Developing Inclusive Workplaces through Performance Management

The assignment discusses the significance of supporting individual employees within an organization to perform in a desired manner. It emphasizes that HR managers should conduct a personal skills audit to identify actual strengths and weaknesses, then create a professional development plan to address weak areas. Various learning styles and approaches to performance management are also discussed, emphasizing their importance in enhancing overall organizational performance. The assignment concludes by highlighting the role of HR managers in promoting inclusive workplaces through effective performance management strategies.

Developing Individual, Teams
and Organisations

Contents
INTRODUCTION.....................................................................................................................................3
TASK 1....................................................................................................................................................3
P1: Professional knowledge, skills and behaviour required by HR professionals...............................3
P2: Personal skills audit and professional development plan............................................................5
M1: Detailing about professional skills audit...................................................................................11
TASK 2..................................................................................................................................................12
P3: Evaluation of different between individual and organisational learning & training and
development....................................................................................................................................12
P4: Need of continuous learning and professional development in sustainable business
performance....................................................................................................................................13
M2: Application of learning cycle theories......................................................................................14
Honey and Mumford theories: It is based on the work of four distinct learning styles and preferences
such as activist, theorist, pragmatist and reflector. There are three learning approaches that an
individual naturally prefer and they used to recommend that in order to maximise their own
capabilities. .........................................................................................................................................15
Activist are those people that learn by doing things such as brainstorming, problem solving and
puzzles games. ....................................................................................................................................15
Theorist on the other hand understand the theory behind the actions. They used to draw new data
new data into systematic manner. .....................................................................................................15
Pragmatist people required to be able to see how to put the learning into practices in the real world.
.............................................................................................................................................................15
Reflector: These kind of people learn by observing and thinking regarding what is happening within
an organisation. ..................................................................................................................................15
TASK 3..................................................................................................................................................15
P5&D2: Contribution of High performance worker in employee engagement and competitive
advantage........................................................................................................................................15
M3: Analyses of benefits received through applying HPW within an organisation..........................16
TASK 4..................................................................................................................................................17
P6&M4: Different approaches of performance management and their contribution in high
performance culture and commitment...........................................................................................17
CONCLUSION.......................................................................................................................................18
REFERENCES.........................................................................................................................................19

INTRODUCTION
Development is an essential requirement for an individual, teams and organisation in
order to achieve growth and success for longer period of time. Thus, every individual or
organisation focuses on improving their weak areas so as to enhance their capability of doing
allotted task allotted to them. It will help in achieving strong image and position in the market
due to which it become easy for them to compete with their rivals. Employees are an assets of
an organisation which contributes their maximum efforts in achieving them growth and
success thus developing their skills and knowledge through providing them training and
development programs will directly bring beneficial result to company. Whirlpool, a
manufacturing company which deals in producing quality home appliances and selling is
across worldwide. The project report includes skills, behaviour and knowledge required by
HR professional and its proper analysis through conducting skills audit. Contribution of HPW
in employee engagement and competitive advantage. All other aspects are also discussed
under this report with the context of Whirlpool (Ainscow and Sandill, 2010).
TASK 1
P1: Professional knowledge, skills and behaviour required by HR professionals
Human resource is considered as an asset of company whose efforts and supports
decide the chances of company in achieving growth and success in competitive market.
Therefore, HR professionals of Whirlpool required to conduct recruitment and selection
programs in order to attain more qualified and skilled employees. It is also important to
identify the needs of training at workplace according to which suitable training and

