Developing Individuals, Teams and Organisations

This document discusses the importance of developing individuals, teams, and organizations in order to enhance knowledge and skills. It covers topics such as appropriate and professional knowledge required by HR, personal skills audit, differences between organizational and individual learning, and the need for continuous learning and professional development. The document also explores how high performance work contributes to employee engagement and competitive advantage, and evaluates different approaches to performance management.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR..........................................................................................................................................1
P2. Personal skills audit to identify knowledge, skills and behaviours and professional
development plan........................................................................................................................3
TASK 2............................................................................................................................................5
P3 Differences between organisational and individual learning, training and development......5
P4 Need for continuous learning and professional development................................................6
TASK 3............................................................................................................................................7
P5. How HPW contributes to employee engagement and competitive advantage.....................7
TASK 4............................................................................................................................................8
P6 Evaluate different approaches to performance management.................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The core purpose of developing individuals, teams and organisations is to offer the
opportunities to the employees in an organization with developing knowledge and skills. In the
given case study of Whirlpool the company needs some innovative productivity because of that it
adopted HPW (high performance work) to evaluate team efficiency. This gives an effective
output to the company. The employees will be able to recognise their own professional
development through analysing their learning through high performance training that they
pursue during the work in Whirlpool. The high performance work make about the know Shared
Commitment to the Vision and Extraordinary Goals, Shared Accountability for Results,
Transparent Communication, Constructive Conflict, Mutual Respect and Solidarity. The report
covers professional knowledge, skills and behaviour of the employees, personal skills to develop
a professional development plan. Differentiation between organizational and individual learning,
continuous learning and professional development are also included in this along with HPW
contribution and approaches to performance management (Bolman and Deal, 2017).
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR
As being a human resource manager in Whirlpool the CPD is adopted to measure
professional skills of the employees. CPD or Continuous personal development refers as a
source which tracks the skills, knowledge and experience that can be gain while working beyond
training. CPD is used to analyse the develop opportunities effectively.
Knowledge – knowledge can be refer as being informative and gathers the information
from various aspects on same or versatile topics. While working in the organization knowledge
can be gain through observation and practices. Like an HR explores their knowledge while
connecting with other people and performing the business activities this improves knowledge of
an manager cause they are gathering the information about various aspects from different sources
and it can be refer as collections of information (Chaskalson, 2011).
Recruitment and selection- Human resource main motive is to select, recruit and train worker.
It is mandatory to have data related to recruitment and recruitment process. When some
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department gives details about required worker, then qualification, pay scale, designation,
experience, etc. must be known by human resource manager.
Organisational policies- There are certain policies which applied in the enterprise. Human
resource manager is accountable to give knowledge about organisational culture to new worker.
This can be completed in induction, when new joining become part of Whirlpool, policies of
business conveyed to them by human resource professional.
Skills – The skills refers to the ability of an individual or a team to accomplish certain
task in order to meet their objectives in an effective manner. It also define as the ability of person
that can be improved timely to sustain in job and to acquire a new position. For an example, the
manager can hire an individual but at the same time they also has some skills to deal with
different situations and making a right decision.
Patience- It is a skill that must have by human resource within an organisation. There is
difference in employees perception, if human resource keeps cal, then they can keep decorum of
enterprise. This is applicable for achieving good image within society. Human resource can
calmly listen to issue and give appropriate decision according to it.
Negotiation skill- Within an organisation, there are different worker working having deviation in
their demand or need. So sometimes there is need of negotiation with employees to set argument.
Therefore this skill is important to be present in human resource professional.
Behaviour – Behaviour of employees can be taken as their working approach with
optimistic views that can build a trust in management, employees and customers. A human
resource manager should have a positive attitude to assist new people that gives a comfort to
them during interaction (Conboy and et. al., 2011)
Confidentiality- There are different policies which is mainly related with workers such as
performance appraisal, performance measurement etc. these policies have to kept secret. This is
duty of Whirlpool's human resource manager to kept such things privately.
Ethical behaviour- At workplace, it is important to be ethical. There should be some decorum
applied at workplace so no one acquire impacted in negative manner. This is essential because
there are different workers having various geographical, cultural valuers, background, etc.
The human resource management is seeks to enhance the knowledge, skills and attitudes
of the employees that can achieve the goals of company within a specific time. The HR manager
keep monitoring the employees behaviour by Continue professional development because it is
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document that an individual gains while accomplishing a given task. It is a form which assesses
the skills, knowledge, and experience of a person during the practice that improves their abilities.
