Organizational Development and Training

The assignment provided is an in-depth analysis of organizational learning cycles, which includes various theoretical perspectives on how organizations learn and develop. The content covers different aspects such as high-performance work systems, social capital, and the role of training and development in organizational growth. It also explores the importance of professional behavior change in healthcare and the use of experiential learning cycles in education. The assignment requires a comprehensive understanding of these concepts and their application in real-world scenarios.

DEVELOPING
INDIVIDUALS, TEAM AND
ORGANISATIONS

INTRODUCTION
Development of individuals and organisation gives direct impact on high performance
work in organisation. All this development motivates employees in their work performance in
the organisation. This increases the productivity and efficiency of work. Employee's
development through training is a process to help them in the growth of their firm. Individual
and organisation development are important to boost the business. For present report, Whirlpool
is the selected organisation as per the given case in brief that is adopting various techniques and
also creating plans to help in developing their employees as well as the organisation. In this
study, many concepts associated with development of individuals, teams and organisations with
reference to the given case will be covered.
LO 1
P1. Proper and professional knowledge, skills and behaviours required by HR professionals
Professional knowledge of HR consultant
The duty of HR consultant is give advice to their senior officers on the human resource
management regarding the work and strategies of growth in their business (Boahin and Hofman,
2014). It is their responsibility to give report and analyse the issue and try to solve as soon as
possible. Knowledge of HR consultant in Whirlpool should be very high in the organisation.
They get ready to face all the new challenges that comes daily in their profession. HR consultant
will able to resolve some easy and more difficult issues in the organisation. In this profession, the
HR consultant should be active in job and his knowledge must be good in every filed. There are
few points to explain the knowledge of HR consultant.
1. Technical Knowledge: Knowledge and understanding of the work is an important part of their
job. In this point, the technical knowledge of HR is helpful to create monthly paid records of
their employees and also, to make work balance sheets.
2. Business awareness: Strategies of a new company affect the organisation and their
environment. A professional HR in Whirlpool will understand the strategies of business and
environment in organisation along with the way to operate their work and employee’s needs
according to this situation with creation report and validating it.
3. Legal knowledge: Human resource adviser has the understanding about legal process. It helps
to make strategies according to laws and government rules. This type of knowledge help in
company growth and success by HR.

Skills of HR consultant
There are some points to classify the skills of HR consultant for Whirlpool: Analysis: HR consultant for Whirlpool analyses the issues and tries to solve them (Role
of Training & Development in an Organizational Development, 2016). They also make
information to help in the growth of their business, and display how this information can
be used more affectionately to improve productivity in the organisation. Communication: Human resource consultant should be communicative to their
employees, customer, managers and all the down levels of employees (Johnson and May,
2015). It also tries to help their workers to provide their basic needs and motivate them to
work hard. They also need to communicate themself with the other peoples used their
written and spoken formats. Leadership: Human resource consultant leads their workers professionally in their job
and make all of them to work hard in their organisation. HR could be a good leader to
give motivation and appreciation to their employees. Planning and prioritisation: He should work with their aim and planes, and follow them
to improve business strategies. Also, give first priorities to their work and increase
business in the organisation. They organise plan and priorities equally in their profession.
 Team working and collaboration: In this point, they try to motivate their employees to
work hard if they perform individual or in a team work (Lunenberg, Dengerink and
Korthagen, 2014). They should also work with their team members at work place and
manage the work of employees or themselves. They also try to collaborate with the other
workers and managers to resolve the business issues in firm.
Behaviour of HR consultant
Behaviour of HR consultant of Whirlpool should be polite to everyone. They have the
adaptability to understand, explain, hear and teach work and except all changes in priorities and
requirements of work (Mak–van der Vossen and et.al., 2014). They have the qualities to make
them flexible in any work environment. He should be honest with his job in organisation.
P2. Skills audit and professional development plan
Personal Skills Audit
Strengths
 I have a knowledge how to developed
Weaknesses
 Some times I can feel uncomfortable in