development programs shall be conducted in order to enhance quality of work and efficiency
in performance.
Professional development refers to specific plans and policies for the development of
skills and knowledge of an individual working in an organisation for the purpose of receiving
better outcomes. For this, it is responsibility of HR professionals to identify the high and low
skilled workers according to which allotment of work and training programs shall be
conducted.
The benefits of professional development plan are:
 It helps HR professional to know the actual skills and capabilities of their employees
so that an effective decision shall be made for the purpose of improving their
identified weak areas.
 It also helps in getting knowledge about the requirements needed by employees at
workplace and accordingly makes further actions to fulfil as quickly as possible. For
example, training need (Chaskalson, 2011).
 It educates HR managers to analyse skills and knowledge of employees and
accordingly educate them to utilise available resources while working on advanced
and modern systems.
Skills and capabilities of HR manager:
Conflicts management and problem solving: An organisation can increase its
productivity and profitability ratio when their employees perform in a collective way so that
maximum efforts should be made in achieving desired goals and objectives. It may increase
the chances of conflicts thus HR manager here play a valuable role in resolving their conflicts
through providing them optimum solution.
Discrete and Ethical: HR managers are considered as blood cell of an organisation
which performs different roles and functions for the betterment of human resource. They are
liable to manage and monitor employee’s performance so as to make sure that each employee
performs in an ethical ways. They are liable to identify their need of training at workplace of
Whirlpool through conducting research within an organisation. It will help in bringing

motivation among employees to not indulge in any unethical activities and performed in right
direction.
Knowledge of HR professionals:
Administration and management: It is essential required for HR professional of
Whirlpool to become aware about the business activities to be performed at workplace
according to which they are able to assign roles and responsibilities to the human resource. It
will help in achieve better possible outcomes from every business activities.
Communication and technology: HR manager need to acquire communication skills
in order to make better communication and coordination with their employees and make them
aware about company’s plans and polices in more understanding way. Educating them about
utilising available resources through working on modern technology, communication skills is
must required (Chen and et. al., 2013).
Behaviour of HR professional involves:
Accountable: HR professional of Whirlpool required developing and making changes
in their pre-planned decisions and informing them to their employees in order to achieve
better possible outcomes.
Customer/Quality focus: HR managers are required to improve their employee’s
quality of work due to which maximum positive result will be getting by them in near future.
This will help in producing quality products to the customers which further help in retaining
loyal customers for longer period of time.
P2: Personal skills audit and professional development plan
HR manager of an organisation performs different roles and responsibilities for the
purpose of achieving desired goals and objectives thus require specific skills and knowledge.
Therefore, to enhance their performance it is important to conduct personal skills audit. It will
help in identifying the strengths and weaknesses so that further steps can make to enhance the
weak areas. It can possible through participating in training and development due to which
the chances of achieving growth and success in personal as well as professional career will be
more (Eime and et. al., 2013). Personal skills audit and professional development plans of HR
professionals are given as below:

Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicatio
n skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔

Conducting a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
reasoning
skills, able to
handle
complicated
data and make
selective use
of information
✔
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔

Supervisory
Management
How much experience
have you had in your
placements?
< 1 month
✔
1-3 months > 3 months
How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
It has been clearly seen from the above skills audit that HR professionals should
require to focus on enhancing their communication and problem solving skills. It can be
improved through participating in training and learning programs which make HR officer
more capable of doing allotted roles and responsibilities in an effective and efficient manner
(Hitt and et. al., 2011).
Personal development plan for HR professionals
As it has been identified from the above skills audit that there are some areas where
the HR professionals need to work on. For this, it is required to made development plan due
to which it can be easy for HR officer of Whirlpool to achieve growth and success in their
personal as well as professional career. Such development plan is given as below:
Develop
ment
need
Development
type
Development Learning
phases
Deadline for
the remedial
action
Evidences
Commun
ication
skills
Self
assessment
Communication
skills of HR
professionals are
not good
according to the
Time
required to
develop
communicati
on skills in
4-5 months Proper
judgement of
knowledge from
the HR
department head

information
received from
skills audit
report Thus it is
essential to
enhance such
skills As it help
in maintaining
healthy relation
with their
employees and
creating healthy
atmosphere at
workplace as
well. Giving
guidance
through proper
communication
help in retaining
experience
employee in
company for
longer period of
time.
Participation in
training and
seminars helps
in improving
such skill by HR
officer.
Jane
Cambridge is
around 2
moths.
and top
authority.
Problem
solving
skills
Self
assessment
Such skills are
also required to
be improved
In
development
of problem
6- months It can be
reverting back
by taking

