Developing Individuals, Teams and Organisations

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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