Developing Individuals, Team & Organisation - HPW

Developing Individuals,
Team and Organisation

Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
P1. Determination of Skills, Knowledge and Behaviour required by HR Professionals............1
P2: Analyse personal skill audit..................................................................................................2
TASK2.............................................................................................................................................5
P3. Difference between Individual and Organisation learning and Training and Development.5
P4: need for continuous learning and professional development................................................7
TASK 3............................................................................................................................................8
P5: Stater how HPW contribute to employee engagement..........................................................8
TASK4...........................................................................................................................................10
P6. Evaluation of different approaches of Performance Management......................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................14

INTRODUCTION
Expansion and growth of Person and team is the accountability of the human resource
manager of an company due to which specific skills and capabilities are required to attain or
achieve (Baxter and et. al., 2016). HR manager performs several functions such as recruitment
and selection, performance appraisal, identification of needs and requirements of employees etc.
which requires to acquire skills and knowledge which can be possible through participating in
different programs such as training and learning programs etc. This report is based on the
company named whirlpool which is an American global company engaged in manufacturing and
selling of home appliances. The company was founded in year 1919 by Louis Upton and Emory
Upton. The assignment includes the abilities, understanding and behaviour that should be
attained by HR manager, personal skills audit, different approaches to performance management,
contribution of HPW towards employee engagement, requirement of continuous and professional
development.
TASK1
P1. Determination of Skills, Knowledge and Behaviour required by HR Professionals
HR manager is an individual that play important role in dealing with different types of
employees that works in organisation. There are so many employees in whirlpool working
together to achieve organisational goals and objectives (Curtis and O'connell, 2011). HR
professionals should be self-disciplined and trustworthy so that all the activities in a
business are managed. They have proper knowledge of business activities and skills to
manage behaviour of employees. HR professional should have the following skills,
knowledge and behaviour which are discussed below: -
Skills
Decision Making- HR professional of whirlpool has decision making skills by which
they can make decision regarding how to manage people as well as organisation. The process of
recruitment and selection is done by HR in which they decide right candidate for a specific work.
They also take decision about how to resolve conflicts among employees.
Multi-tasking- HR professional should be able to perform various activities in whirlpool.
Their responsibilities change as per situation so they must have this skill to manage different jobs
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like, conduct interviews, implement training program of employees etc. HR professional should
multi tasker and complete all work and activity on given time period.
Active listening- For HR professional of whirlpool, Active listening is a communication
tool that is essential in resolving conflicts, sharing the data and respond adequately to the
demand and expectations of workers. It is essential to HR to understand issue and opinion of
their employees. It helps to find out causes and taking corrective action.
Knowledge
Sourcing and staffing- Every HR professional should have complete knowledge of their
field. Whirlpool’s HR managers have knowledge of recruitment and selection of right candidate
(Darcy and et. al., 2014). Main role of HR professional is providing proper training and
development through which they help to increase productivity and achieve organisational
objectives.
Employment law- It concern with the legal relation between leader and worker. There are
different legal issues arises in an organisation regarding recruitment and firing process, sexual
harassment and any discrimination originate among employees etc. HR manager of whirlpool
should have the knowledge of laws and legislation to overcome such issues and simultaneously
avoid legal trouble.
Behaviour
Versatility and adaptability- HR Managers should have versatile and adaptive nature.
They have to determine how to respond in changing environment. Whirlpool company have most
skilled managers who have various qualities and able to perform different tasks.
Solution Oriented- In this type of behaviour HR professionals have problem solving
ideas and they find out solution of every problem. This approach is focus on a certain level of
creativity. It breaks the boundaries of traditional thinking and enhance idea to find out solution
(Ellinger and Ellinger, 2014).
Collaborative- In whirlpool there are different departments like finance, research and
development, marketing and operations etc. So, HR manager should have to create collaboration
with every department so that organisational goals are fulfilled.
P2: Analyse personal skill audit
Skill review alludes the way toward estimating and noting the capability of an individual
or team. Personal skill audit is an evaluation of strengths and flaws of a person. It is a procedure
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of estimating and noting the capabilities and aptitudes that an individual has and also help in
enhancing the performance level so as to perform tasks more productively (Guldberg and et. al.,
2013). There are specific qualities that HR manager of Whirlpool should attained such as
problem solving, decision-making skills, communication skills, time management ability etc. As
to acquire such skills, I prefer first to conduct personal audit plan in order to know the areas I
need to work on as HR position.
