Performance Management for Organizational Development

This report discusses the significance of performance management in developing individuals, teams, and organizations. It emphasizes the role of human resource departments in employing capable candidates, inspiring skill development, and creating a work-friendly environment. The assignment highlights Whirlpool's example of implementing a high-performance culture through shared accountability, transparent communication, and mutual respect among staff members.

DEVELOPING INDIVIDUALS, TEAMS AND ORGANIZATIONS
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Table of contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
Analyze employee knowledge, skills and behaviors required by HR professionals.......................3
1.Carry out a mini-research to determine the appropriate and professional knowledge, skills
and behaviors that are required by HR professionals in an organization with special reference
to the case study Whirlpool..........................................................................................................3
2.Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviors and develop a professional development plan for a given job role in an organization
with special to the case study Whirlpool.....................................................................................4
Task 2...............................................................................................................................................6
Analyzing the differences between organizational and individual learning, training and
development, with reference to the case study of Whirlpool.......................................................6
Analysis of the need for continuous learning and professional development to drive sustainable
business performance in the United Kingdom with special reference to the case study
Whirlpool.....................................................................................................................................7
Task 3...............................................................................................................................................8
Demonstration of the understanding of how HPW contributes to employee engagement and
competitive advantage within Whirlpool or any other organization............................................8
Task 4...............................................................................................................................................9
Evaluating the different approaches to performance management (e.g. collaborative working),
and demonstration of it with specific examples how they can support high-performance culture
and commitment in global organization with special reference to the case study Whirlpool......9
Conclusion.....................................................................................................................................10
Reference List................................................................................................................................11
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Introduction
The theme of this report is to provide an overview about the roles and responsibilities of HR
department in enhancing the operational procedure in an organization. It is also been discussed
about the HR practices for enhancing the performance of the employees and top meet the
organizational need. It has also been discussed about the performance management of the
employees to support high performance culture and commitment in global organization.
Task 1
1.Carry out a mini-research to determine the appropriate and professional knowledge,
skills and behaviors that are required by HR professionals in an organization with special
reference to the case study Whirlpool
It is very essential to understand the appropriate professional knowledge, skills and behavior
which are required by any HR professionals for conducting the business process smoothly.
Thus it is very important for the \hr professionals to evaluate and understand the concept of CPD
or continuous professional development, which is one of the essential properties in the process of
evaluating business performance (Stinson et al 2016). After having a research on whirlpool
organization it could be noticed that this organization requires certain skills, behavior and
professional knowledge in order to carry out the profession of HR. according to the analysis
these are the certain requirement that the recruitment body observe before recruiting the
candidate as an employee to this organization:
● Professional knowledge: as an HR professional the candidate must possess knowledge
about their job role. In order to conduct the business smoothly and creating and employee
empowerment it is very important that the HR professional understand his job role and
duties, thus implementing and executing their plans and strategies for the growth of the
organization and provide employee satisfaction.
● Skills and traits: the skills and traits is one of the most important characteristics of an
HR professional in order to achieve success. They should possess strong communication
skills in order to develop a good relation with the employees and other parties involved in
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the business. It is also very important in Whirlpool organization that the HR professional
must possess and a strong ethical standard and provide it in the workplace within every
employee. They should also have a strong organizational skills, as whirlpool is a large
organization so it requires HR professional who are talented in organizational skills. They
should be able to recruit employees, trained them and as well as fire them regarding
their performance or behavior .
● Behavior: an HR professional's behavior determines how they execute their plans or
what relation they had maintained with the employees or clients (Rummler et al 2012).
The company whirlpool is very focused on choosing as HR professional with high moral
value and should possess strong behavior in respect with their work and personal life.
They must be a decisive thinker and decision maker. This job profile requires this
behavior as they have to face various people with different queries and proposals. They
should also be courageous to face any challenge. They are the one who deals with clients
or other employees in this organization, so they must be courageous enough to face any
situation arising in the organization.
This are some key skills, personal knowledge and behavior that an HR professional should poses
in Whirlpool organization.
