Developing Individuals, Team and Organisation | Whirlpool

Developing Individuals,
Team and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................1
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan..........................................................2
TASK 2............................................................................................................................................4
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................4
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................6
TASK 3............................................................................................................................................7
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage.................................................................................................................7
TASK 4............................................................................................................................................8
P6 Evaluate different approaches to performance management.................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Development means to learn new skills which is important and significant for growth and
development of individual. With the help of development of individual, it gives positive impact
on performance of team as well as organisation. In order to develop skills and knowledge of
individual, there is requirement of training programme. In organisation, there are different
operations which can be performed in ethical manner with the help of team (Aubry and et. al.,
2012). Manager must emphasise on effective team development which helps to attain goals and
objective in specified manner and within time limit. This report is based on Whirlpool which is
one of the leading brand in electronics. HR skills, behaviour and knowledge required by HR,
personal skills audit, PDP plan are covered. Apart from this, difference between individual and
organisational learning, training and development, need of continuous learning and professional
development for sustainable growth of business are also discussed. At last, there is discussion
about contribution of HPW to employees engagement and competitive advantage, different
approaches of performance management.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
HR professional is the person who deals with various employees working in organisation.
In Whirlpool, there are many employees working to attain organisational goals and objectives.
Hence, there is requirement to interact and analyse their mindset. So positive result can be
achieved. HR must have professional knowledge, skill and behaviour which assist in providing
confidence to employees. This improves working performance of Whirlpool. HR is the person
who has some skills, knowledge, behaviour which helps to perform operational activities in
effective manner. As there are many employees in Whirlpool having different mindset so these
skills, knowledge helps to create synchronisation in activities (Belbin, 2012).
HR professional is responsible to perform entertainment activities among workforce.
With this there is positive relations among workers and they are ready to work in team. This
improves overall performance of Whirlpool.
SKILLS OF HR PROFESSIONALS

Active listening- For HR manager of Whirlpool, it is important to listen properly to
employee's grievances, queries, etc. This helps to understand queries and hence corrective
actions can be taken. When HR manager listens carefully then they can easily solve query and
this makes good and long term relations with Whirlpool.
Negotiation- It is not important that employees are ready to work according to managers.
There are some indifferences among employees and managers of Whirlpool. To deal with this
situation, HR professional has to negotiate with workers.
KNOWLEDGE OF HR PROFESSIONALS
Law and government- There is requirement of laws and regulations in order to perform
business operations in effective and efficient manner (Bolden, 2016). There are different norms
for employees such as equal remuneration act, so it is responsibility of HR professional of
Whirlpool to take care it and in case of alteration, organisational policies has to be considered.
Education and training- Education and training are important aspect for overall
performance of Whirlpool. In order to improve performance of workers, it is important to polish
performance of employees with training programme. Whirlpool is the organisation which deals
in electronics sector where technological changes are frequently taking place. Hence it is
responsibility of HR manager
BEHAVUIOUR PROFESSIONALS
Collaborative- there are many departments in Whirlpool such as operations, marketing,
sales, research, etc. So it is responsibility of HR personnel to create collaboration among them.
This can be done with the help of some entertainment activities among employees.
Purpose oriented- There is some purpose for which organisation is working. It is
important that HR manager of Whirlpool must focused with such purpose and accordingly
actions are taken. When actions are taken according to goals, then targets are achieved in
effective manner (Duffield and Whitty, 2015).
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan
Personal skill audit means process of analysing skill of an individual. Aim of making
skill audit plan is to analyse difference between skills possess by employees and requirement
according to workplace. There are various requirements for a job of HR Professionals which are
described below:

 The HR Professional of Whirlpool must lead the organisation and integrate activities for
its long-term success.
 Effective communication is another requirement to effectively communicate to customers
as well as employees which would help in solving conflicts and effectively.
 Professional must be an integral support to the company in hiring and training employees
that could contribute in its success in the long run.
With such extensive requirements, it is essential for me to enhance my communication,
decision-making and leadership skills to match the requirements of the job. I possess effective
decision making and conflict resolution skills that would fulfil the requirement of enhanced
communication in the company and hiring effective employees. My leadership skills are
satisfactory which would help in leading the organisation towards success and integration of
activities. To measure it more effectively and effectively perform the duties of HR Professional
in Whirlpool, a skill audit plan has been effectively made by me which is presented below:
Skill audit plan of HR professional (Out of 10)
Skills and
competences
Self assessed score Score from others Difference
IT skills 8 7 1
Decision making 8 9 -1
Conflict resolution 7 9 -2
Presentation skill 9 7 2
Leadership 8 8 0
Interviewing skill 7 6 1
Above skill audit plan shows some strengths and weakness. Figures shows positive
numbers are weakness, while figures shows negative figures are strengths. According to this
skill audit plan, decision making and conflict resolution are strong because other rating is more
as compared to self assessment. While in IT skill and presentation skill others rating is less as
compared to self assessment. Hence these are weakness.
SWOT ANALYSIS

