HR Professional Skills and Development

The report emphasizes the importance of HR professional skills and behavior in an organization. It concludes that creating a person skill audit can help identify weaknesses and threats, and develop a professional development plan to improve skills and knowledge. The report also discusses different approaches to manage performance of employees, involving behavioral, quality, attributes, comparative in relation to support high-performance working culture and commitment.

Developing Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY ..................................................................................................................................2
Professional knowledge, skills and behaviour ...........................................................................2
Completed personal skill and develop professional development..............................................4
Difference between learning, training and development to organization as well as individual .5
Need for continuous learning and professional development ....................................................7
High performance working (HPW) contributes to employee engagement and competitive
advantages ..................................................................................................................................8
Different approaches to performance management..................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12
1

INTRODUCTION
Individual and team development are essential for organizational growth and
development. With the help of high performance working, employees are involved in different
activities such as conflict resolution, decision making etc. in the workplace. Through this,
improving performance of team and organization (Endres and Chowdhury, 2019). This study is
based on Whirlpool. Company responsible for executing organizational and strategic changes to
sustain major restructuring in company crisis in 2011. This assignment will determine
appropriate professional knowledge, skills and behaviours that are required by HR professional.
It will analysis completed personal skill audit and develop professional development plan. It will
explain differences between learning, training and development to organization and individual in
the company. Furthermore, report will analysis need for continuous learning and professional
development to sustainable business performance to firm. It will analysis HPW contributes to
employee engagement and competitive advantage within organizational situation. It will evaluate
difference approaches to performance management to support high performance work culture
and commitment.
MAIN BODY
Professional knowledge, skills and behaviour
Professional Skills:
As HR consultant, they must have skills such as communication, time management,
problem solving etc.
Communication Skill: HR consultant must have communication skill for solving
problems in the Whirlpool. It is essential for building relationship with employees, so that
workers involve in situation of company. Effective communication between employee and HR
consultant helps in achieving goals of organization(Richards, Collins and Mascarenhas, 2017).
Time management Skill: HR consultant must have time management skill for resolving
situations in the Whirlpool. It is important for giving guidance to employees for managing time
for completing tasks and solving problems.
Creative thinking: For solving situation, HR consultant must have creating thinking skill
in the organization. With the help of this skill, they are giving suggestion for solving conflicts
and achieving goals of Whirlpool.
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Decision making skill: HR consultant must have decision-making skills for solving
situations of Whirlpool. Therefore, they take appropriate decisions to resolve conflicts in
company.
Professional Behaviour:
HR consultant must have professional behaviour with employees in the workplace. Such
as:
Coordination: HR consultant make sure that giving advices of solving conflict through
coordination in work. With the help of coordination, employee are sharing ideas or thoughts for
resolving situations of Whirlpool(Sung and Choi, 2014).
Self confidence: HR consultant must have self confidence of giving suggestions for
solving conflicts in the Whirlpool. With the help of this, they are giving guidance to employee
for strong self confidence of facing the all situations in the workplace.
Accountability: They must have accountable of giving the best advice for solving the
different situation in the Whirlpool. HR consultant show accountability and expect responsibility
from other in the workplace.
Professional knowledge:
HR consultant must have knowledge about managing human resources, conflicts
resolution etc.
Policies and procedure: HR consultant must have knowledge about policies and
procedures relating to conflict resolution, HR policies, techniques of problem solving in the
Whirlpool. With the help of it, they are given suggestion to employees for solving situation in the
organization(Ford, ed., 2014).
Human behaviour: HR consultant must have knowledge about human behaviour and
performance that includes learning, motivation, interest, different method of managing
performance in the company. With the help of it, they are giving advice to employees for solving
problems in the Whirlpool.
3

Completed personal skill and develop professional development
Personal Skill Audit:
Personal skill audit is procedure of identify strength and weakness of individual and
requirement to develop healthy environment.
Strength
Good communication skill.
Great knowledge of training.
Good self confidence.
Weakness
Poor time management skill.
Poor technical knowledge.
Poor leadership skill.
Opportunities
To build relation with employees.
Meeting new people.
Threats
Giving presentation in front of large audience.
Poor decision making skill.
Professional Development Plan:
What are
development
objectives?
[what skills,
knowledge or
experience am
I missing?]
