HR Report: Developing Individuals, Teams, and Organizations

This report analyzes the importance of developing individuals, teams, and organizations, using Whirlpool as a case study. It outlines the required knowledge, skills, and behaviors for HR professionals, including strong communication, business operations knowledge, and conflict resolution abilities. A personal skills audit is presented to identify strengths and weaknesses, alongside a personal development plan. The report differentiates between individual and organizational learning, highlighting the importance of learning for professional development. It also covers the significance of high-performance work systems for employee engagement and explores different approaches to performance management. The report emphasizes collaborative working and effective communication for fostering a high-performance culture within the organization.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK1.............................................................................................................................................4
P1. Appropriate and professional knowledge, skills and behaviour that are required by HR
professional. ...............................................................................................................................4
P2 Personal skills audit to identify appropriate knowledge, skills and behaviours....................6
TASK 2............................................................................................................................................8
P3 Differences between organisational and individual learning.................................................8
P4 Important of learning that support in professional development.........................................10
TASK 3..........................................................................................................................................11
P5 Importance of HPW subsidize to employee engagement....................................................11
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management.............................................................12
CONCLUSION..............................................................................................................................13

INTRODUCTION
In today's world team plays an important role in the business as they help in performing a
task in a particular manner. It has the potential to instantly collect, establish, displace, and
diffuse. Team development creates an enchanting atmosphere by promising co-operation,
collaboration, interdependence and by building belief among team members. Organizational
development is the courses of aiding organizations progress through change in strategies,
authority, management, governor, or job reshape (Falola, Osibanjo and Ojo, 2014). The key
effort is to advance competence and usefulness within the company. In this, to report to under the
importance of developing team, individual and organisation a case study of Whirlpool is taken.
In this project report, professional knowledge, skills and behaviour of HR are determined
so that a professional development plan can be made. The different factors to be considered
when implementing and evaluating inclusive learning and development for better performance.
Report also covered the different performance management, collaborative working and effective
communication can support high performance culture and commitment.
TASK1
P1. Appropriate and professional knowledge, skills and behaviour that are required by HR
professional.
Human Resource Management wants a grouping of expressive aptitude, confidence, and
business knowledge (Barratt, 2018). They are responsible to balance company resources and
This means that HR managers not only have to be able to deal with all sorts of different
characters in business firm such as whirlpool, but also have a solid business information of the
business side of things. So some of the basic knowledge for HR professional are mentioned
below:
 Strong writing and communication skills.
 Basic knowledge of business operation.
 Knowledge of employment and labour laws.
 Strong relational skills
 Flexibility, patience and resilience
 High level of analytical and strategic thinking

The duties and skills of an HR specialized differ dependent on the association they work for.
Smaller organisation may have one or two representatives whereas larger companies may have a
large team with people specializing in different areas. So whirlpool is a big company therefore it
HR manager has different set of skills that are described below:
Hiring and Recruitment: Its human resource manager that must have a skill to hire and
recruit new employees. Classifying, employing, interrogating and signing high-performing
employees are important for the long term success of company. Generating strategies and
dealings for the appointment and recruiting process and teaching these skills to all of other
managers that are part of organisation is also precarious for the future of your organization.
Organization Development: It is all about making sure the business firm, as a whole, is
working together effectively. This contains working through vagaries happening with whirlpool,
classifying matters in dissimilar sections and guessing out different ways to resolve them and
evaluating current business methods to see if they can be improved. This HR role requires the
ability to analyse data while also having strong communication skills.
Dispute Resolution: This skill of HR manager requires having detailed information of
the law on both the employers and employees margins. The objective is to come to a negotiation
with as little cost as possible authorised costs or costs to office through interruptions like raids.
It’s also important for a person in this role to be able to look into the future to come up with
anticipatory procedures. Dispute resolution needs a great quantity of expressive intelligence so
that best likely result would be to give both parties what they need. For instance if there is any
problem between the team leader and employee in Whirlpool it the duty of HR manager to use
its skill and resolve the disputes for better growth (Harris, 2013).
HR behaviour
There is basically different type of behaviour of HR professional to his work in an
organisation. Some of the common are followed by them in Whirlpool that is described below:
Ethical behaviour: It is related to performing in ways reliable with what society and
personalities naturally think are good standards. This inclines to be good for business and
includes representative esteem for important moral values that include morality, equality,
fairness, self-esteem, variety and distinct rights.
Personal credibility: HR officer of whirlpool are helpful with this set of behaviour as it
support in gathering the applicable data and in talking numerous demands rising in forceful

