Developing Individuals, Teams & Organisations: Whirlpool

Developing Individuals, Teams
and Organisations

INTRODUCTION
There are certain factors which are necessary to run a company and for development of
an organization by earning profits or providing services. Aim of this report is to analyse
knowledge, attributes and skills needed in the HR department of an establishment. It is a base on
professional as well as organization's improvement of Whirlpool which is the largest
multinational American company operating in more than 70 countries and deals in home
appliances. In addition, it includes necessity of analysing continuous individual development to
gain sustainable growth along with different approaches or methods applied to manage the
performance of employees in Whirlpool.
Another purpose of this project is to appreciate developing abilities to achieve high
performance in cross organizing. Professional betterment helps in improving working of the
teams, workers and organization for which they work. This will generate awareness in the
employees learning and understand how development needs are linked to studying interventions
aimed at supporting firm's strategy.
TASK 1
P1
Human Resource Management deals with staffing, recruiting, training and developing,
compensation, pay roll, dismissal of employees in an organization. It is their responsibility to
plan and implement all course of actions related to staff, working, joining, and leaving the firm,
leaves and payments. Below given is the job advertisement shown on for the vacant job position:
JOB OPPORTUNITY
A known firm has is hiring skilled workers who will be able to support the organization to grow
in positive direction. Currently looking forward to find highly motivated and result oriented
individuals.
HR Manager
The ideal candidate should be MBA or equivalent degree holder from a reputed institute with
five years of minimum experience. Candidates willing to apply for the same are required to
contact on the below given number or mail us:
Mobile: [phone]
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Email ID: [e-mail]
According to the size and scope of an organisation, its range is being determined. Whirlpool is
the largest home appliances maker in the globe having employee strength of nearly 100000.
Maintaining and developing such a large establishment and employees needs knowledgeable,
skilled and behavioural HR professional at each level for growth, evolvement, training of new
recruits and then the entire structure (Belbin, 2010) .
The knowledge, skills, and behaviours needed by a HR professional must be to manage
all employees and to analyse their satisfaction level.
Knowledge required for a HR:
Personal and Human Resources- HR of Whirlpool requires to have awareness of
principles and processes for personnel recruiting, selection, training, compensation and benefits,
relations of labours, and negotiations.
Administration and Management- It is the understanding of management and business
ethics involved in strategic planning, allocation of resources, modelling human resource,
technique of leadership and coordinating people in the Whirlpool Company’s environment. For
recruitment there are different rounds through which candidates go through and as a HR it is
important to have proper management of rounds done so that capable workers can be hired for
the business.
Market Knowledge- HR must have a full knowledge of the market so as to formulate
certain policies and implement them in the organization. They should also be aware of the
demand and supply force of market, trends, preferences which can affect the recruitment process
of staff in Whirlpool. HR need to have proper understanding about the trends and preferences of
customers and should make use of it in order to selected candidates who can support the firm to
grow.
Psychology, Sociology and Anthropology- It is the understanding of human behavioural
performance, differences in individual's ability, assessment or treatment of disorders, group
dynamics and attributes, trends in society their influences, cultures and their history ( Eime, and
et.al., 2013).
Skills needed for an HR
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Role model- The main skill required by an HR professional at Whirlpool is to be a
motivational and inspirational component to the employees. Words, actions, positive chemistry,
integrity, communication are the traits that should be followed by the employees in the
establishment. They must not act as an irresponsible manager and must always address the
employer in a proper manner, and must solve issues of employees by taking correct decisions.
Leadership- It is one of the main skills which an HR professional should possess. Being
a good leader HR professionals must encourage or motivate employees to bring extra in their
work, help teams, groups and organization's developments. To hire employees for the business
leadership skills enable to focus on the skills and capabilities that candidate possess. This way, it
enables managers HR to select skilled workers in appropriate manner.
Coordination- HR of Whirlpool will be the link between management and employee .
They need to coordinate among them. At the same time, they must also synchronize with
external environment to ensure that there is communication between the macro environment and
Whirlpool. For recruitment and selection process, it is important to have proper coordination
with others so that within the set time skilled worker suitable for the business can be hired.
Behaviour
Employee concern- HR should be available for helping and motivating employees at
Whirlpool and it can be implemented if there is enough concern and care about all the staff in the
organization.
Tolerance of stress- Job of an HR is stressful and responsible so they should be able to
manage their tension levels while working and must not affect the workers of Whirlpool's (West,
and et.al., 2010).