according to
skills audit
report. As there
are lots of
employees
working in
Whirlpool
which created
the chances of
arising conflicts
at work place
thus it is
essential for HR
professionals to
have such skill
in order to find
out the optimum
solution that
will help in
resolving issues
as quickly as
possible.
solving skills
1 moth time
is required.
feedbacks from
the senior
manager and
supervisor.
Leadersh
ip Skills
Self
assessment Jane Cambridge
is lack of
leadership skills.
This affects her
ability to
motivate the
employees in
company to
work hard with
more passion.
To develop
such skills
there is need
20 days of
time period.
4-6 months
training.
Through,
analysing the
responses from
their team
member about
their leading
skills.

This will affect
the overall
performance of
all teams and
organisation.
Development of
such skills helps
to motivate the
employees and
build good
teams in
organisation.
M1: Detailing about professional skills audit
Professional skills audit is define below:
Skill Very good good average
Leadership skill ✔
Team building skills ✔
TASK 2
P3: Evaluation of different between individual and organisational learning & training and
development
Training and development are different aspects which need to be considered by the
management of Whirlpool in order to enhance their overall performance of employees as well
as an organisation. Training refers to a practice which is adopted with a motive of developing
skills and capabilities of employees whereas development refers to the improvement of
overall personality thus development programs has wider scope (Marquardt and et. al., 2011).
Diffeence between training and development:
Basis Training Development
Meaning It refers to a practice which is It refers to practice which is

used to adopt with an
objective of enhancing the
skills and knowledge of
employees due to which
maximum support from them
in achieving desired target.
used to develop overall
personality of an individual
and has wider scope.
Term Training programs assist
organisation to learn new
aspects and technology in
short.
This helps in organisation to
attain long-term objectives.
Concentrate on This remains oriented around
present situation and plans.
This mainly oriented towards
long-term sustainability and
organisational growth.
Orientation Job oriented Career oriented.
Objective This focuses on weak areas. Main objective is to enrich
business objectives.
Evaluation
It is evaluated that the HR department is tends to improve the communication skills to
improve. This will assist employees to communicate values and importance of business
operations. Sustainable business structure is one of the practical form that helps, as training
program will assist the business to drive the value of business in different form. Development
plan to enhance scope of functional team in North America region also devised with ive core
dimensions. It is one of the become more On the other hand, individual and organisational
learning are also an important concept which improves the knowledge and capabilities of an
individual thus need to be considered by HR professionals. There is difference as well
between among two concepts which are described as below:
Individual learning: It is such a concept that gives main emphasis on increasing
learning of an individual in an organisation. It is important for HR professionals to identify
the strengths and weakness according to which learning programmes shall be conducted with
an objective of enhancing weak areas. Through such learning programs, the employees
working in Whirlpool should able to increase their knowledge about using modern and
advanced technology which helps in utilising available resources in an optimum manner
(McKenzie and Aitken, 2012).

