Training and Performance Management Strategies

This assignment provides an overview of training and performance management strategies in HR. It highlights the role of training in enhancing employee performance and organizational development. The importance of identifying individual strengths and weaknesses is emphasized, as well as the need for continuous learning and professional development. Effective approaches to enhance team productivity and leadership skills are also discussed.

Developing Individual,
Teams and Organisation

Table of Contents
.........................................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine knowledge,skill and behaviour of the HR professional.......................................3
P2 Analyse the the audit to identify knowledge,skill and behaviour in a job role .....................5
P3 Difference between individual and organisational learning.................................................1
Difference between training and development ..........................................................................2
TASK 2 ..........................................................................................................................................3
P4 Analyse need of continuous learning and professional development in business ................3
TASK 3 ...........................................................................................................................................4
P5 Contrition to HPW in the engagement of employee and competitive advantage .................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Development of each and every aspects of personality and organisation is very necessary
for growth in future period of time. For a specific person developing helps in increasing the
confidence level of individual person as well as this also helps in improving skill and decision
making (Amabile, 2012). The overall skills of the individual person or the team could be easily
improved by the help of training. So there is the responsibility of the management of every
organisation to provide their staff regular training. By which the productivity and performance of
an individual and company can be improved. Here the report in about the company known as
Whirlpool that provide various products regarding the home appliance like television,
refrigerator, washing machines etc. Here in this report the HR behaviour and skills are required
to analysed so that individual and team learning can be achieved. The discussion will be there
regarding the regarding the individual and organisational learning and the need of continuous
and professional development of business.
TASK 1
P1 Determine knowledge,skill and behaviour of the HR professional
To remain competitive in the world it is very important for an individual person or an
organisation to improve their skill, knowledge and behaviour with respect to time. By having
these three things a company or organisation can attain highest amount of profitability and
effectiveness of the employee. So the person who is responsible for increasing performance of
an organisation in the HR Manager. To make the selection and requirement of such employees
HR manager of the company should have appropriate knowledge and skills so that company can
meet the objective the organisation in short period of time. Here as per given scenario of the
report as an HR consultant of the Whirlpool I have to present the report at the annual
Confederation of British Industry workshop as an HR consultant of whirlpool. the main role the
HR manager is to provide all the resources to the employees that so that they can maintain their
performance, knowledge and skill to the behaviour to increase the productivity of an

organisation. So there are several skill which are required by the HR professional of the company
which are as follows (Berry, 2011).
Skills
Decision making skill- The picking up the best choice among the different alternatives
availability is known as best decision making .The HR manager should be able to make the
perfect decision regarding the recruitment and selection program of the employees. As well as
the amount of material or resources which may be used in the future manufacturing process of
the company. The making of the decision is very important part for the work in progress of the
company as it determine the rate at which the growth of the company would be there.
Effective communication- The process of exchange the information is known as at the
sender and receiver end in a perfect manner is known as communication (Gibbs, 2013). There is
the responsibility of an HR professional to solve the basic issue arise due to wrong
communication. The effective communication helps in improving the satisfaction level and trust
level of the employee.
Behaviour
The overall behaviour of the HR professional that helps in effective management is as
follows :
Management of conflict- The conflict is the process of the disagreement between the two
person regarding the particular situation. The HR professional of the Whirlpool should have
capability to solve all the arises due to the behavioural and ethical issues of an individual persons
. The conflict can be with two person or can be with the various department of the same
organisation (Ford, 2014). So the HR professional have to acknowledge all the problem of the
employees one by one and then try to solve those problem in an effective way by communication
helps in solving the conflict helps in making the organisation more managed and productive.
Ethical behaviour- The behaviour of the HR professional should be good enough that it
could solve all the problem the ethics of different people. There is the responsibility of manager
to communicate the proper information to the correct people at the right time this shows the
ethics an individual.
Knowledge
The knowledge that are must required by the HR professional that are as follows

Rules and regulation by government- There are certain rules that are made by
government of every which are required to be implement if the company want to work in the
effective manner. The HR professional of whirlpool should knowledge about the rules regarding
the industry so that they could make better policy for the employees.
Taxation – The financial charge which is imposed by the various government to the
taxpayer is considered as tax. The process of implementing this is known as taxation. HR
professional of Whirlpool should have knowledge about the tax system so that according to it he
can make policy of the payroll of the employee.
P2 Analyse the the audit to identify knowledge,skill and behaviour in a job role
The personal skill audit is very necessary to be done to know the strength and weakness
of an particular individual. The audit helps in determining the various area where the person is
leading or lagging somewhere or not. Auditing helps in recognising the flaws at each and every
level of the process. So there is the responsibility of the HR Professional of Whirlpool to see
those areas where there is necessity of audit process. Hence auditing helps in making better
management process and also helps in develop' the over all skills and decision making process of
human resource manager (Goetsch and Davis, 2014). It helps in evaluating the individual as well
as team also in an appropriate manner. After doing the audit process the strength and weakness
which have been analysed are as follows.
Abilities Very Good Good Adequate Little or no
experience
Skills
associated
to
information
technologies
Usage of MS word ✔
Usage of MS excel ✔
Usage of data as well as information ✔
Usage of Internet ✔

