Performance Management at Whirlpool

This assignment delves into the crucial topic of performance management within the Whirlpool organization. It examines various approaches to evaluating employee performance, including comparative, attitude, behavioral, result-oriented, quality-based, and high-power working strategies. The analysis emphasizes the role of Human Resource Professionals (HRP) in driving effective performance management and fostering a culture of continuous learning and development. The assignment highlights the importance of aligning individual growth with organizational goals to achieve sustainable business success.

DEVELOPING INDIVIDUALS

INTRODUCTION
Developing individuals and team and organisation is an important part for Whirlpool
business activities that it affect positively on employees. The introduction includes the
determination of appropriate and professional knowledge, behaviour and skills required by a HR
professional. The complete personal skills audit identify the appropriate behaviour, knowledge
and skills with a professional development plan. The report also analyse the differences between
individual and organisational learning, development and training programs. The need for
professional development and continuous learning which drive sustainable business growth and
performance effectively. The contribution of High Power Working for employee engagement
and competitive advantage is also explained for Whirlpool business. Finally, evaluation of
different performance approaches with collaborative working is given for the Whirlpool firm
with support of high performance culture and commitment effectively.
TASK 1
P1
The roles and responsibilities of a human resource professional helps in determining the
skills, behaviour and knowledge. Human resource professionals play a crucial role for the firm
such as recruitment and selection process, consultancies and problem solving. This will require
professionals to have good knowledge, skills and competency which help employees to improve
their performance, skills and knowledge as well within Whirlpool (Dodd, Bush, and Livesey,
2015).
KNOWLEDGE
Human resource and personal knowledge includes the process of recruitment and
selection in the firm. Personal knowledge helps HRP to give effective development and training
programs for employees. Employees improve their knowledge, skills and behaviour with
continuing professional development.
 Clerical knowledge: Clerical knowledge helps HRP in designing and drafting thus, it is
very important for the organisation and professionals as well. This will include policies
and practices of innovation, which help to keep records of workers in a file with database
effectively and efficiently.
 Administration management: Knowledge of business management helps HRP to
manage records of employees and administering payrolls within Whirlpool effectively.
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This will help professionals to allocate resources effectively and formulate strategies and
plans for improving employee’s performance and skills at workplace.
 Legal knowledge: Human resource professionals and employees should have knowledge
of legalisations and laws which affect the business working style and policies. This will
include health and security of employees, data protection act and legal knowledge etc.
 Counselling and therapy: Counselling helps HRP to manage the work effectively and
communicate well with other employees to solve their conflicts and issues. This therapy
also helps employees to communicate their ideas and thoughts with their fellow workers
which improve their knowledge and skills at workplace effectively.
SKILLS
 Listening and communication skill: This skill is very crucial for HR professionals as
they listen and communicate with employees to provide them information and knowledge
about organisational activities. This will also help employees to manage a good
relationship with superiors and leaders which help them to understand business goals and
objectives effectively.
 Decision making and judgement skill: Decision making and judgement skills are
necessary for HR professional so that he is able to implement strategies and actions
towards employee’s activities. It helps professionals to evaluate performance of an
employee and resolve conflicts and issues between them (Tulsky, Kisala, Lai, Carlozzi,
Hammel, and Heinemann, 2015).
 Coordinating skill: Human resource professional and employees works in different
departments and conditions. This skill helps them to increase their working performance,
efficiencies and coordination effectively.
 Time management skill: Management of time helps both HR professionals and
employees to manage their workload and work on time to reduce the pressure of task.
This will also help them to understand the value of time effectively.
BEHAVIOUR
 Adaptability: Adaptability is important for both employees and HRP to deal with
conflicts and issues arising in the Whirlpool organisation. This will also help them to
release the pressure of uncertainties and different situations effectively.
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 Leadership: Leadership is a key character of Human resource professional that he leads
employees towards right path and to improve their growth. This will help employees to
achieve individual goals and objectives easily and effectively.
CONTINUING PROFESSIONAL DEVELOPMENT (CPD)
CPD helps professionals to increase their understandings, knowledge and effectiveness.
