Developing Individuals, Team and Organisation Assignment Solution

Developing Individuals,
Team and Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................3
P2 Completed personal skills audit to identify appropriate knowledge, skills and behaviours
and develop a professional development plan for a given job role.............................................5
TASK 2............................................................................................................................................7
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................7
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................9
TASK 3..........................................................................................................................................10
P5 HPW contributes to employee engagement and competitive advantage within a specific
organisational situation.............................................................................................................10
TASK 4..........................................................................................................................................11
P6 Different approaches to performance management and demonstrate with specific examples
how they can support high-performance culture and commitment...........................................11
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Development is essential for everyone whether it is human being or company. It is very
necessary for business to make its internal structure strong. With the development, business is
able to maintain its market position in the market. The following report is based on Whirlpool
company. It deals in domestic appliances which are fridge, television, washing machine and
cooking appliances (Boer and et. al., 2017). The project puts light on the skills, knowledge and
behaviour which human resource professional of referred enterprise need for proper functioning
of the business It informs that individual development depends on employees himself and the
organisational development depends upon managers of the enterprise. In addition to above it laid
the basis of continuous professional development which support in lifelong learning. It also
highlights the importance of high performance work practices which improve firm's performance
and contributes towards growth. Apart from this, the given study will throw a light on various
approaches of performance management.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
HR officer require to have and develop different skill, knowledge and behaviour so that
he/she is able to achieve organisation objectives in proper time and can motivate employees of
the enterprise. Goals can be achieved only with the support of each and every department of the
organisation. In every business, human resource has lot of roles and responsibility whether
enterprise is established on small scale or large scale. HR professional performs lots of duties
like advisor, recruiter, technical specialist and so on (Norros, 2014).
Continuous professional development (CPD) is required by every individual of the
organisation. It is the process of developing different skills, knowledge and experience that you
can formal or informally beyond any initial grooming. Various skills and knowledge is
developed so that employees can apply it in different conditions of the organisation.
Skills required to HR in the enterprise
Conflict Management: HR is responsible to solve the dispute or conflicts between
workers and higher authority or the between different workers of the enterprise. HR manager
should have the skills of negotiation, mediation and patience to solve the problems of others.

This kind of problem can be solved with maturity and without harming anyone's image in the
society or the organisation.
Multi-Tasking: HR has to perform various responsibilities and duties which changes
time to time in daily working routine. He or she have to do advertisement, compensation,
interviews, training programs and so on. To perform all these activities, he have to make proper
arrangement of time so that work will completed in the assigned schedule. In whirlpool hr
professional perform all the above activities and many more activities with the patience and
calmness. Along with this HR need to calm in pressure which comes from the employees or
manager due to problem in recruitment process (Knipfer and et. al., 2013).
Communication: The primary function of hr is to act as the mediator between
employees and employers. As a mediator he or she is also responsible for maintaining harmony
between different department of the organisation. If a human resource does not able to
communicate properly with various department and employees than businesses not able to
achieve success and growth.
Knowledge required to HR in the enterprise
Legislation: HR professional should have the knowledge of law, legal procedure, court
decisions and government rules and regulation. Whirlpool company follow all laws of the
government to provide better environment to employees in the organisation. The respective
company use data protection act for protecting employees personal information in work
premises.
Management theories: Human resource professional should have knowledge of
different management theories because it helps them in making plan, policies, deciding
remuneration and security amount, resource allocation and also in creating a balance between
different employees of the organisation. In whirlpool HR professional contain all the knowledge
which makes its work easy (Macdonald, Burke and Stewart, 2017).
Employees problems: HR of the organisation need to know the dissatisfaction and
grievance of the employees that what they want from the enterprise and its managing authorities.
In whirlpool human resource department always remain in touch with employees so that they
provide them healthy environment.
Behaviour required to HR in the enterprise