Self controlling- HR professionals should have a control on self, anger and aggressive
nature to avoid further problems which may occur due to these emotions or feelings at work in
Whirlpool. HR should not partial at the time of recruitment and should hire individuals as per
requirements.
P2
Determining personal skills and knowledge requires several operations which are to be
finished to attain satisfactory information relating to own strengths and weaknesses. This is also
helpful in analyzing quality which is to be improvised inside a HR professional of Whirlpool.
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Main role of Human Resource Consultant in an organization is to ensure and decide
changes in the operations which must be finished and performed to understand the business and
employee requirements. To enhance the efforts and motivating of staff who are seeking job
needs and level of exertion are meant to be created.
Strengths- Whirlpool is the world's largest home appliances manufacturer and a leading brand
having adequate revenues. They have a unique design which considers better quality. It has more
than 60 units of manufacturing and technological R&D centers.
Weaknesses- Limited variety of products is a reason behind reduced market share and
profitability. It also lacks in perfect strategies and management.
Threats- Reduced value of operating or net profit margin over years. Tough competition and
strong competitors are also a risk factor.
Opportunities- Whirlpool needs to develop products over international segmentation which will
benefit in revenue generation. Developing online marketing techniques will help in creating
unique identity (McCormack, and et.al., 2011).
Personal Audit Skills: While developing professional HR quality in the managers of Whirlpool
there is a need to analyze the real strength of an individual to handle or evaluate the
organizational activities and human resources in the company. There are some of the areas that
are required to be developed:
IT or Computer Skills- They must be well versed with IT skills related to preparation of reports
as well as presenting them to the Whirlpool heads. If they do not possess any relevant abilities or
knowledge of such software, applications and devices then required training must be provided
for them to learn things.
Communication Skills- It is required to deliver messages to one person from another
person of conveyed thought to implement in the operational activities of the company. So there
will be a need to build positive relationships between co-workers making it easy to transfer
information. A favorable communication must be attained by an Executive Manager to easily
present their vision and justify the objectives of company.
Managerial Skills- HR needs to examine the requirements of a firm, i.e. number of
employees and amount of funds. A manager must acquire knowledge in managing conflicts
which may incur during operational activities. The requirements of the workforce should be
studied which could generate adequate information related to needs, wants, requisites of
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manpower and also manage their wages. Satisfactory management of salary, remuneration,
bonus, incentives or commission must be a needful factor (Ryan, S. and O’Connor, 2013).
Managing Conflicts- Issues at workplace are to be resolved by the operational managers
in making correct decision and implementing changes in duties and responsibilities offered to the
employees of Whirlpool.
With the help of personal development plan, it enables to determine the areas in which
development can be made. With this respect, below given is the PDP:
LEARNING
OBJECTIVE/
GOAL
SKILLS THAT
ARE TO
DEVELOPED
AVAILABLE
OPPORTUNITI
ES
CRITERIA
FOR
JUDGING
SKILL DEV.
TIME
SCALE
EVIDENCE
It or computer
skills
Proper listening Observing
Videos
Online tests
feedback
8 days Mentors
Leadership Knowledge
assigning task
Observation Videos
performance
3 weeks Seniors
Clients
Managing
conflicts
Confidence
Gestures
Coaching
classes
Seminar
presentation
videos
Video recording
performance
Feedback
15 days Friends
Clients
Time
Management
Completing task
on time
Making time
table
Seminars
Videos
Performance
Feedback
9 days Top head
Superiors
Managerial
skills
Increasing
confidence
Observing
seniors
Performance
feedback
2 weeks Superiors
Effective
Communicati
Vocabulary Reading books
Coaching
Oral
communication
3 weeks Peers
Friends
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on classes
Dictionary
online tests
written test
By making use of the above given PDP, it will be helpful enough to focus on develop
mentioned skills in 1 month time.
P3
Training and development of employees is an essential part and function of human
resource management. It aims at improving performance and productivity of the workers.
Grooming is an organized program by the organization to create knowledge and skills inside an
employee as per the job need. Development is an activity organized to make the manpower of
the firm acquire and evolve. Preparation is done to provide skills, gain knowledge and make
work efficient and effective. In the other hand, Evolution is concerns with the future growth of
employees to make them expand their curiosity and objectives are stated broadly. The knowledge
part is more focused on a particular job in any field but the improvement is related to career and
future of the employees which continues through lifetime. On the job training and off the job
training are kinds of training methods. Development doesn't require any specific know-how if
employees of Whirlpool. Grooming is done to present employees of an organization so that they
can take help from each other’s to solve issues while learning. Improvement is relationship with
both present and future outcomes in Whirlpool. To enhance talent and skills of s staff a good
training must be provided by the HR. development helps to run the working of the company
smoothly (Langkamp Bolton, and Lane, 2012).
