knowledge of HR
English language: It is really important to have knowledge of English language because it is the
only language which is used while working with the organisation. HR should convey message
and information in this language. So HR must have complete knowledge of the same.
Computer and electronics: HR must have professional knowledge regarding basic computer
system and along with that HR should know about the use of software system that is used by HR
department. Every work of HR like making salary slips of employees or regarding preparation of
any other thing computer knowledge is really must for working in a company.
2. Personal skills audit to identify appropriate knowledge, skills and behaviours and professional
development plan for HR at whirlpool.
Personal skill audit : It is a process of knowing and measuring the ability and skills of person
or group of people. It is carried with a view to know the area and traits where an employee lacks
and where they need to improve themselves. Here with reference to case study of Whirlpool,
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personal skill audit of HR is conducted to determine their skills and areas where they need to
improve.
Strengths: HR of whirlpool has many abilities which helps them in performing their work
properly. But no one is perfect in this world and that is the reason that every person has some
strengths and weaknesses. As per the result of personal skill audit, HR of whirlpool has major
skills of effective communication skills which helps in conveying message and solving conflicts
of the workers. Better communication skills are necessary for HR for giving training to new
joinee and in conveying ethics, work culture and knowledge about all the policies and procedure
of the system (Hedegaard, 2017). As per the audit it has also been determined that HR of
Whirlpool is effective at maintaining employer and employee relationship. Whirlpool has
excellent management system because of their HR department which is professional at
maintaining healthy working environment of the company.
Weaknesses: There are many traits in which HR of whirlpool is not so effective and needs to
improve those skills. Conflict management is a skill in which HR of Whirlpool is not so good,
this trait is really necessary for working as an HR because every employee of the company goes
to HR for solution of any conflict that arises between them. HR lacks at this skill long with that
there are more areas where HR of whirlpool is not so excellent.
To develop those areas HR a professional development plan has been prepared. It will
help in knowing about the actions that can be taken for improvement and time that will be
required for the same.
Professional development plan for HR at whirlpool.
Skills Very skilled Skilled Needs
improveme
nt
Conflict management 
IT skills 
Time management 
Adaptability 
Communication 
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Solution oriented  
Skills Areas for
improvement
Actions for
development
Time required Evidence
Conflict
management
Bad at listening
patiently and
giving solutions
By keeping mind
open and
listening with
more
concentration
2 month From employer
and employees of
the organisation
Solutions
oriented
Tough to find
any such solution
which can make
happy to both the
parties to conflict
Organising
meeting for
employees who
need solution of
their problem
1 week Seniors and
subordinates.
Higher
Technology
knowledge
Vast knowledge
of software and
hardware
Pursuing
certificate course
of computers and
attending
seminars and
workshops
6 Months Planning of IT
project effectively
Timely decision
making
More tasks are
assigned
Logical and
analytical
thinking should
be used more
1 month Employees and
subordinates
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TASK 2
3. Differences between organisational and individual learning, training and development at
Whirlpool.
Training: It is the essential part of HR department where knowledge is given to employees
regarding work culture, ethics and work they need to perform in the company. It gives an
opportunity to develop skills and improve professional knowledge that is necessary to perform
particular job role in the company (Meltzer, 2018). Whirlpool company provides training to it
employees for a fix period which is designed by the organisation. A complete yearly training is
provided to work man so that they can learn complete work system of Whirlpool.
Development: It is a continuous process in which organisation develops their employees in such
a way that they can perform any task that is being assigned to them. Development program is not
employees rather it is majorly designed for managers and seniors of the organisation. It helps in
overall growth of the person and gives them a sense of job satisfaction.
Training and development programmes are beneficial for employees and for organisation
as well because trained employees will contribute more to the company. Development
programmes helps the managers to earn growth and achieve their own goals where it is
beneficial for the establishment as well.
Difference between Training and development
Basis Training Development
Meaning It is a process carried by
company to give knowledge to
employees regarding work
culture, ethics and work they
need to perform in the
company.
It is an educational process
where overall growth in the
major concern rather than
giving particular knowledge.
Focus Major focus behind providing
training is of giving
knowledge about task and
work. It concentrates on
present working.
Development focuses on
overall growth and it directs on
future development of
individual.
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Motivation Under this process training is
being provided by an expert.
