HR Professional Skills and High Performance Work

The provided document is a report on HR professional skills and high performance work in Whirlpool. It emphasizes the need for HR professionals to possess certain skills, knowledge, and behavior within an organization. The report also highlights the importance of personal skill audits and professional development plans for determining abilities, knowledge, and attributes. Additionally, it discusses the significance of continuous learning and professional development in supporting sustainable performance and business objectives. Furthermore, the report touches on high performance working practices that contribute to employee engagement and competitive advantages within an organization.

Developing Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................2
HR professional require professional knowledge, skill and behaviour..................................2
Personal skill audit and professional development plan.........................................................4
Organizational and individual learning, training and development.......................................5
Continuous professional development(CPD) to drive sustainable business performance.....7
HPW contributes to employees engagement and competitive advantage..............................8
Different approaches to performance management................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
1

INTRODUCTION
The role of individual and team development is important for organization growth and
development. High performance working of employees are helping in improving culture and
productivity of organization. Individual and team growth is the part of building relationship,
effectiveness, employee commitment, improving work culture of company (Germain and
McGuire, 2014)This study is based on Whirlpool. Company is restructuring and changing
strategies in crisis of firm. This assignment will explain professional skill, knowledge and
behaviour that are required by HR professional. It will analysis completed personal skill audit
and develop professional development plan. It will explain differences between organizational
and individual learning, training and development. Furthermore, report will need for continuous
learning and professional development to support sustainable business performance with
company. It will understand HPW contributes employee engagement and competitive advantage
within the organizational situation. It will evaluate different approaches to performance
management and support high performance culture and commitment at the company.
MAIN BODY
HR professional require professional knowledge, skill and behaviour
Professional knowledge:
As HR consultant, they must have knowledge about human resource practices such as
training and development, analysis resources allocation, HR policies and procedures etc. in the
Whirlpool.
Training and Development: HR consultant must have knowledge about methods and
process of training and development to employees in the workplace. So that they are giving
appropriate suggestion to employers for providing the best training and development top workers
in the Whirlpool (Katzenbach and Smith, 2015).
HR policies and procedures: HR consultant must have knowledge about all HR policies
and procedures in the workplace. So that, they are giving advice and suggestion to implementing
polices and procedure of human resource as well as solving issues relating to these policies in the
Whirlpool.
2

Laws and regulations: HR consultant must have knowledge about laws and regulations
in relating to employment, labour, health and safety regulation in the organization. With the help
it, they are giving advices and suggestion solve problems relating laws and regulations in the
workplace.
Professional Behaviours:
Self motivate: HR consultant can be self motivate by giving appropriate advice and
suggestion to employers of human resource department at workplace. Through it, they make sure
that all employees are also self motivated and committed to solve problems in the Whirlpool.
Creative thinking: HR consultant could be creative thinking and open minded for giving
advice and suggestion to employers relating to strategies and policies implementation in crisis of
Whirlpool (Kelle and Buchholtz, 2015).
Honest and polite: HR consultant must have honest and polite in the workplace. It is
important to work with honesty in the organization. They are also behaving with politeness to
their employees in the Whirlpool.
Professional Skill:
There are various skills that are helping in professional development in the workplace
such as problem solving, decision making, conflicts resolution, leadership skill etc.
Problem Solving Skill: HR consultant must have problem solving skill by creating
innovative ideas and thoughts for solving issues in the Whirlpool. Therefore, they are giving
advices and suggestion to employers for determining difficulties of organization.
Conflicts Resolution Skill: HR consultant must have conflicts resolution skill, so that
they are giving advice and thoughts to employers of Whirlpool. They are following different
methods and techniques for resolving the battle of organization.
Time management Skill: HR consultant must have time management skill for give
proper ideas and advices on time, so that employers are taking the appropriate decision of
solving problems (Lin, 2015). With the help of it, company achieve goals and objectives of
business.
3

