Developing Individual, Teams and Organisation

This report discusses the skills, behavior, and knowledge required by an HR professional in managing company's environment. It also explores the importance of individual and organizational learning in enhancing productivity. Additionally, it covers the concept of performance management and approaches to motivate staff.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANISATION

INTRODUCTION
To achieve growth in business world, every company needs development of its working
staff and team groups. This will be beneficial for an employee’s personal growth and
professional career. It includes the formulation of effective strategies, policies and rules which
assist in achieving desired targeted goals. Also, the term developing individual, team and
organization is interrelated as capabilities of a person will leads toward goals and target
achievement (Amabile, 2012). This achievement will lead the organization towards market
growth. The present research is carried out in context of Whirlpool Corporation. This is an
America based multinational company and manufacturer of electronic home appliances, situated
at Michigan in U.S. This report includes about skills, behavior and knowledge required by an HR
professional to manage company’s environment. Importance in context with individual and
organizational learning is discussed to enhance productivity among employees. At last, a concept
related with performance management including some approaches to motivate staff is mentioned.
TASK 1
P1. Evaluate knowledge, skills and behavior required by an HR professional.
Every organization requires a well trained and hard working staff to carry out their
activities in an appropriate manner. This will generates high efficiency and professionalism in
the minds of employees. To attain targeted goals in business, development of employees must be
focused. In reference with whirlpool, to increase their market growth and profit margins
company requires employees posing sufficient knowledge and skills along with advancement in
technology (Berry, 2011). HR professional of whirlpool needs to incorporate different

capabilities and knowledge through his skills and behavior. Required behavior, knowledge and
skills of a HR professional are mentioned below:
Skills required: It is an ability to complete a task with targeted results in specified time. In
reference with whirlpool, HR professional needs to incorporate these skills (.Knowledge and
skills required by HR professional. 2016).
Effective communication: A manager must be capable enough to convey information properly to
staff members. Words conveyed by HR professional needs to be clear and accurate. It is the
responsibility of HR manager of whirlpool to transfer information appropriately from top to
bottom level within an organization without any misunderstanding. This will help the firm in
maintaining healthy working atmosphere (Ford, 2014).
 Conflict management and problem solving: Resolving issues and problem among
employees or between leader and workers is one of the main responsibility of HR
manager. A manager needs to be patient, impartial and negotiable whole
addressing issues. HR professionals of Whirlpool must be capable to approach
problems with maturity and understanding. This will results in harmonious work
environment.
Knowledge required: To run a business effectively, it is very important for an organization to
hire employees with sufficient knowledge in their respective fields. An accurate knowledge
results in making correct decisions in a fast way to tackle issues appreciably. In relation with
Whirlpool, manager needs to incorporate knowledge regarding following fields:
 Management and administration: A manager must have knowledge of strategic
tools and planning related with administration. It is the duty of manager in
whirlpool to manage allocation of resources, modeling of HR and to maintain co-
ordination among employees. Problems in management can disturb the whole
working environment of staff.
Law and Governance: A HR personnel needs to have knowledge regarding different corporate
laws, codes and procedure related with organization and employees. Manager of whirlpool must
be familiar with laws like minimum wage, family leave and workplace safety etc (Gibbs, 2013).
This will help the firm in achieving targets without any conflicts related with salary and other
aspects.