This will help employees to improve their standards and job satisfaction level. It provides high
quality learning and teaching for employees by HRP. It is important because it allows creative
learning styles and knowledge to be improved within the firm. CPD also helps in increasing the
competitive advantage for both HRP and employees effectively.
P2
Personal skills of HR professionals help them to grow and develop their efficiencies
effectively. It will help them to reduce unnecessary efforts and also improve work efficiency for
organisation activities at workplace. Analysis of personal skills for Whirlpool helps in
identifying the development and training needs to improve the performance towards task and
achieving goals and objectives (Dennis, and Thompson, 2014).
 Analysis of technology and information knowledge: Technology and information
knowledge includes the computer system and software knowledge with innovative
techniques within the Whirlpool firm. Human resource professionals must have effective
knowledge of utilising information and techniques such as internet services, management
of e-mails and other innovative activities within business. HRP are well skilled and
knowledgeable that they need minor training for increasing their overall performance and
activities. Employees in Whirlpool needs an effective training and development program
to increase their efficiencies and knowledge effectively. Personal audit helps organisation
to understand the real position of HRP and his skills as well as knowledge and behaviour.
Thus, organisation members have enough knowledge and information of techniques and
technology to improve their individual performance and behaviour in the Whirlpool firm
(Syring, Scelfo-Dalbey, Nomi, Tracy, and McCormick, 2014).
 Analysis of communication skills: Human resource professional has good
communication skills that he has sufficient knowledge of producing materials and
presentation reports. Communication skills help HRP to manage a good relationship with
employees which help him to advise them on issues and conflicts, while working on
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notes. These skills help him to communicate with subordinates and fellow workers to
understand the individual and firm objectives effectively. Training and development
programs increase the communication level of both employees and Human resource
professionals effectively and efficiently.
 Analysis of problem solving skills: Problem-solving skills defines the appropriate
knowledge of solving conflicts and issue with more than one solution by Human resource
professionals. The HRP always try to understand the arising issues and conflicts between
employees and also try to eliminate the problems with his effective problem-solving
skills. The HRP has also reasoning skills to handle and manage complex issues within the
business. Thus, analysis of problem-solving skills identifies that HRP has enough
knowledge and skills to solve the issues and other development and training programs,
which helps him to increase his skills effectively and efficiently (Perez, Russo, Stochl,
Shelley, Crane, Painter, Kirkbride, Croudace, and Jones, 2016).
SWOT ANALYSIS
Strengths: My communication knowledge and skills helps me to live my life in effective way in
order to be delegated towards my job effectively. These techniques will help me to accomplish
my objectives and goals in order to determine my strength and opportunities in order to address
my weaknesses and threats.
Weaknesses: Emotional stability is one of my core weakness which always infringe me to
accomplish my objectives and goals. This lack of stability sometimes leads me in results of anger
that is really hard for me to control. I am also looking forward to address this weakness areas.
Opportunities: I always grab opportunities in order to increase my capabilities to learn
something new that it will help me find new ways to deal with my issues effectively. I always
give my best to corporate without any interruption.
Threats: One of the biggest threat for me is my enthusiasm. I analysed that people always focus
on negative elements first and try to discourage my personal growth which is sometimes hard for
me to control. I try to turn my threats into opportunities with the help of my skills such as
communication and strategies to overcome with them.