The HR professionals can adopt some specific skills and knowledge in their personality and that
can define as :
Maintaining knowledge
Knowledge, skills and ability or KSA should be in a HR professionals as they are the
core of any organizations who has various responsibilities to proceed business activities. KSA is
a helping tool that used to scaling the performance, quality and skills of employees that need to
make an organization more innovative and progressive. The HR should analyse some specific
skills of the candidate that can push the growth of the company. The organization has its own
culture like Whirlpool has and entire staff must be follow that culture and that's why the HR
should hire a candidate that has the ability to handle the work efficiently and effectively
(Dahlgaard, Pettersen and Dahlgaard, 2011).
Continuous Performance development
Continuous performance development is a self – directed development through which an
individual can monitor themselves in order to manage their work to complete the goals. It is a
continuous change in the practices what a person regularly performs at workplace and by CPD a
manager can be able to develop a team which can satisfy the needs of organisation in a proper
way. Because it is record that holds the improvement of an individual person and as HR develop
these practices they can improve themselves to gain more benefits to the company. This also
increase the confidence as it aid amends the quality of work that can attain the objectives
smoothly.
Soft skills – The HR has soft skills that can manage the entire organization effectively
along with handling all the functions and activities. The soft skills of human resource manager
utilizing the employees in efficient manner that can generate the profit (Day and et. al., 2014).
Conflict resolutions – One of the core duties of HR is to resolve the issues and problems
among the employees. They are also responsible to solve their personal difficulties if they have
some problems regarding salary and other benefits.
Recruiting talent – The foremost responsibility of a company HR is to hire fresh talent
that can accelerate the company growth. They evaluate the candidates who are looking for a job,
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in order top do so they conducts interviews and selects a person who is more competent and can
fill the company's motive.
The human resource manager's knowledge, skills and behaviour are the main attributes
that assist to perform the activities of the organization effectively. Therefore, KSA is used to
measure the performance, quality and skills to attain business objectives.
P2. Personal skills audit to identify knowledge, skills and behaviours and professional
development plan
Personal skills – It would be good to analyse personal skills for a human resource
managers to recognize their strength and weakness in order to develop a healthy working
environment. Because it keeps them on track to find out new opportunities where they can
explore more and can raise their position with the business. The personal skills audit becomes
necessary when the employee is ambitious then they need to improve their knowledge, skills and
behaviour. The employees are the main source of production as they produce the goods and
services to serve their clients best and therefore manager has a crucial role in it cause they put
their efforts to hire the best candidate that can fulfil the needs of a company (Eime and et. al.,
2013).
Personal skill audit is used to analysing the employee knowledge, skill and behaviour that
aid to develop the increase their career opportunities. The managers utilizes their strength as
what are the best attributes of an employee and then they put efforts to overcome the
weaknesses. Because when a manager changes their weaknesses in their potential then they get
confidence in them and that can also give a rise in career. The HR managers use the social media
to reach their desired candidates across the world and also used the techniques that keep the data
safe. These kin do techniques are increases their knowledge about the evolving technologies.
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Self skill audit
Knowledge/Skills/
behaviour
Self assessed Score from others Outcome
Recruitment and
selection
7 10 -3
Organisational
policies
9 7 2
Negotiation skill- 6 9 -3
Patience 9 6 3
Ethical behaviour 5 7 -2
Confidentiality 7 6 1
Strength Weakness
 I am good in negotiating with elated
parties which are employees, new
candidates, trade unions related to
salary as well as many other related
matters.
 I have better knowledge about
recruitment and selection process
which helps me in selection of right
candidates at right position.
 I work with full conferences and follow
all rules and ethics properly.
 I have lack when development of
organisational policies systematically.
 My patience level is very poor which
have negative effect on my
performance within Whirlpool.
 I am not capable to performs my
business operation in systematic
manner.
Skills and knowledge can also given by training and development and this will also
support in their career development with possible good opportunities. It will make them enable
to know the latest trends that can be adopt by them to lead in a better way. The employees within
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an organization can also adopt new technologies and improve their skills in such a way that can
open door for the opportunities towards their goal. Therefore, the training and skill development
encourage them to perform task in a efficient manner (Goetsch and Davis, 2014).
Skill audit can be conduct through different stages that can be describe as -
 Skill of an employee – An employee should have good communication skills, problem
solving skills which can support the functioning of organization. The employees can have
some technical skills that can enhance their confidence. For an instance, the finance
manager can have extraordinary knowledge about finance and they can also some
financial software that can be useful for company.