employee through training session.
 Also, have the knowledge about all
policies of the Whirlpool’s company.
 I also managed the work of employee in
the organisation.
 I have known all the strategies to
increase the growth of Whirlpool.
 I can solve the problems or issues in the
company and motivate the employee's as
well.
collaborating between finance and in my
work.
 It can be a little slow to follow the new
process and used in to completing new
tasks.
 Less focused on customer.
Opportunities
 I can develop strategies of management
in the organisation.
 I also have the opportunity to get better
knowledge and improve my skills
through working in the Whirlpool.
 It has a change to get better
communication with the other
employee's or managers.
 I have gain experience through giving
training session to new workers.
Threats
 Sometimes, I get affair to faced some
external factors.
 I get affair how to deal with the new
strategy's coming in the marketplace.
 I feel hesitation to communicate with the
other persons.
 I get affair to used the new technical
process in the organisation.
Professional Development Plan
Skills Current
proficiency
Target Strategies Time frame
1. Communication I am unable to
communicate with
the other people
I want to improve
my
communication
I take participate
in organisation
Activities.
It takes around 5
days to get
improve in this

skills ability.
2. Collaboration I Can't collaborate
with the other
department.
I have to get
improved my
collaboration
skills.
Through the
training session
and try to
collaborate
between the team
and organisation
It can take around
10 days.
3. Team work and
collaboration
Some time it is
difficult to work
with the team and
feel hesitating in
collaborate with
others.
To get improve in
this skill
and start
collabora
ting.
Spend some time
with their team
members and take
some training
session to solve
this issues.
It will take 10 days
to get improved .
4. Take new
challenges
I feel affair to take
new challenges
I try to
understand how to
manage new
challenges
I increase my
knowledge of
work in the
organisation.
It will take around
20 days to work on
this knowledge
skill of HR
5. Analysis At some time I
can not analyse
about the function
and problems in
side the company.
I get improve my
skills and
understanding that
help me to analyse
firm environment.
Monitoring over
all work
performance of
employees deeply.
It takes around 15
days.
Advantage and disadvantage of skill audit:
Advantage of this process is to help HR to know about their strength, weakness, threats
and opportunities. It describes workers and other members in company about their potentials in
doing their task or projects at workplace.

Disadvantage of this audit is that it waste time of person and organisation. It also
demotivate them after getting result of their weakness and threats.
LO2
P3. Differences between process of organisational and individual learning
Organisational and Individual Learning
Organisational learning Individual learning
 They both are the part of the Whirlpool
organisation. Learning of the employees
in the organisation help in the growth of
productivity and growth of Whirlpool
Company.
 Through the learning session in the
Whirlpool employees are interested in
taking part in all the activities in the
organisation will also help to learn about
the workers.
 Organisational learning is important to
grow in their business and innovate
something new and different from the
others.
 In the company there is no limit to learn
something new.
 In this point a person is learned
something new to grow in their work
base and make progress. Learning of
good communication skills attract
customer to the employees.
 In Whirlpool Company they organise
some activities to create more learning
and knowledge skills.
 Individual learning in the organisation is
help to improve their knowledge of a
person and make their self-confident.
 In Whirpool company the employee
should learn about their work before they
get started with.
Organisational and individual learning both are very helpful in growth of business. It will
describe about both of them in above study. Individual learning help employees to developed
there knowledge and understanding of task and also know the process of doing it. Organisational
learning will make whole members effective in their work performance.
Individual and Organisational Development & Training
Organisational training and development Individual training and development
 In this point the training of Whirlpool  Individual training boost up the working

employees in the organisation is
important to perform better to the
other.
 Through this training the work
efficiency of the employees get
developed and their productivity will
also increase (Richards, 2016).
 In the organisation employees should
be trained to face all the problems and
ready to except any challenges or work
project.
 Organisational training and
development is based on the
development of their employees work
and their efficiency.
power of the employees, they get so much
knowledge according to their work
 Whirlpool gives training to their employees
individually to help in improving their
hidden skills.
 Through all the training workers get
motivated for their work and start
innovation in their work (Seabrooke and
Nilsson, 2015).
 Training and development of individual get
impact on the organisation and their HR.
Learning and knowledge of business about firm is very important for employees and
other people. But if workers, leader and manager do not have any understanding and information
about their work and process of doing project will decrease their production and growth.
Individual and organisational are not developed and do not take any learning knowledge will
affect business productivity and increase employee turn over.
P4. Need for continuous learning and professional development to drive sustainable business
Need for continuous learning
Continuous learning helps the business to grow by investing money in employees training
so that they will get knowledge about new things. Whirlpool provide training to their employees
in order to have proper work environment. Continuous learning helps in retaining talented
workforce. It also supports the organisation in achieving the organisational business goals
(Bengtsson and Carlson, 2015). HR consultant of Whirlpool make sure that employees of the
enterprise get proper training to increase the efficiency of the employees. This assist employees
in improving their vision and goals of the organisation. Whirlpool implemented continuous
learning which have benefited the company in gaining different skills and knowledge which have

