Organisational Development and Performance Management

The assignment discusses the importance of development for organisations, highlighting effective communication and multitasking as essential skills for HR professionals. It also analyses personal skill audit plans and high-performance working practices to improve employee productivity. The report concludes by emphasizing the value of effective communication and collaboration in achieving organisational goals.

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 professionals...............................................................................................................1
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......................3
TASK 2............................................................................................................................................5
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................5
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................6
TASK 3............................................................................................................................................8
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................8
TASK 4............................................................................................................................................9
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............................................................................................................................9
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In this competitive market area, success of a company depend upon the ability of an
organisation expanding and making continuous improvement with the help of employees who
are present within the firm. Therefore, it is crucial for company to improve skills and knowledge
of workers in order to get effective results. Whirlpool is one of the leading company that deals in
electronic and home appliances (Lalsing, Kishnah and Pudaruth, 2012). Thus, present
assignment is based on a multinational organisation i.e. Whirlpool. Report will throw light on
various kinds of skills, behaviour and knowledge that are possessed by HR professionals. Other
than this, factors that are to be considered while implementing and evaluating inclusive learning
and development in order to drive sustainable business performance is included in this
assignment. Application of knowledge and understanding of the ways by which high
performance working contribute in employee engagement for gaining competitive advancement
is mentioned in this report. Lastly, ways by which performance management supports HPW is
included in this assessment.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
Organisational growth totally depends on performance of employees on individual as
well as team level. Therefore, it is necessary for management of company to develop their skills
in regular manner. It will help in gaining high contribution of them in business success. HR
professional Whirlpool is required to emphasize on developing all of its employees in order to
minimise the impact of restructuring. HR professional of this company is restructuring whole
organisation in order to enhance sustainability of Whirlpool at work. For this, it requires certain
skills, knowledge and behaviour which will help them in restructuring whole organisation in
effective manner. Here are discussed some of those:
Knowledge required by HR Professional
 Legal Laws: Appropriate knowledge of legal laws related to the employees and
commercial affairs are essential to develop policies for HR professional. As it helps them
in performing their job responsibility. If HR professional of Whirlpool own accurate
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amount of knowledge of employment laws, it will help them in taking no any wrong
decision which may affect company and its employees (Wellin, 2016). Management knowledge: It is required by HR professional of Whirlpool to have basic
knowledge of management as well as administration which helps them in managing
whole organisational functioning and employees both. This also helps in developing
positive interpersonal relationship among all the employees (Harrison, 2012). As a result,
it reduces conflict at work place and improves work proficiency of employees.
Skills required by HR Professional
 Communication: It is required by HR professional of Whirlpool to have effective verbal
as well as written communication skill. Verbal communication skills helps in influencing
employees of the company to perform their assigned work effectively in order to achieve
targeted goals and objective. Whereas, written communication is helpful in representing
essential details of the company with the visitors. Multitasking: HR professional of every organisation have to perform various types of
activities at the same time. So it is required by HR professional of Whirlpool to remain
calm during work pressure and perform its work within the time frame only. This skill
helps HR in managing all organisational operations effectively.
Behaviour required by HR Professional
 Decisive thinker: It is essential for every HR professional to have ability to understand
every situation and take right decision without being bias to anyone. HR professional of
Whirlpool should be decisive thinker. This will help them in maintaining appropriate
working environment at work place. Along with this, it will help in taking decision as
per distinct consequences.
 Courage to challenge: Courage and confidence are considered as essential behaviour
element of HR manager which helps them in dealing with every uncertain challenge. It
can be said that if HR professional of Whirlpool is courageous by behaviour, it will boost
up employees of the company to perform their assigned work effectively. As a result,
performance of employees will be enhanced and directly meet predetermined targets.
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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
Personal skill audit refers to the procedure of monitoring own skills and knowledge in
order to identify strengths and weakness on the basis of job responsibility (Pareek and Purohit,
2018). It further helps individual in finding out the ways through which skills can be enhanced
as per the requirement of profession. To work in large organisation like Whirlpool, it is essential
for managers to test their skills at regular interval which helps them in identifying their weaker
factors and required skills. Therefore, the process can assist individual in developing their skills
by using various methods of development and learning. Whirlpool is a multinational home
appliances organisation which deals their electronic products and services worldwide. As an HR
professional of Whirlpool, I need to conduct own personal skill audit that will help me in
identifying weaker and strengthened skills and qualities. Here is mentioned own skills audit:
Strength: As per the analysis, it is can be said that I am good in managing all activities
in designed time frame which helps in attaining set business goal and objective. This helps me in
guiding employees so that they can also perform their work within time only.
