Performance Management Evaluation Techniques

The assignment discusses the importance of performance management in Whirlpool, a company where employees are valued and their contributions are essential for achieving desired goals. The HR manager uses various approaches such as comparative, attribute, behavioural, and collaborative techniques to evaluate employee performance and provide feedback. These methods help identify best performers and those who need training or improvement. By using these techniques effectively, Whirlpool can increase employee motivation and productivity, ultimately leading to the company's success.

Developing Individual, Teams
and Organization

INTRODUCTION
The human resource department is important part of an organization as they are
responsible for the growth of the individual professionally and personally. Due to which specific
set of skills, competencies, knowledge and behaviour is required in the Human resource team or
individual (Arbon, 2014). Main work of Human resource includes training and development,
recruitment and selection, job analysis etc. Whirlpool is an American multinational company
deals in home appliances and headquarter in Michigan, United States of America. In this project
it will include, knowledge, skills and behaviours that are required by HR professionals in the
organization, Apart from that difference between organizational, individual learning and training
and development is also mentioned in the report. HPW and its contributions to employee
engagement are explained.. At last different approaches of performance management is explain
with functional example in context of company.
TASK 1
P1:
Human resource professional plays an important part in the HR department and in the
organization also. The role of the HR professional is to manage the employees of the
organization so that maximum utilization can be achieved (Barrett, 2011). Large organization
like Whirlpool requires HR in large numbers as it is very difficult to manages thousands of
employees and maintain their productivity according to the vision of the company. Skills
required for the HR professional is given as follows,
Skills
Multi-tasking: Multi tasking refers to when any individual can do different works at the
same time. HR professional should be able to do multi tasking as it is the core skills of any HR
person. Whirlpool HR should be able to do distinctive task at the same time as there are
thousands of employees working at the same time and managing them is a complex task.
Responsibilities of the individual changes according to the scenarios and HR should be able to
adapt it.
Scheduling: This skill requires analytical knowledge as it is complex in nature. Many
positions in Whirlpool requires juggling of task according to the work load(Liljenberg, M.,
2015). That's why this is a kind of skills whirlpool HR professional should have.

Decision making: Core work of HR professional is to take decision regarding the
recruitment and selection of candidate. All the skills and competencies should be check by the
HR before taking a decision of selecting the candidate or not (Belbin, R.M., 2012). Moreover HR
team also help the employees to reduce the conflict due to various reasons. Besides this they
have to allocate the task to the employees according to their skill sets.
Leadership skills: HR professional have to manage many people at the same time so
leadership qualities should be there. HR should change their leadership styles according to the
environment and employees. HR should opt supportive or participative style of leadership while
handling the employees as it will motivate the people to work harder.
Communication skills: HR should be good in communications as they have to deal with
people from different personality and behaviour. HR should be good in communication than only
they will able to solve the conflicts in the workplace.
Behaviour
Adaptability: Behaviour of the HR professional have to change according to the
circumstance. New hurdles will be there all the time and they have to manage it so that
productivity of the employees doesn't get affected.
Negotiator: HR professional have to deal with candidate and negotiate their salary
according to the company's budget. Moreover they have to solve the conflict that have arisen
between the employees of the organization(Feisel, E., Hartmann, E. and Giunipero, L., 2011).
Besides this, they have to negotiate with the leaders so that salary of the employee would be
increased. So this skill should be required if an individual want to successful in this field.
Ethical behaviour: HR should have ethical behaviour as it reduces the favouritism in the
workplace. Ethical behaviour includes, honesty, fairness, equality etc. HR professional should
give promotion to their employees according to the performance of them rather than on
discrimination or favouritism.
Knowledge
Employment law: HR professional should have a knowledge of all the laws that requires
in smooth working of the organization. Whirlpool HR should have knowledge of issues like
wages and salary, sexual harassment, working conditions, leaves etc.
Education and training: Whirlpool’s HR should have the knowledge of all the job as
their work includes giving training and development to the new and old employees of the

organization. They should give proper training of tools and techniques that can increase the
productivity of the employees as it will help the individual for the organization learning.
Counselling: Knowledge of career counselling, physical and mental dysfunctional etc
should be there in HR professional. This knowledge will help the employees to overcome their
problem and pressure so that there efficiency could increase to a certain level.
P2:
Skills and capabilities is the thing which help the individual to grow in their professional
career. It simply refers to monitoring own skills and capabilities so that weakness of the person
can be overcome or reduced to a certain level so that productivity can be increased(Bolden, R.,
2016). As an HR there are some skills that should be there like problem solving skills,
negotiating skills, good communication etc. So I will do my personal audit skills so that my
weakness and strengths could be find out and after that I will make my development plan so that
my weakness can overcome.
Skills Self assessed Score from others Outcome
IT skills 9 8 1
Conflict solving skills 7 8 -1
Negotiation skills 6 8 -2
Time management
skills
5 7 -2
Communication skills 9 8 1
Innovation thinking 8 6 2
Strengths Weakness
I have a mastery over problem solving issue. I
can solve conflict between the employees
easily.
I am not much aware of my IT skills. So I can
say that am not a tech savvy person.
I am people friendly and diplomatic in nature My communication skills are not that good. So