Trainer motivates the
employees while carrying out
the entire procedure
One needs to be motivated by
own self. No one says a person
for their development. Self
motivation is really important
for development
Duration Training is a short term
process which is carried out by
organisation for a fix time
period. Like Whirlpool has a
complete yearly training
programme
It is a long term process which
is continuous in nature which
is for the lifetime of a person
Nature It is carried out by experts to
train newly joined employees.
Employee development
programs are carried for
managers to make them learn
new things.
Individual v\s organisational learning
Individual learning Organizational learning
This is the learning and training measures that
are been taken under consideration by an
individual.
It includes the learning and training measures
undertaken by an organisation.
It includes the personal skills and attributes
obtained by a person.
It is an experience gained by an organisation
over the time.
It leads to personal growth. It leads to organisational and personal growth.
It is self initiated. It is self initiated as well as provided by firm.
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4. Need for continuous learning and professional development to drive sustainable business
performance at Whirlpool.
Continuous learning is a process of developing knowledge and skills by carrying out
different activities. While working in a company many challenges and different task comes in
the way, these can be achieved by learning on a continuous basis. At Whirlpool, Everyday new
technology and innovative ideas are implemented by seniors because it is an electronics
company. These new changes are required to be adopted by employees. So there is always a need
to learn on continuous basis.
Need for continuous learning
Continuous learning is needed in organisation so that employees can improve their skills
and knowledge which will help in developing new skills and it will change working style of
employees. It also helps in motivating worker and give them a sense of job satisfaction. If an
individual will learn new things on every day basis than it will increase their knowledge and
abilities of working. This will give many benefits to the person and organisation as well.
In the terms of organisation, continuous learning helps in adopting changes that
are being enforced by Whirlpool. It is essential to learn because of the rapid changes in the
environment and economic policies in United Kingdom. Continuous learning helps in adapting
changes and it prepares a company to stand in every situation.
Professional development
Development if skills and abilities in professional way is really essential to work in an
organisation. It gives satisfaction of working in the organisation to the employees.
Professional development and continuous learning has helped Whirlpool in many ways. It has
helped in developing critical thinking of employees as they are more professional towards their
work. Employees started taking their work more seriously and dedication level has increased
after professional development programmes of Whirlpool.
Employees of Whirlpool has got effective communication skills after professional
development programme of the establishment. Employee development programs are carried for
managers to make them learn new things. Whirlpool always believes in giving effective training
and develop professional skills in employees for their individual growth. It will help organisation
as well because employees will contribute in better way. Professional development has many
benefits and has helped Whirlpool in effective way.
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5) HPW contribution in employee engagement and competitive advantages-
High performance work- A general approach to arranging Whirlpool's aims to stimulate
more effective employees' involvement and commitment to accomplish high levels of
performance. It is a set of cited company management practices which attempt to generate
environment in the organization where workers have greater involvement and responsibility.
High performance is a concept of development referring to teams, organization, virtual groups
which are keep focused on goals and achieve results (Boer and et.al., 2017). Whirlpool
commission has introduced this method to manage employees behaviour inside and motivate
them to achieved pre-define targets with high performance. It is profitable not only for
individuals but also organization too.
Employee engagement- It is a workplace approach resulting in right situation for all
employees of Whirlpool to give of best every day, motivated to contribute organizational success
with an enhanced sense of their efforts. It is based on trust, integrity, open communication
between management and workers. This approach is utilized by Whirlpool to motivate
individuals towards goals that are accomplish-able. HR department play important role in
motivate employees to collaborate efforts in right direction and achieved objects. Deliver correct
information among workers to meet targets. To stop informal communication into the
organization it is necessary to provide right path to complete assign task, so they engaged with
projects.
Through the high performance work make clear image about vision and strategies to
employees of Whirlpool. Cited organization frame planning for workers development which
helpful for them when they interact with others in a professional way. For improve their skills
training and development plan is a worth-able process, which increase selected company
productivity (Delery and Roumpi, 2017). North America Regional staff of Whirlpool, are the
responsible for changes and restructuring of whole company. Active participation of all worker
give their best during decision making, reduce dependency on other teams, create formation of
the company strategies and minimise the formal relation within the firm. Chosen company
manager ask team to for their suggestions for growth. Skilled employees perform to increase
work productivity and reduce business wastage.