Weakness: Among entire strengths, I have some drawbacks which refrain me to develop
and prosper in future. I am bad at conflict resolution which is requisite skills to work in
Whirlpool. I have lack of IT knowledge that is necessary for HR professional. Also, I do not
have decisive personality that restrain me in making better judgements.
Personal development plan is a process of setting goals and objectives for long and short-
term in career. It helps in recognizing the need for skills and capabilities and selecting suitable
activities to meet those specific needs as well as empower individual to improve their
performance to achieve those goals. In this regard, A personal development is explained as
below:
Personal
Skills
Current
proficiency
Targeted
proficiency
Activity Time scale
Conflict
Resolution
3 5 It is essential for HR
professional to own ability to
understand actual problem and
find out its relevant resolution. I
am moderate in this skills as I
6 months
3

am dealing with huge number of
manpower on daily basis which
may some time consist various
issues that occurs at working
place. I am not able to identify
actual region by which
employees creates problem in
the company. This results
negatively on the productivity of
the organisation as they
employees wastes their time in
conflicts.
Information
Technology
3 5 IT skills is one among important
skills which helps HR
professional in simplifying their
work with the usage of advance
technology. My IT skills are not
that strong as I am not able to
utilize various effective
technology which can make my
work easier. Along with this,
less proficiency in IT skills stops
me in using effective training
methods to train employees so
that they can easily improve
their working capabilities.
4 months
Decision-
making
process
2.5 5 In an organisations, the most
complicated function is to take
right decision on right time,
4 to 5 months
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delay in any process will turn to
cause failure in business. In this
regard, sometime I have to failed
to take quick decisions related to
formulation of new strategies
and handle business problems.
So, in this regard I have to take
some management
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Individual learning: Individual learning refers to the concept in which learning is
provided to the single individual to improve one's knowledge and experiences (Paashuis, 2013).
In this, major focus of HR professional is to enhance skills and knowledge of employee for
particular task.
Organisational Learning: In this learning HR professional of Whirlpool focuses on
developing skills of all the employees of organisation so that they can improve themselves in
order to adapt changes.
Individual learning Organisational Learning
 Individual learning improves skill of
single employee. As training session are
conducted for improving skills of
employee so that its performance can be
improved according to the requirement.
 HR professional conduct training
session for improving skills of
employees in order to accomplish
particular task.
 In Whirlpool, individual learning is
helpful in developing current skills of
 In this, HR professional tries to opt
execute new technology or method in
the organisation for which whole
manpower or group of individuals of
the company is required to enhance
their skills.
 In this, development programs are used
by HR professional of Whirlpool to
implement new technology at
workplace which will increase work
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employees. proficiency of employees.
 Organisational learning is career
oriented as it enhances basic knowledge
and skills of employee.
Training and development
It is required by HR professional of Whirlpool to enhance skills and knowledge of the
employees so that they can improve their performance and increasing productivity of the
company. This increases need and requirement of training and development session in the
organisation which helps the employee to work on their less effective areas (Housley, 2017).
Along with this, it also increases productivity of employees as they owns more skills as
compared to the past which helps in performing job responsibilities in minimum time frame. As
a result, profitability of the Whirlpool will be increased.
Training: This refers to the process through which skills and knowledge of employees
can be improved so that they can perform different organisational task of particular organisation.
Development: Development is the process in which organisation focuses on developing
skills of the employees so that they can perform any task which might be offered by another
companies.
Difference between training and development
Training Development
 Training sessions are conducted for
newly joined employee in order to
make them understand working pattern
of the company.
 HR professional of Whirlpool majorly
conducts training sessions in order to
improve skill of employees for
particular purpose.
 Training is conducted for short term by
emphasizing on task.
 Development is provided to existing
employees so that they can learn new
things which will improve their
working skills.