Leadership Skill: HR consultant must have leadership skill for directing team in the
workplace. With the help of it, they make efforts on employee engagement in solving issues of
company and improving culture of Whirlpool. Through it, they are achieving goals and
objectives of workplace.
Therefore, professional knowledge, skill and behaviour are essential as HR consultant,
because, they are giving advices and ideas for solving issues that are happened in crisis of
Whirlpool. So that, it is important to develop their abilities, knowledge and behaviour for solving
problems in the company. This also helping in improving work culture and employee
commitment to support business performance objectives of Whirlpool. This assists in transparent
communication between team members in the workplace.
Personal skill audit and professional development plan
Personal skills audit:
It is technique of identify weakness and threats that are influencing in professional and
career development of individual. With the help of it, create huge opportunities for developing
career and achieving personal and professional goals. This also helps in improving performance
in the organization.
Strengths
Great conflicts resolution skill.
Good decision making skill.
Great negotiation and sales skills.
Weakness
Poor time management skill.
Poor leadership skill.
I am unable to work under high level pressures.
Opportunities
Building up relationship with workers.
High potential for facing challenges.
Developing interpersonal skills.
Threats
Communicating in front of large audience.
Difficulties to solve complex issues.
Low ability to understand complex situations.
Professional Development Plan(PDP):
4

It is also known as employees as well as single person development plan that is utilized to
meet career goals and set out strategies. It takes time and planning for creating professional
development plan. This helps in determine and acquire professional abilities and knowledge to
achieve objectives of professional as well as hold on track success.
Skill Current
proficiency
Target
proficiency
Strategies Time frame
Leadership skill I am unable to
give training to
my team
members.
I will develop my
leadership skill by
taking advice
from supervisor.
Through
attending training
session, I will
develop mu skill.
Within 1 month.
Problem solving
skill
I am unable to
solve complex
and quick
situations and
problems in
Whirlpool.
I will improve my
skill by taking
advice from my
supervisor.
Through, taking
advice with
superior, I will
improve problem
solving skill.
Within 2 weeks.
Communication
skill
I am unable
proper
communicate
with people in the
Whirlpool.
I will improve my
skill by attend
training session.
By taking
suggestion with
superiors, I will
improve my skill.
Within 1 weeks.
Time
management skill
I am unable to
manage my time
on competing
work in the
company.
I will improve my
time management
skill by taking
suggestion from
superior.
Through joining
training sessions,
I will improve my
time management
skill.
Within 1 week.
5

M 1 Professional skill audit for information of personal reflection
Through professional skill audit, I am improving my time management, communication,
leadership and problem solving skills for effective execution in the workplace. With the help of
it, I am giving the best training to my team members and impressive transparent communication
with all team members.
Organizational and individual learning, training and development
Basis Organisation learning Individual learning
Meaning It is activity of scheming and
transferring knowledge within
company.
It is procedure of getting of new skills
and thoughts in the Whirlpool.
Benefits It is good for developing relations
with capitalist.
It is advantageous for increasing
experience of individual(Dixon,
2017).
Importance Organizational learning is valuable for
increasing productivity and
performance of organization.
Individual learning is important to
develop skill and capabilities of single
person.
Criteria Organizational training and
development
Individual training and
development
Meaning It is procedure of providing updated
data of impressive performing to
employees in the Whirlpool.
It is process to determine
requirements of preparation of
individual in the company.
Importance It is necessary to resolve conflicts and
improve performance of
organization(Lin, 2015).
It is valuable to improve execution
and job satisfaction for individual.
Advantages It is beneficial for enhancing
productiveness of organization.
It is good for developing abilities and
capacities to perform of single person.
6