Sr. No. Competencies Score given
to myself
Score given by
others
difference
1 Ability to build team 8 10 -2
2 Ability to resolve conflicts 7 9 -2
3 Power to make decisions 9 8 1
4 Level of confidence 8 7 1
6 Skills of communication 8 10 -2
7 IT skills 9 7 2
8 Time Management Ability 7 8 -1
(The above table involves that the differences that are negative are considered to be the strong
point and the positive difference to be considered as weak points)
Following are the strength and weakness according to my personal audit:
Strength Weaknesses
 With my efficiency in solving issues
and clashes which may emerge between
workers.
 Communication skills in me are great
as I'm great at dealing with others.
 Time management skills in me are the
 The decision-taking skills and IT
abilities are average.
 I'm overconfident sometimes due to
which I ignore feedbacks and
suggestion from employees.
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one which help me to motivate other
team members to be more punctual and
complete allotted task within allotted
time period.
Personal development plan: It is defined as the process of establishing a strategy that
help the employee towards maximising their strengths and overcome from its weaknesses
through using various techniques such as engaging in training and development programs etc.
The personal development plan that HR made is explained as below:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidence
1 Information
Technology
My Information
technology
skills is average,
which influence
my performance
level at
workplace.
To enhance
the IT skills
and
understanding
about
different
modern
systems and
technologies
that help me
in performing
tasks more
efficiently.
As receiving
training from
IT department
and online
tutorials, help
in
enhancing my
understanding
of various
modern tools
and
techniques
useful for an
organisation.
Team
Members
4-5
mont
hs
Judgemen
t of IT
managers
and
Colleague
s
2 Decision
Making Skills
My decision-
making skills
The
understanding
For
developing
Managers
of top
6
mont
Top level
managers.
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are moderate
due to
concentrating
more on the
impact of issues
and accordingly
found solutions
after identifying
their
effectiveness.
need to
increase my
knowledge
and analytical
skills, which
help in
evaluating
market trends
more
effectively.
this I should
prefer to take
guidance from
my superiors
and also seeks
to join
training
program from
upper level
management.
level will
assess my
performa
nce.
hs
TASK2
P3. Difference between Individual and Organisation learning and Training and Development
Individual Learning- It is a combination of thinking and attitudes an individual learns
from their experience and surrounding environment. Learning is a continuous process in which a
person increase knowledge for personal development. It makes positive effect on his professional
work as well as personal life. In any organisation, if an individual has great ideas and knowledge
then it creates opportunity to become success.
Organisation Learning- It is referring as an effective process of retaining, transferring
and creating knowledge within an enterprise. Organisation learn from market trends and
competitors (Hawkins, 2017). It analyses market condition and learn from different market
expertise. Whirlpool create new ideas and innovations which helps to improve overall
performance of an organisation. It also deals with changing organisational behaviour.
Difference between Individual and Organisation learning
Basis Individual learning Organisation learning
Scope There is a less scope of
individual learning in compare
to organisational learning
because it is beneficial only for
Organisational learning have
wider scope because is
improve the overall
performance of an
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an individual. organisation.
Objectives Main objective of individual
learning is to increase
knowledge and skills of a
person as well as development
of his personality.
Its main objective is to
improve working environment
and achieve organisation's
goals and objectives.
Outcomes Individual learning is more
essential for a person because
it increase their knowledge and
understanding about any field.
Organisational learning helps
to beat competition and get
long term sustainable success.
Training- Training is a basic concept of human resource management in an organisation.
It helps to increase knowledge and skills of an employee for a specific job. It refers to learning
activities which helps in performing task. In whirlpool, there are different departments are work
with each other but in human resource department play vital role by providing training and
development to the employees (Moxen and Strachan, 2017). Every association should provide
training to their employees to improve their qualifications and skills. It also helps to maintain a
good relation between employer and employees.
Development- Development is a continuous process and long term concept to increase
performance and productivity of company. It is process to make employees more knowledgeable
to deal with critical situation. It helps to improve learning as well as growth of whirlpool. It
focusses on future aspects and based on career oriented.
Difference between Training and Development
Basis Training Development
Objectives Training improve the work
performance of employees
which helps to achieve
organisational objectives.
Development improve
conceptual knowledge of
employees which prepare them
for upcoming challenges.
Nature It mainly focus on new joining
employees and improve
It focuses on learning new
things which are related to
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practical knowledge of
workers.
work or other than any
performance.
Process Training is a onetime process.