Usage of E- mail ✔
Usage of Power point ✔
Usage of HR specialist software ✔
Abilities Very Good Good Adequate Little or no
experience
Communication ability
Draft contracts which are connected to
occupation
✔
Written down notes which are linked
with disciplinary processing
✔
Formulation of reports ✔
Evolve materials which will aid at the
time of presentation
✔
Render training as well as development
programs
✔
Sort out conflicts ✔
Interview ✔
Give advise on those difficulties which
are linked to Human resource
✔
2 Conflict solving
4 Time
management
Skill Very Good Good Adequate Little or no
Experience
Problem solving abilities
Easily handle tangled data and
information, an effectual verbal
reasoning abilities and in addition
select adequate info which help in
problem solving
✔

To sort out issues effectually person
will find out many solution to opt best
from them
✔
Take assistance of other individuals to
resolve troubles in a proper way
✔
Strength-After performing the personal audit I have analysed that I possess certain
aspects that are required for the position of HR professional. These are good communication
skill,co-operations, leadership quality .
Weakness- Weakness- On the other hand I have analysed that there are certain weakness
in myself regarding the management which could be improved with time. There are certain
weakness which I feel can be improved with time are time management, multitasking and
management of conflict. The improvement is needed so that the further progress can be obtained
in the productivity and performance of manager. (Hirst and et. al., 2011).
Serial
no.
Learning
objective
Current
proficiency
Targeted
proficien
cy
Development opportunities Time
scale
1 Time
management
2.5 5 To manage each every task in a
productive manner one should
manage its time accordingly
otherwise work done after time
does not get credit. In company like
Whirlpool for an HR professional
the time should be managed
effectively to improve this for each
and every deadline of project.
2 to 3
months
2 Communication sed on P1
example
req2.6
5 The process of handling number of
tasks in at a same time is known as
multitasking. In Whirlpool to
improve its efficiency
communication can be completed in
1 to 2
months

an effective way by doing by
dividing each task into the subtask
this helps in solving the complex
problem into the simple one this is
how multitasking can be improved
(Levi, 2015).
3 Management of
conflict
3 5 Solving the issues regarding the
overall problems is not an easy part
of management. In Whirlpool HR
manager should be able to solve all
the issue or conflict regarding the
personal and professional
disagreement. Conflict can be
solved easily by first analysing the
overall reason of the conflict then
by using the effective
communication process.
2-3
months

Skill audit:
Skills Rating by me Rating by others Gap
Time management 8 9 1
Multitasking 7 3 4
Management of
conflict
5 5 0
Professional development:
Professional development is an learning to maintain professional and their related
credentials in which academic degrees for formal course and conferences with informal learning
opportunities should be provided to deal in particular situation. In that context the need to
develop professional skills to reach at desirable goals and objectives in proper way.
P3 Difference between individual and organisational learning
Individual Learning
Individual training refers to the training given to a specific person to achieve a specific
objective of the organisation. It helps the trainee to increase its efficiency towards the
organisation and motivates him to achieve it's supreme level. In this report the chosen
organisation whirlpool provides individual training to all the new employees to bring them
on the same level as compared to the existing employees (McCormack, Manley and Titchen,
2013).
Organisational Learning
Organisational training refers to the training given to the employees to develop their skills and
knowledge so that they can perform effectively and efficiently towards their objective. It helps in
improving the skills of the employees which is needed to be improve on a continuous basis. The
chosen organisation whirlpool provides organisational training to their employees because it
consumes less time as compared to individual training and helps the employees to easily adopt
new technologies.
Basis Individual Learning Organisational Learning

Objective Individual learning deals with the personal
development of the employees and to improve
their professional training course
Organisational Learning deals
with the overall needs of the
organisation to deal according
to the competitive business
market.
Main Focus The main focus of individual learning is to
bring all the new employees on a same level
according to their skills, knowledge and
expertise.
The main focus of
organisational training is to
motivate all the employees
towards the objective of the
organisation.

