Developing Individual, Teams and Organizations - Whirlpool
Added on 2020-10-22
15 Pages5025 Words178 Views
Developing Individual, Teams and Organizations in Whirlpool
Table of ContentsIntroduction......................................................................................................................................................31 Appropriate and professional knowledge, skills and behaviors that are required by HR professionals in Whirlpool ..............................................32. Analyze a completed personal skills audit to identify knowledge, skills and behaviors and develop a professional development plan for a given job role at Whirlpool.........................................................................................................................................53. Differences between organizational and individual learning, training and development with reference to the case study at Whirlpool...............74. Analyze the need for continuous learning and professional development to drive sustainable business performance with reference to the case study at Whirlpool. ..........................................................................................................................................85. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within the organizational situationat Whirpool.......................................................................................................................................................9P6 Evaluate different approaches to performance management and demonstrate with specific examples how they can support high-performance culture and commitment at Whirlpool.....................................................................................10Conclusion ....................................................................................................................................................13References......................................................................................................................................................14
IntroductionIndividual development is the technique by which employees focus on improving the skill set, developing life goals and alsoenhancing the overall potential of the person. This starts with self-discovery which then increases awareness about employee behaviorand also brings in a positive change (Ng and Ng, 2017). The individual development then aids in team as well as organizationaldevelopment where the person is working. The present study has thus laid emphasis on Whirlpool organization which as Americabased MNC that is involved in manufacturing as well as marketing of home appliances. As per the case study, it is focusing ondeveloping and sustaining high-performance culture thorough performance management, collaborative working and communication.Focus is thus given on assessing the skill set, knowledge and behavioral traits of HR professionals and formulating a personal audit aswell as personal development plan on the basis of the skill set. 1 Appropriate and professional knowledge, skills and behaviors that are required by HR professionals in Whirlpool The HR professionals within whirlpool are required to have many kinds of knowledge, skills and behaviors so as to attain theaims and objectives of the firm. Knowledge –The HR professionals must have a degree in Hr., business administration or similar such fields. He should also beaware about employee/labor laws and regulations; compensation and development activities for them. Courses done in accounting,statistics and IT can act as an added advantage. Training sessions done in workforce planning; labor relations; employee/employerrelationships can also be advantageous (Groen, Wouters and Wilderom, 2017). Most importantly he must have awareness about theoverall concept of high-performance work culture so that the same principle can be imbibed in the employees as well. Other than that,he should also be aware about basic terms such as collaboration; Shared Commitment and accountability; TransparentCommunication; Mutual Respect and Solidarity; constructive conflict etc. which are to be attended by the company in a span of 6months (Shuck and et.al., 2014).
Skills -The very first skill is of communication by which the Hr. team is required to inform the employees about theorganizational and strategic changes that are going on within the company. This is most likely to make the process a transparent oneand assist in attaining the aims and objectives with respect to restructuring. If the employees have awareness about the ongoingchanges, final goals etc. then they can provide full support to Whirlpool management. . Focus should thus be given on written as wellas oral skill set so that the Hr. appears caring, convincing as well as believable to the employees. The Hr. professionals are required todevelop a skill set of team work and collaboration so that the same skills can be maintained in the employees as well. There is furthera need to focus on conflict avoidance in the organization which is likely to occur in the organization due to the changes (Laschingerand Read, 2017). The focus on this skill set is all the more important as Constructive Conflict is among the five core dimensionsmeant for exceptional performance. The skill set of time management is also essential so that the process of restructuring can be donein a scheduled manner. Most importantly, the HR is required to work on their planning skill set to aid in the process of restructuring,policy planning’s etc. This also involves for working in an organized manner through the restructuring process (Strauss, Parker andO'Shea, 2017). This is as adhering with an orderly approach is most likely to aid in proper workforce management, personaleffectiveness among others. As per the present case study, the Hr. professionals at Whirlpool are further required to develop a skill setrelated to multitasking. This is a requirement as many goals and objectives are to be achieved by the firm in a relatively short span oftime. These are in form of the five core dimensions; high performance work culture and maintaining the norms of creativity andinnovation at the same time. Behavior- In order to develop a work culture of high performance in Whirlpool, the Hr. manager must possess a sound level ofemotional quotient so that they can assess what motivates ND demotivates the employees. This will help in formulating the strategiesaccordingly (Tripathi and Ghosh, 2017). Moreover as the company working is based on the principle of creativity and innovationhence the need is that they should have a knack of curiosity with the help of which novel solutions can be developed for the orlbemsfaced by the employees. Other than this, they must also be involved in leading rather than managing the employees. When only thefive core dimensions set by the company can be met.
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