 Mandatory skills – There are some skills which should already developed in an
employee such as communication skills. Because communication skills is mandatory to
interact with other and that' s why the candidate should have at least communication
skills so that they can transfer the information. Their hands should be on to the latest
trends of technology.
 At the last of skill development stage it the skills should need an evaluation to check that
what is needed to develop more.
The behaviour of an employee should be soft to manage the good atmosphere of the
organization. The auditing can be done on the basis of how an employee interact with others and
the way they delivers the information in an effective manner. The HR manager has both hard and
soft skills to communicate among their team (Herrmann and Herrmann, 2015).
Personal development plan – A personal development plan is given below :
S.
No
.
LEARNI
NG
OBJECTI
VE
PRESENT
PROFICIEN
CY
TARGET
PROFICIEN
CY
DEVELO
PMENT
OPPORT
UNITIES
CRITERIA
FOR
JUDGING
SUCCESS
TIME
SCALE
EVIDEN
CE
1 Decision
making
I should be
able to take
decisions
according to
the situation.
The one should
evaluate the
decisions that
can make be
effective for
To
embrace
the
hurdles
and
The decision
should be
collective
with the
entire staff
2 – 5
months.
Managers.
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the company. circumsta
nces.
members.
2 Problem
solving
skills
As being an
HR I am not
so effective in
problem
solving that I
need to
The firm needs
to handle the
problems with
an effective
manner so that
work can be
performed fast.
By
analysing
through
various
state of
affairs and
issues.
The team
members
supports in
problem
solving.
3 – 6
months.
Subordinat
es.
TASK 2
P3 Differences between organisational and individual learning, training and development.
Individual learning – Individual learning can be define as ability to construct knowledge
through individual reflection of outside atmosphere and sources. The person can learn so many
things while working in the company as it provides growth in their work. Learning means to gain
knowledge and skills through working in an enterprise. The human resource manager hires those
candidates who has ability, quality and good in behaviour as in Whirlpool therefore, the
employees can learn so many things on individual basis (Hitt and et. al., 2011).
Organizational learning – Organizational learning refers to apply the knowledge for a specific
purpose and learn form other process and from the outcome. The organizational learning is
completely based on implementing the individual knowledge of person to attain a goals from
where the entire staff can observe and learn the new things that can be achieved by the applying
knowledge. As in the Whirlpool’s case study the individual learning is also improved along with
the organizational learning (Légaré and et. al., 2011).
Attributes Individual learning Organisational learning
Share vision As in the given case study it is
one of main objective of
developing individual, team
and organization. So
individual learning is the
The organizational learning is
more worthful when entire
team can share their vision and
that can be beneficial for the
firm. This can give new point
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foundation of for an
organization as share vision
defines that the every person
has different viewpoint they
can learn other things while
working.
of view and that enlighten the
other areas of a discussion.
Purpose Individual learning core
purpose is to gain knowledge
personally from various
sources.
The purpose of organisational
learning is to increasing
sharing knowledge that can be
utilise according to firm's
situations.
P4 Need for continuous learning and professional development.
Continuous learning - Continuous learning refers to the continue development to
improve the skills and knowledge to perform effectively in working place. This can be refer as
the similar to gaining the education at pre-school and then one day went to the B – School.
Because learning should never stop it encourages and boost up the inventions and innovations. It
can be says a lifelong learning because there is only thing which remains constant and that is
change because everything changes according to the time so its quite simple to change
continuous the working pattern flowing with the time. It is a self – motivated persistence to
acquire knowledge and competency in order to expand the skills and future opportunities. It
forms professional development. There is a needs of continuous learning that can be given as
below -
 Be relevant – It is necessary to remain relevant for an individual regarding their field of
work. They should keep up to date with changing trends a technologies (Marquardt and
et. al., 2011).
 Be ready for the unexpected – The continuous learning supports to unexpected changes
like if one person can promoted to other task as their learning habits so they should be
ready to grab the opportunities out of their comfort levels (Rock, 2014).
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 Boosting up profile – When a person keep learning and improve their skills then they
can grow in their career and can get recommendations from colleagues and managers.
 Changes the perspective – The learning changes the perceptions through open a mind
and that makes changes in the attitude. As more and more one can learn then they will be
able to see other sides of the same situations as help them to make them understand
deeply (Woodcock, 2017).
