High Performance Work Systems Analysis

The provided report is an analysis of High Performance Work Systems (HPWS) and their significance in an organization. It reviews various research papers and studies to understand how HPWS contributes to a company's profit and growth, as well as the importance of continuous learning and professional development within the workplace. The report highlights the advantages of engaging employees through HPW and its results in organizational performance.

DEVELOPING
INDIVIDUALS

Table of Contents
INTRODUCTION...........................................................................................................................1
P1: Evaluation of professional skills and knowledge used to reflect the HR professionals in
Whirlpool organisation...........................................................................................................1
P2: Identification of personal skills in development and performance of Wirlpool organisation
by the given job role in HR professional................................................................................2
P3: Determining the factors for the differentiation between Individual and Organisational with
reference to learning, training and development....................................................................3
P4: Need for continuous learning and professional development to lead te business
performance in UK with reference of Whirlpool organisation:.............................................4
P5: Contribution of HPW in employee engagement and competitive advantages in Whirlpool
organisation............................................................................................................................6
P6: Evaluation of different approaches to performance management to support high
performance culture and commitment....................................................................................8
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

INTRODUCTION
The context of the report introduces the skills, knowledge and behaviour required by the
HR professionals in Whirlpool corporation. This report also includes implementation of learning
and development for the sustainable performance of the company. This context includes brief
analysis and advantages of High performance working in an organisation. The performance
management to support high performance culture and commitment for the company is also
included in this report of context. The report also include the methods and need for the
continuous learning and professional development to drive sustainable business performance.
P1: Evaluation of professional skills and knowledge used to reflect the HR professionals in
Whirlpool organisation.
Whirlpool corporation is a unit of manufacturing and marketer of home appliances.
Whirlpool has adopted unique strategy for the growth of the company with the High
performance working (HPW) which has lead the company to the largest home appliances
manufacturer in the global market. The HR professional needs many skills to develop and grow
the company in terms of the performance in Whrilpool. HR professional is mainly responsible
for the overall functioning of the operation in an organisation. HR professional acquires skill to
recruit and recognize the talent in the candidates recruited(Zacharatos and et.al, 2005).
The skills and knowledge acquired by the HR professionals in Whirlpool are as follows: Organising: HR professional in whirlpool has organising approaches according to the
situation in the company. HR should have time managing skill and personal efficiency to
be effective for the company's growth and performance. The manager is asked to work
for the organising and recognition of the problems faced in the performance of the
company. Multitasking ability: Priority of HR manager of Whirlpool is to do number of task with
the management of time and accuracy in the task. The HR would also focus on the
recruitment process and also on the management of the company employees. He is able
to handle the multitasking process at the time he is managing the system of the company. Communication skill: In whirlpool corporation the HR professional would have the
potential to communicate properly with employees. Perfect form of communication is
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necessary in the organisation to attract the clients and deal with them in systematic way
of communication(Becker and et.al, 1998). Discrete and ethical: HR professional would be much careful and loyal to the company
about the confidential information of the company. In Whirlpool, HR sits to the top of
the management he should be aware of the policies and rules of the company. HR should
also focus on the performance of the company. Resolving problem & conflict management: HR professional should have skills to
coordinate with the personnel and has a tendency to resolve the problems according to
the situation. The conflict in the company would be controlled and resolved by the HR
professional. The HR professional would make calm and resolve the issue and conflicts
in a organisation. Recruiting skill: The HR professional in Whirlpool has skill for the choice of selection
of employee to the organising. With the analysis power to recognize the skill and
knowledge of the candidates recruited to the company. HR professional requires skill for
identifying an employee to be recruited for the particular department of operation. HR
professional would also make analysis and research for the various vacancies in an
organisation(Ramsay and et.al, 2000).
 Leadership & judgement: The HR professional would have tendency of leadership to
lead the employees for the performance and growth of the company. The HR should have
the judging power for the betterment of the company. HR professional should have skill
to judge the person in the performance of the company. And also should have leading
attitude to manage the whole system of operation.
