Effective Communication Strategies and HR Management

The provided document discusses the importance of effective communication in HR management, highlighting its benefits and challenges. It also touches on the role of technology in communication and the need for a clear message to prevent negative impacts. Furthermore, it emphasizes the significance of employee motivation and engagement, suggesting that investing in employees is less costly than hiring new ones and training them. The document concludes by emphasizing the key to success in HR management as having engaged employees who are understood by managers and have opportunities to do what they do best every day.

Developing individuals, Teams and
Organisations
Unit 35
Table of contents
P1…………………………………………………………………………………3
P2………………………………………………………………………………….6
P3………………………………………………………………………………….9

P4………………………………………………………………………………….12
P5………………………………………………………………………………….16
P6……………………………………………………………………………….....18
Conclusions……………………………………………………………………..…21
Reference List…………………………………………………………………..….22
P1. Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.
A ‘’human resource’’ is a simple person inside the company. Human resources are a division
that deals with people.
20 years ago, Human Resources wasn’t so involved in the development of the staff, but today
Human Resources department provides leadership, acts as a mentor for the staff, creates
careers by training and developing programs, resolves conflicts, creates a positive work
environment.
If 20 years ago, Human Resources had a limited impact over the staff, today, this department
plays a big role towards the decision making, strategy and culture of the employees.
Now companies, invest allot more money into the Human Resources department, because
they invest into the employee’s development and automatically higher profits.
Human Resources professional is the person that manages the everyday operations in the
Human Resources Office.
He oversees procedures, programs, policies; also, he is responsible for employment, training
and development of the employees, employee relations, benefits, compensations.
I will try and determine the appropriate and professional knowledge. Skills and behaviours of
an HR professional by conducting a mini research from 3 different job sites, starting from the
job description definition.
According to Telegraph.co.uk, an HR Professional is an individual who manage the
organisation’s employee, cultivating a company culture.
As part of they daily duties, they are responsible for hiring, payroll, benefits and general
administration. AS part of their skills, we can find the following:
 Multitasking abilities

 Great communicators: starting with implementing policies, for that they need to know
very well the law and employment contract, communication with other department to
address any issues that they encountered in their daily job.
 Confidentiality (employment contract)
 Conflict management: field complaints- if an employee is filling an complaint in the
workplace, HR professional need to have a look onto that complain and take actions.
 Recruiting- starting with overviewing the job seeker applicant, interview process,
hiring
Totaljob.co.uk, thinks that HR professional is the back bone of the company, where the
employees are kept happy and organised.
But in their vision, the HR professional is incredible organised, a multi- tasking person,
and a good manager of everyone’s lives within the office area (so in case you’re looking
for someone to blame, you can call them first)
As part of their daily tasks, we can see that totaljob.vco.uk, recommends that they’ll be
the first point of contact, in case of an inside office emergency, after that dealing with
related documents, such as contract employment, HR documentation, demonstrating
accuracy and comply with the legislation; Assisting in the recruitment process and
development and training.
The skills that Totaljob.co.uk recommends being a good HR professional are:
 Strong administrative skills
 IT skills such Microsoft Office
 Confidentiality
 Excellent interpersonal skills
 Communication skills (written and verbal)
 Willingness to learn
 Flexibility
 Team worker
 Attention to detail
Indeed.co.uk, think that a HR professional is responsible for recruiting, screening,
interviewing, and then they may handle with employee relations, payroll, development and
training.
According to them. Human resources, direct and coordinate the administrative functions of
and business, focusing on recruiting and training, and everything else relating to these two
functions.
Daily tasks can include:
 Communicating with employees about their qualifications

 Interviewing process-where they can discover the experience, education and skills of
a new possible employee
 Performing checks for the new applicants
 Informing them about the conditions and contract employment legislation
 Hiring process
 Filling documentation for the new employees
 Coordinate the workforce load
 Advice over policies that are in the employment contract (confidentiality, sexual
harassment, equal opportunity)
So, in conclusion a responsible HR professional will need to:
 Attract
 Educate
 Train
 Motivate
 Empower
 Reward
Hr professional will need to be a:
 Decisive thinker
 Skilled influencer
 Credible
 Collaborative
 Courageous and challenging
 Role model
 Curious