Professional development – Professional learning refers to engage people in to stimulate
their thinking and professional knowledge to ensure that their practice is critically informed and
up – to date. It under takes the high quality of learning by which the employees can provide high
quality outputs with best learning capabilities. It encourages the personal and professional
development within an organization and this can be done through coaching, practices related to
communities and technical assistance. There are so many things that can be learn beyond the
walls and which can help in developing the a an individual professionally as there is a huge pool
of learning that cannot be learn by the any institution. Some of the things only learned through
working only in a professional environment as the things will teach themselves.
TASK 3
P5. How HPW contributes to employee engagement and competitive advantage
The high performance work system is a set of management practices which creates an
environment within an organization where employees involved and responsible for the activities.
It is a group of separate but interconnected human resource practices such as selection, training,
performance appraisal, and compensation which are designed to employee effectiveness. The
employees should have better skills, more motivation and opportunities to excel in their work
when these practices are aligned and working in collaboration (Bolman and Deal, 2017). In the
given case study, Whirlpool put HPW to attain the high quality of work with a effectiveness.
The employees reported that have job satisfaction, motivation, involvement, commitment and
greater opportunities for innovation and creativity with such working conditions, environments
and systems. As because the HR management is putting their efforts to motivate the employees
through make them happy according to their work and this motivation boost up an energy in
them to work hard. When HR make them a part of the team work they started to communicate
with each other and can shape their ideas that in most prominent manner for the benefits of
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company. They can share their vision on the with the management with a different perspective
and this team effort forms a suitable decision. As much as the employees will be engaged with
the organisation then they can improve the proficiency of the company as it develops a positive
and improvement in the employee behaviour (Chaskalson, 2011).
Whereas, the competitive advantage is also a encouraged by the high performance work
system as the employee engagement increases it also enhances productivity of firm with respect
to their employees. It would be a good approach to conduct a weekly meetings so that the
problems can be resolved regarding the project. There new strategies can be develop to beat the
competition by innovative ideas. Because the staff of the company is more energetic as before as
they have some policies and strategies to accomplish a task within a time. If the team meet the
objective within a time then they can motivated by promotion and rewards for their work.
Whirlpool establish a conflict resolving group whose main duties is to analyse the
problems faced by its workers at workplace and put their supreme efforts in solving as speedily
as possible. This will be completed with a clear motive of gaining more contribution from their
worker towards accomplishment of organisational goals and objectives.
TASK 4
P6 Evaluate different approaches to performance management
There are different approaches of performance management that can be described as -
 Comparative working – As the name indicates that this compares the performance
rating with others to measure the individual performance. On the basis of overall
assessment of an individual person it give ranks to an individual in a team (Conboy and
et. al.,2011).
Example – An individual who is working in Whirlpool then the HR manager can compare there
performance with others to analyse their overall performance.
 Attribute approach – The attributes can be refers as the characteristics and trends of the
people that can be used to put in effort to attain the success for a firm.
Example – The employees of the Whirlpool get the training to skill and development in order to
meet the objective of the firm (Dahlgaard, Pettersen and Dahlgaard, 2011).
 Behavioural approach – In this approach, the behave and action of an individual can be
recognised because it is helpful to distinctly identifies the effective employees from idle
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employees. The employees are measured on their selected parameters as the employees
can analyse on behalf of ten vertical bars on Behaviourally Anchored Rating Scale
(BARS).
Example – The employees can select some points on which they wanted to see some changes and
then these elements can be differ from each other.
Whirlpool may adopt all these approaches to measure the employee's performance as it
makes positive effect on their working behaviour which enhance the chances on increasing their
work commitment with organisation for longer period of time. By working with each other will
support an organisation in development of its growth and success at marketplace. These
mentioned approaches support workers in improving their capabilities as well as weaknesses
which allows them to improve.
CONCLUSION
The above report is about to developing individuals, team and organization which
underpins the learning, high performance work system which is established to work to attain the
goals and objectives of the company. The employees can assess their performance while working
with teams in cross organizational activities.
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REFERENCES
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organizations with MBSR. John Wiley & Sons.
Conboy, K. and et. al., 2011. People over process: key people challenges in agile development.
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Dahlgaard, J. J., Pettersen, J. and Dahlgaard-Park, S. M., 2011. Quality and lean health care: A
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Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
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Légaré, F and et. al., 2011. Interprofessionalism and shared decision-making in primary care: a
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Marquardt, M. J. and et. al., 2011. Optimizing the power of action learning: Real-time strategies
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Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Woodcock, M., 2017. Team development manual. Routledge.
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