Developing Individual, Teams and Organisation in Sustainable Business Performance
Added on 2020-07-23
16 Pages4489 Words65 Views
Developing Individual, Teams andOrganisation
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1: Appropriate skills, knowledge and behaviour required by HR professionals..................1P2&D1: Personal skills audit and professional development plan for HR ...........................2M1: Detailing about professional skill audit..........................................................................7TASK 2............................................................................................................................................7P3: Evaluation of different between individual and organisational learning & training anddevelopment...........................................................................................................................7P4: Need to continuous learning and professional development in sustainable businessperformance............................................................................................................................9M2:Application of learning cycle theories to analyse the benefits of continuous professionaldevelopment.........................................................................................................................10TASK 3..........................................................................................................................................11P5&D2 Contribution of High performance worker in employee engagement and competitiveadvantage..............................................................................................................................11M3: Analysing the benefits of applying HPW within an organisation................................11TASK 4..........................................................................................................................................12P6&M4: Different approaches of performance management and their contribution in highperformance culture and commitment..................................................................................12CONCUSION................................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONHR manager or officer is the prime responsibility to develop individual and team workingin an organisation due to which maximum supports will be received by them in near future.Therefore, it is important to first identify the needs and requirements of employees at workplaceand accordingly implement an effective decision in order to develop skills and knowledge. Thepresent assignment report is based on Whirlpool, a USA manufacturing company which deals inproviding home appliances across worldwide. It has attained over 70 manufacturing andtechnology research centres all over the world and employed over 92000 employees whichassists company to provide quality products and services to the targeted customers. The projectincludes the skills and knowledge required by HR professionals in an individual as a employee.Along with this personal skills audit and professional development for HR professionals hasbeen also discussed under this report. The project also summarises the need of continuouslearning and professional development in sustainable business performance. In addition withthis, different approaches of performance management and contribution of skilled workers ingrowth of company are also explained under this report (Ainscow and Sandill,2010).TASK 1P1: Appropriate skills, knowledge and behaviour required by HR professionalsThere are several functions which need to be performed by HR professionals ofWhirlpool in order to manage and control business operations in more effective and efficientmanner. For this, it is important for HR officer to have specific skills, knowledge and behaviourwith the help of which they can able to analyse the performance of employees and find out thedeviations and issues that may restrict them to contribute their maximum efforts. It directs theHR officer to conduct training and development programs with an objective of enhancing skillsand knowledge of employees so that performance level will increased. Through this, thecompany can easily achieve its desired goals and objectives within pre-determined period oftime. Thus, HR officer of Whirlpool require to perform different roles and responsibilities whichare further described as below:Maintain relation with other departments: It is essential for HR officer to maintainhealthy relations with other departments so as to get adequate support from them in achieving1
profitable outcomes. Getting feedbacks and suggestion from the managers of differentdepartment help HR manager to recruit skilled and knowledge employees for their departments.Maintain work ethics: HR officer of an organisation is held responsible to make aneffective policies related with work ethic and implement them in proper manner. This will helpcompany in eliminating cultural differences and promote equality among employees working inan organisation (Barclay and Osei-Bryson, 2010).Health and safety measures: It is the responsibility of HR officers to adopt safetymeasures at workplace so as to secure and protect employees from any damage while workingwith machines and equipments. For this, it is essential to comply with health and safety policiesso as to maintaining healthy work environment.Recruitment of employees: It is the foremost responsibility of HR professional to fulfilrequirements of human resources in Whirlpool through adopting recruitment and selectionprocess so as to attain skilled and knowledgeable employees who are more capable to completeallotted project activities within pre-determined period of time. Training and development programmes: HR officer required to identify the needs oftraining at workplace through conducting research within an organisation. It will help incollecting feedbacks and views of employees about the Working environment and issues theyfaced at workplace. Thereafter HR officer should required to conduct training sessions in orderto enhance their potential and capabilities. It will bring motivation among employees and buildhealthy relation with them.Determination of remuneration: It is essentially required for HR officer to identify thecapabilities and knowledge of employees and accordingly implement suitable policies regardingfixation of remuneration for each and every employees.Implementation of employment legislation laws: There are various laws related withemployment thus need to be adopted by HF officer for the betterment of their human resource. Itwill help in creating good working atmosphere as well as build healthy relation them whichincreases the commitment of employee with company (Bolman and Deal, 2017).P2&D1: Personal skills audit and professional development plan for HR As a HR officer of Whirlpool, there is need to perform various important functions inorder to achieve desired goals and objectives. In order to determine whether HR officer areenough capable of doing allotted responsibilities in an effective manner, personal kills audit is2
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