and that helps me while solving the conflicts. I can call it average.
My time managements skills are good and I
can work under pressure with good efficiency.
I find hard to think of any new ideas and
solutions.
Personal development plan (PDP) : It is a process of making a plan or structure according to the
strengths and weakness of the organization(Curtis, E. and O'connell 2011). It helps the candidate
to make the strengths more stronger and improve their weakness so that high productivity can be
attain. My development plan is mentioned below.
Training need Priority How will this be
met?
Time taken Judge by
Communication
skills
High Communication
classes will be
taken regularly
for a longer
period of time so
that this will
become my
strengths.
3-4 months Employees and
my manager.
Innovation
thinking
Medium By reading books,
journals and
dissertation to
increase my
thinking
6 months Employees and
family.
IT skills High Regular IT
classes will be
taken in which I
will learn about
ms office, Ms
power point, ms
words, SAP HR
3 months Managers.

as it will help my
career to grow.
TASK 2
P3:
Individual learning – It is a method which helps to individual for increasing knowledge.
In other words it can be defined as an instructions which modifies the individual at their own
level for completing the task. In addition to this it is based on their ability and skills which helps
in their personal development. It brings positive result in their professional work. For working
person, If they have great ideas and knowledge it will be opportunity for them for get growth in
their career.
Organisation learning – It is similar as a group learning where group members increase
their skills from market trends and their competitors. In addition to this organisation learn from
various factors like market conditions and different market expertise. In context of Whirlpool,
they have a strong brand image in the market so they have to create new ideas and techniques
which assists in increases their overall performance. It is a process which defines three elements
such as creating holding and transferring ideas in the organisation(Brandon, T. and Charlton, J.,
2011). It also deals with changing organisational behaviour.
Difference between individual and organisational learning
Basis Individual learning Organisation learning
Scope It has a less scope then the
organisation learning because it
works at individual level only
Organisational learning have
wider scope because it
improves the overall
performance of an
organisation.
Objectives Its main objective is to getting
growth of individuals at
workplace and bringing efficiency
in their performance.
Its main objective is to
improve working environment
and achieve organisation's
goals and objectives.

Outcomes From learning more things an
individual give positive result in
performance at work place.
It helps to bringing innovative
ideas which helps in getting
competitive advantage at the
market place.
Training – It is a basic concept which is connected with human resource management. It
plays a vital role in every organisation. It helps in increasing knowledge and skills of the
employees at workplace. It defines the learning activities which are essential to performing a
task. In whirlpool they have a different department which is providing training and development
of employees. Every organisation should provide training to their workforce because it helps in
improving their strengths and skills. It helps to maintain a good relation between superiors and
subordinates.
Development- It is an important part which affects overall performance of an
organisation. It is necessary to create an efficient workforce so they can easily deal with every
critical situation. It assists to management in improve learning as well as getting growth in
market place. It focus on future outcomes which are based on career of employees
Difference between training and development
Basis Training Development
Objectives It improves efficiency of
workers during the task which
helps to achievement of
organisational goals in limited
period of time
Development improve the
ineffectiveness of employees
which prepare them for
upcoming challenges.
Nature It mainly focus on new joining
employees and improve their
skills for handling different
type of conditions.
It focuses on learning new
things which are related to
work and it helps in increasing
overall performance of an
organisation.
Process It is a one time process
because once training
programmes is completed and
It is a process by which
knowledge of employees are
upgraded by various