Behavior required: Behavior of an employee is determined with their way of talk and
interaction. Attitude of a manager influences the working ability of staff members (Goetsch and
Davis, 2014). It is important for HR manager of whirlpool to act polite and impartial while
communicating with other employees:
 Ethical: This involves the basic codes of ethics that must be implemented while making
decisions. This will enhance the friendly and peaceful environment within the firm. HR
manager of whirlpool needs to be ethic it will influence workers to obey new formulated
policies. As workers will believes regarding ethical nature of company.
 Trustworthy: Managers of a firm needs to be trustworthy so that employees can have
open communication with them. HR professional of whirlpool must be a trustable person.
This will help the employees in sharing their issues easily which will improve oveall
working of firm (Hirst and et. al., 2011).
P2 Personal skills audit to identify appropriate knowledge , skills and behaviors for developing a
plan of given job role
Personal skill audit is a tool to calculate strength and abilities of an individual in a better
manner. By implementing this approach, people connected with business can measure own
efficiency i.e. in which field they require to improve their abilities. For working as HR manager
in a big company like Whirlpool, it is necessary for a being to determine own abilities and
performance level. In this context, I have also tried skill auditing process to assess my strengths
and weakness. This will helps me in understanding the need of training and development. My
strength and weakness are outlined below:
Strengths: Whirlpool Corporation is famous for its modern, improved, creative and innovative
ideas regarding electronic appliances. So, for this support, I lend a hand to other employees in
getting known to new advanced technologies (Levi, 2015). This denotes that I have sufficient IT
knowledge and required skills. Also, I am good punctual which helps in completion of task
within given time.
Weaknesses: Whirlpool is a big firm where several workers works together. Sometimes I
fail to take appropriate and right decision. Along with this, collaborating employees and
persuade them for task completion is also hard. It reflects I must improve my communication
skills.To overcome my weaknesses, I have prepared a personal development plan as mentioned
below:-

HR professionals, personal skills audit is prepared as below:
PERSONAL SKILLS AUDIT
Serial
no.
Learning
objective
Current
proficiency
Target
proficiency
Development opportunities Time scale
1 Decision
making skills
7.8 10 In Whirlpool, to sustain
business and improve market
shares, as a manager I need to
be capable enough to take
various impactful decisions.
But in few situation, where,
fast decisions are needed I
faces difficulties. To improve
this weakness, I should work
under management members.
So that, I can adopt their
techniques consequently.
40 to 45
days
2 Strong
Communication
skills
6 10 It is the most necessary skills
required by an HR manager,.
By this, they can easily
persuade others and
encourage them to adopt
working and cooperating to
achieve business targets.
Therefore, to incorporate this,
I am attending meetings and
seminars so that I can build
up good interaction with
employees.
2.5 to 4
months
3 Conflict 7 10 As a manager, a person needs 3 to 3.5

Resolution to handle several situations
and implement various
strategies to resolve them.
The main area where I am not
able to prove my
effectiveness is conflicts
between workers. Therefore,
to condense this weakness, I
should read some journals,
magazine and books where
professionals have provided
views to turn negativity into
positivity
months
TASK 2
P3 Difference between organizational and individual learning in training and development
Individual learning – It includes learning level of each individual which works within an
organization. It is in accordance with their qualification and practical experience involving
around life. Every individual in whirlpool has a specialized area and performs well in it while
generating maximum outputs (McCormack, Manley and Titchen, 2013).
Organizational learning – It refers to the general skills of employees that work in
Whirlpool co-operation which are efficient enough to complete given task. They need this to
obtain desired targeted results. Various kinds of skills in separate fields of workers facilitate to
point organizational learning which is useful in achieving growth in business considerably.
Difference between individual and organizational behavior
Individual learning Organizational learning
 It is beneficial for the individual
growth of a person. It generates
several opportunities for growth and
 This facilitates to eliminate skill gap
among employees and making them
efficient to achieve firm’s goals

increment in life.
 The idea to provide learning
training to workers of Whirlpool
Company is difficult as they hire
thousands of employees.
without any major issues.
 The idea to make workers aware
regarding advanced and technical
atmosphere is important and helpful
to enhance profit margins to reduce
products duration.
Training – It involves learning process which is carried out for new working staff and for other
reason like circulating information in respect with advanced technologies. Also, Training
programs helps in achieving short term goals. It is carried out in whirlpool for implementation of
specific purpose (O'leary, Mortensen and Woolley, 2011).
Development – This is considered as a nonstop process for which events and seminars
related with development are conducted by Whirlpool company. This is carried out to attain new
chances on regular basis. Along with it, it helps in maintain strong position of firm among rivals
along with earning more profit margins.
Difference between training and development
Training Development
 Training of a worker is an internal
aspect related with orientations and
induction.
 Training is provided so that
employee can understand given roles
and responsibilities effectively.
 Main focus in development is on
individual not completely on
organisatioin.
 Development makes staff members
efficient enough to tackle difficult
situations that may arise in future.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning
It is the ability to improve and develop individual’s skills and knowledge in order to work
effectively and efficiently at workplace on continuous basis (Pinjani and Palvia, 2013). It
enhances behaviors, knowledge of employees in an organization and helps in achieving goals