In the individual and organisational learning program, there may be use different models
that are Observe-Assess Design Implement Cycle Model and Lewinian Experiential Learning
Cycle Model. The OADI model several persons experience concrete the events and actively
observe that assessing and happening their experience by reflecting their own observations. In
the other hand, the LEL cycle model describes the experiential learnings that suggest the
experience plays a central role in the learning process.
Differences between individual learnings and organisational learnings:
Basis of differences Organisational learnings Individual learnings
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Meaning Organizational learning is the
way of creating new
knowledge and improving
oneself. It is applying
proficiency for a purpose and
learning from the process and
outcome. It is the task
provided by the company that
the employees need to be
learned (Langkamp Bolton,
and Lane, 2012). Overall
learning and group project are
involved in this context.
Individual learning is a method
based on the power and
curiosity of a learner and
teaching them according to
that content, way of instruction
and speed. This part is learning
by itself to accurate errors
without anybody's help.
Depends An organisation is wholly
depends on the overall
efficiency of Whirlpool by
bringing them all together in
learning. It can bring changes
to its which improves To
improve performance learning
from external factors are
important as it can change the
environment of Whirlpool as a
result some practical changes
happens.
Every individual will learn
something fresh through
workshops and lectures which
will affect one's efficiency and
improves growth. In this
context it does not require any
motivation and if one is
lacking something then it
needs to be learned thereby
energizing the mind of
employee and it may happen
due to the inability to perform
a task or work.
Scope In Whirlpool company, the
grooming sessions are
delivered by expert or
Training is provides for a
particular time period to the
new employees and
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specialists who are
professional and is often
conducted as group events,
seminars etc. and the
development part is fully the
responsibility of the employee
as it is a self-learning phase or
process.
individuals and it is generally
short time period so for this
reason development is done
usually for a long period never
ending process as it is
concerned with employee's
future (Langkamp Bolton, and
Lane, 2012).
Tools Organisation use training and
development program for their
potential employees and
improve their personal skills as
well as overall productivity. It
will useful in meet to the
organisational goals and
objectives.
Individual can use training for
self development and learning
the organisational work. They
can also use such training and
development program in
expanding their own growth
and improve their skills.
P4.
Uninterrupted learning for both employees and firms is important in today's market
change. Many support financial aid foe education and benefits. Continuous learning are some
theories of continuing professional development which are:
Teacher theory: It is considered to be the specific changes in knowledge, attitudes and
skills and not effective development ( Dahlgaard, Pettersen,2011).
Mentoring and coaching: It focuses on developing relationships by way of identifying
the colleagues in workplace who's having more experience. It is a technique to train someone for
reviewing and developing.
Action research: Enables the HR to identify all training techniques and methods to
improve specified skill and teaching process.
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As new developments and advancement of the living environment there comes a need to
change ourselves (Belbin, 2010). The duties and responsibilities of a human increases according
to age, so to cope up with that there is a need to start improvising the skills. By continuous
learning employee remains satisfied and happy due to which their performance also gets
increased resulting in better productivity of business. It makes them more professional and
posses the trait to learn things quickly. Numerous companies like whirlpool thinks that HR staff
needs to be provided with latest techniques or skills to work or else they may leave the
organization. Retaining the crowning position of employees in an organization it is important for
the constant growth and development of the company. Employees of an organization are valued
the most in a firm as they the business on top level and improves performances each day. As a
result the enterprise needs to provide latest skills and techniques to the workers to learn. Because
it makes them acquire new knowledge, skills, and understand the current situation of business.
Accordingly, strategies may be made and decisive actions are taken which benefits both the
employees and business. Thereby it contributes to the profits and sales of the commercial
enterprise and can afford up-to-the-minute technology and knowledgeable workers.
Professional development- It means enhancing advance the skills in a present profession
to become expert in it and gain more expertise in that. Versed organizational employee can easily
determine a specific skill needed to complete a task or job (Eime, and et.al., 2013). That
employee can advise management regarding the improvements that can be made to prolonged
performance of the business. It also helps him to build a strong team of workers which require
uninterrupted learning ability. These individuals in the team may also help one another in
gaining knowledge after they are totally trained and acquired new skills in the job. By continuous
learning employees in Whirlpool can present the top-grade to their customers so that the lost
clients can also be retained and existing ones who are experiencing satisfaction in services will
become loyal making them draw to the brand. Maintaining the returned customers improves the
performance of the business and will be able to bear on the changes in industry or environment.
