Developing Individual, Teams and Organizations in Whirlpool.

Developing Individual, Teams and Organizations in Whirlpool

Table of Contents
Introduction..................................................................................................................................................................................................3
1 Appropriate and professional knowledge, skills and behaviors that are required by HR professionals in Whirlpool.............................3
2. Analyze a completed personal skills audit to identify appropriate knowledge, skills and behaviors and develop a professional
development plan for a given job role at Whirlpool....................................................................................................................................5
3. Differences between organizational and individual learning, training and development with reference to the case study at Whirlpool.
.....................................................................................................................................................................................................................8
4. Analyze the need for continuous learning and professional development to drive sustainable business performance with reference to
the case study at Whirlpool........................................................................................................................................................................10
5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within the organizational
situation at Whirpool.................................................................................................................................................................................11
P6 Evaluate different approaches to performance management and demonstrate with specific examples how they can support high-
performance culture and commitment at Whirlpool..................................................................................................................................11
Conclusion.................................................................................................................................................................................................12

Introduction
Individual development is the technique by which employees focus on improving the skill set, developing life goals and also
enhancing the overall potential of the person. This starts with self-discovery which then increases awareness about employee behavior
and also brings in a positive change (Ng and Ng, 2017). The individual development then aids in team as well as organizational
development where the person is working. The present study has thus laid emphasis on Whirlpool organization which as America
based MNC that is involved in manufacturing as well as marketing of home appliances. As per the case study, it is focusing on
developing 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 as
well 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 the aims and
objectives of the firm.
Knowledge –
The HR professionals must have a degree in Hr., business administration or similar such fields. He should also be aware 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/employer relationships can
also be advantageous (Groen, Wouters and Wilderom, 2017). Most importantly he must have awareness about the overall 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; Transparent Communication; Mutual Respect
and Solidarity; constructive conflict etc. which are to be attended by the company in a span of 6 months (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 the organizational and
strategic changes that are going on within the company. This is most likely to make the process a transparent one and assist in
attaining the aims and objectives with respect to restructuring. If the employees have awareness about the ongoing changes, final goals
etc. then they can provide full support to Whirlpool management. . Focus should thus be given on written as well as oral skill set so
that the Hr. appears caring, convincing as well as believable to the employees. The Hr. professionals are required to develop a skill set
of team work and collaboration so that the same skills can be maintained in the employees as well. There is further a need to focus on
conflict avoidance in the organization which is likely to occur in the organization due to the changes (Laschinger and Read, 2017).
The focus on this skill set is all the more important as Constructive Conflict is among the five core dimensions meant for exceptional
performance. The skill set of time management is also essential so that the process of restructuring can be done in 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 and O'Shea, 2017). This is as
adhering with an orderly approach is most likely to aid in proper workforce management, personal effectiveness among others. As per
the present case study, the Hr. professionals at Whirlpool are further required to develop a skill set related to multitasking. This is a
requirement as many goals and objectives are to be achieved by the firm in a relatively short span of time. These are in form of the
five core dimensions; high performance work culture and maintaining the norms of creativity and innovation 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 of emotional
quotient so that they can assess what motivates ND demotivates the employees. This will help in formulating the strategies
accordingly (Tripathi and Ghosh, 2017). Moreover as the company working is based on the principle of creativity and innovation