Developing Individuals, Team and Organisation - Whirlpool Assignment

Developing
Individuals, Team and
Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours.........................1
P2. Personal skills audit and develop a professional development plan....................................2
TASK 2............................................................................................................................................5
P3. Differences between organisational and individual learning, training and development.....5
P4. Analyse the need for continuous learning and professional development............................6
TASK 3............................................................................................................................................7
P5. Demonstrate how HPW contributes to employee engagement and competitive advantage.7
TASK 4............................................................................................................................................8
P6 Different approaches to performance management...............................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10
.......................................................................................................................................................11

INTRODUCTION
It is essential for an organization to improve knowledge, skills and behaviour of their
employees so that they engage in team work. It is required to work in a team to enhance
performance of their employees. Whirlpool is an American multinational manufacturer and
marketer of home appliances. This company has approximately 92,000 employees and more than
70 manufacturing and technology centres across the world. According to given scenario,
company has adopted a High Performance Work Practices (HPWPs) that improves working
efficiency and performance of the employees. The report consists of knowledge, skills and
behaviours that are required by HR professionals. It also comprises of personal skills audit,
professional development plan, along with comparison between the individual, organisation
learning and training and development. In addition, it also discusses about continuous learning
and professional learning that is preceded by HPW contribution in employee engagement and
competitive advantage. Furthermore, it will also include performance management approaches
(Belbin, 2010).

TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours.
As being an HR professional at Whirlpool, it is necessary to improve knowledge, skills
and behaviours. This will increase their career opportunities to grow more. An individuals should
always strive to gain new knowledge, skills and behaviours to stay in the organization for a long
time. Through acquiring these attributes they will be able to support their team and company as
well. It improves efficiency and effectiveness of the entire workforce of the organisation. They
will engage in innovations and creativity through which they can enhance firm's performance.
There are some specific knowledge, skills and behaviours that should be acquired by an HR
professional and these are as follows -
Knowledge – It can refers to the facts and information that can be through various
sources such as books, journals, magazines, websites, blogs, articles, observation and
communication with external world. Knowledge is a vast pool that can be gained throughout the
life of an individual (Bolden, 2016). Therefore, an individual does not have any barriers to gain
knowledge. As being a human resource manager, they can acquire knowledge through pursuing a
degree in Master of Business Administration (Human Resource Management). In this, they can
gain knowledge about role and responsibilities, purpose of HR in a firm. They will also learn
that HR develops policies and legislations for the organisation through which they can recruit
and select employees that can increase productivity and profit of Whirlpool. This knowledge can
be gained by enrolment in degree course. It is most crucial to get HR professional position in the
organisation (Belbin, 2012). The HR of Whirlpool's can acquire it from various sources like
books, article, blogs and observation. They can also possess a professional degree to gain
knowledge about the HR duties. It will help them to develop policies and procedures for the
organisation that can help them to improve performance of their employees.
Besides this, they also need to acquire new knowledge that will polish them and help to
stay in the market for a long run. They can observe others that how people encourage their
employees and motivate them to keep engage in the tasks to raise the productivity. Then, they
can implement these practices and policies that can also increase their proficiency. Hence, the
HR can acquire knowledge to improve working in Whirlpool.
Skills – This is the second attribute of an individual that should be possessed by a
professional. As degree is fundamental requirement to get a job, similarly skills also plays crucial

role throughout the career of individuals. The HR of Whirlpool should be good in
communication so that they can convey information in an effective manner among all the
employees. They should also develop such policies that can resolve conflicts among the worker
of the organization so that they can motivate to participate in team work. Human resource
manager should also have a leadership skills so that they can direct their subordinates to achieve
organisation goals. For an example, if the HR does not have skills for problem solving then it
can increase the issues among employees. This can be harmful for the company because workers
will not pay attention towards their work and it will reduce their productivity. Thus, manager
should have such skills that can be beneficial for the firm and their career as well (Decuyper,
Dochy and Van, 2010). Human resource manager should possess some skills through which they
can manage their work in an efficient way. For an example, they should use hard and soft skills
at Whirlpools so that employees can share their problems with manager. Hard skills are required
to develop policies that has to be follow by entire organization.
Behaviour – Manager should have some etiquettes while working at Whirlpool. They
should treat well their subordinates because it is primary thing that every employees deserves
and expects from the organisation. The HR should provide equal fair opportunity to among their
employees. This shows respect towards employees that should not be harmed by the managers.
The behavior of the manager also reflects from their way of dressing and spoken style. It is
essential for a manager to have be polite and maintain the dignity of their employees. There are
some basic rights of employees and according to that manager should treat them with respect so
that it will harm their self – respect. They should be self – disciplined so that their colleagues
can follow them. They should also have a positive behaviour that motivate other to attain their
task
Therefore, KSB (knowledge, skills and behaviour) plays a vital role for an HR
professional because it amends their personality and offers career opportunities. So that they can
stay in the Whirlpool and increase the profit and productivity of the employees.
P2. Personal skills audit and develop a professional development plan.
Personal skill audit : It is a good way for an individual to identify own strength and
weaknesses. Through which they can analyse possibilities where they can improve KSB to
achieve their goal. It essential for them because it keeps them on track their career in an efficient
way. They can recognise needs to improve their knowledge, skills and behaviours. The HR can

