Whirlpool Performance Management Practices

The assignment explores Whirlpool's performance management strategies, focusing on the company's use of behavioral and attribute approaches to evaluate employee productivity. It highlights specific techniques used, such as BARS and BOS, which involve grading employees based on anchors or parameters. The report also mentions the Mixed Rating Scale and Graphic Rating Scale methods, which are effective forms of evaluation. Additionally, it discusses Whirlpool's adoption of the Forced Distribution method, which grades employees in a group based on their actual performance to make them competent for future tasks.

Developing Individual,
Teams And Organisation

Table of Contents

INTRODUCTION
This is an intercourse among the suitability of an individual, team group as well as
organisation which is helpful in securing the business and regularly better and enlarge the
individual and joint abilities of its workers. It is motivate and promote positive and effective
power in the group and individual to accomplish the targets of the enterprise. The success of the
business depends on its capability to expand and grow and develop the individual and collective
abilities of its employees. In this report chosen company is Whirlpool which is founded by Louis
and Emory Upton in 11 November, 1911. It deals in the home appliances (Berry, G. R., 2011). In
this include behaviour, knowledge and skills of the HR managers and develop a professional
plan which is required for HR position. In this also include organisational and individual learning
and training and development or its differences. In this also consist professional development
and continuous learning. In this considered practices and characteristics of high performance
working and different approaches of performance management.
TASK 1
P1. Skills, knowledge and behaviour of HR professionals:
Human resource management is a method of effective management of business's
employees in which they assist to business to achieve competitive advantage. HR managers are
mainly concerned with management of employees in an organisation and concentrate on systems
and policies. HR managers of Whirlpool are responsible for recruitment, selection, training and
development, employee-benefits plan, performance appraisals, health & security, rewarding etc.
HR manager’s overall aim is to assure that the company is capable to achieving success through
employees.
Skills of HR professionals:
Interpersonal skills: Human resources administrator of Whirlpool requires strong and
effective interpersonal ability because managers interact on a regular basis with the organisation
people. They frequently collaborate on group and should develop positive and effective
employed relationships with their employees.
Decision making skills: Human resources managers should be capable to balance the
weakness and strengths of various derivatives and determine the best activity (Bolman and Deal,
2017) . Many decisions and conclusion of managers of Whirlpool have a significant effect on
employees and operations, such as determining whether to hire a candidate.
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Organizational skills: Organizational skills are necessary for HR administrator of this
company, who must be capable to prioritize projects and manage various tasks at once.
Leadership skills: HR managers of Whirlpool should be capable to direct personnel and
supervise the operations and different activities of their department. They should organise work
activities and assure that person in the division fulfil their duties and complete their work
(Chaskalson, M., 2011).
Speaking skills: HR managers of Whirlpool rely on strong and effective communication
skills to direct their staff and give presentations. They should clearly convey instructions and
information to their employees and other staff.
Knowledge of HR professionals:
Knowledge of industry: Understands the sector and industry in which the company
operates. Recognise the varying perspectives and perceptions of its stakeholders or aware of
development and issues that is liable to have an impact on the company's business.
Knowledge of the environment: Understands the external and internal influences and
trends liable to have an important effect on the future efficiency and effectiveness of the
Whirlpool Company.
Knowledge of the organisation: Understands the products, operations and services of the
company and its position or place in its sector and industry. Also understands the value,
strategies, and mission and culture systems of the Whirlpool Company.
Behaviour of HR professionals:
Accountability: Accept duty for own decision and action and exhibit commitment to
attain work in cost-effective, efficient and ethical manner.
Quality or customer focus: They meets and anticipates the demands of the consumers
and react to them in an effective and appropriate way (Darling-Hammond, L. and McLaughlin,
M.W., 2011) . HR managers of Whirlpool exhibit a personal commitment to determine the
consumers' apparent and provide the best quality goods and services to the all consumers.
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Adaptability: HR managers of this company modify planned activity by gathering
applicable information or content and applying critical thought to address various needs and
competitive priorities in a dynamic environment.
P2. Professional development plan:
Personal skill audit is an effective way to determining the strengths and weakness and
develop own-self for the healthy environment (DuFour, R. and DuFour, R., 2013) . It is an
activity of identify our self for finding the positive and negative aspects and encourage and
improve own-self to achieve personal growth as well as company's goal in which i want to
work. Here are certain qualities that a HR director of Whirlpool must have like time management
quality, conflict resolution ability, speaking skill, decision making ability etc. As per the
mandatory skills and quality, I'm forming a personal audit plan in regard to examine my strength
and weaknesses related HR position:
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Team Building Ability 8 10 -2
2 Conflict Solving 8 6 2
3 Decision making Power 9 10 -1
4 Confidence Level 8 9 -1
6 Communication skills 9 7 2
7 Information Technology Skills 8 9 -1
8 Time Management Ability 7 8 -1
(In granted table negative points about my strong element and positive points about my weak
component).