What activities
needs to be
undertaken in
order to achieve
my objectives?
What
support/resources
do I need to
achieve my
objectives?
[what can be
course offer]
Target date for
achieving my
objectives
Actual date
of achieving
my
objectives
Time
management
skills
Planning, scheduling
and developing time
frames to achieve
new goals.
Mobile, Calendar,
Note taking diary
etc.
12th October 2019 1st November
2019
Technical
knowledge
Learning about the
technicalities of
software and
Coaching, training
from my seniors,
internet etc.
17th May 2019 31st May 2019
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programming from
my seniors
Leadership skill Learning new
leadership skills
such as system
theory, contingency
and developing
motivation
techniques.
Learning leadership
from the help of
successful leaders
and managers on
internet.
17th August 2019 1st September
2019
Decision
making skill
To take help from
my seniors in order
to make required
decisions. Also, to
make important
decisions when
required.
Internet (to make
use of applications
that can develop
ones own decision
making skills)
18th June 2019 1st July 2019
GAP Analysis
It includes comparison of actual performance with potential or desired execution. This
conception is similar to economy's production being below production possibilities curve. This
analysis determines gaps among optimized allocation and integration of resources and present
allocation level. It includes identifying, writing and rising the difference among requirements of
business and present capacities. Gap analysis is like organizing an audit process however it is
more directed on attributes of competency and rules of evidence instead of only information of
particular field of the unit.
Difference between learning, training and development to organization as well as individual
Criteria Organizational learning Individual learning
Meaning It is procedure of designing,
retaining and modifying knowledge
It is outlined as capability to develop
knowledge by reflection of single
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within Whirlpool. person.
Benefits Organizational learning is beneficial
for rising profits, productivity and
reducing labour turnover in the
Whirlpool.
Individual learning is good for
improving skills, capability and ability
to effective working in the firm.
Important It is essential for continuous
improving mindset, sharing
accountability for result in
Whirlpool.
It is important for increasing motivation
and creating opportunities for future in
the workplace ( Mazerolle and Dodge,
2015).
Advantage The benefits of organizational
learning is to create and organize
knowledge relating to function and
culture of Whirlpool.
The benefits of individual learning is to
single person for learn new skills and
ideas for effective work.
Basis Organizational training and development Individual training and
development
Meaning It is defined as develop skills and knowledge
of people in the organization.
It is defined as develop ability and
capacity for effective working in the
company.
Importance Organization training is essential for
building up relationship with staff in the
Whirlpool.
Individual training is important for
job satisfaction in the organization.
Benefits It is changing and improving performance
and emerging human relation in the
company(Breevaart and et.al., 2016).
It helps in career and personal
development of employees in
workplace.
Process It is process of increasing profits and
productivity of Whirlpool.
It is procedure of developing skill
and knowledge of single person.
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Purpose The aim of organizational training is to
create skills and knowledge of people for
performing role effectively.
The purpose of individual training is
to accomplish short and long term
career goals and improving job
performance.
Therefore, HR consultant give advice to manager for creating learning culture in the
Whirlpool. With the help of it, employees are developed their skills and knowledge, increase
motivation and commitment for solving all situation of company. It assists in transparent
communication between team members, sharing accountability and mutual respect in the
workplace. Through training and development, individual improve their performance and
involving in different activities of company. So that, HR consultant give suggestion for
organizing different training programs in the organization.
Organizational training involves grooming to support company's strategic business
objectives and to meet tactical training requirements that are common across tasks and assist
team. Therefore, HR manager of Whirlpool make sure that create learning culture for improving
performance of employees in the workplace (Shimazu and et.al., 2015). Employers make efforts
on changing culture for individual, team as well as organizational development with the help of
learning and training in Whirlpool. The primary goal of organizational learning is to change
work environment, correct uncertain premises and rising efficiency of the company.
Need for continuous learning and professional development
Continuous professional development(CPD):
CPD is the atomistic loyalty of professionals towards increase of personal skills and
competency throughout their careers. It is utilized learning activities professionals involve into
evolve and rise their abilities. It modifies learning to become intended and proactive instead of
passive and reactive. CPD combines various methods to learning like workshops training,
conferences and events, e-learning programs, the best activity proficiency and sharing thoughts
and have effectual professional development (Gynther, 2016).