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Personal audit
Skills Strength weaknesses
Information technology and
skills

Communication skills 
Problem-solving skills 
Legal knowledge 
Leadership 
PROFESSIONAL DEVELOPMENT PLAN
Areas to
improve
Growth
Opportunities
Judgement
criteria for
developing skills
Time Evidence
Information
technology and
skills
Management of
employment and
latest technologies
and information
A good and
effective
knowledge of new
and innovative
techniques for the
training and
development
programs
3 months Human resource
professional
Communication
skills
Increase the
effective
communication
skills between
employees
Training programs
to communicate on
issues and conflicts
2 months Superiors and
fellow workers
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Problem-solving
skills
Verbal training
sessions and
reasoning skills to
improve problem-
solving skills and
knowledge
Practical and oral
implementation for
issue and problems
5 months Upper and middle
management
TASK 2
P3
 Organisational needs: Organisational learning, training and development needs are
implemented according to the Whirlpool structure. Organisation strengths and
weaknesses identified by Human resource professional describe the needs of training,
learning and development programs. Such programs are organised to improve and
develop strengths of the firm effectively. Business evaluate the problems, information,
technologies and communication skills to manage the training and development programs
which help them to improve the level of organisation effectively (Dharmowijoyo, Susilo,
and Karlström, 2014). This will also help HRP to improve his effective growth and
stablish appropriate knowledge and skill within the firm efficiently. Organisational
training, learning and development programs are completely different from an individual
training, learning and development programs. Business management sees this as a
perspectives and always try to develop and improve the capabilities and structure. This is
also helpful for the employees to improve and develop their own performances and skills
effectively. Thus, the Whirlpool organisation is able to develop its strategies and
performances with training, learning and development programs which drive it towards
success and sustainability effectively and efficiently.
 Individual needs: Individual needs such as learning, training and development is
different from an organisation development, training and learning programs. This is a
methodology, where an individual is responsible for its own identities such as strengths,
weaknesses, knowledge and potentiality skills etc. Individuals are only suspects which
knows the needs of training and development programs according to their weaknesses
and required skills. Human resource professionals are also responsible to identify their
individual needs to develop and improve themselves effectively and efficiently (Gökçen,
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Frederickson, and Petrides, 2016). This will help business to identify the needs of
training, development and learning which also help them to organize these programs on
time and to improve the individual performance and skills. This will help both individual
and organisation to develop and improve their capabilities and sustainable growth for
achieving objectives and goals for the Whirlpool firm effectively. Learning, development
and training programs helps individual to accomplish their objectives and increase
productivity and profitability of the firm respectively.
 Formal and informal learning: Formal and informal learnings help both individual and
business to improve and develop their knowledge, skills, performance and working style
from which they can learn many things effectively. These learnings also helps to make an
effective decision making within the firm. This is also helpful for an individual and
organisation to increase their adaptability and efficiencies to work effectively in the firm
and achieve their objectives and goals on time (Andersen, and Andersen, 2017).
It can be said that individual learning deals with the personal development and apart from
this organisational learning cope up with overall needs in order to change competing necessities
within the market. Specific individual are determined for improving performances whereas
organisation learning is based on specific time table that is choice of material for the necessary
test effectively.
Basis Organisational training and
development
Individual training and
development
Definition Organisational learning and
development plans are
required for over all growth
and development of business.
Individual learning help in
identifying strength and
weakness and taking necessary
actions for improving them.
Focus It is beneficial for both
business and employees
working .
It focuses on individual
development and growth.
Motivation level It encourages employees to
coordinate efforts in a
common direction to
It motivates individual by
providing them with rewards
like incentives to achieve their
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accomplish mutual goals of
business.
personal objectives.
P4
Professional development and continuous learning is very important for the Human
resource professionals to drive the sustainable business growth of Whirlpool effectively. These
learnings and development programs help them to improve their competency level and skills
which increase their knowledge level simultaneously. These two are the key feature for Human
resource professionals which help them to improve the business growth and it also develops the
productivity and profitability within the firm. The benefits which a HRP and organisation acquire
from the continuous learning and professional development are given below:
 Sharpening skills: Continuous learning and professional development helps Human
resource professional to improve their existing knowledge and skills which also help
them to develop new and innovative skills within them effectively. Continuous learning
help employees to be more efficient in their work and think different to complete a task
effectively. It also improves the competency level and current skills of an individual to
compete with others simultaneously and effectively. Professional development increase
the current skill, knowledge and learnings of a Human resource professional which helps
him to drive the business towards sustainable growth efficiently (Raschle, Menks,
Fehlbaum, Steppan, Smaragdi, Gonzalez-Madruga, Rogers, Clanton, Kohls, Martinelli,
and Bernhard, 2017).
