Developing Individuals, Teams and Organisations

Developing Individuals, Teams and Organisations 3 responsibilities 4 TASK 14 P1Determination of appropriate and professional knowledge, skills and behaviours that are required by HR professionals4 P2 Analysis of personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role6 TASK 28 P3 Analysis of the differences between organisational and individual learning, training and development8 P4 Analysis of the need for continuous learning and professional development to drive sustainable business performance 9 TASK

Developing
Individuals, Teams
and Organisations

Table of Contents
..........................................................................................................................................................3
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1Determination of appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.................................................................................................4
P2 Analysis of personal skills audit to identify appropriate knowledge, skills and behaviours
and develop a professional development plan for a given job role........................................6
TASK 2............................................................................................................................................8
P3 Analysis of the differences between organisational and individual learning, training and
development...........................................................................................................................8
P4 Analysis of the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................9
TASK3...........................................................................................................................................11
P5 Demonstration of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation............................................................11
TASK 4..........................................................................................................................................12
P6 Approaches of performance management.......................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Individuals development plays an important role in the overall development of an
organization. The success for any business concern depends upon the ability to continuously
expand and improve the collective and workforce capabilities. This assignment takes into
consideration Whirlpool corporation which is an American multinational manufacturer and
marketer of home appliance. It was founded by Louis Upton and Emory Upton on November
1911 with its headquarter at United states of America. In this report mini- research has been
conducted to determine professional and appropriate knowledge, skills and behaviours which are
required by HR professional within the organization. In addition to this difference between
individual learning and organizational learning, training and development is also specified in this
assignment. Moreover need for continuous learning and professional development is also
specified in this file. Lastly, this file focuses on different approaches to performance
management and how they support high performance culture within Whirlpool company.
TASK 1
P1Determination of appropriate and professional knowledge, skills and behaviours that are
required by HR professionals
In order to achieve higher profitability ratio its is essential to develop the skills and
knowledge of the workforce working in the organization. Its the prime responsibility of Human
resource management to improve the performance of an organization and to handle the
workforce in an accurate manner by training and developing the skills, knowledge and aptitude
of the employees.(Baxter 2016) As whirlpool corporation deals in marketing of home appliance
and there is a requirement to update the overall structure of the company. So HR manager is
looking it out to report at British industry workshop. This workshop will helps in determining
how the performance management, communication and collaboration will helps in creating high
performance culture within the organization. So it is necessary for HR manager of Whirlpool to
determine the professional and appropriate skills, knowledge and behaviour of the workforce
within the organization.
Skills of HR professional

It is very important for HR manager of Whirlpool corporation to determine skills and knowledge
of workforce so that they can perform their respective roles and responsibilities in an efficient
and effective manner. Different skills of HR professional of Whirlpool company are mentioned
below(Brett, 2014):
 Good communication skills: It is the prime skill of HR manager of Whirlpool
association to build up a good communication channel within the organization so as to
achieve target aims and objectives within the specified time period.
 Multitasking: Second most important skill which the HR manger of Whirlpool company
posses is to perform various roles and responsibilities like formulation and
implementation of strategies, to motivate and develop workforce, to render good working
environment to the employees, to retain workforce etc.
Behaviour of HR professional
The behaviour of HR manager of Whirlpool association matter a lot so as to accomplish
organizational objectives on specific time schedule. Behaviour of HR professional of Whirlpool
association is mentioned below(DeNisi and Smith 2014):
 Transparency and trustworthiness: HR manager should adopt the behaviour of
transparency and trustworthiness so that employees feel free to shares their ideas, skills
and opinions with HR. Thus, it will help the whirlpool organization to achieve their target
effectively and efficiently.
 Solution oriented: Successful HR manager possess the behaviour of excellent negotiators
specifically with solution oriented attitude. Thus, such behaviour helps in overcoming the
conflicts and issues that may take place within the organization. Therefore it result in
accomplishment of organizational goal on specified time period.
Knowledge of HR professional
HR manager should have all over knowledge in ever aspect so that organization can run its
operational activities smoothly without any hurdle. Some of the knowledge of HR professional
of whirlpool corporation are explained below(Eaton 2015):
 Personnel and human resource : One of the knowledge which the HR manger should
possess is about the procedures and principles for personnel selection, recruitment,
development, training, compensation and benefits.