Importance of CPD:
Continuous professional development is essential for developing knowledge, skills and
experience relating to professional activities.
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 It helps to ensure that up to date skills and knowledge of individual in the workplace.
 CPD assures that capacities keep pace with current standards of other in the similar area
 To deliver professional services to customer, clients and community, CPD increase
knowledge and skills.
 With the help of CPD, individual aware changing trends and directions in their
profession(Continuous professional development, 2018).
 Through this, make contribution in team work and become effective in the workplace.
 CPD assists to increase experience, new skills and knowledge for effective work
performance in Whirlpool.
 With the help of CPD, enhancing individual confidence in professionals and their entire
profession.
 CPD sharing to improve protection, quality of life atmosphere and sustainability and
economy.
Continuous professional development at workplace:
Continuous professional development is very important at workplace for developing
individual, team and organizational development. It is essential in many ways such as:
Decision making: With the help of CPD, employees are developed their skill and
knowledge for easily making decision of different activities such as improving performance,
conflict resolution in the Whirlpool.
Career development: CPD helps in developing the individual career in specific field.
With the help of this, single person enhance their experience and capacity for improving
performance in the organization.
Communication: Continuous professional development assists in improving
communication skill of employees in their professional. With the help of this, team members
transparent interaction and sharing responsibility between them for solving problems in the
Whirlpool (Yang, Zhang and Zhang, 2016).
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Improving performance: With the help of CPD, workers are improved their
performance in the workplace. Through this, employees are engaging to support high work
culture and commitment as well as sustainable business performance of Whirlpool.
Therefore, HR consultant give suggestion to company regrading create learning and
professional development culture of Whirlpool. Through CPD, employees are more committed
and engaged in solving problems of organization. This assists in achieving sustainable
performance and goals of business. CPD support and boost healthy learning culture for company,
leading fulfilled workforce and retaining valuable workers. It displays clear commitment to self
improvement and expertise. It also gives possibility for single to determine understand and
resolve placeable theory to development.
High performance working (HPW) contributes to employee engagement and competitive
advantages
HPW contributes to employees engagement:
High working performance is the approach that purpose is to affect employee
engagement and commitment effectively in terms of accomplishing high level of performance,
create to increase efforts and use skills by employees in their work. With the help of HPW,
employee are more engaged in solving problem in the Whirlpool. HPW helps in rising and
developing skills, knowledge, abilities and capacities for more effective and high working
performance in the company. Through HPW, employees involves in many activities that happen
in organization such as:
Conflict Resolution: With the help of HPW, employees are more engaged of resolving
battle of organization. Team members are more committed for solving issues of the workplace.
Through this, all team members are avoiding their personal conversation and make efforts on
solving problems in the company.
Goals and objective: HPW contributes in employee engagement, so that workers are
more committed in solving problems and achieving goals and objectives of company. This also
helps in improving work culture and sustainable business performance of Whirlpool (Kapalková,
Polišenská and Süssová, 2016).
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Therefore, HR consultant give suggestion to team members for involving in resolution of
conflicts in the Whirlpool. So that company changes and implement in HPW system for
improving sustainable performance of organization. This helps in developing skills and
knowledge, improving execution of employees in the workplace.
HPW contribution in competitive advantages:
High performance working and organizational performance are linked for gain
competitive advantage. With the help of HPW, increasing productivity and profitability of
business. By decrease costs, improving ratio, create employees beliefs, HPW systems are
detected value of company. The purpose of HPW is to employee engagement, creativity and
voice of workers that directly impact on manpower and company presentation. HPW helps in
reducing labour turnover and rising productiveness that efforts to financial performance of
Whirlpool (Shimazu and et.al., 2015). This assists in increasing competitive advantages that
means effective financial presentation of organization. If company has good financial resources,
so that they face competition effectively but if firm has not welled resources, so that they can not
face challenges.
Therefore, HR consultant give suggestion and guidance for changing HPW system for
creating high performance work culture and improving sustainable performance of business.
HPW practices involves self managed team, employee engagement in the competitive
advantages. The system of HPW assists to improve performance of company, power full
increasing team ability to supply exceptional results in the Whirlpool. HPW system is frequently
utilized straight to impact both ability and motivation of workers.