Competitive advantages- According to current situation of Whirlpool North America Regional
environment high performance work play important part in highly productivity. Cited company
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uses System Application Process to manage management activities. Work efficiency reduce the
operation cost which create more profitability from business. HR department select skilled
employees and trained them for good performance (Guest, 2017). TO develop sales market cited
company create innovates ideas and manufactured more durable products compare to others.
They provide qualitative goods and services to their customers and earn profit that is necessary
to solve North America Regional issues. Collaborative working style of the organization's
workers, give them solutions for operation problems.
6) Various types of approavhes involved in improving the performance of the employees
Performance management is an effective element which is used by company to
accomplish pre-define goals. It keeps focus on manage relation between employees and object
and they make efforts to meet them. It is the responsibility of HR department that they observe
workers performance to achieve outcomes.
(Source: Performance management approach, 2016)
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Illustration 1: Performance Management Approach

Collaborative working approach- It is a situation in which two or more than individuals
learn form team working. Collaborative learning is generally seen when students work together
to search for solution of some issues and create artificial goods as a proof of learning result.
Whirlpool is having restructuring process because of informal relation between employees. They
all are not performing according to their ability due to negative impact on productivity. North
America Regional staff members adopted grandparent communication among them and
developed healthy relations with management (Mone and London, 2018). Meeting was held to
resolve all issues, so they can perform as a team. Through this general meeting informal
communication change into formal. A negative aspect of this that group of people comes from
different background, and it is not easy that they make efforts together to meet gaols of
Whirlpool.
Comparative approach- It involves ranking of Whirlpool employee's performance with
comparison from other team members. Individual get rank on the basis of highest to the lowest
performer. This has various techniques for comparative approach like forced techniques'
distribution (workers ranking in team), comparison and graphical rating scale. To increase team
performance Whirlpool follow this planning effectively and HR department address
improvement key areas for under-performer (Harrison and Lock, 2017). Cited company can
accomplish goals through motivate followers to perform high level. Firm adopt this method to
achieve targets through collaborative efforts in the same work direction.
Unskilled employees create their own group, which generate demotivation among others
employees. It reduces the productivity and profit.
This approach is undertaken in matter of small team employees with same profiles.
Disadvantages is that it is not applicable in large organization and different job position.
Qualitative approach- This approach focus on improving customer satisfaction through
reducing errors and provide qualitative products & services. It takes into consideration for both
person and system factors (Performance management approach, 2016). Management of
Whirlpool take continuous feedback on the individual performance from peers, clients etc. to
increase performance level. It aims is continuously improved the business process (Kerzner and
Kerzner, 2017). Like, Whirlpool after North America Regional issues divide work according to
team and takes feedback for individual performance and provide them facilities which improve
their efficiency. The advantages of this approach are below-
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 Assessment of both employee and system of Whirlpool.
 Solve the issues with the help of team work.
 Evaluate performance through various resources.
 Include internal or external both factors of the company.
CONCLUSION
From the above report it is concluded that to accomplish organization goals skilled and
knowledgeable employees are compulsory. Team as well as individual also an important part of
company. Organization faced various situation and without co-ordination they can't accomplish
their objects. HPW is necessary to keep employee engaged and improve their work performance.
To determine the current performance level of person comparative approach is easy and best
method. It is not much expensive measuring process.
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REFERENCES
Books and Journals
Boer, H. and et.al., 2017. CI Changes from Suggestion Box to Organisational Learning:
Continuous Improvement in Europe and Australia: Continuous Improvement in Europe
and Australia. Routledge.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1), pp.1-21.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1), pp.22-38.
Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach.
Routledge.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Hedegaard, M., 2017. The signicance of demands and motives across practices in children’s
learning and development: an analysis of learning in home and school. In Introduction to
Vygotsky (pp. 223-235). Routledge.
Meltzer, L. ed., 2018. Executive function in education: From theory to practice. Guilford
Publications.
Hutchings, D.E., Gibbon, J., Gaston, J. and Vacca, L., 2018. Critical periods in fetal
development: Differential effects on learning and development produced by maternal vitamin A
excess. In Aberrant Development in Infancy (pp. 177-185). Routledge.
Online
Performance management approach. 2016. [Online]. Assessed through:
<https://www.projectguru.in/publications/approaches-measuring-performance-employees/>.
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