Developing Individuals, Teams and Organisations Assignment
Added on 2020-06-06
17 Pages5138 Words60 Views
Leadership ManagementProfessional Development
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Developing individuals
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Appropriate knowledge and professional skills, behaviour required in HR professional.1P 2 Knowledge, skills and behaviours required to develop PDP...........................................3TASK 2............................................................................................................................................5P 3 Comparison between organisation and individuals learning............................................5P4 Requirements for continuous learning and professional development.............................8TASK 3..........................................................................................................................................10P5 Contribution of HPW in employee engagement and competitive advantage.................10TASK 4..........................................................................................................................................12P6 Different approaches to performance management and examples..................................12CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15
INTRODUCTIONDevelopment of individuals in organization is considered as major prospect that supports theorganization to remove the problems and achieve their gaols and objectives which they havedeveloped in their business operations. It is also considered as an important business criterionthat supports the enterprise in development of effective coordination and cooperation with theemployees in organization in organization (Hawkins, 2017). In order to gain very muchcompetency of employees at workplace. In this report, case of study of Whirlpool has beenconsidered that provided an understanding that company has faced a major financial crisis whichhas provided a negative impact on their performance in market. Various important skills,knowledge and behaviours have been discussed which is acquired by the employees inorganization. Other than this, various important methods of learning have been discussed whichhas been used by organization in order to raise the competency of their employees at workplace.At last, approaches of performance management have been taken in to consideration which isused by the management of whirlpool in order to control the performance of their employees.TASK 1P1 Appropriate knowledge and professional skills, behaviour required in HR professional.As per the case scenario, development and management of teams is very important inevery organization as it provides support in resolving various problems which are faced byorganizations in business and operations. Whirlpool company crisis was culminated in 2011 wascompletely handled by the North America regional staff by setting an agenda that team membersin organisation will commit to working more collaboratively for solving the business problemsby listening to each other and challenging the one another, ultimately eliminating a hub andspoke engagement model with the president as the hub. Staff of Whirlpool have aligned theirindividual’s commitments to combined their behaviour with the newly developed expectationfrom the teams (Landy and Conte, 2016). Further, there is also major roles and responsibilities ofHR professional in organisation to provide the various business objectives that needs to beconsidered as important for organisation in order to maintain its effectiveness in businessprospects at workplace. Key potentials skills and knowledge of HR professionals in whirlpoolhas developed there potential to perform the job effectively. In present scenario, As HRconsultant of whirlpool, there are some important skills, knowledge and behaviour have been1
analysed which are required in HR professional of company for developing and managingindividuals are as follows:Skills: There are ability and competencies of personnel acquired through systematic, andsustained efforts in order to smoothly and effectively carry out complex activities job functionsinvolving the ideas, cognitive, interpersonal skills and competence. In present context,Communications and listening skills are most important which HR officer must require as it willsupport him to transfer knowledge, information and employee connected activities likeconsulting on pay and remuneration, encouraging the other employees for development of sharedcommitments towards the vision of Whirlpool and extraordinary goals (Luthans, Youssef-Morgan and Avolio, 2015). HR officer in whirlpool has developed a transparent communicationwith all the members and employees at workplace. Other than this, they also work with differentteams and departments for increasing the work efficiency, they required to have the effectivecoordination skills. Decision making and judgemental skills are also needed in HR officer so thatthey can easily eradicate the issues and creates harmony between team members.Knowledge: It refers to the conceptual and practical understanding of the work which is obtainedby professional through and learning and taking practical experience (McCleskey, 2014). In this,HR professional in Whirlpool requires Human resource and personnel knowledge that involvesthe principles and procedures related to recruitments and selection, compensation, industrialrelations, training and development etc. case defines that HR professional in NAR has providedmajor support in administration management by managing payroll and maintaining the records ofemployees. Further, they have also arranged an special off site meeting concept for staff so theycan address the strategic issues. HR professional should possess clerical and legal knowledge inorder design and drafting innovative policies by analysing the laws like equality, works healthand safety etc.Behaviours: It is main thing that has supported the NAR staff of Whirlpool in getting thecollaboration and shared commitments towards the organizations. HR professional in Whirlpoolmust positive, accountable and responsible towards the other employees so that they too will beable to communicate consistent message about the visions of teams and goals to the management(Rock, 2014). It possesses the accountability of getting the positive results and adaptability ofdealing with tensions like decline in profitability, increase in labour turnover, decrease inemployee’s performance and decline in innovation and creativity at workplace. With positive2
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