 About the government laws and regulation: HR manager of whirlpool company should
also have the knowledge about the legal codes, laws, government regulations, agency
rules and about the democratic political process.
P2 Analysis of personal skills audit to identify appropriate knowledge, skills and behaviours and
develop a professional development plan for a given job role
Personal skill audit in accordance with HR is a good technique which is adopted so as to
identify his/her personnel strength and weakness. It is the best method which is adopted by the
Whirlpool corporation individuals too so that they can keep themselves on the specific career
track. (Flin, 2017)Auditing skills varies from individual to individuals in respect of knowledge,
skills and many more aspects which can lead the company towards further growth and
development.
As per the requirement of performance, I have prepared a business plan in order to
evaluate the strength and weakness of my own. A scale is specified below which specifically
record the skills and competencies so as to identify the differences.
Skills and
competencies
Self assessed score Score from others Differences
Presentation skill 3 9 -6
Leadership 4 9 -5
Decision making skill 10 8 2
Conflict resolution 8 8 0
From the above mentioned report I can easily identify my strength and weakness in
different skills and competencies, like from the above table it can be identified that I mainly
possess weakness in presentation skill, leadership and conflict resolution skill. Thus, it help me
overcome my weakness and to carry out my roles and responsibilities smoothly without any
hurdle in an effective and efficient manner.
Strength: My main strength is that I am good at decision making which helps me to take
the right decision on the right time as well as helps in the development of an organization. In
addition to this I have good communication skill which helps me to interact and coordinate the
workforce member by informing them about their respective roles and responsibilities so that
they can perform task effectively.

Weakness: My personnel skill audit helps in identifying that I am weak at presentation
skills and leadership skill. Thus, it indirectly hamper the performance of an organization. So I
order to overcome my weakness I have made a professional development plan so as to
development my presentation skills and leadership skills.
Professional development plan: It is the process of establishing aims and objectives
which helps in identifying what the company wants to achieve, and where the company wants to
go within the short, medium and long period of time.(Jiang and Liu, 20155) A professional
development plan is prepared in order to over come my weakness so as to execute the task
effectively and efficiently.
Weakness skill Objectives Current
proficiency
Target
proficiency
Development
opportunity
Leadership My objective is to
lead, guide and to
motivate
workforce to
work harder in
order to achieve
target goal of an
organization.
-5 9 By adopting
democratic
leadership style
which means by
rendering flexible
working
environment to
the workforce and
by coping with
the friendly so
that they can
come up with
their ideas and
skills.
Presentation skill My objective is to
inform the team
member about the
aims and
objectives so that
-6 9 By developing
continuous
learning skill by
viewing of videos
and by

they can perform
there task easily
and effectively.
participating
indifferent
organizational
activity I can
easily overcome
my presentation
skill weakness.
TASK 2
P3 Analysis of the differences between organisational and individual learning, training and
development
Organization learning: It refers to the overall development of an organization. In
addition to this it is a process in which the whole business concern gain knowledge about its
processes, goals and about its environment(Macdonald and Stewar 2017).
Individual learning: It is defined as the capacity to acquire knowledge through
personnel reflection about external stimuli and sources and by re-elaboration of individual
knowledge and experience by inter reacting with others and with the environment.
Difference between organization and individual learning:
Organization learning Individual learning
It is the aggregate of individual learning which
take place in an organizational setting.
It refers to the development of individual at
their personnel level.
Organization learning takes place when the
individuals discover the mismatch between
outcomes and expectations so as to take action
on the behalf of the business concern to correct
them.
Individu
als learning occurs through personnel
experience and by interacting with outside
sources.
Training: It is referred to as the method of teaching oneself or to others by developing
skills and knowledge of the workforce. It has specific goal like improving one's capability,