examine their existing capabilities such present knowledge and skills , then they can overcome
their weaknesses that can be increase hurdles to in performing their job. After identifying their
present abilities they can put efforts to improve their efficiency. This will also help to acquire
professional development.
As a HR manager in Whirlpool it is necessary for me to evaluate my own skills and
knowledge on regular basis. This would help me in analysing under which areas I need to
develop my abilities for performing major activities in more appropriate manner. Strength: As I
am HR manger of respective company I have to communicate with numbers peoples and staff on
regular basis which shows that I have good communication skills. Along-with this I can
effectively motivate and encourage employees to achieve their goal and objective in effective
manner.
Weaknesses: But there are some areas in which I am lacking behind such as I am not
updated regarding laws and policies which come up as major barrier while making policies and
rules for Whirlpool. I also analyse that I am facing problems while give presentation in front of
large audiences and investors. Alongside this sometime when change occur on huge basis I am
not capable to solve problems of my employees due to which they feel disappointed.
Personal development plan – Through this plan HR can develop their new skills and
knowledge that can help to nurture their career. It can also support them in improve in their skills
that can enhance their efficiency and effectiveness.
Presentation skills:-
 Current proficiency- I wanted to develop my skills related to presentation so that I can
conduct an effective presentation among huge population.
 Target proficiency- I want to develop my presentation skills so that I can effectively
conduct presentation in front of investors and stake holders , that help me to convince
inverters to invest in whirlpool.
 Objective- If I will develop my skills of presentation I will be able to address huge
crowd and convince investors in an efficient way.
 Development activities- To develop my presentation skills in effective manner I will
take some classes from professional or experts.
 Time scale- 4 months
Problem solving :-

 Current proficiency- I need to improve my problem solving skills which help me to
solve issues and problems of employees when huge change will occur.
 Target proficiency- I want to improve my problem solving skills and capabilities so that
I can help and solve my employees problems in effective manner.
 Objective- If I improve my problem solving skills it will help me to solve my employees
problems in effective and appropriate manner which leads to effective employees
engagement and satisfaction.
 Development activities- To improve my problem solving skills I will more interact with
my employees and understand their problems, then try to solve it in effective manner.
 Time scale- 3 months
Hence, through conducting a personal skill audit and professional development plan an
HR who is working at Whirlpool can easily achieve their goals. As they will be able to know
their strength and weaknesses where they needs to improve their skills and behaviour (Ryan,
2013).
TASK 2
P3. Differences between organisational and individual learning, training and development.
Learning is the salient part of life as it comes in every stage of life. Moreover, it depends
upon the person who wants to learn or not. It's something a fundamental requirement for their
sustained existence. Sometimes, it depends on the firms where they are working cause some
organizations are deliberately advance on organizational learning, developing consistent with
their objectives. Whereas others make no such effort and therefore, acquire habits that are
counterproductive. Either individual or group of individual have to learn about mistakes, but
overall it depend upon the particular person that how they captivate the thing (Cooper, Cant and
Porter, 2010).
Individual learning - The individual learning cycle is the process through which those
who beliefs change and changes are codified in individual. Individual learning is referred as an
important part of becoming a good employee is to continually improve work skill. The optimal
satisfaction an individual can get is making a tough decision. It is an important part for an
individual that they can understand the things better by their personal job experience.
Individuals are constantly taking actions and observing their experience. An individual have the
great opportunity to stay single in an organization is that they can experiment new innovative
ideas to shoot trouble by own. Although, such influences as the development and enforcement of