 Increase in confidence: Both employees and Human resource professional should focus
upon learning innovative and new things to improve their skills and knowledge
effectively. This will help them to increase their self confidence to work effectively and
efficiently within the Whirlpool firm. Human resource professional has responsibility to
manage business and employees activities thus, they must increase their self confidence
to guide and direct employees properly towards their work at work place effectively.
Continuous learning help them to increase their efficiencies and develop thinking level
which guide them to manage employees work to the right path effectively and efficiently
within the firm.
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 Generation of more options: Continuous learning and professional development
improve the knowledge and skills of a Human resource professional which make him
able to find substitute solutions for a problem and make decision according to it
effectively. This will also help them to switch their careers and organisation easily and
effectively. Thus, to survive in this modern world, human resource professionals must
acquire continuous learning and professional development, which helps him to run with
the generation and make decisions according to it. This will create more opportunities
and advantages for him which is beneficial for both organisation and HRP effectively
within Whirlpool.
Kolb's learning styles
Learning style model is described by David Kolb in 1984 with improved learning styles
as an inventory. He describes four learning styles in his model and most of these theories are
considered with internal cognitive process. These four theories cycle touches all the learners base
effectively, which is given below:
 Concrete experience: The first learning style, concrete is based upon the old learning
experience of learners that they improve and develop their existing knowledge and skills.
Which help them to learn new and innovative things within the firm activities. Employees
gain their knowledge and develop their skills to be more productive and efficient towards
their work at work place effectively (Nakamura, Morris, Cerghet, Schultz, and Elias,
2014).
 Reflection observation: The second learning process is reflection of observation which
is refers to reflect and reviewing the experience which an employee faces during his work
at work place within the firm effectively. This will help them to understand their
experience and performances from which they can easily foster their working styles
effectively at the work place.
 Abstract conceptualisation: Reflecting of observations helps employees and HRP to
gain new and innovative ideas to modify the old abstract concepts within the Whirlpool
firm effectively. Re innovation of old abstracts helps business to find more strengths and
skilled which can be performed at task efficiently.
 Active experimentation: The learners and employees apply these theories and formulate
learning style to generate possible outcomes for their work effectively. This will help
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them to improve and develop their working styles as well as performance towards their
work, which generate some possible and valuable outcomes for them within the
Whirlpool organisation.
TASK 3
P5
High performance working is very crucial for the firm and employees that it creates a
culture or environment where communication lines and transparency of trust is open for all.
Business can apply high performance working to its framework by eliminating traditional
hierarchical culture, where trust is not present and communication flow is ineffective.
Organisation can also use a flat structure for their employees to communicate well with each
other effectively. High action working is divided into three areas for organisation Whirlpool is
given below:
 Human resource practices: Whirlpool business management implement human
resource practices for an effective growth in raising the satisfaction level of employees.
Practices and policies in terms of strategies, rewards and incentives helps them to
increase the motivation level of employees and develop their growth towards
organisation effectively and efficiently.
 High involvement of employees: Participation and involvement of employees in
business activities such as decision making, give them more responsibilities to improve
their loyalty and commitment towards their individual and business objective and goals
effectively. Employees can also understand the business planning and strategies from
which they can work according to it.
 Commitment and reward practices: Rewards are the extra benefits for an employee
towards his best performance in task in terms of incentives. Employees are able to take
extra benefit from the firm with completing their task on time and achieving their
objectives and goals. This will increase the employees' commitment level towards
organisation and will work effectively and efficiently at work place. This will also
encourage other employees in the firm to work hard get rewarded by the management
effectively (Yamamoto-Furusho, De-León-Rendón, Álvarez-León, Valdivia-Eziquio,
Obil-Chavarría, and Vargas-Alarcón, 2014).