 On the other hand, development
programs are initiated for the purpose
of fulfilling general needs.
 Development is majorly skill oriented
which has its impact on individual for
long-term.
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P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Learning is essential in every individual's profession as it helps in adapting new working
pattern and latest technology that contributes in professional growth of the person. Learning is
termed as the continuous process which can never be stopped at any phase. In relation with HR
professional of Whirlpool, it is essential to conduct continuous learning and professional
development program in the organisation so that employees can upgrade their skills and
knowledge (Hawkins, 2017). These learning sessions also improves the inter-personal
relationship of the employees as they are getting more chances of interaction during learning
process which helps in understanding their views and behaviours.
Continuous Learning: Continuous learning means learning throughout the life from
every phase and instances. Continuous learning is essential for every individual as it helps in
improving their ability of doing work by regularly upgrading their knowledge and skills
(Carlström and Ekman, 2012). It is beneficial for both individual as well as team as it help in
adapting changes at working place and demand of life both.
Professional development: This emphasize on developing professional skills of
employees for the purpose of earning more money in their career. Professional development can
also be related to the academic degrees, conferences, seminar etc. through which individual or
whole team can develop themselves. This also improves performance of employees as they are
able to perform many more tasks now with developed skills.
In relation with case study of Whirlpool, HR professional of this company is required to
opt continuous learning as well as professional development in the organisation as they are
planning for restructuring. There are positive aspects which influences the need for continuous
learning and professional development at the work place of Whirlpool. Some of them are
described as below:
 Improves performance: Continuous learning and professional development plan in
organisation develop skills and knowledge of the employees which directly improves
productivity. As a result, employees are now able to achieve their predetermined goals
and objectives in the given time frame without compromising with quality of work. In
context to Whirlpool, HR professional of this company is opting continuous learning as
well as professional development in the company which enhances skills of employees
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and improves their sustainable performance. Therefore, it also influences positive
improvement in the profitability of the company.
 Reduces employee turnover: Professional development session in Whirlpool increases
interest of employees at work. It directly reduces absenteeism as employees are happy
with the working environment of company and also feels comfortable while performing
their work. Along with this, it also minimises employment turnover in the organisation
which saves funding of HR department i.e. used in recruitment and selection procedure.
 Enhances interpersonal relationship between employees: These sessions also
enhances interpersonal relationship among employees as such programs develops
employees at individual as well as team level (Aveling and et. al 2012). At team-level,
employees not only learn new skills but they also learn few more things like
understanding behaviour of each other as they are spending more time with other
employees during training sessions. This directly reduces conflicts at workplace which
improves concentration level of employees in their assigned task which they have to
achieve. In addition to this, employees shares their problem with teammates which
reduces their stress level.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High performance working practices are considered as employee engagement tactics
which helps in increasing their productivity level. In relation with Whirlpool, HR professional of
this company is required to opt various HPW practices at work place which will improve
performance of the employees. These practices also enhances productivity of employees,
develops worker's trust and loyalty, increases profitability, raise employees engagement etc. In
context to case scenario, it is essential for HR professional to implement HPW practices at work
place as the company is restructuring its teams. This will also change team members of existing
teams. These practices will help in building relationship among all employees and results in
improving work performance of employees. Here are discussed some importance of HPW which
influence employee engagement and competitive edge of enterprise:
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 Transparent communication: This HPW practice states that employees of Whirlpool
are required to maintain transparency at workplace which minimises the influence of
conflict and disputes in the company. Due to transparency in communication channels,
there is no place for understanding among the employees. As a result, manpower of the
Whirlpool is now able perform their work without any complexity. This impacts
positively on performance of employees as it increases productivity of Whirlpool.
 Sharing responsibilities: Sharing of responsibilities among employees reduces efforts of
the single employee in the company. HR professional of Whirlpool is required to execute
various policies through which employees can share their responsibility that helps in
accomplishing their task in less time (Essenberg, 2017). This helps in increasing
performance of employees thus they are able to perform their assigned business
operations effectively. Along with this, employees can also discuss about working
patterns and its barrier with their team mates which helps them in finding solution related
to their work. It boost up confidence of employees and motivates them to perform
effectively.