Behaviour of HR professional is an important traits, it includes the factors that helps in
representing their personality and different methods to conduct their operations. These
behaviours are comprises of adaptability to change the priorities and working requirement. Thus,
human resource manager must have professional knowledge and skills as-
1. Employee relations- The successful business can be performed if employer and
employees supports each other to develop and creates more satisfying work environment.
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2. On-boarding- Turnover of employees is expensive and strong on-boarding processes will
be helpful to reduction it. To have increment in it, the employees to the enterprise must
provide safe and effective working environment.
3. Performance management- this term can be derived with looking towards employees
effectiveness towards achieving goals and objectives (Evans and Davis, 2005). The skill
of the HR should be based on employees, monitoring performance, to develop their
capacity to perform etc.
P2: Identification of personal skills in development and performance of Whirlpool organisation
by the given job role in HR professional
In this the most essential aspects of living the life should be effective and peaceful.
Under this the people need to be honest with whatever they persistent and dedication about the
work need to be maintained so that overall development can be achieved (Gittell and et.al,
2010.). This kind of technique will be helpful in terms to recognize the strength and weakness of
mine.
This will be conducted with the help of SWOT technique in the following manner as are-
Strength- My communication skills helped me a lot in order to deal with the organisational
people in most effectively manner. Thus, my delegation in terms to work is in very perfect
manner (Becker and et.al, 1998). Due to these people always trust me and I have good image
among the people. The one of my major aim is to transmit the dreams into actualities. I always
admire the people who work in discipline manner without being biased. In this the people who
have good reputation in past can able to delegate towards their goals.
Opportunities- In this professional environment I have learnt that all opportunities is need to be
grabbed which will be helpful in order to enhance the capabilities of learning something
effective. This technique will be helpful in terms to deal with difficulties. In this, I always make
the people feel comfortable wit my positive behaviour.
Weakness- Being the emotional at time works as to infringe me in terms to achieve my goals.
Under this lack in emotional stability results in anger and this situation make hard result in terms
to control the situation. I really want to improve my this lacking so that I can able to achieve my
desire task.
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Threats- The one of the biggest threat of mine is that people puts their major consideration over
negative aspects and try to discourage the things which affects my personal growth. I always try
my hard to develop this threats into opportunities with help of making the effective
communication strategies. There is need to develop the strategy so that I can perform my
activities effectively.
As per my skill audit, a personal development plan will be made which assist me to
improve my weaknesses.
Skills already
acquired
Skills need to develop Activity Time frame
Communication skills Short-tempered In order to control my
anger, I have to
improve my listening
skills that also assist
me to be calm and
patient.
2-3 months
Interpersonal skills Communication skills I have to work on my
non-verbal
communication skills
by observing people
and their body
language, Postures
Etc.
6 months
Multi tasking
performance
To deal with
overburden
Sometimes, the
multiple task creates
burden and it leads to
create the typical
situation within
enterprise.
5 Months
Formal training This aids to deal with This will help me and 2 Month
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better learning
opportunities.
other employee to
enhance my skill and
knowledge so that I
can perform in better
manner.
The other skills are-
Skills to be developed Methods of development
Leadership skills The leadership skill of person must be
developed so that they can able to deal with the
individuals in proficient mode. It can be
developed with help of directing employees so
that each things can be done in effective and
efficient manner.
Problem solving skills In order to process the activities effectively the
person should be capable to address solution to
each problems. This will be helpful in terms to
direct and motivate the employees to do their
best.
Time management skill The individual in the enterprise must be
capable to manage the time effectively. With
help of performing the task on the set deadline
individual can perform their task in more
efficient mode.
P3: Determining the factors for the differentiation between Individual and Organisational with
reference to learning, training and development.