Organisational learning: It is the process of improving business structure so as to
bring efficiency in quality of work done in an organisation. It can be improved through
making effective policies and plans which must have adopted within an organisation due to
which competitive advantage can be achieved.
Espoused theory: This is said to be formalised part of an organisation. In every firm,
it will be tending to have different instruction in accordance the way employee would
conduct themselves in respect to carry out their job within an organisation. It is simply
considered to be the problem solving theory those are arises between the employees
(Learning theory, 2017).
There is difference among two such concepts which are given as below:
Individual learning Organisational learning
It is such method of learning which increases
skills and abilities of an individual working
in an organisation.
It is the process of transferring knowledge
among different departments within an
origination so as to achieve competitive
advantage.
It gives more emphasis on development of
single individual.
It gives more emphasis on the development
of an organisation.
It provides an opportunity in enhance the
weak areas so as to gain strong position in
organisation.
It gives an opportunity to achieve competitive
advantages through adopting an effective
plans and policies.
P4: Need of continuous learning and professional development in sustainable business
performance
Continuous planning and professional development plays an important role in
enhancing the overall performance of Whirlpool. Learning is a method of acquiring new
knowledge through studying or indulges in any practical activities. Learning is an important
part of training and development programs. Thus, it is the responsibility of HR officer of
Whirlpool to identify the actual knowledge and capabilities of their employee so that further
decisions can be made related with adoption of training and development programs.
Professional development plan is made with an objective of helping individual to achieve
growth and success in their professional career thus commitment with company will may
expand due to which continuing services provided by them to company. Therefore, it is
important to first understand the needs of continuous learning and professional Development
which are listed as below:

Development of skills: There are several learning styles and theories which need to
focus by HR professional in order to improve the knowledge and learning of an individual.
Such learning styles includes David Kolb’s theory of learning, VARK learning styles etc.
which is more helpful to increase skills and learning level of employees (Rosen and et. al.,
2011).
Improvement of communication and coordination: Improvement in learning of an
individual supports others as well in completing allotted business activities thus brings
maximum positive result to company. Sharing knowledge and ideas will help in establishing
strong bond among the employees due to which collective support will be getting to achieve
desired goals and objectives of an organisation.
Employee relation: Identifying the weak areas by HR professionals on which an
individual need to work on will help in creating healthy relation due to which maximum
support will be get from them in execution of business activities.
Accomplishment of different objectives: Learning and professional development plans
helps in increasing capability and knowledge of employees which allows them to work in
better and effective way thus it makes positive impact on the overall performance of an
organisation (Waddock, 2010).
M2: Application of learning cycle theories
There are mainly four learning styles which help in increasing the professional
development of an individual. Such theories are listed as below:
Concrete experience: Such theory includes new experiences provided to an individual
in order to help them in acquiring new knowledge and skills that will help them performing in
different areas.
Reflective observation: Such theory help an individual to identify and resolve problems
or issues that may comes in the process of completing allotted project activities.
Abstract conceptualisation: Such theory is related with determining the roles and
responsibilities they are required to perform in near future.
Active experimentation: Such theory motivates individual to bring new ideas and
thoughts which can be profitable while doing different business activities.

Kolb’s: It experimental learning theory works on stages of learning styles. It most of
the theories is concerned with the learner’s internal cognitive processes. The model give rise
to related with the terms as Kolb’s experiential learning theory. This does not need the
presence of a human teacher for any kind of learning to take place because of learning is
attained basically by experiences.
Honey and Mumford theories: It is based on the work of four distinct learning styles
and preferences such as activist, theorist, pragmatist and reflector. There are three learning
approaches that an individual naturally prefer and they used to recommend that in order to
maximise their own capabilities.
Activist are those people that learn by doing things such as brainstorming, problem solving
and puzzles games.
Theorist on the other hand understand the theory behind the actions. They used to draw new
data new data into systematic manner.
Pragmatist people required to be able to see how to put the learning into practices in the real
world.
Reflector: These kind of people learn by observing and thinking regarding what is happening
within an organisation.
TASK 3
P5&D2: Contribution of High performance worker in employee engagement and competitive
advantage
Performance management: It is known as ongoing process of communication among
a supervisor and employee that can occurs throughout the year are operating in order to attain
strategic objectives of an organisation. The sole performance management system is to assess
and make sure that employee is carrying out their duties are employed to do in an effective
manner.
Communication: It is said to be an act of conveying meanings from one entity or
group to another by the use of mutually signs and semiotic norms. It can assist proper balance
among each group those are working for the motive to attain overall aims and objectives of
an organisation.