Organizational training and development: It is activity of creating possibilities for
achieving goals and objectives of organization. Organization training helps in addressing
weaknesses, increasing quality and standards in work. With the help of it, enhancing innovation
in new approaches and goods, decrease labour turnover, increase image of organization. It is also
improving culture and behaviour, changing atmosphere of organization(Jesinoski, Miller and
Volker, 2016). It is made-to-order programs to meet particular wants of organization. With the
help of it, building relationship with employees and management in the company.
Individual training and development: It is action of develop abilities and capabilities
for achieving goals and objectives of single person. With the help of it, individual improve
execution and creating opportunities for future and career development. Through training,
increase self motivation, confidence and creating thinking of individual. By this, individual is
getting new ideas and creation for solving problems in the workplace.
Continuous professional development(CPD) to drive sustainable business performance
Continuous professional development (CPD) is ongoing procedures of learning and
continuing personal growth. This helps in increase knowledge and abilities for current job role
and future career progression. It is one of primary process by which high standards of
professional practice as well as relevance and currency of qualification as well as preserved
experience(Buchanan and McCalman, 2018). CPD is the holistic assurance of professional in
the direction of improvement of personal abilities and aptitude throughout their careers. It is
utilized to determine learning activities professionals involve in to expand and increase their
skills. It allows learning to become aware and positive instead of inactive as well as thoughtless.
CPD joins various methods to learning like workshops, seminars, conferences, e-learning
events and contributing the best tools as well as thoughts that are directed for single person to
recover and have impressive professional growth. There are many things that continuing learning
is important for professional development in the organization.
Importance of continuous professional development at workplace:
 It is approach of learning assists employers’ crosswise businesses to hold primary
workers.
 It enhances abilities and understanding in their Whirlpool to retain sustainable as well as
competitive advantages.
7

 With the help of continuous learning, increasing skill and knowledge for personal and
professional development.
 It helps in enhancing capacities for improving performance of individual and team.
 CPD aids improve current positions and future goals for career to single person.
 It ensures to that employees contributes in team and increasing effectiveness in the
organization(Ogbonnaya and et.al., 2017).
 With the help of CPD, enhancing quality and standards for effective performing,
developing skills and knowledge for improving culture of Whirlpool.
 It helps in improving behaviour, attitude and building the relationship between employees
and supervisor.
 CPD give new skill, knowledge and opportunities for increasing experience and
involvement in solving problems in Whirlpool.
 With the help of CPD, individual and firm sharing accountability, mutual respect and
transparent communication with team members for achieving sustainable business
performance.
Therefore, HR consultant giving advice and suggestion to employers of Whirlpool to create
continuous learning work environment and professional development of individual of team in the
workplace(Kelle and Buchholtz, 2015). With the help of it, increasing knowledge of techniques
that utilize in managing high risk in task. It enhances self motivation, confidence, positive
attitude and attributes for impressive working in the organization. Company needs to adopt
continuous learning cycle that involves some steps such as identify needs, reflection learning
after that applies and sharing learning.
M 2 Apply learning cycles theories
With the help of Honey and Mumford learning cycle, assists to analysing the importance
of implementing continuous professional development. There are four learning styles are
involves like activist, theorist, pragmatist as well as reflectors. These kinds of styles aids to
identify learning style which is used in continuous learning in the workplace. On other hand,
Kolb's experimental learning theory. There are four basic style such as concrete experience,
reflective watching, abstract concept and active concept.
These learning theories help to implement continuous professional development which
involves developing skills, knowledge, capabilities and competencies for working in the
8