In the Whirlpool corporation there is vital and situational requirement both individual
and organisation learning, training and development. Knowledge based within the enterprise
must be the vital source to create, maintained and developed by people as the most valuable
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assets to enterprise. The entities must be creative and should have unique qualities to deal with
the things effectively. Both are key factors of the company to raise the performance and for the
management of the system:
Basics Individual Organisational
Learning Individual learning is defined as the
learning and thinking of the
specified particular person. The
mechanism of learning to the simple
form of issues which could resolved
by the individual in the company
(Zacharatos and et.al, 2005).
Group and collective learning of all its
employees and stack holder of the
company to share their views on the
functional activities of an organisation.
The mechanism of work and
implementing the knowledge of the
group to the Organisation.
Training In an individual form of training a
particular person is trained on the
basis of job role in an organisation.
In individual training one could
only give own ideas for the
performance of the company
without discussing others.
In an organisational training a group of
employees are trained to improve skills
and get an opportunity to develop skills
and knowledge. In this the group of
employees implements the methods as
per the job and organisation
requirement.
Development In the development process an
individual would gain the
knowledge and skill for the overall
growth of a particular person. This
helps in career orientation and for
the future use of the individual
development is needed.
Development of an organisational
concerned is defined as the developing
the group of employees for the growth
of the company and also for improving
the performance of the employees. It
focuses on the long term orientation of
the future need of the employees.
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The differences between the training and development has been discussed in following manner
as are-
Basis for comparison Training Development
Meaning Training is process that can be
termed out in which
employees get an opportunity
to have development in skills,
knowledge and competency as
per needs and wants of job.
The development can be
termed as process that is
concerned as to bring total
development and growth
within employees.
Term It is form the the short term
period.
This is process that present
within enterprise for longer
period.
Focus on This put major consideration
over the present.
This aids to put major
consideration over the future.
Orientation This is job oriented process. It relates with the career
oriented process.
Motivation The trainer is the source of
motivation.
In this, the person needed to
focus over their own
development process.
Objectives To bring improvement in the
performance of employees.
To prepare the employees
towards the future challenges.
P4: Need for continuous learning and professional development to lead te business performance
in UK with reference of Whirlpool organisation:
In an organisation there is a vital need for the continuous learning for the performance of
the company. With the learning employees can get experience to work according to the situation
and keeps pace for the capabilities of work standard in an organisation. The term continuous
learning is the process that is set by the individual in terms to have expansion in the skill of the
individual knowledge so that effective development can be carried out within individuals
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(Continuous learning, 2018.). This ensures to enhance and maintain the skills which is required
to deliver in the service of the job.
Thus, the process of continuous development will be defined in the following manner as are-
 It is effective as it aids to observe the experienced individuals at the work place.
 This is effective process that helps to identify learning and training programme so that
individuals within the enterprise can perform their task in proficient mode.
 To take steps in order to identify and understanding the strength of each individual.
 Benefits of professional development which can improve the business strategies and
performance in the competitive market.
Professional development can be termed out as process in which it is crucial to have
improvement and increment in capabilities of staff so it aids to build and maintain morale of
employees within the enterprise.
 In this modern era, with help of providing better and effective training facilities the
employers within the enterprise can perform as to offer and promote working within the
enterprise.
 By providing professional development training aids to build the confidence of workers
with help of continue gain in the knowledge of individuals (5 BENEFITS OF
PROFESSIONAL DEVELOPMENT, 2018.).
 Professional development aids to staff to gain new skills and perspective so that
individuals can able to contribute their best within the enterprise.
Hence, the Whirlpool corporation results regarding the continuous learning and
development are as follows: Increase in Retention: The continuous learning and development leads to increase the
product demand in the market. The customer has retained to the whirlpool product
because of the reforming and developing skill of the employees. Due to this learning
employees would implement new methodology for the unique production of the product.
Thus, the customer liked their innovative ideas and enhancement of the company name in
the global market (Way, 2002).