and objectives. Whirlpool provides training and development program for their staff for
continuous learning and improving themselves (Schaubroeck, Lam and Peng, 2011).
Professional Development
It is type of learning for earning and maintaining professional qualifications such as
degrees, attending conferences, opportunities, etc. in practice. It helps in increasing capabilities
and improving employees with help of training and education chance at workplace. It builds and
maintains morale between members and attracting skilled subordinates for the company. It builds
personality of individual as a whole. Whirlpool also wants its worker to build personality and
work for company. The importance of continuous professional development can be explained
with help of learning cycle theory which is described below:
David Kolb developed this theory in 1984 for process of learning. This theory is divided into two
parts they are learning theory and learning style
Learning theory
It is divided into four parts which is described below:
Concrete Experience
It means learning new things from experience or situation or from existing. The
employees of whirlpool get chance to learn through continuous and development program.
Reflective Observation
When particular thing is important inconsistencies between understanding and
experience. Sometime staff get confuse between the message conveyed and way of
understanding which create problem to organization.
Abstract Conceptualization
When new ideas or modification arises from existing one. The people learned from their
past experiences. Whirlpool need such creative people for running of business and improving
performance and development.
Active Experimentation
The learner has learned from professional development and applies those ideas to
particular problem to see actual result. This improves performance of employees and built them
for taking risk (Seibert, Wang and Courtright, 2011).
Learning Style
It is also divided into four types which is described as below:

Diverging
Such type of people look things very differently, sensitive and prefer watching rather than
doing. This style helps whirlpool in taking great opportunities from market and performing
accordingly.
Assimilating
This preference involves logical, concise approach and more important than human beings. As
this type of people requires clear explanation than practical opportunity. When employees know
the actual problem in organization they easily solve it. Here professional development is seen
among employees through continuous learning which easily achieve goal of whirlpool (Werner,
J. M. and DeSimone, 2011).
Converging
Such people can easily solve out problems and apply those learning to get solutions for
practical issues. They less concerned with people and interpersonal aspects and prefer technical
job. Every company prefer such people to solve problems arises in business on daily basis.
Whirlpool also requires such leadership style individuals.
Accommodating
In this style people uses other analysis and take practical approach for solving problems
and issues. Such individual rely on others to carry out their work. This style decreases the
performance of whirlpool by relying on others.
TASK 3
P5 HPW contributes to employee engagement and competitive advantage
High Performance Working
It refers work which describes overall performance of an individual and organisation including
cycle time, productivity and quality. Every company needs high performance working
employees to achieve the goals and objectives of firm (Williams, Muller and Kilanski, 2012).
Employee Engagement
It is extent in which employees of an organisation feels dedicated and passionate towards
jobs and put effort to complete task. It describes both quantitatively and qualitatively relationship
between employer and employees.
Competitive Advantage

