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Developing Individual, Teams and Organisations Assignment - Whirlpool

   

Added on  2020-10-23

20 Pages6134 Words79 Views
Developing Individual, Teamsand Organisations

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

INTRODUCTIONDevelopment is an essential requirement for an individual, teams and organisation inorder to achieve growth and success for longer period of time. Thus, every individual ororganisation focuses on improving their weak areas so as to enhance their capability of doingallotted task allotted to them. It will help in achieving strong image and position in the marketdue to which it become easy for them to compete with their rivals. Employees are an assets ofan organisation which contributes their maximum efforts in achieving them growth andsuccess thus developing their skills and knowledge through providing them training anddevelopment programs will directly bring beneficial result to company. Whirlpool, amanufacturing company which deals in producing quality home appliances and selling isacross worldwide. The project report includes skills, behaviour and knowledge required byHR professional and its proper analysis through conducting skills audit. Contribution of HPWin employee engagement and competitive advantage. All other aspects are also discussedunder this report with the context of Whirlpool (Ainscow and Sandill, 2010).TASK 1P1: Professional knowledge, skills and behaviour required by HR professionalsHuman resource is considered as an asset of company whose efforts and supportsdecide the chances of company in achieving growth and success in competitive market.Therefore, HR professionals of Whirlpool required to conduct recruitment and selectionprograms in order to attain more qualified and skilled employees. It is also important toidentify 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 efficiencyin performance.Professional development refers to specific plans and policies for the development ofskills and knowledge of an individual working in an organisation for the purpose of receivingbetter outcomes. For this, it is responsibility of HR professionals to identify the high and lowskilled workers according to which allotment of work and training programs shall beconducted.The benefits of professional development plan are:It helps HR professional to know the actual skills and capabilities of their employeesso that an effective decision shall be made for the purpose of improving theiridentified weak areas. It also helps in getting knowledge about the requirements needed by employees atworkplace and accordingly makes further actions to fulfil as quickly as possible. Forexample, training need (Chaskalson, 2011).It educates HR managers to analyse skills and knowledge of employees andaccordingly educate them to utilise available resources while working on advancedand modern systems.Skills and capabilities of HR manager:Conflicts management and problem solving: An organisation can increase itsproductivity and profitability ratio when their employees perform in a collective way so thatmaximum efforts should be made in achieving desired goals and objectives. It may increasethe chances of conflicts thus HR manager here play a valuable role in resolving their conflictsthrough providing them optimum solution.Discrete and Ethical: HR managers are considered as blood cell of an organisationwhich performs different roles and functions for the betterment of human resource. They areliable to manage and monitor employee’s performance so as to make sure that each employeeperforms in an ethical ways. They are liable to identify their need of training at workplace ofWhirlpool through conducting research within an organisation. It will help in bringing

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