There are number of employees engaged in business activities of Whirlpool with an
objective of achieving desired target within stipulated time period. Among large number of
employees there are some high performed whereas some are low performance on the basis of
performance in past times. It can be identified through conducting research about the past
performance of employees and on the basis of which roles and responsibilities are assigned to
them. High performer will brings more beneficial outcome to company which are described
as below:
High performer supports their co-workers as well in performing allotted task in
desired manner through providing them an effective ways and solution due to which the
employees may show more interest in engaging themselves in performing allotted roles and
responsibilities in better manner.
Maintaining healthy working environment through giving proper guidance to other
low performers in executing allotted business activities in an appropriate manner. This will be
done through proper communication and coordination.
High performer if supportive in nature will bring trust and loyalty among other
employees which enable and motivate them to share views and problems. This will help in
recuing tension and stress of other workers as well due to which they show more willingness
to give maximum individual efforts and make them more competitive among their rivals
(Organisational learning, 2017).
High performer workers of Whirlpool helps in attainment of sustainability in their
performance due to which the management have enough time to focus on other important
matter such as identifying the interest and preferences of customers, competitors in market
and their strategies. This will help company in making improvement in their pre-planned
decisions in order to maximise the satisfaction level of customers.
Therefore, In Whirlpool HPW are practised with an objective of formulating an
effective plans and strategies to achieve growth and success for longer period of time. The
formulated plans are essential to execute as soon as possible in order to execute business
activities in an effective and efficient manner. High performance creating healthy working
atmosphere which bring motivations among others through setting benchmark.

M3: Analyses of benefits received through applying HPW within an organisation
 High performer in an organisation brings always profitable results out of which few
benefits are described as below:
 Helps in creating good relation among employees through supporting others in building
up confidence and motivation.
 Helps in creating healthy atmosphere at workplace through providing guidance to low
performer in completing allotted task in more effective and efficient manner.
 Setting benchmark which brings motivation among others to work hard and give more
efforts in competing with their rivals. High performer gets promotions on their basis of their performance which in results
providing example to others that if they perform better then they will get several benefits
from company. Employee engagement: An organisation must required to motivate its employees to take
participate in business activities through building an effective team so that maximum
contribution can be gained by company in achieving desired goals and objectives. Competitive advantage: Conducting training and development for its staff creating new
and innovative ideas which help management to consider during decision making
process. This will help in achieving competitive advantage among their rivals in
competitive market.
 High performance work: The management of an organisation must required to motivate
its employees to give their best efforts which can possible through allotting roles and
responsibilities on the basis of their skills, knowledge as well as rewarding them extra
monetary payments etc.
TASK 4
P6&M4: Different approaches of performance management and their contribution in high
performance culture and commitment
Performance management: It is an continuous process of communication that occurs
between the supervisors and subordinates for monitoring the performance and developing the
capability to perform operations more effectively and efficiently. It assist company in
evaluating progress, setting objectives and providing on going feedback for ensuring that
employees meet their career goals and objectives. There are various approaches which

contributes maximum in enhancing the performance of individuals working in an
organisation. Such different approaches include:
Collaborative working: Such approach is also known as partnerships working which
supports the team work hence play a valuable role in achieving desired goals and objectives
within stipulated time period. According to this approach, all the employees working in an
organisation should require to work together so as to achieve maximum possible outcomes.
As there are large number of employees working in Whirlpool which comes from different
culture and backgrounds thus it is much difficult to bring them together and contribute
combined efforts. Thus, to encouraging them through providing the value of combined
efforts, such approach will required to be adopted by th4 management of Whirlpool which
directs every members of an organisation to perform and support together. The collaborative
working are not fixed and adopted on temporarily basis according to the situation occurred in
business environment (Performance measurement approaches, 2017). Therefore, it is useful
approach which helps in creating healthy atmosphere at workplace. The chances of conflicts
among employees will also be reduced which is a positive sign for company. Communication
and coordination among employees also becomes more effective while assigning roles and
responsibilities to the team. Therefore, it should require for Whirlpool to adopt such approach
of want to sustain in competitive market for longer period of time. It will also help in
increasing sales figure and profitability of company.
Example: If the management of Whirlpool divides its workers into team after
identifying their actual skills and knowledge, then it will help in maintaining better
coordination and understanding level among the employees due to which maximum support
will be getting so as to achieve desired goals and objectives.
Quality aspect: According to this approach, the management focuses on quality
which plays an important role in generating high revenues. Quality can be related with work
or products which brings profitable result to company. Training and professional
development plans help in increasing skills and knowledge of employees which increases
their quality of work thus the chances of manufacturing quality products by company will be
more. Having proper knowledge and skills about working on modern and ade vanced
technology will help in reducing wastage of resources due to which maximum output will be
achieved. As Whirlpool is engaged in producing home appliances thus it is essentially