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 Build up confidence and Credibility: In the Whirlpool corporation it has made huge
benefit in building up the confidence in employees of an organisation and also increasing
the credibility. The people had believed and trusted the organisation for many years
because of continuous learning and development of the corporation unit. Improved efficiency: the continuous learning is beneficial for the employee's in company
to increase the efficiency of work in an organisation. It has also increased the potential to
work for the employees in an organisation. Planning strategy: In this form of learning in an organisation, it made easier for the
employee to make planning for the performance of the company. And also to remunerate
the ideas to resolve the barriers coming in the path of achieving the main objective of the
company. To grow up systematic plan for the proper operation of the corporation. Boosting Staff: the continuous learning would not only enhance the skills of the
employees but also to boost up the potential of the employees. It energises the strength of
the employees in a certain way so that they could perform their best to give their best for
the performance of the company.
 Research methods: In the Whirlpool corporation due to the continuous learning and
development the company has implemented new research methods for the performance
of the company(Takeuchi and et.al. 2009).
P5: Contribution of HPW in employee engagement and competitive advantages in Whirlpool
organisation.
The high performance working practices in an organisation has tended to wide range
impact in emphasizing the business strategies to the workforce of the company. HPW is
described in many ways to empower workforce and highly to analyse quality and service of the
company. The term high performance work system can be termed out as essential source of
competitive advantage in today's business environment. In addition to it, Human resource
management capabilities are very essential in terms to attract, select, retain and to motivate the
develops workforce within the enterprise. HPW aids to gain the competitive advanateg within
the enterprise. Nowadays people in the company work together for greater autonomy and higher
level of trust and communicate between them. In HPW it mainly focuses on the quality of the
product and services provided to the individual customer. To create momentum in the
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organisation HPW is necessary. The employees evolved in the decision making which is closet
to the customer needs (Sundstrom, 1999).
It supports system to build up the trust and enthusiasm among the customer. It is also
engaged in the employees support of each other for the easy work and to achieve the target in
easy formulation, also improvise the relationship between the leader and the employees at n
organisation. Employees are engaged thoroughly to high performance working whatever may be
the context of methods in an organisation. These practices are adopted to align the path for the
growth and success of the employees.
HPW eventually make impact on the performance index of the employees, to distribute
the personnel according to their performance in the company. The employees get engaging in the
high performance working and gets opportunity to convey their abilities to the firm
development. This practices engage the employee in team work at the workplace and also for the
mutual decision making along with the top of the management.
Advantages of the HPW in Whirlpool corporation:
 Involvement of Practices in Whirlpool would create opportunities for the engagement
regarding problem resolving, continuous improvement in the team work. For improving
the work quality and team description of the workforce.
 The HPW practices are implemented which could help in developing skills, work quality,
competency test and also beneficial for the policies and performance of the company.
Through HPW the company can focus on the market research and analysis of the
competition in the market of the same product.
 The HPW is beneficial for the creativity and innovation of new techniques and ideas
which could lead the growth of the company. It motivates employees to give their views
regarding the development of the business. It also provides an opportunity to employees
to deploy their skills and knowledge to contribute in the performance of the company.
 The HPW in an organisation helps in increasing the productivity of the product through
the hard work of employees. Primarily the management would analyse the demand of the
product in the market and then they will ask for the production as per the demand of the
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customer hence, it will increase the productivity of Whirlpool corporation (Sundstrom,
1999).
 The main advantage of HPW is to lower the cost for the product. It has premium methods
for the production so the product would be costing low then the cost before or also from
the cost of same product in the other companies. It effectively makes the cost which is
affordable to the customer and maintaining the quality as per the customer demand.
 It also affects in the responsiveness to the customers which could increase the reputation
of the Whirlpool in the global market. If there are any complaints or feedback regarding
the product the company would immediately response to the complaints and would
improve and resolve the issue in the friendly manner(Patel and et.al, 2013).
 The main advantage is to increase the flexibility of the company to the business
environment. HPW helps in proving a safe environment to work at the workplace. It
would generate more opportunities for the new applicants for the job.
 The best benefit of HPW is for the recruitment and selection of candidates to the
company, with the criterion of selection on the basis of validation selection tests for the
candidates(Takeuchi and et.al. 2009).
 For the economic benefit of the firms which also results in the profitability of the firm.
