HRM and Organizational Learning

This assignment delves into the realm of Human Resource Management (HRM) and Organizational Learning. It covers various aspects such as improving training effectiveness, quality management, team contextual influences on goal orientation-creativity relationships, and the role of leadership in transforming organizations. The document also includes a discussion on HR knowledge and skills required by professionals and performance measurement approaches.

Developing Individual,
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
SECTION 1......................................................................................................................................1
.........................................................................................................................................................1
(A)P1.Appropriate and professional skills, behaviour and knowledge needed by HR
professionals...........................................................................................................................1
P2 Personal skills audit in order to identify appropriate KSB and development plan ..........4
TASK 2............................................................................................................................................8
P3 Differences between individual and organisational training, development and learning. 8
P4 Need for continuous learning as well as professional development ................................9
SECTION 2....................................................................................................................................11
TASK 3..........................................................................................................................................11
P5 Meaning of HPW contributes to employee engagement & competitive advantages .....11
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management........................................................12
CONCLUSION ............................................................................................................................14
REFERENCES..............................................................................................................................14
.......................................................................................................................................................16

INTRODUCTION
In modern businesses, human resource management is very essential and important part
of the each and every organisation. In an entity, HR department plays a significant role in
recruiting and selecting knowledgeable and skilled candidates. Other main duty of HR is to
assign the resources and responsibilities to their employees in a proper way. It is also maintain
healthy and positive relationship with their management within enterprise (Amabile, 2012).
Various kinds of approaches and tools are existence which is used by HR management in an
effective or efficient manner.
This report is based on Whirlpool which deals in electronic equipment. This company
was formed by Louis Upton in the year 1911. This assignment will discuss about professional
skills, behaviours, knowledge and development plan of HR. It will also determine regarding
organisational and individual learning which is important for the individual in order to increase
their basic skills on particular subjects. HPW and different approach of performance
management are very beneficial for the business entity in regrades to achieve higher profitability
and long tern objectives.
SECTION 1
(A)P1.Appropriate and professional skills, behaviour and knowledge needed by HR
professionals
There are different characteristics and quality of human resource management which are
valuable for company. Due to this, they can easily communicate and manage their employees
towards business functions and work (Knowledge and skills required by HR professional, 2016).
They have many responsibilities towards helping the entire team members and few skills are as
follows:
Expertise: All functions of human resource that primarily dependent on the skills and
ability of HR such as risk management, compensation, selection, recruitment, employee relation,
development and training etc. All these are important part of the individual and organisation
success (Andersonand., 2014). These programmes are provided by manger to its employees
regarding to increase their knowledge and attain desire goals of business in short duration. Each
1

and every company chiefly runs on such department which requires expertise employees so they
can solved the conflict situation.
Problem solving skill: It is one of the important and necessary skills which is HR
professional in order to solving all issues in a systematic manner. They are responsible for
resolving conflict and misunderstanding issues that are face by its employees. In this, they give
better training and development section to workforce towards maximising their basic knowledge
and achieving long term goals of company.
Communication: These skills are an important part of the every manager in organisation.
In this, they properly communicate with their employees towards work and functions. This
ability helps the human resource manager in order to interact a large number of the person, staff,
executives, suppliers and others so that effective patten of communication that can flow in the
business entity (Ford, 2014). They are not having such ability, then it is very hard for them in
order to known as well as mange all problems of the workforce.
Technological Skill: The human resource professional has technology skills to maintain
all techniques and tools that can applied to build the effective work of workers in an easy
manner. Main benefits of these quality is to enhance employee’s performance and achieve
business objectives in a systematic way.
Balancing the staff: It is also identify as a HR manger skill, in this they are capable to
maintain accurate balance among the staff members. It will support them in decreasing the
conflict and work load on a workforce.
Behaviour of Human resource Professional
Fair: The HR manger should be clean or fair with entire workers which is dealing in
certain factors. If judgement are made by HR in formulated on whole worker on the basis of
partiality that will be recognised.
Maximising in consultancy role: Manger of the business entity that support in providing
accurate guidelines regarding different matters. This will support in making positive and friendly
connection with them.
Knowledge of human resource professional:
Business knowledge: Manager have different knowledge regarding their work and
business functions in order to achieve long term objectives. It will support to perform their work
2