environment by relating critical rational. So that, company can achieve their changing demand of
their clients and continue inexpensive in market.
HR Knowledge
Communication: This is greatest vital part of HR in order to deliver complete
information about Whirlpool's product, procedure and facility for endorsing their brand and
making goodwill. For this, they use numerous bases of media to interconnect about concern such
as TV commercials, social media, newspaper etc.
Laws: Manager must have broad knowledge about several laws, rubrics, processes and a
value that must be monitored by company to evade legal performs in their business activity.
This helps Whirlpool in maintaining strong market place at international level and in
removing legal matters (Jelphs and Dickinson, 2016).
P2 Personal skills audit to identify appropriate knowledge, skills and behaviours.
Auditing about personal skills is related to the process of evaluating and reporting the
capabilities and skills of an individual or team. With the help of this audit one can easily
determine his strength and weakness which further support to perform certain task with more
potential and increase the productivity and performance of company as well as of employees.
There are definite abilities that a HR officer of Whirlpool essential has such as fight solving,
decision making power, statement skill, time management ability etc. On the basis of that, I have
created an audit plan such as:
High Medium Low
09 to 7 7 to 5 5 to 1
Sr. No. Skills and Capabilities Self-
measured
Score
Score from
others
Gap
1 Team Building Ability 8 7 1
2 Conflict Solving 7 8 -1
3 Decision making Power 9 7 2
4 Confidence Level 6 7 -1

6 Communication skills 8 9 -1
7 Information Technology Skills 8 6 2
8 Time Management Ability 6 9 -3
(From the above table, it is observed that negative differences are considered as strong point and
vice versa.)
As I am able to evaluate from the above skill plan that I have the capabilities to overcome
the tough situations and resolve problems among employees. I calculate that I can be quick
enough while completing my work as last project I complete in provided guidelines.
As a result from the above report the following are the strength and weakness that are
described below:
Strength Weaknesses
 I am fairly good enough to solve
problems and struggles that may arise
among employees as well as in
company.
 My greatest strength is that I am
confidence enough about my work and
has better communication skills. This
confidence level and excellent
communicating support to transform
information with others.
 I am good at time management which
help in managing the business activity
for completing task within a given
period.
 It is quite embarrassing that, I lack the
skills to make decision and my IT skills
are also an improving area.
 One major drawback in my personality
is that I do not have power to influence
other, so not able to maintain a good
team.
Personal development plan: It is a process of creating an action plan based on consciousness,
standards, likeness, goal-setting and preparation for individual development within the background of a
occupation, education, association or for self-improvement. My personal development plan as an HR is
explained below:
Sr. Learning Current Target Development Criteria Time Indic

No Objective Proficiency Proficiency Opportunities for
judging
success
Scale ation
1 Information
Technology
My Information
technology skill is
weakened, which
disturb my
performance at
office.
To improve
my IT skills
and
sympathetic
about
numerous
tools and
technology
that supports
me in
execution
tasks more
successfully.
As getting
training from
IT department
and online
tutorials, help
in
enhancing my
understanding
of various
tools and
techniques
used in
organisation.
Team
Members
4-5
mont
hs
Judge
ment
of IT
mana
gers
and
Collea
gues
2 Decision
making
quality.
I am normal at
decision making
talent so for
overwhelming this
I placed more
energy over
examining factors
making particular
problem for
making better
decision.
I need to
upsurge my
information,
which help
in educating
my decision
making
skill.
For improving
this I proceed
to take
guidance from
my superiors
and also seek
to join
training
program from
upper level
management.
Managers
of top
level will
asses my
performa
nce.
6
mont
hs
Top
level
mana
gers.