2.Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviors and develop a professional development plan for a given job role in an
organization with special to the case study Whirlpool
A professional development plan is created by the HR managers or Audit employees with the
employee in order to identify the skills and resources needed to support the employee career goal
and obtain organizational need. Whirlpool faced critical issues on 2011 due to lack of skills and
knowledge needed for the organizational purpose. For this purpose the HR professional and audit
employees have initiated professional development plan for the employees in order to meet the
organizational need and for the employees own personal development (Marquardt et al 2012).
There are certain plans implemented by whirlpool to maintain those requirements:
● Upgrading skills: they have initiated plans for identifying what skills that are needed to
be upgraded and identified ways to acquire those knowledge or skills. They have
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conducted online seminars, education programs and workshops to develop those skills.
Whirlpool also conducted information technology seminars and workshops in order to
develop the computer skills of their
● Developing communication skills: they have also initiated communication skills to their
employees in order to upgrade their communication label for their personal development
and to meet the organizational need. there the certain steps taken in order to upgrade the
communication skills like. They have Enrolled their employees in multi linguistic classes.
Identifying the organizational preferred ways of communication they have trained their
staffs. In accordance with the respective capabilities and job role of their employees the
training was provided.
● Problem solving programmes: they have also initiated plans and programmes to develop
employees problem solving techniques and decision making (Kozlowski and Bell 2013).
Firstly they have identified the gaps in the management and accordingly they have
initiated plans and programmes to guide the employees how to face crucial situation and
making decision accordingly.
● Interpersonal development plan: to meet the organizational requirement it is very
important that the organization have a good work culture and the employee have good
relation with the management and other employees. In order to develop this inter personal
skills like verbal communication, listening skills and problem solving whirlpool initiated
interpersonal development plan for their employees which helps the employee for their
own personal growth and to sustain in the organization by meeting the organizational
needs.
These are certain steps taken by whirlpool HR professional to develop professional development
plan for the employees to upgrade their skills, knowledge and behavior in order to meet the
organizational need.
Task 2
Analyzing the differences between organizational and individual learning, training and
development, with reference to the case study of Whirlpool
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Organizational learning is the outcome of organizational study. In this process gaining
knowledge, retaining it and the processing of the knowledge in order to get a fruitful outcome
happens within an organization. This is not an individual contribution to the learning process
(Ellinger and Ellinger, 2014). Organizational learning covers any topic which is appropriate for
the benefits of the organization and therefore it has a broad sphere. Whereas, individual learning
process deals with one specific student regarding his or her idea of gaining knowledge about a
subject and dealing with it through his or her strength and weakness. Learning cycle is an
important tool to understand the bases that a learner goes through while acquiring the
knowledge. It is a cycle that starts with Active experimentation which means trying the thing one
has learned by making the concrete experience which is doing an activity or having an
experience (Aguinis and Kraiger, 2015). It follows reflective observation which means reviewing
the experience. The cycle ends with abstract conceptualization by making a conclusion with the
study. If the report is studied in terms of the case study of Whirlpool, then differentiation of
organizational learning and individual learning will be easier. Whirlpool started to conduct
weekly meetings on focusing the urgent tasks which needed to be performed well and quickly. It
was more like an operation which was conducted to literate employees about the major causes
that was affecting the business. This is what organizational learning is, where all the employees
are gaining knowledge about a certain topic and making a fruitful result. To deal with any
strategic issues with great effectiveness and creativity, NAR staffs were taken to special off-site
meetings. This is because of creating a bond among them so that they can perform the task
cordially. Besides the organizational learning, NAR staffs were also given access to
communicate with the president or manager directly in order to resolve the confusion regarding
any task. Therefore, the difference between organizational learning with individual learning,
training and deployment is organizational learning makes an employee more effective in the
team work and communication whereas individual learning helps to understand a problem with
more depth and also provides a chance to find the conclusion with personal ability and creativity
(Hoefling, 2012). Whirlpool used both the methods in order to improve the abilities of the
employees so that they can cope up with the pressure period for maintaining the loss in
production they were having that time. As an HR executive it is important to analyze the skills of
an employee both individually and as a team member to understand their ability to understand
the problem and make a consecutive conclusion.