organization. Through this, workers easily improve performance and increase productivity for
the job role. With the help of it, employees easily achieve their personal and professional
objectives and goals.
D 1 PDP set out learning goals
PDP is fixed learning goals and training that assists to develop skills and knowledge to
team members. Therefore, it is aiding in solving battle of company by sharing responsibilities
and transparent communication with team in the Whirlpool.
HPW contributes to employees engagement and competitive advantage
High performance working (HPW) is practices and employees arrangement plans that are
enhancing productiveness and profits of company. With the help of HPW, increase employee’s
engagement, building relationship and trust with workforce as well as improving work culture of
Whirlpool. It is structure is corrective measure because various techniques and measures of
administration. Through HPW, employees are increased motivation and productivity. HPW
assists increasing self confidence, self managed and decrease status distinction among managers.
HPW contributes employees’ engagement
High working performance increases employee engagement in the organization. With the
help of it, lead to organizational succeed and direction of attention. Through it, develop skills and
knowledge, employees are more committed and involved in solving problem of Whirlpool. High
performance working practices helps in increase creativity and innovative ideas as well as
thoughts to employees for solving conflicts of organization in crisis(Karatepe, 2015).
. There are many things that HPW contributes more engage employees in workplace. Such as:
Developing abilities: High performance working practices assists in developing abilities
and capacities of impressive performing in organization. With the help of it, workers are more
committed for transparent communication, mutual respect and sharing responsibilities for
solving battle in Whirlpool.
Sharing information: High performance working practices helps in developing abilities
and knowledge to workers. So that they are sharing information and giving creative ideas for
solving conflicts of Whirlpool.
HPW contributes Competitive Advantage
HPW contributes employee engagement as well as competitive advantages in the
organization. With the help of HPW, improving performance and increasing productivity of
9

company. This helps in increasing competitive advantages for firm. Through it, employees are
highly committed in solving battle in Whirlpool. High performance working helps in making
decisions easily regarding sharing accountability, resolution of conflicts, mutual respect and
transparent communication between team members in the workplace(Karatepe, 2015).
With the help of it, HR consultant give advice and suggest that changing elder high
performance working system for improving work culture and sustainable performance of
business. There are many practices are involving such as regular performance appraisal,
employee rewards, programs, suggestion by workers as well as innovation programs. Through it,
workers are more involving in solving conflicts and competitive advantages of Whirlpool.
M 3 Benefits of HPW
High working performance helps in situation of company like reduce productiveness,
increasing labour turnover etc. HPW is beneficial for employees for involving to solve
conditions of Whirlpool. With the help of it, workers are more committed to improve work
culture and performance of business. High performance working is more beneficial for
increasing quality of work, improving performance in the organization. With the help of it,
employees are easily solving the issues such as understanding the tasks, solving difficult
situations, mutual respect within the Whirlpool.
Different approaches to performance management
Performance management is practice of human resource management of organization. It
is essential to measure execution of single person for their improvement in the workplace. This is
expressed to the workers at the time their performance appraisal. It refers to assessment of
workforce, giving them with valuable feedback and designing positive impacts on upcoming
execution. Workers execution depends upon number elements like work profile, compensation,
job satisfaction etc. These elements are defined workers productiveness and growth of company.
There are different approaches to manage performance in the Whirlpool such as:
Comparative Approaches: Employees are ranked on the basis of highest to lowest
performer. There are many theories are involved such as forced distribution, paired comparison
and graphic rating scale. In the paired comparison technique that includes compares one player
with the other and assigns core of 1 for higher players. The final execution score is outline of all
the wining points.
10

Attributes Approaches: In this theory, workers are rated on the basis of particular set of
factors such as problem solving skill, team work, communication, creativity and invention.
Graphic Rating Scale involves rating workers on scale of lowest to highest. Organization adopts
this approach, because of; it is simplest approaches for rating workers in the workplace.
Behavioural Approaches: It is older technique of performance management. There are
two techniques such as Behavioural Anchored Rating Scale (BARS) and Behavioural
Observation Scale (BOS) involving in this approach. It gives more particular explanation along
with incidence in relating to worker attitude for an impressive execution. It is appropriate for
dependability and correctness that are major disadvantages in this theory.
Result Approaches: In this approach, company rank workers on the basis of result of
execution of employees. There are many types of this approach that are Balanced Scorecard
techniques. This concept centralise four perceptions that are involved such as financial,
community, operations and learning as well as growth(Dey, 2017). Another theory is
Productivity measurement and evaluation system. This helps in increasing productiveness and
motivation by feedback. The pros of this approach are exchanged approach into function with
more universal view.
Quality Approaches: This concept is centralised on recovering customer’s satisfaction
by decrease mistakes and accomplishing continuous services invention. This also directs on
utilize of Kaizen procedures in terms of ongoing improve business procedures. The pros of this
approach such as evaluation of both workers and scheme, problem solving by team work, utilize
of several to evaluate execution as well as engagement of both inside and outside elements.
11