feedback is taken then it is
ended.
development programmes
organised in whirlpool.
Continuing professional development- CPD is the process of tracking and documenting the
skills, knowledge and experience of an individual. In other words, It refers to a record which
includes learning and then applying.
Advantages of this model:
 It supports an employee to create a new career path
 It facilitates the workforces to changing according to technologies for enhancement of
their skills.
 It gave an opportunity to staff members in organisation to get recognition of their
superiors.
 It enhances the performance level of an employee at workplace.
Disadvantages of this model
 It focus only on employee's development.
 It does not create any relations between superior and subordinates.
 It only depends on theoretical knowledge it is not used practically for the development of
skills in individuals.
TASK 3
P4:
Continuous learning- In this type of learning, individual wants to react with its own
knowledge and increase its skills and efficiency for performing a task. In other words it can be
define as enhancing skills and developing strengths which can be used in effectively working. It
assists in quality improvement which can be maintained by adopting changes of environment.
Furthermore, it may be useful for managers in the organisation because they can develop their
employee's working efficiency by various practices, methodologies. In the context of whirlpool
their manager should create a working environment which is useful for getting sustainability and
growth of the company in marketplace. Whirlpool may invest in retaining talent of their
employees in order to developing their pool of talent. So, company have to maintain their

workers with adopting various changes according to latest trends in market in order to taking
positive respond from their employees.
Professional development – It is a process which helps to improve capabilities of staff members
through giving proper education and training programmes at workplace. In other words it is
similar to staff development through developing skills in inefficient workers in an organisation.
It builds morale in staff members and gave them opportunity to performing task with efficiency.
It increases their knowledge and efficiency so that they would delivers advance quality of
services to their customers. In the context of whirlpool, they should provide proper training
programmes. Due to which their staff members will bring efficiency in their service it will be
helpful for satisfying the demand of consumers.
Importance of continuous learning and professional development
In every organisation, It is essential to providing quality in the services to their customers
which helps in sustainability and growth. In the context of Whirlpool, they have to increase their
staff member's skills and strength. For this, they have to adopt learning and professional
development in order to taking competitive advantage in marketplace,it is further explained with
their importance which is as under:
Building credibility and confidence- In every organisation, their management wants to
establish a confidence level in their group of employees so that, they will gave their maximum
effort in completing assigned task. It is also assists employed persons with building their
credibility to gain new certificates of their performance and skill sets. In the context of
Whirlpool, It will brings efficiency and build confidence level of employees which will be
helpful in achieving sustainable performance.
Improvement in efficiency- It is an important characteristic by which employees gain
new opportunities with learning new techniques from various training. When superiors share
their experience and knowledge to their subordinates in order to giving new ideas for developing
their strength and skills. It will bring efficiency of employees in whirlpool which will help in
getting sustainability and growth of the firm.
Make succession planning easier – Professional developing programmes assists to
management in finding new leaders for the organisation. It will bringing capabilities in their
employees so that they will gave their maximum efforts in the profitability of firm. By applying

this method Whirlpool can find new innovators and use their new ideas in achievement of
desired objectives.
Reenergise staff members – It will help to management in monitoring performance of
their staff members in order to brings creativity in their work level. Provide development
programmes to lower performer by which energy will be restored of their employees. It will
provide aid to management in maintaining development of organisation. Whirlpool can apply
this because it will maximise the working behaviour of employees for getting long term benefit.
Barriers to Continuous Learning Development
Shortage of time – It is taking long time in implementation which gave bad impact on
the growth of organisation.
organisational culture – Whirlpool has a poor organisational culture which gave
restrictions in applying continuous learning development
Lack of resources- Whirlpool has poor management of resources because managing
resource is essential for applying such type of programmes.
David Kolb's learning cycle- such theory was suggested by David Kolb in 1984. It
works on two levels such as a four stage cycle of learning and four seperate learning styles. It is
based on Kurt lewin's work who was a great psychologist. It is defined with two parts in first
part, how an individual understands and processes the information. The suggested information is
furtherly classified as solid experience or conceptual abstract or active experiment and reflective
observation. They have divided it in four parts they are as follows:
Diverging – In this style, individual see the thing with their percpective. They usually
watching then doing. They have strong ability to work in groups, strong imagination capacity.
They are open minded to take feedbacks and ready to respond on it. They have an strong
experience and reflective observation.
Assimilating- this part defined the characteristics of individuals who likes good and clear
information. In addition to this individuals recieves information and modify it with their
knowledge they likes concepts and abstracts than others.
Converging –in this part they defines the characteristic of those learners, who are
applying their learning for practical issues. They mostly preference on practical tasks and easily
done the task with using new tools and techniques. Furthermore they are defined as active
learners because they reacts actively on the technical tasks.