TASK 2
P3 Differences between organisational and individual learning.
In general, learning is related to the process of understanding and acquiring new thing
from surrounding and happening that support in dealing any kind of issue. This helps an
individual to develop new skills, knowledge from experiences that aids in making effective
decision. In companies HR manager always tries to learn new tactics and find new ways to gain
knowledge to resolve any problem and improve the performance and productivity. All this effort
to learn new thing from surrounded activity helps them to achieve predetermined goals. In
company Whirlpool, HR is involved in those practices that help them to develop their skills and
develop effective strategies to attain pre-determined goals (Katzenbach and Smith, 2015). This
learning is further divided in two learning individual and organisational that is different
Difference between individual and organisational learning:
Individual learning Organisational learning
 Individual learning is a procedure
emphasis on attractive the efficiency
and presentation of a separate.
 It is vocation oriented which more
emphases on emerging the relational
skills among personnel of an
establishment.
 This is related to giving focuses more
on group later work toward emerging
skill and sympathetic among the staff of
Whirlpool to improve their
performance.
 The main aim is related to enhancing
skills and capabilities to develop
employees and turning their efforts
toward the achievement of
organisational objective.
Difference between training and development:
Basis of comparison Training Development
Nature Training is a small period
process, as it takes little while
to imparts skills and
information which are
Growth is an elongated
term course as HR of
Whirlpool has to grow
strategies, events and

compulsory by company's
worker.
agenda the set of actions to
be performed for
developing specialized.
Career It is intended to deliver
training for specific job
position linked to definite tools
and helps which are obligatory
by entities.
Development emphases on
getting finest out of all
specialized working in
company by classifying
their ground of interest in
which they can achieve
goals. It attentions on
construction specialized
career.
Objective Training is one of the most
important activity as it help in
improving the work enactment
of employees.
This process helps to make
employees ready to deal
with future tasks
(Langkamp Bolton and
Lane, 2012).
P4 Important of learning that support in professional development.
This process is related to growing the abilities of workers by accomplishing training and
educational databases at office, through discussions separate to the establishment or by detecting
others accomplishment the job. Professional development suite aid in inspiring and emerging the
confidence of workers.
The importance of learning cycle theories that are implemented for CPD to analyse the
benefits is described underneath:
Kolb's learning cycle is defined as the theory that stated that an individual learn from its
experience. This basically treats reflection to an entire part of learning that has four stages:
Experience: This is a stages that is related to doing of something that help to learn
important thing. At this stage manager or employees are able to get knowledge about various
aspect that support them in future situations.

Reflect: The important of this stage to an employees is that they think about exactly what
did they do to achieve predetermined goals.
Conceptualise: This stages is related to making of hypothesis about the learning for
doing an activity. It means a person involved in a project use to assume in advance about the
profitability without considering the possible future risks.
Plan: This stages is also known as the active experimentation stage that is mainly related
to making of more effective plans to get better advantages in future.
Continuous Professional Development: This is described as the aptitude for repeatedly
educating and improving the knowledge and talents for carrying out work with added
competently and for attractive malleable to altering atmosphere. It helps in protection of staff
member of Whirlpool up to date about current methods and machineries comprises in
administrative procedures in order to improve their job presentation.
Importance’s of both the concepts in case of Whirl Pool are explained below:
 Support in employee preservation: In case of Whirlpool HR Manager Prominence on
arranging specialized expansion programs that help in providing consistent knowledge to
workforces. This in turn will progress the efficiency and also inspire workers to continue
with their occupations. Company also deliberate its employees in conclusion for any act
which boosts them to preserve their position for extended term within company.
 Respond to technology: Technology is the key influence which disturbs the processes of
company and fetches deviations. Whirlpool uses progress technologies to develop its
products for fascinating clients. Manager delivers consistent training to their employees
for educating their efficiency.
 Increase performance: Both processes are actual important for improving the
presentation as fit as productivity of worker. By arranging culture programs at Whirlpool,
HR attempts to grow the skills of their workforces.
TASK 3
P5 Importance of HPW subsidize to employee engagement.
In business organisation, there is a need of a working environment that is faithful,
transparent and information can flow in a proper manner from manager to employees and vice