After completing training
program feedback is taken
from employees and then this
program is closed.
It is a continuous process in
which employees are
continuously upgrade their
knowledge by different
development programs
organised in whirlpool.
P4: need for continuous learning and professional development
Continuous learning:
Learning is the voluntary, self-motivated and ongoing knowledge. It is a constant
expansion of skills-sets and skill through increasing knowledge and learning. Continuous
learning is about grow their quality to acquire by regularly upgrading increase knowledge and
skills (Oliver, Foot and Humphries, 2014). Continuous learning in the work environment
involved viewing employee’s experiences as values, potential learning, methods, practices, re-
examining assumptions and policies. In the company that is whirlpool it is essential for them to
create the plan of continuous learning so that the company gets the success and get the benefit of
dynamic economic condition. The company has the objective of retaining employees through
training and development programmes. So the organisation keeps their workforce up to date and
well trained this helps them in responding to the organisational ever changing environment
(Hawkins, 2017).
Professional development:
Professional development is required by codes of ethics and code of conduct. It is a
individual duty of professionals to keep their skills and knowledge actual so that they can deliver
the advanced quality of work to meet the demand of consumers and the need of their profession.
Whirlpool company provide the process of increasing and improving abilities of groups through
access to training and education opportunities in the company (Robbins and O'Gorman, 2015). It
is helps maintain and build morale of the group members.
Importance of continuous learning and professional development:
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In every company, need of skills people to batter performance of work. The company
helps its employees in increasing and improving there learning knowledge and professional
development. Here are some importance of learning and professional development: -
Build credibility and confidence: By providing the employees the opportunities to
professional development allows them to grow and establish the confidence in the work group
and build the creditability as employee continues to develop and gain the advantages of new
certificates.
Improved efficiency: this does not only provide the new set of skills but also gives the
employees the opportunity to seek the knowledge from training programmes. When the
experience professional shares and give them the training then employees would learn more
efficiently and effectively.
Higher employee’s retention: As the employees will get motivated to learn more and
will have the ability to work efficiently hence this will enable them to retain the employees. as
the employees are retained more it will help them in reducing the cost of recruitment of labour.
As in the case of the company whirlpool mainly focuses on improving the skills and knowledge
of the employees so that the employees are retained and work in the best way for achievement of
the organisational goals (Moxen and Strachan, 2017).
Respond to technology: It is one of the crucial factor that operates in the favour of
organisation. It helps them to retain the employees and make them work in the competitive
environment against the rivals. As in the case of whirlpool it use advance technology that helps
the company to respond quickly to the changing market. The management of the company trains
their employees to work on the advanced technology through providing learning and training
programmes.
Encourage problem solving: It is one the main technique used by the professional as this
technique helps them to encourage the problem solving and responding within the organisation.
It helps them to become more capable in dealing with the future uncertainties. In whirlpool the
HRM manager emphasis more on maintaining relationships with their staff members. This will
help in maximising the behaviour of the employees for long duration of time.
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TASK 3
P5: Stater how HPW contribute to employee engagement
HPW is defined as the environmental culture in the organisation which includes the
transparency in the organisation among the employees and also enhances the free flow of
communication in the organisation. It focuses on the traditional hierarchical structure in the
organisation so as to motivate the employees to work in the organisation. Whirlpool
mainly depends on the technology and the process of innovation so as to build the presence
in the market. With the use of this the management is able to manage the team members.
The company has examined the region so that the performance of the employee can be
increased (Wileman, 2013). The five core factors that has been examined are constructive
conflicts, accountability, mutual respect, and solidity. The company should follow the
different HPW practices which are discussed as below:
Recruitment of skilled workers: - the company emphasis on the recruiting of the
employees. The company makes strategy that chooses the employees who are right for the
position. As in the case of whirlpool the company believes in recruiting employees who are
qualified and have the knowledge to perform their task in good way. They hire the individuals
who have the capability to achieve the organisational goal (Oliver, Foot and Humphries, 2014).
Shared Commitment toward vision of organization: - the comp any uses the support of
their workers while deciding or implementing any policies. The vision and mission of whirlpool
is to create the working environment which includes the employee’s coordination and make them
involved while taking any decisions. It helps the organisation to motivate the employees towards
achievement of the organisational gaols (Wileman, 2013).
Conflict resolution team or group: - This Company resolves the conflicts in the
organisation by making the problem resolving team and groups. The team listens to the problems
of the employees and helps them to resolve the issues that has generated in the working
environment.