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Analysis of the need for continuous learning and professional development to drive
sustainable business performance in the United Kingdom with special reference to the case
study Whirlpool
Organizations of United Kingdom have used different measures to maintain the sustainability in
the business performance. Professional development is a process that develops and increases the
capabilities of employees by educating them through continuous learning, different trainings, and
workshops. It helps to influence workers and build them as highly skilled professionals.
Professional development is not an individual procedure. Whereas, continuous learning means
skills for developing an individual person’s ability to perform any task as well as understanding
of the problems to end with a fruitful conclusion. Both of these skills are very important to
sustain the performance of any organization because it is important to train an employee both
individually and as a team. As the HR executive, it helps to understand the requirement of every
employee so that they can be recruited to the jobs where their skills can be applied according to
the requirement. Both of these are two important keys for achieving the sustainability of business
performance in any organization. During the company crisis in 2011, the North America staff of
Whirlpool played a major role to rectify the problems in order to maintain the sustainability in
their business performance as well as productivity. This team shared the commitment towards
the vision of the company goal and extraordinary performances. They shared the result
accountability, communication with transparent point of view, conflict based on constructive
ideas, respect for fellow colleague’s decision and ideas. These employees used continuous
learning and organizational learning both to gather a transparent vision to rectify the mistakes
and take action according to the requirements of the market. They also added their individual
ideas and procedures as a major investment in order to maintain the business performance. The
NAR employees of Whirlpool became the first one to learn and engage into the assessment
process of HPT and implementation of the strategies and methods to continue it. Continuous
learning professional development is right now the basic requirement for maintaining the
sustainable performance of any organization. At this present moment business environment
organizations of United Kingdom need to create standards for the rise in their productivity
otherwise they will not be able to hold their position in the market. This can be a threat to their
product demands as well as their customer sphere.
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Task 3
Demonstration of the understanding of how HPW contributes to employee engagement and
competitive advantage within Whirlpool or any other organization
Employee engagement is a versatile subject to discuss about. This is so because in an
organization employee engagement is a major tool that directly effects the productivity and
market position. However, employee engagement can happen in two ways; one is the individual
contribution of the employee by individual learning and the second one is the engagement of the
employees as a team. Two ways provide two contributions to the development in the business
performance. Competitive advantage is a different resource of the company where the employees
develop their ability and performing skills in a healthy competitive environment (Goetsch and
Davis, 2014). Competitive advantage is a great method because it helps to challenge the abilities
of an employee in order to improve it so that the employee can perform better in the task. As the
HR manager of the organization, it is always important to organize tasks which develop healthy
competition among employees. This also makes them more confident about their ability to
perform any task. HPW is basically higher performance working which is an idea or method
where employees can work as team in a healthy work environment with transparency, higher
ambition and structured work goals. It is based upon a theory where the employees perform a
work through individual learning as well as organizational learning. Competitive advantage is a
part of HPW where HR executive tries to maintain an environment where the employees will
work in a competitive attitude by challenging their abilities in order to perform better than
before. Higher performance working is an essential part of the performance development
because it states the importance of understanding the requirement of the fellow colleagues so that
as a team the employees can perform better. The tricky part of this tool is that the employees get
rewarded because of their better performance which influences them even more in future. This
tempts other employees to perform better in order to be rewarded or acknowledged for their good
performances. HPW broke the barrier between the employer and the employees and helped them
to understand the requirement of the task in a better way. When during 2011, Whirlpool was
facing a major crisis in the development in their business structure, productivity as well as
market demand, then they pioneered the strategy called Higher Performance Working which not
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only helped them to develop the skills of their employees but also helped them to create a better
work environment where the manager and the subordinate employees were able to communicate
with each other without any hesitation. It also helps to motivate the employees for better
performance. Higher Performance working is the basic requirement for Human Resource
Development to create an effective planning for the hired employees in order to make them
capable of working in stress condition with pressure management ability. Higher performance
working is a theory which makes an organization entirely performance based so that they can
focus on a straight goal and achieve higher productivity.