Difference between training and development
Training
Training is the process of increasing the knowledge and skills of the employees regarding
their job profile in the organisation and to enable them to utilise their workforce in efficient and
effective manner. In this context the chosen organisation whirlpool provide training to their
employees to motivate them and to improve their skills and knowledge according to the specific
task assigned to them (O'leary, Mortensen and Woolley, 2011). For example, in Whirlpool, the
management of the company can provide training programs and sessions to its employees and
workers to make improvement in their skills and knowledge so that they learn new things and
make increment in their skills. With this they can make their contribution in the growth of the
firm.
Development
Development on the other hand refers to the overall growth of the employees to make
their performance stand out in the dynamic business environment which is competitive. The
chosen organisation whirlpool organises various training and development sessions like
mentoring, systematic job rotation, on-the-job training to increase productivity and job
satisfaction among the employees.
Basis Training Development
Meaning Training is refers to the learning
process for the new employees in
which they get to know about the
main skills and knowledge required
to do the specific task assigned to
them.
Development is the training process to
improve the overall development of the
existing employees and prepare them
for the future challenges.
Focus It is an job oriented process which
focus on the present working
conditions (Pinjani and Palvia,
2013).
It is an career oriented process which
focus on the future working challenges.
Aim It is an job oriented process to Development is a career oriented
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increase productivity with both
quantitative and qualitative aspects.
concept which is all about building
personality of an existing to face future
challenges which are uncertain.
Scope It is not broader in scope as
compared to development because
there are specific objective in
training.
It is broader in scope because there are
open objective that cover all types of
knowledge and skills
 Organisational and individual learning are essential for Whirlpool. For example, the
management of Whirlpool can provide development programs to its employees and
workers so that they can make improve and enhance their existing skill so that they can
effectively and appropriately support the development of the company in term of sales
and profitability.
 Organisational learning will support Whirlpool to enhance their knowledge about the
market, competitors etc. As it will help them to gain competitive advantages within given
time duration.
 Along with this, individual learning will also effective and useful for an enterprise to
train their workers about business process, products and services. As both types of
training are useful for Whirlpool to improve their brand image and accomplish long term
goals and objectives within given time duration.
 Organisation training will support an enterprise to improve their profitability and
productivity easily.
TASK 2
P4 Analyse need of continuous learning and professional development in business
To maintain the continuous growth learning of the individual person or a organisation
should be on the the regular basis. In the context of employee learning can be done by engaging
the person in the new and creative things. The continuous learning helps in maintaining the over
all productivity and the performance of the individual and the company.
Continuous learning- The continuous learning is all about overall expanding the ability
to learn in the regular time period. By increasing the knowledge and the skill in the particular
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period of time. In Whirlpool for example there is the newer introduction of the software than
employee have to learn to that software to make the overall management more effective. As this
will help the company to increase its performance in the future period of time (Schaubroeck,
Lam and Peng, 2011).
Professional development- The learning which maintain the professional criteria such as
academic degree. The professional development include the process of setting goal, making the
proper strategies to follow and by learning the overall outcome of the learning in the training
programmes. Professional development helps in achieving the best outcome of in the process. In
whirlpool the professional development is needed to improve the productivity and performance
of company. This generally improves the efficient way of working and to develop the sustainable
environment with in an organisation. So here are some benefit of professional development
which are as follows
Increasing retention-If the company is professionally developed then it will have power
to retain there employee for the longer period of time. The company can maintain its professional
level of the workers by making giving them more and more training with the regular time period.
And by promoting the workers or there good work and by giving them incentive and rewards.
Build the confidence- The professional development helps in building the level of
confidante to each and every individual. As the important skills are developed during the various
training program in the Whirlpool. The improved skills allows build the level of confidence in
the particular work they do in organisation.
Making the succession plan- The various professional development programmes allows
the company to move forward in the future development process. This provides the various tools
to the company to become the future leader of its own field of industry. The professional
development helps in mastering their skills of the employee and this type of development also
reduces the gap between the knowledge with respect to the knowledge of the rival companies.
Kolb'Learning Styles: This theory mainly works on two different level, four-stage cycle
and four separate styles. This theory states that learning include acquisition of different concepts
which can apply in various situational ranges. Kolb states that, new experience generate
development of new concepts.
Barriers of continuous performance development
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This process helps employees to develop their skills and qualities but there are some barriers
includes in this which a organisation have to overcome
Unspecified goals and objectives: It is impossible for an organisation to develop worker
skills if that employee goals are not specified.
Lack of resources: Lack of resources plays one of the necessary barriers which a
company have to overcome. It includes like lack of training essentials in a company.
TASK 3
P5 Contrition to HPW in the engagement of employee and competitive advantage
The high performance working are the different types of practices used in the
management of employee so that the productivity and profitably of the organisation can be
achieved. When various tactics are applied to the organisation then this helps in making the
effective performance in the work. The various studies have demonstrate that humans resources
management of the organisation have an effective power such that it can influence the behaviour
and attitude of the employees working in the company (Seibert, Wang and Courtright, 2011).
The HPW creates positive work place environment which influence the engagement of