Pursuing are the strength and weakness according to my personal audit:
Strength Weaknesses
 I'm good in effective team forming  My conflicts solving skills and
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ability which is productive for members
of the group as well as organisation.
 I'm also good in decision making. I'm
not confusing between various things,
just take effective decision for the
company's profit (Esposito, M.C.,
Berlin, D.H. and Lal, S., 2012) .
 I am superior at time management that
support in managing the time of team
candidates for achieving work in the
given time of period.
communication skill are not perfect.
 I'm hyper types of person which is a
major negativity and disadvantage for
me.
Benefits of skill audit:
 Valuable and and valid skills plans of workplace.
 Improved knowledge and skills.
 Decrease the development and training costs.
 Improved productivity as persons are effective coordinated to their place.
Disadvantage of skill audit:
 Its can be expensive and time consuming.
 No seriousness and more carelessness are exists in skill audit.
Personal development plan:
It is the activities of making an action plan focused on values, goal-setting, planning,
awareness for personal development plan for in the context of self-improvement, career etc. my
personal development plan for HR position:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidence
1 Conflicts My conflicts To want to By Team 7-8 Opinion
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solving solving skill is
ordinary, that
effect on my
activity at
workplace.
improve my
conflicts
solving
skills for
managing
the groups
and
individuals
in the
organisation
that aid me
in
performing
task and job
more
efficiently.
participating
in debate
which
support me in
improve my
skills of
conflicts
solving of the
members in
the
organisation.
Members mont
hs
of
conflicts
and
problem
solving
teams and
Colleague
s.
2 Communication
skill.
I am normal in
communication
skill so
improving this
I contribute
more efforts
by analyse
elements and
creating
particular
situation for
making
effective
I need to
raise my
learning
power which
support me
in improving
my
communicati
on skill.
For rising and
improving my
communicatio
n skill I'm
continue
participate in
debates and
group
discussion
with my
managers and
members.
Top level
administr
ator
asses my
activities.
8-9
mont
hs
top level
people.
5

communication
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TASK 2
P3. Organisational and individual learning and training and development:
Organisational learning:
Organisation learning is an activity by which an enterprise increases new knowledge and
learning about its processes, goals and environment. Managers and leaders of Whirlpool give
priority to learning as inherent to the activities of a business. It is described an activity of
increasing the transfer, creating and keeping of knowledge in the company. Managers of
Whirlpool play a important role in build standardised knowledge which is retain by the
company(Flint and Fisher 2011).
Individual learning:
Individual learning is considered as an ability to establish an accurate knowledge via self-
reflection just about outside sources and stimuli, or through personal improvements of individual
experience and knowledge of interaction with environment and others. In Whirlpool company,
pace of knowledge, instructional technology and content are based on the interest and abilities of
every learner.
Difference between organisational and individual learning:
In context of Whirlpool, there are some differences which are as under:
Basis Individual learning Organisational learning
Agenda of the
learning
This learning is started to cope up with the
personal growth along with development of the
potential outcomes.
Organisational learning mainly
deals with the requirement for
making changes and alteration
in the structure of organisation.
Suitability Individual learning is determining for
improving individual's performance and action
of training course.
This is based knowledge
within a particular time period
that is the selection of the
materials for the high quality
of the required tests.
Training:
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By training, employees can learn and acquire new methodology, information and refresh
their active skills and knowledge. It has a particular objective of improving employee's
productivity, capability, performance, capacity, skills, knowledge etc. Managers of Whirlpool
should organise the training session for their new and existing employees to provide them new
techniques and skills in which they can give their best at workplace(Ford, 2014).
For example: Whirlpool has organised the training program, which has been initiated
with motive to enhance both individual and organisational learning with an agenda to create
common interest into the culture & environment of the Whirlpool.
Development:
Development is an activity of strives to establish the capability to sustain and attain a new
desirable state which is benefits the business. Managers of Whirlpool want to carry out many
form of maturity development of an individual. It is used to leads the potential of a person as
well as provide them to be improved individuals.
Difference between training and development:
In the context of Whirlpool, there are many differences in training and development
which are as follows:
Basis Training Development
Meaning Training is the process of
teaching the new skills to the
employees and changes or
improved in behaviour and
skills for a particular job of an
employee(Hsu, J. S. C. and et.
al., 2012) .
Development is an activity in
which an individual changes
and grows and become more
productive and advanced.
Term This is a short term activity. Development is a continuous
activity.
Process Training is a reactive process. Development is a pro-active
process.
Aim Training develops and
improves the additional skills
The major aim is to develop an
entire personality of the
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of the employees. person.