 Mutual respect: It is one among the most essential practice which contributes in
improving performance of employees. As if HR professional of Whirlpool develops
positive working environment at work place in which all employees gives mutual respect
to each other. This will build positive relationship among employees that will also
minimise organisational conflicts. Along with this, positive relationship among
employees will also motivate them to help each other in their work. Hence, employees of
this organisation will be able perform their work in less time. That results in increasing
working performance of employees.
TASK 4
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 considered as the process in which manager of the
organisation monitors worker's performance in regular intervals. This helps in evaluating actual
performance of employees which will be further used at the time of performance appraisal. It
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promote and improve employee performance which helps in easily achieve their set goals
(Different performance management approaches, 2017). HR professional of Whirlpool opts
various approaches of performance management in order to evaluate performance of every
individuals who are working their company. These approaches are described below:
Collaborative working approach: In this approach, HR professional of Whirlpool
monitors performance of employee on the basis of how they perform at team level. For example:
Human resource department of evaluate performance of employees by analysing their initiative
taking in the team.
(Source: Approaches for measuring performance of employees, 2018).
Comparative approach: It is related to provide ranks to employee's performance
according to the activities performed and it is with respect to other members in a group. For this,
there are different kind of techniques which company can use such as paired comparison,
graphic rating scale etc. It is majorly undertaken by companies who have small number of
employees.
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Illustration 1: Approaches for measuring performance of employees

Attribute approach: In this, workers are rated on the basis of certain parameters like
problem solving skills, communication, creativity, judgement etc., In attribute approach each
parameter are broken into above denoted as (+), equal symbolise as (0) and below as (-).
Although it helps in providing effective ratings but it has some drawbacks as well as it measures
performance that are based on subjectivity.
Behavioural approach: It is one of the oldest form of measuring performance and it is
done using BARS techniques which means Behaviourally Anchored Rating Scale. It consist of
five to ten vertical scales and it is based on parameters (Macdonald, Burke and Stewart, 2017).
Other than this, BOS is another technique through which performance of an employee can be
measured as it is based on frequencies.
Result approach: This concept is simple and straight-forward and rates as per
employee’s performance results. It includes steps which are first step: result approach is based
on balanced scorecard technique., second step: Productivity Measurement and Evaluation
System (ProMES) and last step provides workers with feedbacks.
Quality approach: This approach focuses on enhancing satisfaction of customers by
minimising errors. In this, feedbacks from employees are also taken into considerations so that
better outcomes can be gained.
Hence, Whirlpool is opting Collaborative working structure while managing their
organisational issues as this can assist in team working and collaborative performance of
organisation tend to better productivity.
CONCLUSION
From the above mentioned report it has been concluded that development is the essential
for every organisation as it helps in achieving their targeted goals and objectives. It has been
analysed that their effective communication and multitasking are most important skills which are
required by HR professional of every organisation. Personal skill audit plan of HR professional
helps in evaluating stronger and weaker factors of an individual which can be improved by using
appropriate ways like training and development. It can be said that high performance working
practices can improve working proficiency of employees that enhance performance and
productivity of organisation.
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REFERENCES
Books and Journals
Lalsing, V., Kishnah, S. and Pudaruth, S., 2012. People factors in agile software development
and project management. International Journal of Software Engineering &
Applications. 3(1). p.117.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Harrison, R., 2012. Employee development. Universities Press.
Pareek, L. U. and Purohit, S., 2018. Training Instruments in HRD and OD. SAGE Publishing
India.
Paashuis, V., 2013. The organisation of integrated product development. Springer Science &
Business Media.
Housley, W., 2017. Interaction in multidisciplinary teams. Routledge.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Carlström, E.D. and Ekman, I., 2012. Organisational culture and change: implementing person-
centred care. Journal of health organization and management. 26(2). pp.175-191.
Aveling, E.L. and et. al 2012. Quality improvement through clinical communities: eight lessons
for practice. Journal of health organization and management. 26(2). pp.158-174.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
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Different performance management approaches. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Essenberg. 2017. [Online]. Available
through<https://knowledge.insead.edu/blog/insead-blog/how-hr-can-boost-its-business-
impact-5456>
Approaches for measuring performance of employees. 2018. [Online]. Available
through<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>
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