required for them to focus on quality so as to achieve huge customer strength. This will help
company in retaining loyal customers for longer period of time.
Example: Providing washing machines with standard quality along with safety
features will help Whirlpool in attracting large number of customers across worldwide due to
which their revenue and profits also goes high.
Effective communication: Eastablishing an effective communication channel at
workpalce support the workforce to give their best effortsd with mutual cooperations. It assist
high perfomer workers to provide suitable guidance and direction to their co-workers so that
their performance level will also be increased. Sharing ideas, views and suggestions by high
performer worker faciliate top authoirites to make an effective decisions and suitable plans
for the betterment of their workforce.
Example, Bringing transparency in communication assist employees to share their
new ideas, suggestions and issues faced at workpalce with the top authorities wiohtout faing
any interventions by their managers of de[partment. Thsi will encourages them to perform in
right direction wihout getting pressured.
CONCLUSION
It has been concluded from the above project report that supporting an individual
working in an organisation to perform in desired manner will help an organisation to achieve
its desired goals and objectives within pre-determined period of time. HR managers are
required to identify the actual skills through conducting persona skills audit and according
prepare a professional development plan in order to improve weak areas. There are different
learning styles and approaches of performance management which need to adopted in order
to enhance the overall performance of an organisation.

REFERENCES
Books and Journals
Ainscow, M. and Sandill, A., 2010. Developing inclusive education systems: the role of
organisational cultures and leadership. International Journal of Inclusive Education.
14(4). pp.401-416.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Chen, G., and et. al., 2013. Teams as innovative systems: Multilevel motivational antecedents
of innovation in R&D teams. Journal of Applied Psychology. 98(6). p.1018.
Eime, R. M. and et. al., 2013. A systematic review of the psychological and social benefits of
participation in sport for children and adolescents: informing development of a
conceptual model of health through sport. International Journal of Behavioral
Nutrition and Physical Activity. 10(1). p.98.
Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
organizations, and society. The Academy of Management Perspectives. 25(2). pp.57-
75.
Marquardt, M. J. and et. al., 2011. Optimizing the power of action learning: Real-time
strategies for developing leaders, building teams and transforming organizations.
Hachette UK.
McKenzie, J. and Aitken, P., 2012. Learning to lead the knowledgeable organization:
developing leadership agility. Strategic HR Review. 11(6). pp.329-334.
Rosen, M.A., and et. al., 2011. Managing adaptive performance in teams: Guiding principles
and behavioral markers for measurement. Human resource management review.
21(2). pp.107-122.
Waddock, S., 2010. Finding wisdom within—The role of seeing and reflective practice in
developing moral imagination, aesthetic sensibility, and systems understanding.
Journal of Business Ethics Education. 7. pp.177-196.
Online
Organisational learning. 2017. [Online]. Available
through:<https://www.igi-global.com/dictionary/organizational-learning/21513>.
Performance measurement approaches. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Learning theory, 2017. [Online]. Available through: < https://www.knowledge-management-
tools.net/organizational-learning-theory.html>.