performance and productivity. This is done so that the individual become specialized in their
respective job profile(Mone and London 2018).
Development: This term specifies the overall development of an individual and the
organization in each specific area like growth in skills, knowledge and achievement of growth in
accomplishing competitive advantage in the marketplace.
Thus, it can be concluded that training and development plays an important role for both the
individual and for the organization. If the individual are given proper training session regarding
the respective job profile then it will help them to become more specialized I their job
performance. Thus, as a result they will helps in archiving organizational aims and objective on
specified time period without any delay.
Differences between training and development:
Training Development
 It is a short term process.
 It is a job oriented process.
 It is rendered in order to improve work
performance of the employees.
 It is a long term and continuous
process.
 It is a career oriented process.
 It is rendered so as to prepare
workforce for future challenges.
Thus, overall it can be concluded that the HR manager of Whirlpool corporation takes
into consideration the fact that without organization learning &individual learning and training &
development company cannot prosper in the market place. So the HR manager of Whirlpool
company render training and development session programs on a regular routine basis so that it
can helps in the overall development of individual and organization learning. Thus, it will help
the company to achieve the increase in productivity and profitability ratio of Whirlpool
organization as well as it will helps in achieving competitive edge in the market place.
P4 Analysis of the need for continuous learning and professional development to drive
sustainable business performance
Continuous learning: It is the process of continuously developing and improving one's
skills and knowledge so as to perform effectively and to follow the alteration in the workplace.
At individual level, continuous learning refers to the constant expansion of skills sets through
increasing knowledge level.(Moxen, and Strachan 2017) HR manager of Whirlpool company

develops the spirit of continuous learning by rendering training session on regular basis so that
workforce remain updated about the changes that might takes place within the organization.
Thus, it helps in improving the efficiency and effectiveness of an organization.
Professional development: It is the process of improving and increasing the capabilities
of workforce by assessing through training and education opportunities in the workplace. It also
helps in building and maintaining morale of staff member's so that they can result in better
outcome for an organization in the future.
Importance of continuous learning and professional development:
Continuous learning and professional development plays a vital role in the overall
accomplishment of competitive advantage for Whirlpool organization in the market place.(Oliver
and Humphrie 2014) Some of the importance of continuous learning and professional
developments are explained below:
 Remain relevant: One of the importance of professional development and continuous
learning for Whirlpool organization is that it helps the workforce to remain relevant to an
organization by keeping updates with the changes in trend that are taking place. In order
to function effectively HR manager of Whirlpool should develop the spirit of individual
and continuous learning. Thus, it will help in achieving target goal on time .
 Prepare for unexpected changes: Continuous learning and professional development of
individual working within Whirlpool organization helps in adopting to unexpected
changes. In addition to this it will also help the individual to step out of comfort zone and
to go on for new job opportunities. In addition to this it will helps the workforce to
become skilled and expert so that the can handle out any type of issues that may take
place within the organization without the prior help of superiors.
 Boost individual and organizational profile: Continuous learning and professional
development helps to improve and to grow in the career path. In addition to this it also
helps in building and boosting up of workforce morale of Whirlpool company. Moreover,
it also helps in motivating workers to work for achieving organization and personnel aims
and objectives.
 Performance enhancement: One of the importance of continuous learning and
professional development is that it helps in enhancing the performance level of an
individuals as well as of an organization. Thus, performance enhancement helps in

achieving the maximum profit for Whirlpool company as well as helps in the overall
development of an organization and individual working in the organization.
TASK3
P5 Demonstration of how HPW contributes to employee engagement and competitive advantage
within a specific organisational situation.
High performance work practice refers to tactics which are adopted by employee
management so as to increase the profit and the productivity of an organization. Some of the
example of high performance work practice like continuously mentoring and leadership
development strategy, regular performance appraisals and many more. Such tactics are applied
by the HR manager of Whirlpool organization systematically which result in increase in the
employee engagement. In addition to this, it also result in supporting high performance and
productivity as well as increases the profitability ratio.
British department for business published a report which specifies that wider adoption of High
Performance Work Practices (HPWPs) would lead in improvement of a firm's performance and
as well as lead to contribution of growth in the market place. As per employees report higher job
satisfaction, involvement, motivation may lead to greater opportunities for creativity and
innovation with such working environment and systems within the Whirlpool company.(Pinjani,
2013) High performance work practice comprises of continuing professional development(cpd)
which is means through which knowledge and skills can be enhanced. In addition to this it also
aims at enhancing and empowering workforce and organization with knowledge and skills so as
to drive performance level as well as to unlock potential and to inspire changes. North American
Region staff of Whirlpool corporation have surveyed five core critical dimensions for
exceptional team performance. These dimension mainly includes shared commitment to
company vision,shard accountability for results, constructive conflict, transparent
communication and mutual respect among each other and they are explained below:
 Shared commitment to the company vision and extraordinary goals: Its the prime
responsibility of HR manager of Whirlpool corporation to share the company vision,
mission and objectives of an organisation with the workforce. This will help the
workforce to work as per the rules and norms of an organization. Thus, it will result in