Strengths Weakness
 I am good in decision making related to
organisational circumstances.
 There are some conflict at work place
so I resolve them in effective manner.
 I have weak IT skills which creates
hurdle in recording employee's data.
 As HR sometimes, I have to give
presentation to delegates and I am lack
in it.
 As HR manager I am not able to take
interview properly which affects me in
selecting best candidate for the post.
Opportunities Threats
 One of the biggest opportunities for me
is that there is a high requirement of
HR professionals in telecom industry.
 Another opportunity would be that my
skills would help in the firm to provide
better customer service that would
ensure my long-term growth in the
company.
 The biggest threat that I could face is
the competition. New professionals are
searching good job opportunities in
telecom industry and there might be
heavy competition.
 Another threat I could face is the
pressure which is exerted due to the
nature and size of the company.
Professional development plan
Professional development plan is the way through which individual takes actions in order
to deal with polish skills which are weak. In PDP plan, there are various steps through which
targets are finalised and techniques are identified with the help of which knowledge can be
enhanced.
Learning goals Target Development
opportunities
Judgement Time
IT skills I want to improve
my IT skills
through which
data related to
In order to develop
this skill, I use
various online
classes, seminars,
After use of such
skills, I am able
to store and
access data in
4 months

employees can be
stored in
systematic
manner.
etc. systematic
manner.
Presentation skills I have to present
data, employees
performance,
rewards, etc. at
month end in
meetings among
organisational
staff. I am not able
to present in
systematic way.
I took part in
various seminars,
conferences, etc. I
read books of good
authors in order to
polish this skill.
After enhancing
knowledge I am
able to make
presentations
attractive and eye
catchy.
3 months
Interviewing skill I want to improve
my interviewing
skill which helps
in taking interview
so I am able select
best candidate for
the vacant post.
This skill can be
conducted with the
help of live session,
conferences,
seminars, etc.
For judgement
top level
managers are the
keep to know
improvement and
further scope of
improvement.
2 months
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
MEANING OF INDIVIDUAL LEANRING
Individual learning means improving knowledge by person in accordance to current
market trends. This helps to gets positive impact on performance at work place. When individual
has good knowledge, then they are able to perform business operations in appropriate manner
(Fagerholm and et. al., 2015).

MEANING OF ORGANISATIONAL LEARNING
Organisational learning means creation of new ideas which helps to improve performance
of organisation. Organisational learning consist of three elements they are concieve, act, reflect.
Organisation learning is away through which person can learn, reflect and act according to
market trends.
For instance: there are different training and learning programmes organise by managers
of Whirlpool to enhance knowledge of individual. Manager of Whirlpool hires personnel who
has relevant and significant knowledge which helps to get positive impact on culture of
association. With the help of learning programme employees have knowledge about new and
relevant matter.
DIFFERENCE BETWEEN INDIVIDUAL AND ORGANISATIONAL LEARNING
Basis Individual learning Organisational learning
Objective Objective of individual
learning is to polish
knowledge of individual to
perform specific operation.
Objective of organisational
learning is to improve working
style of overall organisation.
This gives growth to
Whirlpool.
Scope Scope of individual learning is
less as compared to
organisational learning.
Scope of organisational
learning is more because
performance of all employees
of organisation gets improved.
Outcome Outcome of individual
learning is positive impact on
performance of workers.
Outcome of organisational
learning is get edge over
competitors in industry and
maintain good and long term
relations with workers.
MEANING OF TRAINING
Training means actions performed in order to develop particular skill in individual. This
is the way through which individual can perform operations in correct manner. This is the act to