in easily (Goetsch and Davis, 2014). They are capable to take better judgement for the business,
due to this workers are able to provide effective and innovative ideas to business.
Best Practices knowledge: They should have all knowledge regarding best and effective
practices which is important for the company to attain desire goals. They should understand
regrading better development, training, talent management, labour relation, career planing,
personal administration and other ways.
(B) So DEVELOPMENT PLAN OF PROFESSIONAL can be recorded as:-
NAME: Jane Cambridge
Job Role and duties: HR manager
Review of learning requires Developing Plan
Date Ref In what
location
do in
necessity
to change
my
executio
n
How
does it
connecti
on to
other
goals and
objective
s
What do
I
required
in order
to learn
basic
skills and
achieve
this?
What
will I do
to
accompli
sh this?
What are
the liable
resources
& assist
that I
will
necessity
?
How will
I
measure
a
successfu
l result?
What are
my point
in time
for fitting
this
target?
3

6/12/17 Commun
ication
Will be
capable
to
communi
cate with
another
people in
effectivel
y.
Taking
English
tuitions
so as to
improve
communi
cation.
I will
regularly
attend
my
classes
and
communi
cate
more
with
others
A good
English
teacher
I will
attempt
own by
communi
cating
with
another
workers
on the
institutio
n.
15/12/17
7/12/17 Finance Basic
finance
knowled
ge that
will be
help in
knowing
the better
ways in
which
business
can
earns
profit.
Reading
and
practisin
g basic
finance
questions
and
terms.
I will
practice
it daily
so that I
gain
expertise
in it.
Good
finance
books
and daily
guidance
from a
teacher
I will
effort to
provide
my point
of view
in
handling
with few
finance
data and
if is
recogniz
ed then it
is great.
25/12/17
8/12/17 Conflict
resolutio
n
Employe
e
relations
that will
be keep
Reading
books of
famous
leaders
will help
It will try
to
maintain
good
relation
Support
and
understa
nding of
employe
26/12/17
4

or
maintain
ed
between
the
employe
es so that
there will
be no
chance of
conflicts.
es is only
required
P2 Personal skills audit in order to identify appropriate KSB and development plan
In an organisation, skill audit is an essential and common part which support in
understanding the employees capacities and capabilities (Hirst and et. al., 2011). Such function
is evaluated by Human resource manager because they are capable to manager entire workforce.
Skill audit is analysed under this on the basis of location where all members are working.
Whirlpool performed personal skill audit are-
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Usage of Microsoft
word
✔
Usage of Microsoft
Excel
✔
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
✔
5

Taking notes of
disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering 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
complex 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 < 1 month 1-3 months > 3 months
6

have you had in your
placements?
✔
How many people
have
you managed at any
one time?
None 1-5 Above 5
✔
Above determined as a professional development, in which entire activists and plans that
will be evaluated by the mentioned organisation in the some months which are identified here
(Katzenbachand and Smith, 2015). In Whirlpool, main reason of preparing this plan is to see
better opportunities fore maximising basic knowledge.
Professional development plan -
Name Jane Cambridge
TIME
FRAME
Personal objectives and Goals Professional objectives goals:
Next 11
months
In order to Learn and solve the all
issues that are leaving among the
workers effectively but in little
period of time (Légaré and et. al.,
2011).
To increase publicity and get an officer
Next 4
years
Become Accomplished in individual To get senior human resource manager
7

life and processing my entire
personality.
in the organization
This Professional Growth and development Plan was approved on 20/12/2017.
Instructor Signature____________________
Coordinator Signature________________________________
STRENGTHS AND WEAKNESSES
Skills and knowledge Planned Activities Development objectives
Needed skills In the company, human
resource manger should
acquire how to create or
develop the success of the
enterprise, manage the better
connection with the customers
and assess the workforce.
In order to get more skills and
knowledge as well as capable
in performing their all work
(Marquardtand et. al., 2011).
Strength HR manager is capable to
giving better training and
development section to its
workers. Due to this, they can
perform business functions
effectively. This will assist in
maximising the effectiveness
of workers as well as
strengthens and change them.
To be more effective
Weaknesses Regular variation that exist in Workforce that have to get all
8