According to the financial performance of the company. For instance, improving the
positions of the company in the market. The market value of a firm depends on the
quality index of the company. In Whirlpool with the help of HPW the company can
analyse the performance index in the market and to increase the performance of work in
the global market.
 Implementation of HPW in Whirlpool will help in the performance appraisal of the
employees. It means giving benefit and appraisal for the capable employees on the basis
of their performance in the company.
 Employee within the enterprise can secure feel and motivated and they are also able to
improvise the organisational products. By adopting better working conditions, it can be
possible to enhance the degree of innovation.
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 The workers of Whirlpool enterprise corporates more and better working condition in
terms to both externally and internally. It will aid to gain the better ideas within the
enterprise.
 The Execution of HPW aids to improvise the better working condition and this helps to
improvise the financial benefits. Thus, cost and budget system aids to improvise the
financial situation of enterprise and this aids to improvise and stabilizes.
P6: Evaluation of different approaches to performance management to support high performance
culture and commitment.
Performance management is method to analyse the job process of an employee acquiring
the overall information about the performance of an employee in an organisation(Zacharatos and
et.al, 2005). The management manages the system on how the employees fulfil the objective of
the company so the basis of which an employees gets appraisal in job designation. Performance
of an employee depends on the following factors:
 Job profile
 Company policies
 Satisfaction to job
 Innovation and creativity
 Compensation
The approaches of the performance management
 Comparative Approach: In this approach of performance management the employee's in
the group gets ranking on the basis of performance with respects to others in group. The
techniques used for this approach are forced distribution, comparison in pairing and
graphical analysis. This approach is used in firms with less group of people with similar
job profiles (Gittell and et.al, 2010). Under this approach, the individuals within the
enterprise compare their planned performance to actual plan so if there is any deviation
between it then controlling measures must be taken.
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For example an individual in the groups performs and constitutes 20 percent more than
the other employees in a group but the one in group does not perform well than both would be
ranked using the graphical scale rating and be rewarded according their performance.
 Attribute approach: In this approach the employees get rating according to the following
parameters:
1. Problem resolving skill
2. Teamwork
3. Creativity and Innovation
4. Excellence judgement
The Graphical rating entails the employees on the scale of numbering 1 to 5. Employees
are rated as their performance from low to high, this is much reliant on the basis of the evaluator.
Disadvantage of this approach is it only identifies only the best and worst performers of the
company. For example in Whirlpool corporation with the help of this approach the management
system recognizes the problem solving skill, innovative ideas for the company (Becker and et.al,
1998). According to which the employees gets rating to their performance.
 Behavioural approach: This is the oldest method for measuring performance and it uses
different vertical scales for different dimensions. This approach implies the specific
description of employees along with the behaviour and nature of employee in a
performance (Sundstrom, 1999). The behaviour of human is learned and it is based on
having better understanding of human at work and this term is inclusive of conflicts,
motivation, expectations, group dynamics and also helps to improvise the productivity.
For example an employee has good form of behaviour and perform good in the company
then the scale would rate him with the point according to the form of behaviour in the
performance.
 Result approach: The concept of this approach is easy to understand, it works on the
basis of Balanced Scorecard Technique. In this form of approach it mainly focuses on
perspectives such as internal & external operations, learning, customer, and financial
performance. The main advantage of this approach is that it changes strategy into
operations with holistic view. Thus, result based approach is one of the management
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strategy that aids to put major focus in order to achieve the better results within the
enterprise. In addition to it, result based management approaches is aids to ensure
efficiency, effectiveness and to put major impact on quality criteria. It is continue process
that termed out as to analyse the information that is based on to identify the key
indicators.
For example an employee is rated on the basis of learning in the firm for the better
performance of the company. And also on the basis of financial work done by an employee or
the relations maintained with the customer in the company.