group norms, group polarization, and other factors have an effect on individuals. The employees
who are working in Whirlpool needs to improve their skills and knowledge so working so that
they can spend their time in innovation and creativity that can be beneficial for them and
organisation as well.
Organizational learning - The best part of group learning in an organization is that
Whirlpool's managers encourages their employees every time to think outside the box. Where as
original ideas are highly appreciated. Creativity thrives when people work together on a team. It
will blends with a complimentary strength. Initially it encourages a healthy risk – taking and so
time also consume less while doing in group (Dahlgaard, Pettersen and Dahlgaard, 2011).
Whirlpool can adopt organizational learning to provide training to their employees that they can
perform in one direction to achieve objectives and goals of the organization.
Difference between individual and organizational learning
Individual learning Organizational learning
 In this, the Whirlpool can focuses on an
individual only so that they can
improves productivity and performance
of a person.
 The training is provided to only one
employee in order to enhance their
capabilities.
 On the other hand, while working on
large scale Whirlpool will emphasize
on the raising productivity and
performance of overall company.
 Whereas Whirlpool's core focuses on to
achieve goal. Therefore, it will provide
similar training to entire staff so that
they can work in same direction.
Training and development – Training is a short term process which used to establish
some skill and knowledge to work in Whirlpool's. So that there employees will become able to
work in efficient way. But development is continuous process that needs to be adopt throughout
their life of an individual. Whirlpool's can provide training to their employees so that they learn
the pattern of working of the organisation as it is part of organisational learning.
P4. Analyse the need for continuous learning and professional development
Continuous learning is basically for an individual in which they expand and enhance
their ability by updating their skills and knowledge in effective manner. This help an individual
in adapting change in effective and appropriate manner. It is necessary when a person want to

sustain in an organisation and improve their performance, so that they can understand change in
appropriate manner and give effective suggestions to the management of an organisation.
Continuous learning is important for an individual because it expands their abilities that supports
them to increase their skills and knowledge. An HR should have a strong continuous learning.
An individual learns different things throughout their life which helps to step ahead in their
personal life and professional as well. Continuous learning is a nature of a human being because
whatever they observes in their surrounding they adopts that and behaves in the same way.
Similarly, as being an HR professionals there are several things which they can learn from
external and internal environment of Whirlpool's (West and Lyubovnikova, 2013).
Professional learning is situation when a person learn and enhance their knowledge with
the guidance of teacher or guide and by conducting training, formal education, workshops etc. It
help a person to sustain in at a workplace with its improve and updated knowledge and skills.
For an example, they can see that there are various companies which are increasing
employee engagement in organisational activities. Thus, firm also needs to develop such policies
through which they can increase employee participation. This can be observe in outside
atmosphere and they can also utilise in the firm as well. On the other hand, HR also needs to
reduce absenteeism to improve the organisation productivity and performance. In order to do so,
HR needs observe employees so that they can implement new policies according to employees
nature. Therefore, it is a continuous learning which supports in developing new skills, knowledge
and behaviour. This continuous learning is also ameliorates professional development that can
be acquire while working in an organisation (Strode, Huff and Hope, 2012).
Need for continuous learning and professional developmentStay aware about the
relevant field – Through new skills and knowledge an individual can stay relevant with their
field. An engineer can learn new technology so that they can stay in the their field and they can
also innovate new products.
 Prepare for unexpected – It is essential to deal with unexpected situation in life with
confidence. For an example, if HR looses their job and they finds a new job then they
will be able to come out from their comfort zone and they can easily adopt new changes
and grab new opportunities.

 Sparks new ideas – As much as HR faces a problem then they will be able to deal with
any situations and find out innovative solutions to deal with them. It can also improve
encourage creativity that shapes new opportunities for them.
 Boosts capabilities – Continuous learning enhances abilities according to present and
future standards that are required to stay in the field for a long time (Gillespie, Chaboyer
and Longbottom, 2010).
Through continuous learning Whirlpool's employees and management will get
knowledge about new innovations that will support to gain professional development. For an
example, engineer can get new ideas to develop smart refrigerator if they observe and be in
touch of external environment.
Kolb's learning theory:-
This theory is develop by David Kolb in year 1984, it is a process in which personal skills
and job requirements can be evaluate in the same language. It can be address by four stage
learning cycle:
 Concrete Experience- In this stage new experience or situation is develop of the present
experience.
 Reflective Observation- In it observation is done of new experience of a particular
experience which is consistence in between experience of a person and its understanding.
 Abstract Conceptualization- It generate reflection of developing a new ides or
innovation in old or existing concept that a person learn from its experience.
 Active Experimentation- In this a learner execute their idea which he/ she learn from its
experience and evaluate what happen.