Flexible job statements: - As in this case the company focuses on making the culture
which promotes transparency among the employees and also provide the flexible communication
procedures between the subordinates and the line managers. The company has recruited the
number of employees who share their ideas that make the organisation environment transparent
and flexible. For example the whirlpool has created the time shifts in suvh a way that employees
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are willing to work in the night shifts. Therefore it is very important for the managers of the
whirlpool to create the culture that promotes flexibility in the organisation (Robbins and
O'Gorman, 2015).
TASK4
P6. Evaluation of different approaches of Performance Management
Performance management is defined as the process in which manager and workers are
functioning jointly to support whirlpool in achieving its objectives. Managers are control and
monitor the performance of employees which helps to improve efficiency as well as productivity
of employees and organisation. Evaluation the performance of workers is very necessary to know
the performance criteria. Top managers analyse the employee’s contribution in company's
growth (Performance Management, 2018). There are different ways of performance
management, which are discussed as below: -
Illustration 1: Approaches for measuring performance of employees
Source: Approaches for measuring performance of employees, 2017
Quality Approach- This approach is focus on eliminating errors and improve quality of
products and services. Firstly, whirlpool identify the need of customers and make quality product
as per their taste and preference to satisfy their needs. It also takes regular feedback form
employees, clients and customers. If they get any negative feedback, then they improve their
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performance and quality. Working quality of employees are also evaluated by this approach
(Von Treuer, 2013).
Comparative Approach: This is the method which helps the Whirlpool in analysing the
performance level of the employees with the other employees so that they can review their
weakness. This will help the managers to rank their workers according to their capabilities. For
example if A is performing better than B then A would be given the preference and B would be
given the training to enhance its strengths.
Attribute Approach: This approach is used by the company to measure the performance
of the worker on the basis of specified factors which are basic reasoning, team work, and
imagination power of the employee. Organization uses this standards and situation of the group
so as to achieve the pre-set targets.
Result Approach: - This is the method that is used by the organisation to evaluate the
performance level of the work force on the basis of the results that has been derived by them.
The result are divided into 2 categories for example productivity measures and the balanced
score method (Approaches for measuring performance of employees, 2017).
Behavioural Approach: This is the oldest form of method in which the performance of
the employee is measured by using various techniques. Which are BARS (Behaviourally
Anchored Rating Scale) it consist of ten verticals.
The company should apply the strategies so that it can examine the performance of the
employees and the productivity of the company can be increased. This will help the company to
motivate the employees and make them satisfy. This will help the employee in determining the
strength and the weakness.
CONCLUSION
This reports concludes that the HRM plays a vital role in the growth and the development
of the workforce in the organisation. The company will be able to evaluate the performance of
the employees and would help them in developing the training programmes. They perform
various functions such as recruitment, selection, conducting training and development of the
selected employees. Hence whirlpool can overcome from the above mentioned issues with help
of HRM manager by increasing their skills and knowledge.
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REFERENCES
Books and Journals
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Curtis, E. and O'connell, R., 2011. Essential leadership skills for motivating and developing staff.
Nursing Management (through 2013). 18(5). p.32.
Darcy, S., and et. al., 2014. More than a sport and volunteer organisation: Investigating social
capital development in a sporting organisation. Sport Management Review. 17(4).
pp.395-406.
Ellinger, A. E. and Ellinger, A. D., 2014. Leveraging human resource development expertise to
improve supply chain managers' skills and competencies. European Journal of Training
and Development. 38(1/2). pp.118-135.
Guldberg, K. R., and et. al., 2013. Knowledge management and value creation in a third sector
organisation. Knowledge and Process Management. 20(3). pp.113-122.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Oliver, D., Foot, C. and Humphries, R., 2014. Making our health and care systems fit for an
ageing population. King's Fund.
Robbins, P. and O'Gorman, C., 2015. Innovating the innovation process: an organisational
experiment in global pharma pursuing radical innovation. R&D Management. 45(1).
pp.76-93.
Von Treuer, K., 2013. Group and team processes in organisations. Organisational psychology
research and professional practice, pp.269-295.
Wileman, G., 2013. Encouraging managers to coach their colleagues. In Creating a Coaching
Culture for Managers in Your Organisation (pp. 72-84). Routledge.
Online
Performance Management. 2018. [Online] Available
through<http://hrcouncil.ca/hr-toolkit/keeping-people-performance-management.cfm>./
Approaches for measuring performance of employees. 2017. [Online] Available
through<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>./
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