Objective Its main objective is meeting
the current need of the
employees.
Its main objective is meet the
needs of future period of an
employee.
P4. Continuous learning and professional development and its importance:
Continuous learning:
Continuous learning is an activity of expanding employees' capability to learn by daily
upgrading the skills of employees and increasing the knowledge of employees(Hu, J. and Liden,
R. C., 2011) . Strong and effective continuous learning are needed to successfully adapt to life
demands and changing work. Managers of Whirlpool provides the continuous learning in which
involve re-examining values, policies, methods, practices, methods etc. and viewing employees'
experience as potential acquisition.
Importance of continuous leaning:
Boost profile: When employee’s continuous learning then they get positive changes in
their career and keep rising there-self and start to obtain recommendations from their
administrator and union. Subordinates of Whirlpool motivate their-self for continuous learning
and improve their quality as well as skills and ability on the regular basis.
Competence leads to confidence: Learning of the new and unique knowledge and
information provides an individuals assorted their own feelings of achievement which is rise the
self-confidence of individuals capacity. Persons are ready to face more situations of challenges in
the establishment(Leonard, D. A. and Rayport, J., 2011).
Sparks new ideas: Continuous learning increase the abilities and creates the innovative
and unique thinking. In whirlpool, if employees are learn on daily basis then its aid them to
discover innovative outcomes of the difficulties. This also gives the opportunities of gain more
money.
Professional development:
Professional development is an activity to maintain and earn professional credentials i.e.
attending conferences, formal course work etc. There are many types of methods of professional
development such as coaching, lesson study, and consultation, communities of practice, technical
assistance, reflective supervision and mentoring. Whirlpool giving the training course and
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instruction for increase the skills and qualities of the group associate for reach the group targets.
Professional development support to negotiate and build the morale and ethics of the group
candidates.
Importance of professional development:
 Professional development ensures the abilities to retain pace with the standards
and regulations of others in the similar field of work.
 Professional development assure that employees of Whirlpool enhance and
maintain the skills and knowledge they required to deliver a effective services to
the community, customers and clients (Leonard, D. A., 2011) . This development
assure that employee's knowledge up to date and keep relevant. Employees needs
to aware of the new dynamic trends and directions in their field and profession.
 Professional development is assist the employees to continue create meaningful
efforts to their teams and become best and effective in their field.
Kolb learning styles:
Kolb learning styles is a technique where an individual's job requirement and skills can
be measured in same language which is commensurably can be evaluated. This model works on
2 levels i.e. four separate learning styles and a four phase cycle of learning. Kolb's model has
atomistic perspective in which involves perceptions, behaviour, experience and cognition.
Advantages of CPD:
Continuous professional development enables to measure employees learning and
appreciate its main value. Its enables to appreciate employees knowledge space and support them
to address these. Its modify to achieve and plan their careers objectives.
Barriers of CPD:
There are various types of barriers to CPD such as exists many one-off processes, not
sufficient time to cooperate problem solve, not sufficient time for learning professionally, lack of
advanced quality expertise and external facilitation.
For example: Continuous professional development has taken place into the Whirlpool
with an agenda to encourage an individual to generate professional motivation for the person for
being working on any job post.
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TASK 3
P5. Characteristics and practices of high-performance working:
High performance work:
It is the most important general approach to maintaining business which goals to
stimulate more productive employee's commitment and involvement in respect to achieve high
employee's performance. Whirlpool improve the capacity of their business to effectively select,
attract, hire retain and develop high performing force and personnel.
Characteristics of high performance work:
In high performance environment, employees produce good quality goods and services
through using innovative methods or techniques. In this employees trust each other and feel
authorized to create changes and knowledgeable for advanced levels of job and task satisfaction.
In Whirlpool workers with advanced morale are cost-effective and more productive. In the
context of whirlpool, there are many characteristics of HPW which are as follows:
 Everyone is performing towards the same objective.
 Everybody understands both individual and team performance objectives.
 People have deep and solid trust on each other and purpose of group. They feel
independent to express their ideas and feelings.
 Group members are clear that how to perform with each other and how to
complete project and task (McCleskey, 2014).
 Group persons actively diffuse friction and tension in an informal and relaxed
atmosphere.
 People makes conclusion when there is general agreement.
 The group engages in large discussion and each one acquires a chance to put
efforts and contribution.
 Disagreements are seen as good situation and maintain conflicts.
Practices of high performance working:
It is the workers management tactics that maximise the profit and productivity of the
organisation. When those tactics are implemented fairly and systematically throughout the
administration over time, HPWS maximise the employee engagement, build consumer loyalty
and trust, support productivity and high performance and increase profits.
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Shared accountability for results: Accountability in business is related to higher
performance and its also connected to maximise employees morale and allegiance to work.