Equality: To make business successful and develop HR should follow equality in the
business. If in any business there is not equality than it increases the chance of conflict and affect
the overall performance of the employees. For the development of whirlpool human manger
maintain equality.
Team Work: Team is made in the organisation so that business can achieve its desired
result in a effective way. Working in a team always help in achieving the objective at time and
create a positive effect on whirlpool enterprise (Mellor and et. al., 2011).
P2 Completed personal skills audit to identify appropriate knowledge, skills and behaviours and
develop a professional development plan for a given job role
Personal skills audit is an essential part for an individual because through this a person is
able to determine his capabilities which they presently have and what they need to have in
upcoming future. Some skills are those which person contains by birth but some of them they
develop during their life by experience. Personal skill are those which human uses to express him
in front of other individual. With the help of these traits individual able to live his personal life
and fulfil his professional commitment. People contain two types of skill one is soft and other is
hard. Soft skill are not learned through education while hard skill can be developed by the way of
study. SWOT is done to analyse the capacity of the individual.
Under this part, I have done my Swot analysis to know my strength and weakness which
is given below:

Strength Weakness
 Have Good communication skill which
help in acting as a mediator between
organisation and authority.
 I have ability to focus on my work and
develop positive environment.
 Lack of convincing ability
 Limited use of HR software.
 Ineffective in providing training to new
employees.
 Unable to handle multiple task at a time
Personal development plan
Learning
objective goal
Current
proficiency
Target
proficiency
Development
opportunities
Time scale Judgement
criteria
Training
session
3 5 By learning
important
points of
2 months By company
managers
Illustration 1: SWOT analysis, 2018
(Source: SWOT analysis, 2018)

training
through
seeing higher
authority and
books.
Attending
sessions and
conferences.
HR software. 4 5 Learning high
and upgrade
technology
1 month By HR
manager
Unable to
handle multiple
task
3 5 By
participating
in different
activities
either
formally or
informally.
3 months By company
manager
Negotiation 2 5 By involving
more with
employer
2 months With the help
of experts
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Learning should be done on the continuous basis whether from any educational
institution or the life. It help individual in facing any harmful or difficult situation at personal or
professional level. This will provides different knowledge which they can apply in different
conditions (Cherubini and Nielsen, 2016).

Individual learning: It offers various opportunities for company staff member by
improving their skills in order to increasing performance and working level in the organisation.
Organisation learning: This is the process where employee can put various other
functions to gain more knowledge by the help of effective skills and abilities.
Organisation learning Individual learning
Organisation learning take place to maintain
and establish relationship between company
and its employees for performing various
activity.
Individual learning take place to increase the
skills and knowledge in the work premises.
It is provided to enhance the amount of
profitability of organisation as whole.
It is provided to enhance the skill and ability of
the employee.
This is a planned activity which help business
in achieving short term goals.
This is a unplanned activity which help
individual and business to achieve long term
goals.
It provide the knowledge which can be used
for performing work in the organisation.
It provides the knowledge which can be used in
the organisation working and also in the
outside world.
This type of learning is very complex and
difficult as it is take place on group level.
Whirlpool can also increasing their learning for
reaching with higher goals and objectives
effectively.
This type of learning is simple as it take place
on individual level. In an organisation,
managers are enhancing individual learning
which assist them in improving their
employees knowledge level.
Training and development:
Training and development is the vital part of human resource development which
emphasise on improvement of individual performance and group members. Training is the
educational procedures which involves forming the skills, knowledge, concepts and change in
attitude for gaining more knowledge to enhance the perfection of an employee.
Training is the next step which organisation take after appointing any new employee in
the work premises. It is not for only new employees but also for the existing employee. This is