TASK 3
P5. Demonstrate how HPW contributes to employee engagement and competitive advantage.
HPW (High Performance Work) is technique to measure employees performance that can
improve their productivity while working. According to the case study of whirlpool adopted
HPW that improves the efficiency and effectiveness among employees. They become able to
involve in decision making through which employees are engaged in team work. They also
capable to develop an open communication that make them able to solve problems among

employees. This improves their innovation and productivity because employees begins to share
their vision and perceptions that resolves issues among them and enhances coordination. They
all shares responsibilities for their work to achieve their target.
There is a transparent communication so that same information can be transferred over all
levels of Whirlpool's. Due to this open communication they were able to resolve their problems
with mutual understanding of employees and administration (Lloyd and Walker, 2011).
Through adopting HPW Whirlpool's becomes able to increase their efficiency and productivity.
This also enhances its performance because it becomes able to improve employees efficiency
and working procedures.
There are various ways through which high performance working can be promoted which are
explain below:-
 Team development- To promote effective high performance working of employees
whirlpool can develop effective team in which they can learn and develop their skills and
ability which help them in achieving goal and objective in effective manner.
 Effective training- For enhancement ofAccording to this it can be analysis that the
whirlpool can use Collaborative working approach so that they can they can develop
effective team and motivate employees in effective manner. It also help respective
company to identify acquirement of training and development and then provide training
according to respective required area. high performance working whirlpool can conducts
or organize effective training and development programmes for their employees so that
can they enhance required skills and knowledge for conducting particular work.

TASK 4
P6 Different approaches to performance management.
It is crucial for Whirlpool's to measure their employees performance because it is
backbone of organizational performance. There are different kinds of performance management
approaches that are mentioned below -

(Source : Approaches for measuring performance of employees, 2018)
Comparative approach – In this, the manager needs to give ranks to employees in a
certain group (Belbin, 2010). Each employees will performance will be measured on the basis of
their involvement in the task. Individuals will be ranked from highest to lowest grade such as
(40% ,30% 20%, 10%).
Attribute approach – According to this approach, employees are rated on behalf of their
such parameters problem solving skills, teamwork, communication, judgement, creativity and
innovation. The manager analyses that employees are involving in these task or not.
Behavioural approach – It is one of most oldest performance techniques that consists of
vertical scales for distinct jobs. The Behaviourally Anchored Rating Scale (BARS) which consist
of five to ten vertical scales. The employees will be ranked according to these bars to measure
their performance (Bolden, 2016).
Result approach - This is most easiest and straight forward approach that measures
employees according to their performance by assigning them a balance score card. It emphasizes
on financial, customer, internal & operations and learning & growth (Ochieng and Price, 2010).
Collaborative working – It is used to measure employees engagement in team work.
Their performance is used to give grades according to their involvement in team work to
Illustration 1: Approaches for measuring performance of
employees

resolving issues and achieving task. It can be used by Whirlpool to measure their performance
and productivity by adopting HPW (McCormack, Dewing and McCance, 2011). . .
According to this it can be analysis that the whirlpool can use Collaborative working
approach so that they can they can develop effective team and motivate employees in effective
manner. It also help respective company to identify acquirement of training and development and
then provide training according to respective required area.
CONCLUSION
From the above report, it can be concluded that through providing training to workers the
firm should amend skills, knowledge and behaviour that will help them to achieve predetermine
objectives and goals. In order to improve employees knowledge, skills and behaviour
organisation should analyse their strength and weaknesses through personal skill audit and
personal development plan. It is also essential for employees to keep adopt continuous learning
that will support them to enhance professional learning. HPW improves efficiency of the
employees and organisation as well that amends their overall performance. Further, performance
management also plays a crucial role to measure employees performance. Along with this it also
explain what skills and behaviour are required for being a HR professional, there is also
evaluation of learning drivers and importance of high performance working in an organisation
and also it will explain what are different performance management which support HRW.

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Online
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