Job Description of Human Resources professional in Whirlpool
 Involved in the employment activities- for this role the HR professional will have to
work as a consultant between different departments within the organisation.
In Whirlpool Company, The Human Resources Committee Charter has the responsibility
to meet up with the full Board, Chairman, for follow ups to see if they meet the right
standards of employment and follow the culture of the company.
This task involves many procedures and policies, which the HR professional will have to
be familiar with, such as creating the job description and person specification, job advert,
application forms, shortlisting, interviewing and selecting candidates.
 Developing and implementing policies on issues that appear during the work day,
such as working conditions, equal opportunities, disciplinary procedures,
confidentiality (contract law employment)
In this case the HR professional need to be impartial, as part of the skills, he needs to have
interpersonal relationship skills, to be honest, not take sides, and should be able to act
objective. To act such a counsellor and mitigate conflict is another advantage for the
company.
 Develop a pay system and decide how the staff should be payed accordingly
In this situation the HR professional, will not only decide who and what’s the amount that
will be payed, but implement a system from which the company will be able to see the
staff’s performance and their plans within the company.
The HR professional will have to conduct every3, 6 months the appraisal procedure,
where questions such as ‘’Are you happy at your work place?’’; ‘’Do you have the right
tools to do your job properly?’’, or ‘’What do you think it needs to be improved at the
work place’’ or any other suggestions; Appraisal will give an insight of what staff is
thinking and what it need to be improved on their performance or the company’s
expectation and if the employee is suitable for a raise or a development plan.
 Planning, training and developing employees.
This task can be conducted through reviews over staff, such as appraisal, or performance
reviews. The HR professional will have to carefully analyse the way employee is
behaving, calculate its performance over a period, and decide if the staff needs
development, guidance and encouragement for the road ahead within the company.
Knowledge, skill and behaviour for the role of HR professional
Knowledge
Decisive thinker:It demonstrate the ability of an individuals to analyse and understand
data or information quickly as they uses those information, insights and knowledge in a
structures way to identify options, make recommendation and make robust or dependable.
decision. Moreover, decisive thinker is regarded as one of the essential element as it allow
HR professional to perform and show better attitudes to others. However, Whirlpool HR

professional should use clear structural thinking to recognise and identify information in
order to make wise decisions by rational judgement.
Credible:It is an individual who has all reliable and accurate information as well as
expert in a particular field who enable the firm to enlarge their profitability and volume of
sales. Hence, it help Whirlpool HR professional to examine all the internal and external
factors and based on that they make quicker and firmer decisions in order to gain employees
trust as well build a healthy working culture within an industry.
Skill
IT skill:In order to sustain in existing competitive world, HR professional should
acquire or contain necessary IT skills in order to improve the overall performance of
company. Thus, it allow Whirlpool's HR professional to find and recruit talented employees
as well as tracking payroll, holidays and attendance records that leads them to obtain
maximisation of profit with an optimum utilisation of resources. Some of the technologies are
applicant tracking system, cloud technology etc. for gaining competitive advantage.
Teamwork:This is an important section for every HR professional because an
effective team members it is difficult for an organisation to accomplish business goal in an
trenchant and cost-effective manner. Thus, this skill help Whirlpool HR professional to
provide an equal opportunities to manpower as well as enable them to control over conflicts
or disputes of interest among employees. Along with this, it allow them to build a better
relationship with each manpower for increasing company's productivity.
Behaviour
Ethical value: It is directly relates with labour turnover and absenteeism which impact
negatively over company's brand image. Along with this, it is concern with inspiring or
influencing employees to put their full contribution towards the accomplishment of specific
goals. Some of the ethical values are sympathy, fair reward, recognising employees effort,
transparent communication etc. . Therefore, these values allow Whirlpool HR professional to
enhance employee satisfaction level and add value to company's brand image in an
innovative or creative style.
However, from the above mentioned knowledge, skill and behaviour, it assist
Whirlpool HR professional to attain high level of proficiency and sales growth as well as they
can gain competitive advantage within prescribed time frame.