adopted in every organisation to make person familiar with plans, mission, objectives and
policies. In case of existing employee, training is done for upgrading their skill and knowledge. It
take place in the organisation so that performance of worker and organisation get improved.
Training and development is necessary in the organisation
Creativity : Worker creativity and knowledge get increased by the help of training
because it develops their knowledge and abilities. This creativity help business to survive for a
longer period and make able to achieve large market share (Anagnostopoulos, Byers and
Shilbury, 2014).
Remove imperfection : Every individual in the society have some skills with some
issues which they can improve only by undergoing proper training programs. These types of
program removes the employees problem and enhance their capacity so that business can able to
achieve desired goal.
Loyalty and satisfaction : When person skills get improved due to training process than
there loyalty also increases towards their organisation. Development at training process
motivates individual to work with full dedication and motivation.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is the constant increase of skill and knowledge on the individual
level. Person enhance their ability and capabilities by continuously generating new skill and
knowledge from the way of learning. Non-stop learning is necessary so that person can face
changing situation of the environment. It take place by reading magazines, articles and journals
(Córdoba and Piki, 2012).
Professional development is done to expand the ability of the employees by conferences,
meetings, extra academic degrees etc. They are various things for which there is a need of
continuous learning and professional development
Prepare for unpredicted thing: The lifelong learning help individual to face any
uncertain things. When individual lose the job than by the help of these new skills they are able
to get new job. This type of learning support individual to come out of his comfort zone and try
new opportunities prevailing in the market.
Improve performance: Through continuous learning anyone can bring changes in their
working and improve their performance. Individual should learn new thing from the help of

books, workshops and online study. If in organisation some more skills are required to perform
task than it can be fulfilled by adopting or learning new knowledge (Bourne, 2016). If Whirlpool
can provide accurate knowledge and information to their employees which assist them in
increasing their performance level.
Retention rate: In this changing environment people does not want to stay in one
organisation and prefer to switch jobs for their own growth As according to them their
development is not happening in that particular organisation in the past years. But with the help
of continuous learning programmes employee finds themselves secure and develop feeling of
belongingness with the enterprise. Retention is very compulsory because it will affect the
internal work and every time organisation cannot afford to go through the entire recruitment
process again. Whirlpool can make new policies and strategies which help them in retaining
more employees and also this will assist in motivating them for doing work.
Improves productivity: With the increase in learning, workers are always ready to stay
in one organisation. Due to regular learning and personality development, high skilled workers
ready to remain in the organisation and support in achieving long term growth. In the company,
advance workers are more productive in compare to low skill worker only waste time and
money.
Generate confidence: Advance learning gives a feeling of achievement which rise the
confidence of individual on their capabilities. Due to all this they are ready to explore new
opportunities and take challenging jobs too. Whirlpool will provide learning and development
opportunities to their employees which help in generating confidence among them for
performing good work.
Generate new idea : New skills leads to motivation and hence the work force come up
with innovative ways of doing their regular job. The individual change their attitude towards the
thing which they already know. Advance skill generate new ideas or innovative solution to the
issues of the organisation. Hence, this way the chances of earning higher revenues further
increases. Whirlpool company can develop new ideas and thoughts which lead towards gaining
higher profitability and income with the help of employees.

TASK 3
P5 HPW contributes to employee engagement and competitive advantage within a specific
organisational situation.
High performance work system is a method which HR includes in its business with the
strategies. This system has the transparency, trust and open things for every individual of the
undertaking. This technique is adopted in the business to increase the employee skills so that
maximum utilisation of the resources can be made. . It is a part of the organisation as through
this employee get involved and committed which further lead to higher level of performance.
HPW help whirlpool company to enhance their growth and success level (Blandford, 2012).
Mutual relations: High performance work is able to establish relation between different
employees of the organisation. Due to HPW employees come together for achieving better result
because it can't be achieve by single employee. When all workers work together for the common
objective than their relation get improved. In the respective organisation HPW helps in engaging
employee more in the arrangement.
Constructive conflict management: In the organisation every person is involved in
performing their own work which helps them to avoid conflict. For this it is necessary that every
person have their own set of work and not dependent on others for their working. Generally
conflict arises when person have to work something collectively. It helps whirlpool in decreasing
the disputes as everyone performing their own task.
Mutual respect: High performance employee always motivate other employees of the
arrangement. Employees want to become like that individual and for that they take guidance at
their task because according to them person have some special feature which was not present to
them. In concerned company high performance individual support organisation by increasing the
performance of other employee (Stewart and et. al., 2015).
Both employee engagement and involvement help in achieving business objective
through High performance management.