better outcomes for an organization in the future as well as lead to achieve competitive
advantage in the market place.
 Transparent communication: HR manager of whirlpool organization should ensure that
there should be proper flexibility and clear communication channel within the industry.
Thus, proper communication and coordination among each department of whirlpool
organization will helps in increasing the productivity and profitability of an organization
in an effective and efficient manner.
 Constructive conflict: This conflicts are geared towards mutual understanding and it
balances the interest of the groups and individual involved. It means that both the parties
of Whirlpool company (employer and employees) should be able to sort out common
denominator so as to achieve and arrive at a shared decision. In addition to this this type
of conflict will helps the employees to learn something new from which they will acquire
some new skills and knowledge. Thus, it will help in the overall development of an
organization in the marketplace.
TASK 4
P6 Approaches of performance management
Performance management of Whirlpool organization focuses on the performance of
department, organization and employees so as to monitor and execute smooth functioning of
different operational activities of an organization. In addition to this it is the process of managing
and monitoring the workers activities from time to time so that organizational objectives can be
achieved easily without any hurdle. Thus, there are different approaches of performance
management which are explained below(Robbins and London 2015):
 Behavioural approach: In this approach method HR manager of Whirlpool organization
uses Behavioural anchored rating scale (BARS) and Behavioural observation scale (BOS)
method so as to measure dimensions of workforce job's. In addition to this it also helps in
determining frequencies in respect of behaviour of workers so that they may result in
effective performance which will result in developing high performance work culture
within the organization.
 Comparative approach: It is approach which is used to measure the performance of the
workers by making comparison with the other workers. Like in whirlpool company
employee A perform best than employee B then in that case HR manager of whirlpool

company will render reward to employee A as he perform best as compared to B
thus,this type of approach help in building up of high performance culture within the
organization.
 Attribute approach: There are certain attributes of workers working in Whirlpool
company like problem solving skill, resolving conflict skill, innovative skill and team
work skill. Thus, in this approach employees are ranked on the basis of such skills and
attribute. Thus, it helps in building morale of the workforce to work for the organization
which in turn will result in the overall development of high performance work culture in
an organization.
 Quality approach: In this approach both the system and personnel factors are taken into
consideration while judging the performance of the individual. It is the best approach to
build competitiveness among the workers, as the all employees will work towards in
achieving better quality of performance. Thus, through this approach employees of
Whirlpool organization are judged through the quality of their performance level and
thus, juding on the basis of the quality of work force too helps in the development of high
performance work culture within the organization.

 Result approach: In this approach employees of the Whirlpool organization are judged
on the basis of the outcome they will result for the respective task that are assigned to
them. For example company can use productivity measurement approach and balanced
scorecard technique so as to measure the result of the workforce. Thus, this process helps
in encouraging workers to render better result for the organization.
CONCLUSION
From the above assignment overall it can be concluded that individuals and team
development plays an essential role in order to accomplish and achieve competitive advantage in
the market place. In addition to this the firm should also lay emphasis on individual learning and
continuous learning of the workforce by rendering proper training and development session to
the employees on the regular basis. Thus, it will help the firm in achieving organizational
objectives on specified time period. Moreover company should also use and evaluate different
approaches to performance measurement so as to overcome the weakness of the workforce.
Thus, it will helps in building up of knowledge and skills of the workforce which will result in
increase in the productivity level of the company.
Illustration 1: Approaches of measuring performance

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Online
Different approaches of measuring performance. 2017. [Online]. Available
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