Task 4
Evaluating the different approaches to performance management (e.g. collaborative
working), and demonstration of it with specific examples how they can support high-
performance culture and commitment in global organization with special reference to the
case study Whirlpool
Every organization requires measuring the performance of their employees in order to know
about the abilities while performing a task. This task is called performance management. There
are many approaches to the performance management which helps to develop the high
performance culture and commitment of an organization in order to maintain their productivity
and sustain their market. As an HR, performance management can be a tricky part to perform in
any organization. The performance of an employee depends on different factors which are like
friendly environment to perform any task, compensation for any mistake done by the
organization, providing the workers with full job satisfaction with best recruitment, creating
company policies for different tasks, Providing rewards and acknowledgements for better
performance and many more. These factors can work easily to increase the productivity of an
employee which ultimately benefits the professional development of any organization.
Performance management approaches can be attribution, comparative, behavioral, quality and
result based. However, these approaches are based on different conditions (Hawkins, 2012).
Hence, an organization can use it only if it is applicable for their terms and business goals.
During the crisis period, employees of Whirlpool inspired by various steps taken by the
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management which helped to maintain their high performance culture as well as commitment
towards the organization (Hoda, Noble et al. 2012). These steps were shared accountability for
the results, transparent communication among the staffs, mutual respect for the colleagues,
accepting the interpretations of colleagues in the form of the debates. Through the help of these
steps Whirlpool managed to cope up with the crisis it was facing and also gained its position
back in the market with sustainable productivity. Hence, performance management helps to
support the high performance culture and commitment in an organization. This develops a better
work environment for the employees and helps to sustain the development of business
performance of every organization.
Conclusion
Developing individuals, teams and organizations are crucial. Usually the human resource
department has to do this job so that they can effectively employ able candidates, inspire them
for increasing their skills and make a good work friendly environment in order to develop the
business and productivity of the organization. This report shows that any organization should
know that individual learning and organizational learning can be the two effective sources for
performance management in terms of increasing the ability of employees. Whirlpool invented
the Higher Performance Culture which is effective for any organization to secure its market and
productivity by being an entirely performance based organization where the employees have
freedom to communicate with manager and other team members in order to avoid any conclusion
or flaw in the task. Human resource development is now days the basic requirement for the
organization so that they can understand employee requirements and manage the system
according to that for increasing the productivity of the organization.
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Reference List
Aguinis, H. and Kraiger, K., 2015. Benefits of training and development for individuals and
teams, organizations, and society. Annual review of psychology, 60, pp.451-474.
Ellinger, A.E. and Ellinger, A.D., 2014. Leveraging human resource development expertise to
improve supply chain managers' skills and competencies. European Journal of Training and
Development, 38(1/2), pp.118-135.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hawkins, P., 2012. Creating a coaching culture: Developing a coaching strategy for your
organization. McGraw-Hill Education (UK).
Hoda, R., Noble, J. and Marshall, S., 2012. Developing a grounded theory to explain the
practices of self-organizing Agile teams. Empirical Software Engineering, 17(6), pp.609-639.
Hoefling, T., 2012. Working virtually: Managing people for successful virtual teams and
organizations. Stylus Publishing, LLC.
Kozlowski, S.W. and Bell, B.S., 2013. Work groups and teams in organizations: Review update.
Marquardt, M.J., Banks, S., Cauweiler, P. and Ng, C.S., 2012. Optimizing the power of action
learning: Real-time strategies for developing leaders, building teams and transforming
organizations. Hachette UK.
Rummler, G.A. and Brache, A.P., 2012. Improving performance: How to manage the white
space on the organization chart. John Wiley & Sons.
Stinson, L., Pearson, D. and Lucas, B., 2016. Developing a learning culture: twelve tips for
individuals, teams and organizations. Medical Teacher, 28(4), pp.309-312.
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