improve knowledge and skill of individual. In case of Whirlpool, there are different approaches
through which employees can be trained. As there are many technological changes taking place
in environment, hence with the help of training hey are compatible to market (Holden and et. al.,
2012).
MEANING OF DEVELOPMENT
Development means use of systematic and technical approach which helps to attain goals
and objectives. Development means gradual growth of current knowledge which are relevant for
external market. Development programmes are one when some new has arise in technology.
There are various technologies used in Whirlpool for operating business, hence with the help of
development programme advance and alterations in current technique can be learned.
With training programme of existing employees at Whirlpool, working style of workers
is according to current market trends and they are aware about changes which are taking place in
external environment. This helps to improve working style. For instance: there is use of more
social media to market product and services, then training related to deal with social media tools
are provided.
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
Basis Training Development
Orientation Training is job oriented
approach.
Development is career oriented
approach.
Objective Its objective is to perform
business operations with new
technique.
Objective of development is to
learn and work with advanced
technology.
Levels of trainees Training has lower and middle
level employees.
Development is for
improvement in skills of top
level managers.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
MEANING OF CONTINUOUS LEARNING

Continuous learning means actions improving knowledge on regular basis. This is
important for association because with regular polishing of knowledge of employees helps to
give positive impact on performance of Whirlpool (Mahembe and Engelbrecht, 2013).
MEANING OF PROFESSIONAL DEVELOPMENT
Professional development means training of employees through training in order to
provide professional skills. This helps to perform business operations in more ethical and
significant manner. Professional development helps to develop morale of workers and hence
they perform operations to give high quality to Whirlpool.
In Whirlpool, there is requirement of continuous learning and professional development
which helps to keep employees satisfied and improves their performance. As employees have
knowledge related to current market, so this gives positive impact on growth and development of
Whirlpool. They are able to sustain ion industry to long term. Requirement of professional
development and continuous development for Whirlpool are as under-
Lifelong learning- With the help of continuous learning and professional development,
employees gets chance to learn for all lifetime. As there are many technological changes which
are taking place in market. So with the help of professional development, employees of
Whirlpool have knowledge about relevant changes and this provides sustainability to business
(Payne and Calton, 2017).
Relevant information- These days, changes are taking place with rapid speed. So
managers of Whirlpool can enhance knowledge with the help of continuous learning. This helps
to maintain knowledge of workers as per current trend. Whirlpool is the company which applies
innovation in business operations. This makes long term relations with employees and maintain
customer satisfaction. This ultimately provides sustainable growth to business organisation.
Develop confidence- When employees has appropriate knowledge related to current
scenario, then they are confident to present themself. Confidence of individual can be developed
with the help of professional development which helps them to perform operations in effective
and efficient manner. When employees face challenges associated with business operations, then
sustainability of Whirlpool also increases.
New ideas- There are different business operations in organisation. As per change in
market trend, with the help of continuous learning it is easy to grab new opportunities present in
market. With the help of professional development new ideas are used to perform business

operations. Whirlpool has many services for customers. With the help of continuous learning and
professional development, new and trendy services are provides. This maintains resistance of
Whirlpool in industry (Salas and Rosen, 2013).
Kolb's Theory of learning
Learning can be understood with the help of Kolb' Theory. There are four components in
this theory-

(Source: The Experiential Learning Cycle, 2018)
Concrete Experience- This is the first step in Kolb's Theory in this individual gets
learner learns new things with the help of live sessions, lab learning, field work, etc. This is the
theoretical learning phase for individuals.
Reflective Observation- As per this stage, in this there is use of individual knowledge
which is implemented in individual's learning. There is difference in perception of individual so
possibilities are bright that there is difference in operations at work place.
Abstract conceptualization- After implementing different models, individuals thinks
about scope from where improvement can be learned. This is the stage from where they learn
what is observed.
Active Experimentation- At last planned operations are conducted by individual to get
positive return. This is done with the help of some model or technique. As this is the last stage
which concludes the learning and working performance of employees at Whirlpool.
Illustration 1: The Experiential Learning Cycle

TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage
High performance work means use to improve performance of employees through
performing operations in systematic manner. This helps to improve quality, productivity of
organisation. High performance work differs in form of functions, incentive, etc. high
performance work focus on transparency, open communication, trust at work place. Whirlpool of
the organisation which operates in different parts of country, so they have flatter organisational
structure through which high performance work can be achieved.
Accountability- high performance work focus on creating transparency in operations.
When employees of Whirlpool are are of their roles and responsibilities, then this helps to fix
accountability for them. This gives positive impact on performance of work. Employees are
liable for their job roles hence, they tries to get perfection in their work and achieve edge over
competitors (Truss and et. al., 2013). For instance: employees are responsible for their work in
Whirlpool then this makes them responsible to work, hence this improves employment
engagement and able to compete in external market.
Mutual respect- At work place, employees does not work for monetary benefits. They
want respect also. High performance work has emphasise on working creating good and ethical
behaviour at work place. This gives positive and long term relations with employees because
workers are satisfied at Whirlpool. When employees are satisfied then they meet grievances of
customers, this provides competitive advantage in industry. For instance: in Whirlpool,
employees respect each other, then there is good environment within organisation and employees
remain retain in association. This makes good brand image in association.
Transparent communication- Whirlpool is the company which operates all over the
world. So they have different working style. With the help of high performance working, there is
transparent communication which helps to understand working style. With the transparent
communication, operations are performed in ethical manner and this achieves competitive
advantage for Whirlpool. For instance: in Whirlpool there is proper communication channel, then
productivity of association remain good because workforce is aware about their roles and
responsibilities. Hence there is employment engagement to get positive outcome in the form of
satisfactory services to consumers.