P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Determine/Identify what an HR professional supposed to have as skills, behaviour,
knowledge.
Strengths
One of my biggest achievement so far is my
customer service experience.
 This experience allowed me to have
more patience with customers and
people in general, to understand their
needs, which made me happy on my
daily job.
 A better communication between me
and the other colleagues in the team
 Quick decision maker
 Aware of my limits and mistakes
within the team environment
All of these from above, allowed me to
develop my team leader skills, through
collaboration and a more confident person,
driven to deliver to success.
Weaknesses
 One of my limitation in life-work
cycle is the pressure that people put
on you, starting from the everyday
life colleagues and ending with the
superior. This way, it takes me more
time to adapt to new work stressful
situation;
 Financial problems will not allow
me to follow highly qualified
courses to invest into my HR
consultant;
 IT skills are not up to date
 Not being up to date with the
employment contract law, such as
confidentiality data.
Opportunities
First opportunity that you can have within
the company, is the appraisal, where every 6
months, you have an evaluation on yourself
as an employee and another one over the job
that you have. You can tell your superior if
the job that you do is satisfying your needs
on the work place (happy, motivated, the
right tools to do your job properly), and the
superior will tell you what it thinks about
Threats
 First threat within the company are
the other HR professionals, which
can have better and merrier
qualifications than you.
 The superior that you have might get
you intimidated, or doesn’t like you
enough, to make you feel welcome
into the team, this way your
confidence is low and your

the job that you do(improve your work,
efficiency, decisions)
Other courses that we can follow, to
improve our skills for the job that we do, are
available every few months.
progression is affected.
SWOT ANALYSIS/ ANDREEA IONELA ROMAN
Reflective state
My goals will be to expand my knowledge in the human behaviour field. This will boost my
confidence as a leader/management/ HR professional, allowing me to go on to the next step
into my carrier as a HR professional.
HR professional carrier involves allot of confidence and charisma, because you work with
different types of people.
For me to be overcome my emotional fears of not being able to freely speak with
colleagues/subordinates, I need to follow a motivational therapy course, to improve my
interpersonal skills, boost the confidence; also, on my personal life I will enrol into a gym,
for better energy level and increase my stamina.
As an HR professional, my IT skills, need to be improved, as staff will rely on me as a leader
for advices at the work place. To fulfil this goal, requires my attendance into IT qualification
course, which will not only refresh my skills, but take me to the next level to become an HR
qualified professional.
Confidentiality is another issue that |I will want to cover in knowledge. Information relating
the contract between the employee and the company, the policies involved, equal
opportunities and sexual harassment.

PDP
Skills & Behaviour Personal
development activity
Time scale Comment
Low confidence Therapy courses-to
improve my low
confidence
Courses about the
Human behaviour-
allowing me to know
the human
psychology
Books to read about
the human
interaction
Gym membership-
which will allow me
to interact better
with people and
increase my energy
levels
3 to 6 months
depending on how
good my progress
will be.
Stating on the 1st of
September 2018 for
3 months initially.
Every 3 months I
will be assessed by
the counsellor,
explaining me what
steps I have reached
into my goal.
Human Behaviour
courses- every 3
months I have a test
to pass, to follow the
next level for the
course(within a year
I will have 4 to pass)
I will try to read as
many books with
practical example for
my initial goal, to
know better people
into an organisation.
IT skills IT qualification
courses
3 months as a
refresher course,
continuing if no
progress has been
made.
Starting at 15th of
September 2018
Every 6 months I
will have a test to
pass, set by my
manager and
overlooked by the
initial course
assessor. This course
will be sponsored by
the company.
Confidentiality Covering the
employment contract
1 week with my
senior HR manager
A test will be
required for me to
take, to be familiar
with the policies,
roles and terms.
Reading books for
enhancing my
knowledge.
P3 Analyse the differences between organisational and individual learning, training and
development
Organisational learning is the process where creating, retaining, and transferring
information, improves the business with the passing time, gaining a broad knowledge in the
market field that it’s covering.