employees during the work. Working in a positive environment always helps the individual as
well as company to being productive and effective for the longer period of time. The HR
manager of whirlpool can invest some resources in proper selection and training this drives a
strong attitude towards the behaviour and through which performance can be improved to the
maximum level. The high performance working helps in creating the
Open communication -The high performance working helps in creating the open
communication. As by using this the issue can be identified very easily in the overall process
and as this is the most easy way to create the mutual respect or trust this helps in creating
effective management as well helps in increasing the overall engagement of employees in the
work process.
Team building process - The high performance working helps knowing that which one is the
best performer of the given task and who is not. So by obtaining the effective working in the
organisation the team of effective worker can be made. Then effective team helps in giving the
competition to the various creative team of rival organisation. For an example organisation build
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teams by accessing key skills areas in an individual and after that build team to attain
organisational goals and objectives.
Creativity of employee- The high performance working creates such an environment where
every person is free do creative work which can improve the performance of the organisation and
can become helpful in gaining competitive advantage. Creative helps in making the company or
organisation more sustainable with respect to the future period of time. For an example high
performance working contributes in overall development of an individual by accessing factors
that are very much potential for an individual to lead in market.
P6 Various approach of performance management with example
Performance management is a dynamic and continuous process with the help of this
managers and workers of an organisation perform their work together according to pre
determined plan and evaluate employee working objective and their contribution towards
company. This will improve organisation effectiveness:-
Collaborative Working- When more than two people are working together to share their
idea and perform work together to achieve common goals is termed as collaborative working. It
is also known as partnership and joint working. For example, in order to accomplish certain
objectives, managers of Whirlpool company can put every individual on same page, set
expectations accordingly, use technical tools, share every important knowledge with concerned
employee. This will help them to increase their productivity and provide a long term
sustainability to the firm at market place. Collaborative working will support Whirlpool to
manage employees retention and gain better advantages easily. It will also support an enterprise
to motivate their workers and encourage to achieve better results within given time duration.
Comparative approach -This compare the ranking process of each and every individual
with compared to the other group having same specifications. For example, in Whirlpool the
ranking of the workers is done from the highest performer to the lower one. This helps in
analysing the performance of one and other with transparency and the fault or error can be
analysed easily. This approach will support an organisation to measure performance of their
employees. In this, company will play vital role by comparing performance of an individual
employees as compare to the other. As it will support them to enhance worker's performance and
achieve better results within given time period.
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Attributes approach-The performance management approach which first evaluates the
overall performance of the performer with come pre determine set of characteristics such as
solving a problem, creativity etc. For example, in Whirlpool the rating is done on the basis of
graph that have all the characteristic of performer then this type of approach is considered as
attributes approach.
Behavioural approach -This include several tools and techniques which overall gives
the shape to the performance of the behaviour of the employees for example in Whirlpool the
evaluate always evaluates the performance on the basis of behaviour level and ethics of each and
every individual is considered as behavioural approach. The company also uses behavioural
observations scale to carry out such operation. For an example in Whirlpool to lead in market
they apply various tools and techniques that are relevant to market demand so that best products
should be delivered.
Resultative approach- In this the process gives its overall focus to overall result
performance of the employee. Its concept lies on the basis of result that either you met the
overall objective of the company or not. There are two methods in Whirlpool for observing the
result and that are balanced scorecard and measurement of productivity. In whirlpool by
evaluating major skills and capabilities organisation conducting various kinds of activities so that
performance should be evaluated in proper way.
Qualitative approach- The main objective of this approach is to improve the overall
satisfaction level of the customer. Also helps in reducing the errors and defects in the product
and services. This approach consider both individual and overall system factors in the
measurements of performance. For example, in Whirlpool, with the help of this approach can
manage all the issues regarding products and services which are offered by it.
All the discussed approaches tries improve the overall performance. The culture of the
organisation is also improved by gaining the productivity. The increase in performance also
shows the level of commitment of employee to their work .
CONCLUSION
From the above report it is concluded that to maintain and achieve the higher growth of
an organisation it is necessary to the essential skills, knowledge amount the employee. For
developing an individual or a team training could play the important role. Through this overall
work performance of the employee or a team can be increased to the certain level, and
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development of the organisation can be obtained. The overall HR manager is responsible for
growth of company. Analysing of weakness and strength of the personality plays important role
in improving the performance. Continuous learning and professional development is also
necessary for the sustainable growth. So the training depends upon necessity that is for the
individual person or needed for the whole organisation. so better commitment in the work
always helps in the engagement of employees and high performance working environment
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REFERENCES
Books and journals
Amabile, T., 2012. Componential theory of creativity (pp. 3-4). Boston, MA: Harvard Business
School.
Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gibbs, G., 2013. Reflections on the changing nature of educational development. International
Journal for Academic Development. 18(1). pp.4-14.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual
teams. Information & Management. 50(4). pp.144-153.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review. Journal
of Applied Psychology. 96(5). p.981.
Online
Approaches for measuring performance of employees. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
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