BENEFITS OF HIGH PERFORMANCE WORK
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The benefits and advantage of high performance working within Whirlpool organisation
helps to improve its growth and develop the competency level simultaneously. There are many
benefits and advantages of HPW within Whirlpool is given below:
 Increase job satisfaction: High performance work will empower the employees working
ability and capacity that their job satisfaction level can be increased and they can work
with effectiveness and efficiently in the firm. Employees can manage their work load
with sharing new ideas and thoughts by communication and solve their conflicts and
issue by discussing it with managers (Siniscalchi, Reverberi, and Gaibazzi, 2016).
 Competitive advantage: In this modern world, there are so many competitors in the
market that Whirlpool business management try to differentiate their products and
services from any other firm. The business can also set a price which attract customers
and helps to increase their brand value. This will give a tough competition to other firms
as the employees working in the firm are loyal and committed to their works and
objectives effectively.
 Improvement in corporate culture: High performance working will help organisation
to improve the culture and performance positively and effectively. Corporate culture in
the firm allows employees to commit towards tasks and to work hard for achieving goals
and objectives. New and existing employees in the firm works collaboratively and
collectively as a group to achieve the objectives and goals within the Whirlpool
effectively.
TASK 4
P6
Performance management is a process from which a Human resource professional can
ensures the goals and objectives are consistently meeting towards organisation targets effectively
and efficiently. Employees can improve and develop their individual performance and skills
through performance management which help Whirlpool organisation to achieve its goals and
objectives effectively (Dannevang, Randers, Gondan, Krakauer, Nordholm, and Nordentoft,
2016). Performance management is divided into six function, the first one works for identifying
business objectives and goals, second function set the employees goals and operations for their
behaviours. Third is for provisional support and exchanging comments and feedbacks from
performance. Performance level is acquired in fourth step, fifth function determine the
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employees' improvement needs and final function provide possible outcomes for achieving main
performance indicators effectively.
APPROACHES TO PERFORMANCE MANAGEMENT
Performance management is important for the firm and its approaches is also crucial for
the business operations which helps to determine the objectives and goals to increase the
competency level of employees and organisation effectively and efficiently.
 Comparative approach: This approach is useful for the performance comparison of
employees from other workers and to give them ranking according to it. This will help
HRP to evaluate individual performance of an employee. There are so many techniques
from which comparative approach can be examined such as distribution techniques,
rating and graphical as well as paired comparison (Best, Porter, Fraley, and Fraley, 2017).
 Attitude approach: Employees in this approach are ranked from a specific parameter
such as innovative skills, collaborative, team working style, communication and skill of
problem-solving. This approach helps to find the best and worst performance of an
employee effectively and efficiently.
 Behavioural approach: Behavioural approach of performance management considers a
number of sales and different dimensions of the work effectively. An employee can be
examined with the help of behaviourally anchored rating scale. Behaviour of employees
id depend on their goals and objectives managed by the business management of
Whirlpool or HRP effectively.
 Result approach: In this approach managers of Whirlpool evaluate the performance of
an employee and consider the results and outcomes which they provide in a specific
period. Employees performance on result approach is examined by the balance scorecard
method by the management of Whirlpool organisation. This method is focused upon the
financial, customer, operations, growth, learnings and internal facts as well (Landry, and
Chouinard, 2016).
 Quality approach: This approach is used to improve the satisfaction level of a customer
towards products and services provided by the business effectively. This will help
organisation to find the errors in their services and increase the productivity effectively
and efficiently. Personal and system both factors are considered in quality approach of
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performance management. HRP can use Kaizen method of continuous improvement and
development which complete the quality approach for Whirlpool business effectively.
Conclusion
Conclusion of this report determines the appropriate and professional knowledge, skills
and behaviours which is required by a HR professional effectively. The personal skill audit helps
to identify the skills, knowledge and behaviour of HRP and professional development plan
describe the growth opportunities and judgement criteria. The difference between organisational
and individual training, development and learning describes effectiveness of both. Need of
continuous learning and professional development to drive Whirlpool sustainable business
performance effectively. High Power Working is also helpful for the business and contributes in
employment engagement and competitive advantage effectively. Different approaches to
performance management with collaborative working is necessary to improve the employees and
HRP skills and performance with support of high performance culture and commitment
effectively and efficiently.
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REFERENCES
Books and Journals
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