versa. This suitable culture for worker and manager is consider to be high performance working.
The main focus of HPW is to change the old traditional organisational structure in a effective
manner that will allow employee to coordinate in a proper manner and share their problems,
solve them and experience he best happing within company. It is very important for company to
have a HRW culture as worker are consider to be useful assets of company. With the help of this
manager provides the basic guidance to its workforce and they are bound to work according to
the instruction that further help in maximising effort for the achievement of companies goals.
From the case scenario, manager of Whirlpool tries to motivate their employees performance by
mainly focusing five main dimension that are explained below:
 Selective hiring of employees: In Whirlpool, manager puts makes all their efforts in
hiring the best employees. They do in a proper, lengthy manner such as choosing right
worker from the available applicants. HR focus on selecting the best candidate according
to their knowledge, qualification and abilities that will be helpful for them to deal with
business operations. So it is important from Whirlpool Point of view to hire new people
those have interpersonal skills and efficiency to give their best for the achievement of
aims.
 Shared Commitment toward vision of company: In whirlpool, manager makes it easy
for their employees by involving them in decision making activity. There decision are
basically related to the deciding mission of business company and determine those factor
that fit the best in achieving the goals. This help in motivating and growing knowledge of
workforce and making them capable to deal with uncertain business environment.
 Conflict Resolution team or group: It is essential for whirlpool to solve the struggle of
between group members, so that worker tone motivated and execute their best in
attainment of company goal. Manager of Whirlpool can create that team which focus on
solving the bitterness, problems and misunderstanding among the employees so that their
skilfulness can be increased (Levi, 2015).
 Flexible job statements: The main aim of manager in Whirlpool is to develop a
atmosphere that is free from any false commitment, disrespect etc. They tries to create a
culture that will be transparent, with ease communication and respectful that is essential
for growth of worker performance (West and et. al., 2014). This will be helpful in
transferring of ideas and plans in proper manner so that task are executed well and

achieved in effective manner. In case if team member have proper knowledge’s about
their work, they will be perform task with full potential. It is helpful for Whirlpool
because it can helps to maximise the efficiency which leads to the performance working
in the organisation.
TASK 4
P6 Different approaches to performance management.
In business organisation, it is very important for companies to know all about the
performance of worker and company as a whole (Parry and Robinson, 2017). To do so manager
of Whirlpool perform an activity to collect, gather, formalise and calculate the performance of
employees through performance management system. It is a continuous process that makes
communication easy between the higher manager and employees that will be helpful in
monitoring the actual performance. With the help of performance management manager are able
to develop skills and abilities to performance a particular task in effective and efficient manner
(Manning, 2012). Manager of Whirlpool provide feedback to the employees according to the
work done that ensure to meet the goals and objective of career. In performance management
system manager uses some method s that is applied by them in order to measure performance of
worker. These are explained below:
 Comparative approach: According to this approach manager of whirlpool are able to
analyse the actual performance level of worker and the quality work performed by them
in doing a certain task. Manager first collect the information and rank worker on the basis
of performance and able to determine the best employee for company. For instance, if
two worker X and Y perform a certain task and Y is more effective in doing that project.
So Y would be ranked higher that X.
 Attribute Approach: According to this approach, performance are measured on the
basic on specific standard like effective thinking, team work ability, decision making ease
communication and innovative ideas. (Thorpe, 2016). In Whirlpool, manager first analyse
the performance of every employees and them judge them according to certain standard
and then ranked them on Graphic Rating scale.
 Result Approach: Under this methodology, Whirlpool estimates the execution of work
constrain based on the basis of execution of result. These results are analysed in two
classes, for example Balanced Scorecard and Productivity measures. Organization can