It is the position of an organization in marketplace to earn profits from its rivals. In order to
survive in market company should produce different products and services from its competitors.
If firm advertise product at low price from rivals then surely it will gain competitive advantages.
Every business wants to gain advantage by selling goods (Amabile, 2012).
The benefits of High Performance Working are:
Better employee attitude
High performance working brings positive attitude feeling and taking responsibility for
improvement of products, process and services for employees as well as firm. This helps in
taking innovation and increasing productivity. If the attitude of employees is positive then they
focus on bringing new products in market. Whirlpool improves attitudes of staff for achieving
competitive advantage.
Improve living of standard
High performance working helps in improving living standard of employees.
Employment engagement and competitive advantages also plays an important role in achieving
goals and objectives of firm. Whirlpool also improves their employees’ standard for profitability
and sustainability.
Cooperation among organization
Employment engagement helps in increasing performance which brings cooperation
among organization. Whirlpool also focuses on cooperation and improving relations with other
business. It built healthy and effective relationship with others.
Better financial results
The main goal of an organization is to earn maximum profit which can be achieved by
good performance and employment engagement activities. This leads in better achievement of
result and better financial condition of Whirlpool.
TASK 4
P6 Different approaches to performance management which support high-performance culture
and commitment
Performance Management
It is the process which provides documentation for performance outcomes, feedback and
accountability. It helps for achieving company goals through employee’s talents and skills. The
management of each and every performance in an organization is very important for goal and

objective. It focuses on organization, department, employee performance to built goods and
services. It is checked on frequent basis for improvement. For achievement of result firm should
ensure proper training and development program for their workers (Ford, 2014).
Approaches of performance management
There are various approaches for measurement of employees performance which can be
described as below:
Collaborative working
In this approach each and every employees of an organization work collectively and
collaboratively for achieving goals and objectives. This helps in exchange of new ideas and
thinking with each other for doing task. Whirlpool prefers such approach for betterment of the
company and maintaining standards in marketplace.
Behavioural approach
It is the oldest measurement technique performance. It consist scales for different types of
dimension for the job. The Behaviourally Anchored Rating Scale (BARS) and Behavioural
Observation Scale (BOS) are scales which measures performance of employees. In BARS there
are five to ten vertical scales which are based from set parameters and are ranked according to
performance. Similarly, in BORS specific description of an employee’s along with their
performance. BARS is simple, suitable and reliability. Here Whirlpool use this approach for
ranking of their staffs in an organization.
Result approach
It is the most simple and straight forward approach in which organization employees are rated on
basis of employees results. Here the first approach is balanced scorecard which has four
techniques includes learning & growth, customer, financial, internal and operations. Next
approach is Productivity Measurement and Evaluation System (ProMES) which helps in
motivating staff and enhancing productivity and taking feedback. The advantages of such
approach are to change strategy into operation. It also considers external environment including
customers and learning and growth. In order to achieve result Whirlpool should focus on
performance (Gibbs, 2013).
Quality approach
This approach focus on customer satisfaction by improving, reducing errors and issues. It
considers both system and person aspects. The management take feedback from employers on
personal and professional qualities for improving them and achieving result effectively and
efficiently. This approach helps in problem solving, considering internal and external factors,
performance evaluators and assessing system and employees. Thus, whirlpool should focus on

quality rather than quantity. As consumer need good quality products and services and firm
should fulfils their demand for profitability and sustainability.
Comparative approach
This approach means ranking employees performance with other members in group.
Ranking is done from highest to lowest. There are various techniques used in this approach.
Through this the employee can evaluate individual achievement and efforts required to improve
their work. In context of whirlpool this approach is required to evaluate each and every staff
performance.
Attributes approach
When employees rating done on set parameters such as innovation, problem solving skills,
creativity, judgment, communication and skill then it is called attributes approach. The graphic
and mixed rating scale is use to evaluate performance. Whirlpool requires high skilled and
knowledgeable staff for performing work and adapting dynamic changes (Goetsch and Davis,
2014).
CONCLUSION
From the above mentioned report it can be concluded that there are professional
knowledge, skills and behaviors required for human resource in whirlpool. It has analyzed
personal skill audit to identify knowledge, skills and behavior of an individual. Through personal
skill audit easily strength and weakness of person can be found and to improve that professional
development plan is prepared. It has also cover difference between organizational and individual
learning and training and development. The assignment has covered need for continuous learning
and professional development for driving sustainable business performance with help of learning
cycle theory given by kolf. The high performance working contributes in employees’
engagement and achieving competitive advantages for Whirlpool. It has discussed about
performance management with various approach for improving performance of organization.

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Online
Knowledge and skills required by HR professional. 2016. [Online].Available through:<
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