technology that make difficult
or hard work and decrease the
entire system (Nahavandi,
2016).
skills and ability again.
I have done professional
development as determined.
I will have acknowledged 65 PD period for the process of
professional development.
Instructor Signature
Date- 20- 12- 2017
TASK 2
P3 Differences between individual and organisational training, development and learning
Individual learning : It is identified as the ability or capacity in order to make knowledge
and skills through personal reflation regarding external sources & stimuli. It will done the
personal re-complicated of individual experience and knowledge in way of interaction with
environment (O'learyand., 2011). In the Whirlpool, it define as a time consuming process of
employees in order to improve basic knowledge and skills of the individual. Such kind of leaning
plays an essential role in improving development and success in an individual's life. In an
organisation, self skill of learning is more needed in a worker because in this, they can easily sort
out all issues in an effective manner.
Organisational learning: It is the procedure or activity of transferring, creating,
analysing and retaining knowledge & skills within an enterprise. An organisation can encourages
over period as it acquire more experience (Organisational learning, 2012). They are capable to
generate better knowledge regarding achieving long term and desire objectives of them in an
systematic manner. It is a very long process of attaining learning and experience that done to
gaining objectives and aims of the business in an effective or efficient manner (Seibert and
et.al., 2011). There are certain phase which involving in business learning planing as it aide of
evaluating blueprint, skills, and capabilities tracking of achieving culture and its objectives
which required to be change. In the business entity, workers of the organisation to emphases on
raise in problem solving, judgement making, improving skills at understanding level.
9

Difference between individual and organisational learning
Organisational learning Individual learning
It will support in creating coordination among
the all staffs and management.
Motive and need behind analysing learning
style which is essential because it increase
individual skills, behaviours and knowledge
about their performance.
Support in giving innovative ways in order to
doings work inside.
It will thoughtful as training section in which
people who are never linked to the work for
specific aim.
It is long term as well as hectic process of the
organisation.
When, an individual become more
knowledgable and talented to work or function
in an accurate manner.
P4 Need for continuous learning as well as professional development
Continuous learning: It is define the ability or capability to continually improve and
develop individual knowledge & skills. In regrades to adapt all changes and perform effectively
at workplace in efficient manner (Shinand et. al., 2012). It is benefits for both personal and
organisational in order to increase their learning on continuous basis.
In Whirlpool, manager of the company that tries to emphases on workers who are
functioning in the organisation rather than recruiting talented candidates. It will unneeded to
maximise the managers work lode as well as wasted cost. So, in this administrator must
emphasis on enhancing the employees skills who are available in the company.
Continuous learning needs at workplace :
 It will makes the loyalty in between workers towards the business entity so they consider
the organisation is very much concerned regarding their growth and success.
 It will support them in order to gaining innovative heights and achieving desire objectives
in a short time period.
 This will assist firm in decreasing the retention rate as well as maximising the company
and workers productivity in an essential manner.
10

 In this business organisation must be know about requirement of for continuous acquiring
(Wang and et. al., 2012). Due to this, they are capable to increase their top level talent
and knowledge in the workplace.
 It will decrease the business and its members work-lode which support the staff members
to enhance their ability and easier exchanging them.
Continuous professional development: It is known as a planed activity or process, in this
procedure employees and manger try to create their self skill and knowledge. They also tries on
emphasis on improving basic ability and skills in order to attain business objectives in an
effective or efficient manner. This also assist the workforce in their long term and carer growth.
CPD is very important for the workers which are determined under this:
 It will assist the business manager in keeping the workers knowledge and skill. In this
they are capable to provide better outcomes to the organisation (Warrick, 2011).
 CPD support in protecting that the administrator is having better skills like variations, it
is happening in latest trends and community.
Such type of model is used by business entity and its manager because it is very beneficial and
give support in answering all questions such as-
 Which place have been select by the employer for achievement and development ?
 How the firm is support to making progression and success in an organisation?
SECTION 2
TASK 3
P5 Meaning of HPW contributes to employee engagement & competitive advantages
HPW: High performance working are essential part of the practices in HRM that
supports in maximising the employees performance at workplace. It is a best kind of activity that
are processed by firm who are functioning only at international level (Warrick, 2011). Main use
of this aspect is to improve and enhance productivity and economic condition.
Competitive benefits is thoughtful as a better thinking the business organisation. In this
company can try to give their best efforts with the use of different tools and approaches.
Whirlpool having competitive benefits which are assumed as a term of leaders at marketplace.
Such kind to tool is used by Whirlpool in order to build the effective strategies. Due to
this, they establish worker involvement section in which different kinds of activities are will be
11