With the help of HPW, HR consultant make sure that all employees are transparent
communication, sharing accountability, mutual respect between team members and more
committed for solving issues in the Whirlpool.
Different approaches to performance management
Performance management is function of human resource management in the workplace.
Therefore, HR consultant give advice to adopt different approaches for measuring the
performance of workers in company. These approaches are following such as:
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Comparative Approaches: It is concept of measuring performance of employees in the
workplace. In this approach, individual are ranked on base of highest and lowest. There are many
methods of for comparative theory like forced distribution, paired comparison and graphic rating
scale. This approach is interpreted in case of company with small team of workers with same job
positions.
Attribute Approaches: In this approach, there are many parameters that workers are
rated like problems solving skill, teamwork, interaction, creativity and inventions. In order to
that, company utilizes graphic rating scale for ranking the lowest to highest to employees. It is
the simplest approach for measuring performance of workers in Whirlpool (Shimazu and et.al.,
2015).
Behavioural Approaches: This approach belongs of series of vertical scales for various
attributes of the job. There are two techniques has been utilized in behavioural approaches such
as BARS and BOS. BARS stands for Behavioural Anchored Rating Scale and BOS stands for
Behavioural Observation Scale. This approach is suitable for reliability and truth.
Result Approaches: This approach is simple concept in which company rate workers on
base of result of employee performance. Balanced Scorecard techniques is first kind that focus
on financial, customer, learning, operations and growth. The second technique is productivity
measurement and evaluation system.
Quality Approaches: This theory centres on improving customer satisfaction by
decrease mistakes and accomplishing continuous services creation. This takes into consideration
both person and system elements. Quality approach primary direction on utilizes Kaizen process
in terms of continuously improve business procedures. This benefits of this approach that
involves assessment of both worker and system, problem solving by team work, utilize multiple
sources to measure execution and engagement of internal as well as external elements.
With the help of these approaches, HR consultant give advice to company for measuring
and improving performance of team members. So that they involve and support to high
performance work culture and commitment for sustainable performance of Whirlpool. Through,
different approach, HR manager of company make sure that proper management of employees in
the workplace.
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CONCLUSION
This report has summarised that HR professional required professional skills, behaviour
and behaviour in an organization. It can be concluded that create person skill audit for
identifying weakness and threats of as HR consultant and develop professional development plan
for improving skills and knowledge. It can be discussed that different between learning, training
and development of organization as well as individual. Furthermore, report completed that HR
consultant adopt different approaches to manage performance of employees that involve
behavioural, quality, attributes, comparative in relation to support high performance working
culture and commitment in the Whirlpool.
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REFERENCES
Books and Journals
Endres, M. L. and Chowdhury, S., 2019. Team and Individual Interactions With Reciprocity in
Individual Knowledge Sharing. In Effective Knowledge Management Systems in Modern
Society (pp. 123-145). IGI Global.
Richards, P., Collins, D. and Mascarenhas, D. R., 2017. Developing team decision-making: a
holistic framework integrating both on-field and off-field pedagogical coaching
processes. Sports Coaching Review. 6(1). pp.57-75.
Sung, S. Y. and Choi, J. N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in
organizations. Journal of organizational behavior. 35(3). pp.393-412.
Ford, J. K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Mazerolle, S. M. and Dodge, T., 2015. Role of clinical education experiences on athletic training
students' development of professional commitment. Athletic Training Education
Journal. 10(2). pp.138-14
Breevaart, K. and et.al., 2016. Who takes the lead? A multi‐source diary study on leadership,
work engagement, and job performance. Journal of Organizational Behavior. 37(3).
pp.309-325.
Shimazu, A. and et.al., 2015. Workaholism vs. work engagement: The two different predictors of
future well-being and performance. International journal of behavioral medicine. 22(1).
pp.18-23.
Gynther, K., 2016. Design Framework for an Adaptive MOOC Enhanced by Blended Learning:
Supplementary Training and Personalized Learning for Teacher Professional
Development. Electronic Journal of e-Learning. 14(1). pp.15-30.
Yang, Z., Zhang, T. and Zhang, D., 2016. A novel algorithm with differential evolution and coral
reef optimization for extreme learning machine training. Cognitive neurodynamics. 10(1).
pp.73-83.
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