assisted them in providing training to their employees. Continuous learning provide support to
Whirlpool in increasing their efficiency when there are different changes in the environment
which affect the working of the organisation.
Learning cycle theories is used to analyse the importance of continuous learning (Sessa
and London, 2015). This theory contains 4 stages which helps in improving the knowledge.
Following are the stages included in learning cycle: Experiencing: This stage focus on providing experience to the individual by involving
them in various operational activities. Reflective Observation: Second stage involve observing the previous experience in order
to have proper understanding. Abstract Conceptualization: In the third stage, learner give rise to various concepts and
theories which are being observed in reflection.
 Active Experimentation: The last stage focuses on experimenting the concepts and
modals in practice.
Illustration 1: Learning Cycle
(Source: Kolb's Learning Styles and Experiential
Learning Cycle, 2017)

Whirlpool by implementing learning cycle theory in the organisation can improve the
knowledge of the employees of the firm which will help in sustaining business growth.
Continuous learning is important if individual and organisation don't learn than
organisation will not be able to achieve its objectives and thus their will be low profitability and
productivity. Individual will not be able to gain more knowledge and skills and thus it will affect
its career.
Professional Development for Sustainable Business
Professional development helps in improving the efficiency of the employees.
Continuous professional development assist in increasing the skills and knowledge of the
employees (Baldwin, 2016). It provides assistance in retaining the talented and skilled
employees. Organisation cannot achieve its objective without professional development.
Professional development increase confidence level of the employees and also provide
them with different learning skills. Opportunities arising in the environment which helps in
continuous professional development assist in increasing the productivity level of the company
(Dixon, 2017). Employee’s performance level is improved by following continuous professional
development programs. This development program provide employees in increasing their morale
by providing them high level of training and improve their learning skills.
Human resource consultant of Whirlpool ensure that professional development programs
are continuously performed in order to have proper understanding of the employee's weakness
and to provide them with good quality training to improve their efficiency level. This programs
are conducted to support the business growth and increase productivity level.
LO 3
P 5. The way HPW contributes to employee engagement and competitive advantage within a
Whirlpool
HPW contribution to employee engagement
High performance working is related to management practices through which employee’s
involvement in various activities of the organisation is increased. This system of working helps
in improving the performance level of firm by increasing engagement of the employees in

various function or the organisation (Jiang and Liu, 2015). During ineffective communication
situation face by Whirlpool, HPW provide support by reducing communication barriers and
increasing employee engagement in various activities of the firm.
High performance working helps in increasing the employee involvement in different
activities of the organisation which are:
 High performance working results in better employee attitude. Employee’s involvement
is increased by implementing high performance system which is beneficial for the
company as well as employees.
 Implementing high performance working in the organisation environment leads to
employee motivation through which employees are more committed towards their work
(Zhang, Di Fan and Zhu, 2014).
 This system encourages employees in increasing their responsibility towards business
goals.
 This system helps in employee satisfaction by involving them in various decision making
process.
 Employee’s involvement in different problem solving situation leads to increase trust
between the employer and employee which create a good working environment.
 High performance working system provide companies with employee’s participation in
acquiring different ideas for the expansion of the business.
 This system is used for recruitment, selection and training which provide HR consultant
with qualified personnel.
 High performance system leads to team efficiency by increasing transparency in
communication
In order to increase the performance level, Whirlpool implemented high performance
working system. This system helped Whirlpool in increasing the efficiency of their employees.
HPW system encourages the employees by involving them in decision making process. Also, it
provides HR consultant with high performance employees which are effectively working
towards organisational objectives.
HPW contribution in acquiring competitive advantage
When there are inefficient personnel working in a team which affect the whole team and
also make the team ineffective. Due to this firm is not able to acquire competitive advantage.