organised in the organisation. Apart from this, all workers are completed their work and task
with each other and provide better outcome (Hirst and et. al., 2011). They also support the firm
in understanding problems and difficulties that can impact the business position in upcoming
year. It is also support in achieving a positive and healthy working environment. There are few
HPW practices which are as follows:
 They are organising or running a worker help system because in this entire issues and
activities are mainly linked to the staff members are handled.
 It will allows the workers to perform their all tasks in a systematic manner, so they are
very much comfortable to achieve long term objectives.
 They support in giving positive and healthy working atmosphere which assist in
employees management performances.
All these practices that a human resource to initiate HPW practices and activities in the
Whirlpool are:-
 Exchanging the detailed information and data with the workers for example: manger is
capable to communicate all necessary information that are determined in the business
entity.
 Enforce a person: In the focused culture, company can identify hard and honest workers
and provides them bonus, rewards and other facilities.
 Recognises a person management activity as well as workers support system such as
regular appraisals (Goetsch and Davis, 2014).
 Business entity should select a better policy and activities which define flexible working.
Advantages of the high performance working to the employee and organisational are as follows:
Advantages to employees:
 They have very much participation in the enterprise.
 Workers are capable and have more experience in achieving large satisfaction and
growth.
Benefits to organisational:
 It maximise business productivity and effectiveness at higher level.
 It will improve organisational product quality
 It sort them flexible atmosphere
12

 It also assist in providing better satisfaction to their buyers.
In Whirlpool, they give better training and development to their workers in a effective
manner. In this program,. They are asked regarding role and responsibility of the manager which
are play in the business.
TASK 4
P6 Different approaches to performance management
Performance management: It is a one of the main and essential element because with
the use of this method, business entity can easily identify their employees performances in an
effective manner (Ford, 2014). It will includes certain aspects which are determined under this
such as:
Comparative Approach: In this all workers are ranked on the basis of their performance in the
business. Such method that can emphasis to forced graphic and distribution rating etc. For
example: Different teams are established in which branching is complete according to the
employees performance like a top performance team is having by 10% of members, average is
25%, good is 40% and poor performance is 25%. One of the main benefits of this is align better
performance of the employees in comparison to another.
Illustration 1: Performance Measurement Approaches
(Source: Performance Measurement Approaches, 2015)
13

Quality Approach: Main objectives of this method is to rise the buyers satisfaction by decreasing
the barrios from the goods. In this more inattention that are provided on maintaining better
product quality (Anderson and et. al., 2014). It is very essential approach because with the use of
this, business entity can sort out all issues through group work. It is also beneficial for the
participation of external and internal factor.
Behavioural Method: It is oldest and essential tools of the identifying the employees
performance in an effective manner. In this, vertical knowledge is mainly used to evaluate the
job dimension. It is complete with the use of BOS and BARS approach. They includes 5-10
vertical scales which is settled on parameters.
Attribute Method: With the use of this aspects, all workers are basically rated as per the scales
like; communication, teamwork, problem solving ability, creativity and decision (Amabile,
2012). It will support in understanding the employee productivity which is used business entity
in order to develop new items.
Result Approach: It is also very important and beneficial part of the company because in this
they can identify the hard worker employees. In this workers performance is average which is
taken under this aspects. There are certain elements which are cover in this like customers,
financial, growth, learning, operational and internal parts.
CONCLUSION
As per the above mentioned report that can be concluded the development and growth are
important for the individual and organisational. There are large number of the tools and
technique's are used with the aim of achieving long term goals as well as reducing work based
issues. All skills, knowledge and behaviour are required by human resource professional in
gaining higher profitability and productivity. Continues learning is very beneficial for the
enterprise and personal to learn all activities in an essential way. Tools of performance
management also used to identify the talented and honest workers with the help of rating system.
14

REFERENCES
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