TASK 4
P6 Different approaches to performance management and demonstrate with specific examples
how they can support high-performance culture and commitment
Performance management is the activity which take place in the business to check
whether organisational goal is achieve in an efficient manner or not. High performance can be
achieved by the combined effort of employer and employees.
Performance is measured in the enterprise is to keep the employees on the right track
which is help in increasing business growth and development. Business person generally
measure employee performance to know the contribution of employee in the firm's growth. The
basis of performance evaluation should be conveyed to employee at the time of performance
appraisal taking place in the organisation. Performance appraisal is undertaken by evaluating the
employee performance and by providing valuable feedback so that they can improve their
execution and support business enterprise.
Here are the six approaches which are used to evaluate employee working which are as
follows-
Collaborative working : This approach measure the performance on the basis of group
achievement not on the individual ground. In this two or more workers jointly perform a task to
achieve a desired objective (Lyons, A.C, Jain and Sutherland, 2013). It is also known as joint
working or partnership working .This method help in getting vast overall output which can be get
by working alone. This type of activity involves huge cost and time which does not involve
person perform individually.
Comparative Approach : This is a approach under which employees performance is
evaluated on the basis of other individual in the same group. Employees are ranked on the basis
of highest to the lowest on the basis of their performance in the work environment. There are
various methods which are used in this approach like forced distribution, graphic rating scale and
paired comparison.
Result Approach : This approach is adopted by the organisation because of its
simplicity. In this evaluation is done on the ground of employee result. It motivates employees to
enhance its productivity. It is done through balance score card and productivity measurement and
evaluation system (Patel, Pettitt and Wilson, 2012).

Attribute Approach : The employees are evaluated on the basis of characteristics which
they possessed. It includes innovation,problem solving, communication, cooperation, team work
and judgement . The approach take place in the organisation by the help of graphic rating scale
and mixed rating scale. The basic benefit of this theory is simplicity which any business can
adopt easily. Disadvantage of this theory is subjectivity.
Behavioural Approach : This is the oldest technique of performance management in
which performance is measured on the ground of how worker perform the specific task or job.
This method is adopted by behaviourally anchored rating scale and behavioural observation
scale. It can be used when there is a need of accuracy and reliability in the employee
performance. As it based on data so manager have to remember it when they evaluate employee
performance.
Quality Approach : This approach is adopted in the enterprise when business want to
enhance customer satisfaction through reducing errors in services. It includes kaizen theory for
the non-stop improvement of the enterprise. Major advantage of this theory is that it contains
multiple methods for measuring performance (Shevlin, Winter and Flynn, 2013).
Each of the above approach are different in their characteristics. A business should adopt
one or more approaches on the basis of their business content or management structure.
By measuring time to time business is able to develop high performance, commitment
and dedication in the employees. Evaluation motivate the employees to move from their actual
position to desired position. Without this no one take initiative to improve his performance. Lets
take a example to understand this, one organisation in which there is no performance
measurement there employees are working on their will and choices as they no one have their to
ask them what they have done till now or on a particular day. In whirlpool company evaluation
help organisation, to motivate their employees toward growth of the business. Performance
management increase the communication between employees and management because due to
this they have to discuss the responsibilities and the issues take place in the work premises
(Mittal and Dhar, 2015).
CONCLUSION
From the above discussion, it is concluded that every business wants to develop its
individual, team and the organisation for improving the performance. It describes about various
knowledge, skills and abilities which HR officer of the whirlpool company should have.

Business use different types of strategies and policies for measuring the performance of the
employees. In this there is deep analyses taking place to understand the impact of performance
management in the undertaking and its employees. For analysing all approaches , company can
easily analysing their employees behaviour and attitude towards company work which must be
reached to gain profit.