Knowledge updating- With the help of sessions of professional development, knowledge
of employees gets updated. Whirlpool must focus on providing knowledge to employees through
high performing working style to increase employees engagement of Whirlpool. When some
training is provided to employees then it is necessary to ask workers to perform it. This promotes
employment engagement and motivate them to get best. This helps to achieve competitive
advantage to Whirlpool in industry (Wellin, 2016). In Whirlpool, there are different training
program which assist in working according to latest market analysis. This helps to keep workers
engage in improving their knowledge which in achieving competitive advantage.
TASK 4
P6 Evaluate different approaches to performance management
Performance management is a management technique to provide feedback, document
folder related to performance of employee. This is the way through which c9ommunication occur
between managers of Whirlpool and employees related to achieving business operations in
effective and efficient manner. This is the process in which managers analyse performance of
subordinates and provide them view about their performance. In Whirlpool, there are different
department working to attain goals and objectives.
For instance sales managers has given target of pitching sales of 500£ in specified time
limit. After completion of time, top level managers analyse performance. At this time there are
possibilities of positive as well as negative results. In case managers is able to attain 500£ sales,
then this is positive. While if this targets is not able to achieved, then this is negative. This
process is known as performance management (West and et. al., 2014).
It is responsibility of managers of Whirlpool to motivates employees to give best. There
are some approaches which has to be considered by managers of Whirlpool in performance
management. According to Belbin, 2012 there are some factors such as working environment,
compensation, bonus, technology, etc. which affects performance of workers.

(Source: Approaches for measuring performance of employees, 2017)
Comparative approach- In this approach, ranking is provided to employees. This ranking
creates bridge between highest and lowest performers. Techniques used under this approach are
paired comparison, graphical representation, etc. With the help of training, graph of performance
can be improved and this improves performance of Whirlpool (Aubry and et. al., 2012).
Attribute approach- As per this approach, there are different parameters such as team
work, problem, solving ability, creativity, judgement, etc. to judge performance of employees.
Managers of Whirlpool use graphical Rating scale, mixed rating scale in order to get to get
results. In graphical rating scale, 1to 5 is the rating which is used by managers to rate
performance.
Behavioural approach- This is the oldest approach for measurement of performance. In
this technique there is use of BARS technique. According to this technique there are five to ten
measures which are common for workforce. On the basis of performance, employees are ranked.
This approach is most reliable because it is reliable and accurate for judging performance
(Belbin, 2012).
Illustration 2: Approaches for measuring performance of employees

Result approach- this is the approach which focus on result or final outcome. There are
different job responsibilities to employees. According to its result, workers are being judged.
According to this approach, there are four elements which has to be considered. They are
financial, customers, operations and growth.
Quality approach- According to this approach, quality of product and services are
considered. This approach more focused on Kaizen approach in which quality of product and
services and less defects has to be considered. This aims at continuous improvement (Bolden,
2016).
Collaborative approach- This is the approach which is based on mixture of all approach.
This approach aims performance measure through different approaches. This is effective and
significant for improving overall performance of Whirlpool.
CONCLUSION
From the above discussion it is clear that HR managers must have some skills,
knowledge and behaviour such as negotiation, knowledge about laws and management which
creates good relations with employees. Personal skill audit and professional development plan
are two approaches which are significant and effective for improving weaker area. Individual
leaning, training and development has direct link with organisational development. Professional
development and continuous learning is effective Whirlpool sustainable growth of business.
Lifelong learning relevant information, etc. can be achieved with the help of high performance
working and helps in achieving competitive advantage. Employee engagement helps to make
good relations with employees and improves overall performance. Performance management is
the technique which is important and significant for analysing results from performance of
individual.