Accommodating- this type of individuals likes to solve problems with using their
technical skills, they attracts towards new challenges and easily solve the difficulties with new
techniques.
TASK 3
P5: Stater how HPW contribute to employee engagement
High performance working- It may be defined as a process by which employees gave
their commitment to organisation for giving their maximum effort in achievement of desired
objectives. HPW assists company to create a structure in the organisation which assists the staff
members to increase their efficiency. Culture of Whirlpool affects the performance of employees
in order to follow the mission and vision of company. Proper working conditions affects the
working nature of employees in getting growth of firm. Furthermore, it applies key elements in
the workplace to create competitive advantage in the marketplace. Job design of the employees
as per their capability and proper reward system maintains the sustainability and growth of
whirlpool at marketplace. In addition to this, whirlpool is more dependent on new tools and
techniques in order to makes their strong brand image in the market. Due to this, management of
whirlpool implement new innovative ideas which are developed through various practices and
hard working nature of employees. North American region evaluating performance level of
employees in order to achievement of High performance working in their organisation.
Whirlpool may apply High performance working in their organisation through various factors
which are as follows:
Recruitment of skilled workers- Whirlpool have to gave more focus on selecting right
candidates. For this they have to create a long time plans and effective strategy which will help
them in choosing right persons for the job. It seems that Human resource have to plays an
important role in selecting candidates so they have to chose applicants which are fit as their
expectations. Whirlpool have to hire energetic staff members who have capabilities and strengths
to faces different challenges and gave their maximum efforts in development of the organisation
in order to taking competitive advantage at marketplace.
Shared commitment toward vision of organisation- whirlpool have to create friendly
environment at workplace which will improve their decision making process. It assists to
management in taking help of capable employees for making proper plans and strategies. Which

brings maximum contribution from staff members in the betterment of organisation. It will help
in motivating and empowerment of employees which create trust among them and brings a
healthy culture at workplace.
Conflict resolution team or group – Whirlpool have to create a conflict resolving team
for dealing the issues of employees. This team will made for resolving the issues which is
happened among the staff members. It brings motivation in employees and they will discuss their
expectations from their superiors. It will increases motivation level of staff members in
Whirlpool so that, they gave their maximum efforts for completing a task which leads to
competitive advantage to the firm in marketplace.
Flexible job statements:- Whirlpool have to focus on making a culture with
transparency in order to brings higher productivity in their employee's working behaviour. It
enables the employees for giving their innovative ideas and great suggestion for betterment of
the organisation. Whirlpool have large numbers of employees in various departments so have to
maintained their workplace as per their requirement. (Liljenberg, M., 2015). It will brings
efficiency in the employees which will increase their productivity in terms of getting competitive
advantage for whirlpool.
TASK 4
P6 Evaluation of different approaches of Performance Management
Performance management – It is a practice which is done by management for taking
contribution of employees and employer in order to achievement of desired goals of the firm.
Management should maintain the efficiency and strengths in their employees in terms of
increasing productivity. In the context of whirlpool their management should analyse their
employee's performance level because it will decide the growth and success of company. For
examine the performance of employees management of whirlpool have to follow various
approaches which are as under:
Comparative Approach: This method assists to management to differentiate between
results and performance of employees with the help of this approach whirlpool can find the best
performer in the organisation and lower performers. Who did not fulfil the requirement training
will be given to them. It will create a healthy environment in Whirlpool which increases
performance level of their employees.

Attribute Approach: Under this approach, employee's characteristics are monitored by
the management and compared with other staff members. Some parameters are set by company
for comparison such as team work, handling the issues in critical situations, working behaviour
with other employees. By applying this, Whirlpool may evaluate the performance of their
workforce and positioning them according to parameters.
Behavioural Approach: Whirlpool can adopt BARS technique in this approach because
its parameters helps to management in measuring the behaviour of employees with their
strengths and weaknesses along with their improvement. By applying this approach Whirlpool's
HR manager can evaluate their employee's performance with giving them point on their
performance.
Collaborative approach – In this type of approach all the approaches can be used by the
management of whirlpool in order to achievement of best results. In this part behavioural and
comparative are used for analyse the best performer and lower performer of the company in
order to giving promotion and training to them. With the help of this approach staff members of
Whirlpool will be motivated for doing work with efficiency towards organisation.
If all the approaches are used effectively by the management of whirlpool it brings high
productivity in employees and they will get motivated for performing a task with giving their
maximum efforts for example comparative approach is applied in the marketing team then
employees whose idea increase the number of customers will be given bonus and promotions and
those who have perform low then expectations will be given a training.
CONCLUSION
It has been analysed from the above report that HR manager have to plays an important
part of role in the development of organisation. In whirlpool, their HR manager should focus on
developing teams and individuals with increasing their performance. In this assignment HR
manager should takes help from its knowledge and skills in evaluating the performance level of
their employees with using various techniques and approaches. Apart from that, HR manager
have to develop their employee's skills and increase their motivation level for performing on task
effectively.

REFERENCES
Books and Journals