Organisational learning will help managers to understand employees and not last the
business itself.
The organisation will create a learning environment for the new staff, where the employee
will mould their behaviour, attitude and education, gaining knowledge and skills for life,
suitable for both company and them.
So, if the organisation trains and develops the staff, in as sense the business will learn through
their employees.
Benefits to Organisational Learning:
 Gaining the efficiency and productivity
 Higher profits
 Higher satisfaction for employees, resulting in commitment and loyalty
 Raised implication for staff, resulting in Innovative ideas suitable for the business
 Creating new leaders
 Better communication and knowledge sharing
As part of a definition, we can say that Training is a process where a series of steps needs to
be followed by the staff, meant to modify the skills, attitudes and behaviour of the employees
for the job they do.
Training plays an important part in the business, giving both staff and company the smooth
functioning of work.
Development continuity of the training process, where the skills are enhanced.
Training and development are very important in a company, being responsible for the
growth of the business also, improving the employee’s behaviour and the positivity to follow
the job.
‘Training is a systematic development of the knowledge, skills and attitudes required by an
individual to perform adequately a given task or job’ (A handbook of H.R. Management
Practice, Kogan Page, 8th ED. 2001)
Training is the process where aptitudes, skills and abilities are improved.
Types of training can be:
 On the job training, where you are given the job instruction, apprenticeship, coaching
 Job rotation, where 2 or more in a team, have to do certain tasks in a rotation, for
example when one person of the team is missing, the others know how to do their job.
 Coaching is one of the training methods, which is considered a corrective method for
a slow performance. The process includes on-to-one interaction, that can be done
through phone, email, meetings, chat, and it will help identify the areas that needs to
be improved
 Mentoring can be a relationship that is developed between a senior staff and a new
employee, where senior staff will focus on the development of the right attitude for
the new employee to have for a certain task.
Advantages of Training  Helps to improve the profit of the

company, and the right attitude for
the task given
 Improves the knowledge and the
skills
 Creates a better image for the
company
 Employee becomes more open,
with a boost of trust between
boss /subordinate
Disadvantages of Training  Training can cost allot of money
taking staff away from their job for
some time during their time of
work
 Training given at one company
might prepare the staff for a new
perspective to look for a future job
on a different company
‘Development is an effective measure used by employers to supplement employee’s
knowledge, skills and behaviour. (SEYLER, HOLTON III, BATES, BURNETT AND
CARVALHP, 1998)
Development is used for a long-term education, increasing efficiency, morale of
employees and organizational viability and flexibility.
For a business to succeed, needs to follow basic steps to achieve their goals.
Individual learning advantages
Depending on their budget and needs, companies follow a certain process, influenced by
the client expectation, tools, time used for training, flexibility.
 Analyse requirements-it is an important step, where we analyse the need for
training and development, as long as the employee’s profile
 Identify the learning objectives- which are defined by the goals of the organisation
and the needs of the client
 Develop a design- a strategy that must be validated by the seniors and client
 Create a storyboard, where we can use any idea, image, fact, principle that
connects with the objectives
 Prototype- where we identify different strategies used for training and
development; these need the approval of the senior and client, for the next step
 Develop Training- once the storyboard and prototype is approved we can upload
the training process to LMS

 LMS- the delivery of the training process- is a online platform, that hosts the
courses from a different organisation; it can track the progress and performance of
the learner.
 At the end of the process we can also have a feedback from the learner, but also
from the company, both opinions will make a difference onto the organisation’s
image, profit.
Fig. 1
Within our company, Whirlpool, to achieve its goals, the organisation employed a HPT to
determine the needs for change, using approaches such as self-managed learning.
If LMS is a computer system, used to deliver education, on a online platform, SML is a
system used on a more personal touch, where you manage your own time to develop your
skills.
Whirlpool used this programme of self-manage learning, because it wanted their staff to have
their flexibility.
SML has its advantages, such as:
 Strengthen the relationships between seniors and subordinates, between coaches and
mentors, between teams, helping all to improve on how to approach individuals better
 Managers develop a great attitude towards the subordinates from this type of learning,
knowing them better while developing their interpersonal skills, this way they
gradually become more productive and willing, creating a calming attitude on this
approach of learning.
 Individuals who choose this SML, might have a different profile, that helps them
adapt easy to different situations. They enjoy learning new things, skills, ideas, while
sharing their own thoughts and opinions. This type of individuals can bring only good
things to the organisation, from which the company takes profit of their good ideas to
improve the image. As part of the relationship between the company and employee,
this is a profitable one for each part, where they have things to learn from each other.