Transparent communication: Transparent communication provides the information that
persons require in respect to interpret what is going on at the time in which they necessity it.
Mutual Respect: It can be refer as a feeling that someone and something is good,
important and valuable and share among two or more persons. Its creates the stronger
relationship and treats every one equally.
Extraordinary Goals: Having objectives is one of the fundamental skills of successful
persons. Objectives provide purpose and support in guiding people's actions.
P6. Different approaches of performance management:
Performance management:
It is an activity in which assure that objectives are systematically being met in efficient
and effective manner. Performance management focus on the action of an employee, a
department, an organisation or even the activity of manufacturing the goods and services. It is a
complicated and broader component of human resource, as it cover activities i.e. regular progress
review, joint objective setting, rewarding achievements, establishment of workers growth
program, coaching and feedback for good performance etc. This is initial when the joining of
new employees in a task and ends when a worker leaving the job. Performance management of
Whirlpool enhance the overall performance of the company along with employees performance
also increase(Salas and et. al., 2012).
Different approaches to the performance management:
Evaluate performance of the persons has been considered as the backbone of Whirlpool
company's success. Organisation's decision makers are measuring the subordinates' execution by
assessing how much efforts of the individual are develop the company's growth. Workers
performance based on the factors such as bonus systems, company policies, job satisfaction,
technology, work profile etc. In the context of Whirlpool, there is various approach of
performance management which are as under:
Quality approach: This approach based on improving the satisfaction of consumers by
declining the errors and attaining the continuous improvisation of service. This technique consist
both system factors and person. Managers of Whirlpool company take feedbacks on the daily
basis and on the professional and personal attribute of the workers from their administrators,
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clients and colleagues and solve their issues related to performance. This approach of quality
majorly focuses on the Kaizen process in respect to continuously improved the company's
process.
Result approach: This approach is plain and continuous method, where Whirlpool rate
their employees on the behalf of their performance results. This includes two different types of
techniques (Seibert and Courtright, 2011). Balances Score Method in which consist the 4 aspects
such as leaning & growth, customers, financial and operations and internal. The second method
is Productivity Measurement and Evaluation System. This technique is very significant for
encouraging the workers for improved productivity and evaluate the feedbacks. Whirlpool
compute the entire productivity rating as the summarizing of the participation scores of all
components.
Behavioural approach: This method considered a chain of vertical scale for various
attribute of the task. Whirlpool use two types techniques in this approach such as BARS and
BOS technique. In The Behaviourally Anchored Rating Scale method include 5 to 10 vertical
chain that is based on anchors which is called parameters and it is decided generally form all the
employees. Behavioural Observation Scale is upgrade type of BARS technique. The entire grade
is the average of all those frequencies. This method is suitable for the accuracy and reliability.
Attribute approach: In this approach, workers are scored on the behalf of a particular set
of factor such as: innovation, judgement, teamwork, creativity, problem solving skill and
communication. In this approach also ,Whirlpool use two methods such as Mixed Rating Scale
and Graphic Rating Scale. Mixed Rating Scale is an effective form of evaluation. In this
employees are scored as high, moderate and low on a set of score(Suppiah and Singh Sandhu,
2011). Graphic Rating Scale gives grade on the basis of lowest to highest (1-5).
Comparative approach: Comparative method consists grading a worker's performance in
the comparison with others. Persons are scored according to behalf on highest to lowest. In this
include many types of methods like forced distribution, graphic rating and paired comparison
methods. Whirlpool adopts the Forced distribution method which gives the score to the
employees in the group on the basis of their actual performance to make them competent and fit
for the future tasks of the job.
Analyse Collaborative approach:
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It is the conditional approach in which two or more persons learn something from each
other. Collaborative learning is basically focus on the theory in which knowledge can be develop
within a group, where employees actively interact by take on asymmetric duty and convey
experiences.
From the above discussion, this is want to disclose that Whirlpool currently using the
collaborative approach for the purpose to complete the desired task into the set period of time.
The major purpose of this approach is to make team effective and productive towards the
accomplishment of goals and targets.
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CONCLUSION
From the above discussed report, it has been concluded that suitable skills as well as
behaviours of the HR personnel are very essentials for effective growth of the employees.
Professional development plan is very important to identify our skills, weakness and strengths
which are give a boost to our quality. Organisational and individual learning, training and
development improve the skills and knowledge of the employees which is increase the
productivity. High performance working enhances the skills and productivity of all the
employees and overall growth of the organisation. Various performance management approaches
appraise the employee’s performance in much way to motivate them towards work.
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REFERENCE
Books and Journals:
Online
Kolb - Learning Styles, 2013. [Online]. Available through: <
https://www.simplypsychology.org/learning-kolb.html>. [Accessed on 28th November
2017].
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