HR of Whirlpool must arrange proper training and development sessions to provide skills that
are new to workers and analyse their performance in the overall development of the company.
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P5
HPW- High Performance Working helps the HR in managing the firm and employee
participation and seriousness in order to achieve high level of execution. It is a generic approach
of involvement and commitment that can be attained in Whirlpool if there is a transparency and
trust between the employee and the management of the company ( Ryan, S. and O’Connor,
2013). It helps the management to create an ample working environment where all the
administration and members are involved in the decision making activity. As the employees are
active in the management operations then there will be a assured gain in amount of motivation
and engagement in Whirlpool. It includes the development of individuals, squad and
organization. High performance working are used by the Whirlpool's management to get
contribution of employee and gain competitive advantage. This render a broad scope of worker
participation, in the HR activities and rewards are ensured.
In an organisation, there are High Performance Working will useful for both employer
and employees. In this context, management of the company may use Bottom Up approach for
getting the best results for their work force. The Bottom Up approach is refers as to portion of
systems that work as together to give rise to more complex systems so that it makes as the
original systems, sub-systems of the emergent system. In other words the Bottom Up investment
planning is focuses on the significance of macro economic cycles and market cycles with
analysis to individual stock.
Contribution to employee engagement by HPW – In an organisation the High
Performance Working planning is beneficial for its employees so for this reason in the human
resource department of Whirlpool company implement different strategies that includes better
working environment for all the employees of each level ( Dahlgaard, Pettersen,2011). This
advanced reach of employee’s participation increases growth and gains. Here all the workers are
in everyday touch with the management thereby helping in solving problems of each other.
HR practices- To help them grow over and evolve, every kind of patterns and routines
needs to be implemented.
Reward and commitment for potential workers - Involvement of employee at Whirlpool
are eligible to get the honor for their carrying out of work ( Dahlgaard, Pettersen,2011). It will
increase the sincerity of workers to the organization and useful for the company in order to
achieve desired goals and objectives.
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P6
The anchor for any firm or company is the measuring executing of individuals working at
the organization. It helps to ascertain and examine efficiencies of manpower and choose kinds of
training that they need to promote existing skilfulness ( Langkamp Bolton, and Lane, 2012).
Performance management is the part of HR managers that includes managing the performance or
practicality of employees who are working within the company. Many strategies are used by the
HR professionals to manage performance of employees like that of balanced score card. Three
steps are involved in this process:
High performance culture
KPI
Organization culture
Managing performances of employees there are a broad mixture of methods that which assist HR
manger of Whirlpool:
Comparative Approach- HR manger makes comparison among groups on the ground of
piece of work finished, end product or execution. Ranking is given to every group in this
mentioned approach at the workplace ton evaluate performance. It is a best and easy way to
assess performance of groups. In Whirlpool four teams working into groups who delivers
outcomes in 11 days will be given Rank 1 and one which completes the same in 8 days will be
ranked second (Dahlgaard and Pettersen, 2011).
Attribute Approach- In this method of performance management some factors are used
by the manager to measure employees level of efficiency needed for completing tasks.
Parameters used in this approach may be problem solving skill of individuals, opinions,
creativity, invention, connection, cooperation etc. according to these variables to give the
employees ratings graphic rating method and mixed rating scales at the working environment are
implemented at Whirlpool.
Result approach- This method of performance management is simple and straight
forward. For the application of such kind of particular approach to rate workers a Balanced score
card method is given. The expressed method includes four perspectives that includes financial,
internal business activity, learning and growth as well as customers. In Whirlpool last
perspective is taken into consideration.
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Quality approach- This is another suited method that which focuses on satisfaction level
of clients considering quality of goods and services provided by Whirlpool. Employers of the HR
manager of the selected firm may take response from the employees on a regular basis so as to
get information easily to ensure quality increase or decrease (Belbin, 2010).
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CONCLUSION
From the above project of developing, team and organization at world's largest
manufacturer of home appliances company Whirlpool it was broad and distinct by the report to
become a booming HR of a firm they need to possess some skills, knowledge, and some set of
behaviours so that they may be useful for the company. While enforcement and assessment to
cause the sustainable business performance certain factors are to be considered. Whirlpool uses a
high set of guidelines which are of high performance that assists the employees to work in
prompt manner which in turn increases their involvement.
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REFERENCES
Books and journals
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