The employee gains new skills improve their confidence and progress, but there are
always difficulties, for example when trying to learn by yourself, some new things
might be challenging and difficult to understand, especially if you don’t have a
strategy of learning, or you don’t understand the company’s objectives.
 The benefits of the organisation can be positive, with a high performance at work,
boost of confidence to take on new tasks, better relationship within teams, new
relationships that help solving problems, new ideas shared within the organisation,
and a better understanding of the company’s goals
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance
“We define learning as the transformative process of taking in information that—when
internalized and mixed with what we have experienced—changes what we know and builds
on what we do. It’s based on input, process, and reflection. It is what changes us.”
–From The New Social Learning by Tony Bingham and Marcia Conner
Learning is a process where we acknowledge new or modify existing skills, a certain
behaviour needed for a task, new values or preferences, adapting to a company objective.
Continues learning is a process that helps you constantly expanding your skills, though
learning and increase your knowledge.
If you are a professional this is a must to do, if you don’t want other to overcome your
abilities, and to succeed. Changing environment and new developments asks for continuous
learning process, but to maintain yourself on a certain level you need to start a professional
development plan, such as academic degrees, conferences, practice to enhance your skills and
knowledge.
Having a professional development is a bonus for those who want to fill that gap of skills
needed within a company. You can obtain this professional development by developing a
personal development plan, where you ask yourself a few questions based on where you’re at
in the company and where you want to be in future, what skills you have now and what to
need to have to achieve the goal and fill in your gap skills.
Training can be offered by the organisation, but to have a professional development you
might have to show that you have a profile that stands out from others, this way the company
will see in you a potential leader to success.
Professional development can increase the retention of you as employee, also build your
confidence and credibility for other companies, improve efficiency.
Learning style by Honey-Mumford Learning Methods
Advantages and Disadvantages
Activist -  flexible and open minded,
 hands on learning,
 Take a quick action
and unnecessary risks

 rush into action without any preparation,
 Prefer brainstorming
 Rush with no
preparation
 Get bored very fast
Reflector  Collects allot of information before
reacting, good at listening and assimilating
information
 Methodical
 Rarely jumps to conclusions
 Holds back on direct
participation
 Slow to take a decision
 Cautious and don’t
take risks
Theorist  Rational and objectives
 Wants to understand concepts and
relationships before acting
 They are very disciplined
 Don’t let any space for
ambiguity, uncertainty,
disorder or intuition
Pragmatist  They want to test things with no practice
 Realistic
 Technique orientated
 Likes to test things out
 Realistic
 Technique orientated
Kolb’s learning style:
David Kolb established the model in 1984, with the assumption that the learning process
takes the leaner into a transformation of the knowledge accumulated from different
experiences.
Concrete experience Learning by experiencing
Active experience Learning by doing
Reflective observer Learning being reflective
Abstract conceptualisation Learning by thinking

Fig.2
P5. Demonstrate understanding of how HPW contributes to employee engagement
and competitive advantage within a specific organisational situation.
High Performance Work is a general approach to managing organisations that
aims to stimulate more effective employee involvement and commitment, to achieve
high level of performance.
Learning curve is reflected by the progress rate of an employee, in which gains new skills.
Learning curve has a very important impact on Whirlpool company, affecting the costs of the
organisation. But the organisational performance is simply affected by how much an
individual is gaining new skills and experiences throughout the tasks given, so Whirlpool is
affected by the learning curve.
Jaber, 2016 says that an individual would spent more time on a new task for the first time,
and this way the progress is not a good one.

In Whirlpool case, after the NAR survey, any job work done individually, was encouraged by
managers, to be done within a team, so communication wold be transparent and work for the
team performance. In the company, it’s also encouraged to use the learning transfer, where
members in the team are more likely to share their abilities with their co-workers. This way
the organisational performance is growing.
Fig.3
High performance work is identified through:
 learning and development process
 individual employee’s characteristics
 organisational characteristics
 share commitment
 innovation and productivity effective management process
The concept of HPW contributes to the employee engagement and competitive
advantages, it also brings out the mutual respect and solidarity and boost the
communicative relationship.
HPW leads to high performance organisation (HPO):
 employees feel the need to take on more responsibilities for the
organisation; they take more initiative and the idea if innovation starts to be
bigger, leading to a shorter time to produce for the company
 employees cooperate more with each other and clients, bringing out better
ideas, and setting out even an organisational culture, where managers and
employees have a smooth dialogue.