HPW assist the firm in acquiring competitive advantage by providing proper training and
development. HPW contribute to competitive advantage in the following ways:-
 Shared commitment to the vision and extraordinary goals: High performance
working provide assistance to organisation by sharing the different goals of firm between
the employees of company. This support in gaining the objective of the Whirlpool and
thus provide a competitive advantage to firm (Alshatnawi and Ghani, 2018). Whirlpool is
benefited by HPW because it helps in shared commitment to the vision and extra ordinary
goals.
 Shared Accountability: Competitive advantage is achieved by Whirlpool by
implementing High performance working which provide assistance in sharing
accountability for acquiring the results.
 Transparent Communication :High performance system helps enterprise in acquiring
competitive advantage by raising transparent communication in the enterprise through
which conflicts are reduced and there is smooth functioning between different department
of the firm.
 Communication of team vision and goals throughout the organisation :High
performance working is supporting the team members of Whirlpool in communicating
team goals in the organisation. Whirlpool in order to be effective implement HPW which
assist in high performance training to the employees.
Whirlpool acquired competitive advantage by implementing HPW system in the
company. This system provided Whirlpool in increasing transparent communication throughout
the organisation which supported Whirlpool in reducing conflicts between different departments.
It assists Whirlpool in sharing vision and goals of organisation to every member of the
enterprise. HPW benefited Whirlpool shared accountability for acquiring effective results.
LO 4
P6. Different approaches to performance management and how they support high performance
culture and commitment
Performance management is a process through which work is performed according to the
formulated plan in order to achieve organisational objectives. Following are the different
approaches of performance management:

 Behavioural Approach: - This approach of performance management is related to key
behaviours necessary for job performance. This approach observes various parameters on
the basis on which performance of the employees in measured. These parameters include
employee satisfaction, span of control, turnover rate, etc. (Pastor, 2018). The behaviour
of the employee can be identified on individual basis or group basis. This approach
focuses on human relation, communication level, motivation, leadership etc. HR
consultant of Whirlpool provide its employees proper guidance and training which
support in increasing performance level of commitment. This approach consist of two
scale which are used to measure the performance of employees. The first is behavioural
anchored rating scale (BARS) and second is behavioural observation scale (BOS).
Behavioural approach provide organisation in having good work culture. Behavioural
approach of performance management apply to Whirlpool in order to have proper
behavioural ethics at the workplace. Comparative Approach: - This approach of performance management requires rating to
compare the performance of the individual with other employees. Comparative approach
is used by the HR consultant of Whirlpool in order to differentiate performance on the
bases to ranking. Ranking is used to address employee performance from high level to
low level. This approach uses forced distribution in order to rank employees in group.
Another factor used by HR consultant for ranking the employees is paired comparison
which is used to compare every individual with others. It is used to improve the
performance to achieve overall objective of the firm (Popkova and et.al., 2016). It assists
in developing a better work culture in the enterprise environment and also leads to high
performance level of the workers. Quality Approach: - It is related to customer satisfaction by providing them with high
quality products. Enterprise in order to serve quality products to customers ensure that
proper technologies are used to produce product. This approach involve all the employees
and managers of the organisation work together for productive results. It measures the
performance by evaluating person and system factors. It involves both internal and
external customers to set standard and then measure performance on the basis on the set
standards. Product is designed on the bases of customer demand (Odero, 2014). This
approach provide commitment in maintaining the quality of the product which will

improve workers performance level. It will also increase the reputation of company and
more customers will get attracted by using this approach (5 Keys to Performance
Management Success, 2015). This will improve the work culture of the organisation and
employees will be more devoted toward maintaining the quality products
 Collaborative Working: - This approach of performance management focuses on team
work in order to achieve organisational objective. Collaborative working assists in
increasing the efficiency of employees for achieving set goals. Whirlpool by increasing
collaborative working leads to improve the performance of employees which has positive
impact on the work culture.
Organisation can measure the performance of the employees on the basis on taking their
feedback and monitoring their performance to identify their work. Performance of the employees
is measured by continuous monitoring the performance of employees.
There are various barriers to continuous professional development :
Continuous professional development is affected due to lack of training provided to
employees which leads to barriers of professional development. Continuous professional
development is affected by cultural differences at the workplace.
CONCLUSION
From the above study, it can be concluded that training and development of the
employees plays an essential role in organisational functions. This study has provided with
different skills, professional knowledge and behaviour of HR consultant at workplace in order to
increase the productivity of firm. This study has explained about various approaches of
performance management to increase the efficiency of employees towards business goals which
has helped Whirlpool in improving their performance level. It has also described professional
development and continuous learning which has provided organisation’s employees with
different knowledge and skills. Furthermore, it has been assessed that Whirlpool is providing
different perspectives of training and development for growth. This has supported the
organisation in increasing efficiency as well as effectiveness of operations.

REFERENCES
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INTRODUCTION
1