 Quality approach: The approach mainly focuses on the customer satisfaction by
improving quality service and reducing errors in achieving the goal of the company. In
this approach the employer focus on the personal problems of the customer and the
feedback from the employees to the manger (Kling, 1995). It is marketing research
company that aids to improvise the services of the customer and enhance the sales with
help of taking proper evaluation and training. It is skill and resources that aids to improve
the working of enterprise. Thus, it will be helpful in order to seeks to improvize the
quality performance within the enterprise. This approach includes:
1. assessment of employees and the system
2. use of different methods to evaluate performance
3. involving both internal and external factors
For example if an employee working in an organisation treat their customer according to
the customer satisfaction, also focus on the assessment of skills required to achieve the main
objective of the company.
These approaches support High performing culture and commitment in various ways as
the high culture is defined as the set of shared values to the group of people which is effective in
how a person think and act. It is also defined as the way in which you judge others whether they
wrong or right with them.
Attitude approach- It is an approach that is derived of positively and negatively towards the
ideas, object, person and situation. Thus, positive attitude of individual aids to improvise the
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learning and they also contribute majorly within enterprise. In addition to it, individual with
negative attitude brings conflicts situation and they working also get affected.
The factors to show how the approaches support high performing culture and
commitment: Defining goals: In whirlpool corporation the approaches sets definite goals for the
employees (Messersmith, and et.al, 2011). In the company it supports make easy for the
management to measure the performance and to distribute the amount of work to the
employees. Through these approaches only the corporation get to know the performance
of a particular employee in the company. Appraisal process: In Whirlpool company was lack of methods to avail the appraisal
according to the employee's performance but with the help of this approach it made
easier to rate the employee according to skill and performance. Rewards and incentives: The rewards and incentives awarded to the employees were not
to the capable employee's but with the approaches implemented to the Whirlpool
corporation would make it easier for management to reward the capable employees
according to their performance. Profitability: The approaches helped the organisation in rating the performance of
employees which lead to raise the motivation of the employees (Patel and et.al, 2013).
Through the motivation among the employees would lead the performance ad growth of
the company.
 Motivation: The approaches helped the employees in raising their motivational power to
get dedicated toward the goal according to the rating system in the approaches.
Conclusion
The report concluded the advantages of approaches in the performance of employees, and
how the rating would be done on the basis of the performance. The report also concluded the
significance of High performance working in an organisation, which results in the profit and
growth of the company. The report too concluded the result of continuous learning and
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professional development in an organisation. Hence, we conclude from the report that how HPW
is engaged to the employees and also advantages in a specific organisation.
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References
Books and journals
Becker, B. E. and et.al, 1998. High performance work systems and firm performance: A
synthesis of research and managerial implications. In Research in personnel and human
resource management.
Evans, W. R. and Davis, W. D., 2005. High-performance work systems and organizational
performance: The mediating role of internal social structure. Journal of management.
31(5), pp.758-775
Gittell and et.al, 2010. A relational model of how high-performance work systems work.
Organization science. 21(2). pp.490-506.
Kling, J., 1995. High performance work systems and firm performance. Monthly Lab. Rev. 118.
p.29.
Messersmith, and et.al, 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
p.1105.
Patel P. C and et.al, 2013. Walking the tightrope: An assessment of the relationship between
high-performance work systems and organizational ambidexterity. Academy of
Management Journal. 56(5). pp.1420-1442.
Ramsay and et.al, 2000. Employees and high‐performance work systems: testing inside the
black box. British Journal of industrial relations. 38(4). pp.501-531.
Sundstrom, E. D., 1999. Supporting work team effectiveness: Best management practices for
fostering high performance. Jossey-Bass Publishers.
Takeuchi and et.al. 2009. THROUGH THE LOOKING GLASS OF A SOCIAL SYSTEM:
CROSS‐LEVEL EFFECTS OF HIGH‐PERFORMANCE WORK SYSTEMS ON
EMPLOYEES’ATTITUDES. Personnel Psychology,.62(1), pp.1-29.
Tomer, J. F., 2001. Understanding high-performance work systems: the joint contribution of
economics and human resource management . The Journal of socio-economics. 30(1).☆
pp.63-73.
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