 All the above non-financially benefits will soon lead to better financial
results, because the productivity increases, profitability increases, and the
company rises on the market
 It gives a new vision, something new that the organisation aims for
In Whirlpool’s case after the NAR survey, we can see that seniors and subordinates
have shared their commitment, vision and goals, and from here on, team members
do the same for the organisation. Communications are clear, and there is a new
forum online, where staff debate and discuss ideas, issues. And not last a rise in
respect and solidarity from both parts, seniors and subordinates.
HPW contributes overall for the organisations and staff members with:
 A positive aspect for employers is productivity, profitability and reduced
costs.
 A positive aspect for employee is a higher job satisfaction and motivation,
greater opportunities and creativity, greater involvement and commitment.
HPW contribution towards employee engagement and competitive advantage.
It is regarded as one of the important source of competitive advantage in
today's competing business environment. However, high performance working is
defined as a combination of those HR practices which can facilitate, employee
involvement, skill enhancement and strongest motivation. In order to attain high
productivity and profitability ratio, employee involvement and their contribution is
necessary which lead an organisation to accomplish their goal in an innovative and
creative manner. High level of engagement within business promotes retention of
talent, foster customer loyalty and improve organisational performance as well as
stakeholders value. Thus, high performance work plays a pivotal role within
Whirlpool business premises and function as well as helps them to achieve their
pre determined goal in an prescribed time frame . Some of the contribution of
HPW towards employee engagement and competitive advantage are as follows:
Selective hiring of personnel: It is one of the integral element of an
organisation as an individual applies their skills or talents to accomplish business
goals or objective. Hence, HPW enable Whirlpool to hire talented or highly
potential candidates for their business function with impressive selecting strategy
in order to increase firm's volume of sales. Moreover, it helps them to determine
each personnel interest or capability and based on that they assign roles and
responsibilities which enhance employment engagement towards the company goal
and increase productivity ratio.
Extensive training: It is the tool which is applied to improve the
performance of each manpower in a better way and it directly reflects on
company's proficiency. Thus, HPW allows Whirlpool to provide proper training
program in order to develop employees hidden talents so that they can contribute
their best effort towards the achievement of given task within prescribed time limit.

By this, Whirlpool can strengthen their profit margin and can gain competitive
advantage without any hindrances within business premises.
Effective communication: This concept is interconnected with gaining trust
or respect from employee towards the employer. However, high performance work
enable Whirlpool to provide all accurate and reliable information to personnel so
that there will be less chance of conflict or dispute and improves the overall
performance of an organisation. Along with this, transparent communication builds
a positive attitude among employees that leads them to provide their full
contribution for gaining competitive advantage within competitive marketplace.
Decentralised decision making: It is a process where the decision making
authority is delegated by top level to middle and lower level managers within the
organisation. However, high performance working allow Whirlpool to invite their
subordinates in all business activities like decision making or problem solving
process which generate high level of motivation among manpower and they
perform in a better way. With the help of this procedure, Whirlpool can increase
their employee engagement level and it enlarge business volume of sales and profit
margin in a productive way.
Therefore, with the help high performance work Whirlpool can improve
their overall performance and can control over employee turnover rate in an
impressive and productive way.
P6 Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with specific examples how they can support high-performance culture and
commitment.
Performance management is the process where individuals contribute to the organisation’s
goals and vision.
Performance management is about culture, using collaborative working.
An example that we can follow within the Whirlpool company, are the results brought up
after the NAR survey, where in less than 6 months, High Performance Training was so
effective, that it improved the organisation performance, and made the subordinates able to
deliver more to achieve the goals Whirlpool.
Benefits to Performance Management:
If employees see the product of their work, in this case, communication with their superior
are better after the survey, the fact that they can say their mind and even apply their ideas,
makes them more engaged to achieve the company’s goals.
If performance management is a continuous practice, it is successful for the organisation, as
employees will have an ongoing practice, guidance, development and feedback, leading to
business results.