Figure 1 Performance management Approaches
Source: (Performance Management Approaches, 2017)
With the help of these approaches, employees are improving execution and increasing
productivity in the workplace. Through it, they are enhanced skills and knowledge for improving
work culture and commitment in the Whirlpool. These approaches are helping in improving
quality and standards for high working performance in the organization. This is also enhancing
behaviour and attributes of an individual in team work and more committed in solving problems
and conflicts of Whirlpool.
M 4 Various approaches for supporting high performance culture
Behavioural approaches help in determining attitude of workers and also aids in
managing execution by utilizing BARS and BOS techniques. Both methods are simple and easy
theory to manage the execution of workers. On the other hand, attribute approach helps in
improving performance by effective team work, communication and problem solving. On other
side, quality approach also help to improve quality of work in job role, improving the
performance and achieving the sustainable objectives of organization. Through this approach,
employees are highly committed towards their responsibilities in the workplace.
12

D 1 HPW contributes to improve employees engagement, competitive advantages and
commitment
High performance working helps in improving execution of workers and more committed
to include in decision making procedure that give to Whirlpool for increasing competitive
advantage. HPW assists to team members for solving conflicts and achieving goals of company
as well as individual. With the help of it, employees are more engaged for improving high
performance work culture and competitive advantage.
CONCLUSION
This report has summarised that HR professional requires professional skills, knowledge
and behaviour in the organization. It can be concluded that personal skill audit and professional
development plan for determining abilities, knowledge and attributes in Whirlpool. It can be
discussed that learning, training and development of organizational as well as individual for
developing skills and knowledge of single person and company. Furthermore, report has
completed that meaning and importance of continuous learning and professional development to
support sustainable performance and objectives of business. It can be analysed that high
performance working practices that contributes in employee engagement and competitive
advantages within organization. It can be discussed that various theories to manage performance
in relation to support high performance culture and commitment at workplace.
13

REFERENCES
Books and Journals
Buchanan, D.A. and McCalman, J., 2018. High performance work systems: The digital
experience. Routledge.
Dixon, N.M., 2017. The organizational learning cycle: How we can learn collectively.
Routledge.
Germain, M. L. and McGuire, D., 2014. The role of swift trust in virtual teams and implications
for human resource development. Advances in Developing Human Resources. 16(3).
pp.356-370.
Jesinoski, T., Miller, G.J. and Volker, J.X., 2016. Entrepreneurial Human Relations And
Organizational Behavior. Business Journal for Entrepreneurs, (4).
Karatepe, O.M., 2015. High-performance work practices, perceived organizational support, and
their effects on job outcomes: test of a mediational model. International Journal of
Hospitality & Tourism Administration, 16(3), pp.203-223.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Kelle, U. and Buchholtz, N., 2015. The combination of qualitative and quantitative research
methods in mathematics education: A “mixed methods” study on the development of the
professional knowledge of teachers. In Approaches to qualitative research in
mathematics education (pp. 321-361). Springer, Dordrecht.
Lin, H., 2015. Discussion on adding professional skill course in neurosurgery professional degree
postgraduate training. Chinese Journal of Medical Education Research, (2), pp.161-163.
Ogbonnaya, C. and et.al., 2017. Integrated and isolated impact of high-performance work
practices on employee health and well-being: A comparative study. Journal of
occupational health psychology, 22(1), p.98.
14

Online
Dey. A., 2017. Performance Management Approaches. [ONLINE]. Available through. :
https://www.projectguru.in/publications/approaches-measuring-performance-employees/.
15