A good strategy to performance management is to align your workforce, improve
performance on your employee, support their development.
There are different ways to measure the effectiveness of performance management:
 Hire an assessment centre method
 Measure the behaviour on a rating scale
 Essay evaluation
 Management by objective
 Paired comparison method
 Job results
In the end performance management, it’s just a strategy to stay ahead of your competition. It
involves tools like measure, report and manage progress, at an individual level and corporate
level as well.
Disadvantages will be
 Time consuming- a manager will use up to an hour for each employee on the
appraisal
 It can discourage staff, if the process of appraisal it’s not a pleasant one
 A manager can send a wrong message if, he doesn’t show that the company cares for
the staff achievements, by keeping notes of it
Tools to measure performance management
KEY PERFORMANCE
INDICATORS (KPIs)
PERFORMANCE
APPRAISALS
REWARD AND
RECOGNITION
PROGRAMMES
Indicates how well a
company is doing in
business units, projects or
how well staff is doing to
achieve the company’s goals
KPIS give’s a clear picture
of the level of performance
of the organisation and
whether the business is
heading its goals
As a tool it’s a very common
one to be used on an
individual, aligning their
goals with the aims and
visions of the company. To
be effective, this tool must
be used in a fair way for the
individual, with a honest and
clear communication,
otherwise it can be a de-
motivator, leading to failure
and decreasing the
performance
A very popular tool that
clarifies the strategy, vision
and objectives of the
business, monitor the
progress, put in plan action
plans to ensure everything is
in place to be deliver as per
business priority and
objectives.

In Whirlpool case, a new organisational culture has been put in place, as new ways of
communications seem to be more effective for individuals. So, having new structure in the
way of working it’s not a surprise.
Benefits to collaborative working:
 Collaborative working brings new opportunities that are more transparent and
manageable.
 Solutions to problems seem more real
 Every individual contributes with their experience, and this way the team is stronger
 High innovative ideas from the team members
 Working in a team is more effective and enjoyable
 For the organisations is cheaper and quicker, higher profit.
Collaborative working brings aside transparency, where communication is open and honest,
bringing a culture of freely information between seniors and teams.
After NAR survey results, we can see the organisation Whirlpool, already implemented this
organisational culture, where there is a mutual respect, individuals are taking more
responsibilities, solidarity with the teams, innovation brings higher productivity and vision
define goals.
How we communicate in a business environment it’s a very important key factor, as this skill
will involve both the staff and employer, so, improving this it’s a two-way factor that benefits
both parts.
Disadvantages to collaborative working:
 Competition between partners
 Differences in the experience field and missing information
 Time consuming
 A damage to the company’s reputation or image can occur, during the implementation
of new policies within the company
Benefits to Effective communication:
 Learn to listen- it’s an effective way that both parts will learn how to use the words
and other non-verbal techniques, learning how to avoid confusion
 Staff will be more sympathetic to their colleagues
 Empowerment over staff- will give them courage to act on behalf of the organisation,
taking decision
 Feedback, important for both company and staff
 Improved knowledge of written and verbal skills

 A better relationship between both employee and employer
The organisation will use words carefully when approaching a member of staff, learning
how to listen for their needs. This way the company is sending a message of caring for
their staff emotions, empathising with their opinions over the job, and encouraging and
raising their work.
There are four different types of communications:
 Interpersonal
 Non-verbal
 Written
 And oral communication
Those four types are very important in the process of development of an organisation, starting
with the managers, that through an effective communication channel they will implement the
basic functions of management, which are planning, organizing, motivating, and controlling.
Disadvantage to effective communication:
 A clear sent message doesn’t prevent a negative impact
 Time consuming if in the organisation, many software’s and apps are used, as the
amount of work to update them will be higher
 Sometimes the information received can be an incorrect one, which will only lead to
poor communication and a high number or rules that are broken
 Using too much software technology can be also a barrier between the staff and
company.
Conclusions

Having a long-term employee, doesn’t make a good employee. Some of them just loose
their motivation to make a difference, and become apathetic over time, doing each day the
minimum. Some of them are deeply experienced but not engaged, mainly because them
company don’t appreciate them enough, and don’t motivate them enough.
All of this doesn’t make any good for the company.
Being able to retain an employee, by investing in him, is less costly then employing new ones
and training them all over again.
A key to success of a company is to have an engaged employee, where he is understood by
managers, and have a chance to do what they do best every day.
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