Improving Training Effectiveness

This assignment provides a detailed examination of approaches to improving training effectiveness in work organizations. It explores the importance of identifying weaknesses through self-auditing and implementing strategies to enhance employee skills. The document reviews various theories, including componential theory of creativity, and examines the impact of information technology on knowledge sharing. It also discusses the role of leadership styles, such as situational, transformational, and transactional leadership, in improving training effectiveness. The assignment is a valuable resource for students and professionals looking to enhance their understanding of employee performance and development.

Developing individuals, teams
and organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviours required by HR professionals in Whirlpool.
................................................................................................................................................1
P2 Evaluating Personal skills audit and professional development plan for job role in
Whirlpool................................................................................................................................4
TASK 2............................................................................................................................................6
P3 Differences between organisational and individual learning, training and development,
with reference to the whirlpool company...............................................................................6
P4 Importance of continuous learning and professional development to develop sustainable
business performance in Whirlpool........................................................................................8
TASK 3............................................................................................................................................9
P5. Contribution of high performance working in employee engagement and achieving
competitive advantage............................................................................................................9
TASK 4..........................................................................................................................................11
P6. Management of performance by using different approaches.........................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resources professionals are having significant role in developing never skills in
the workforce of company to perform better in work culture. HR professionals should be
responsive toward the employees of company (Ainscow and Sandill, 2010). By acting
responsibly HR professional can develop new knowledge, skill and capabilities in employees to
contribute in enhancing the success rate of business firm.
Whirlpool staff and HR professional are active and responsive toward the company
newer strategies in order to deal with company of 2011 in country. The staffs of whirlpool are
active in working collaboratively as per requirement of changing external scenario.
In this particular report various skills required in HR professional is identified and
changes required in their action and behaviour as per the new policies and strategies accordingly.
This specific assignment studies about organisation learning and development comparing with
individual self-learning approaches. This report all differentiate between organisational and
individual learning. Continuously learning and professional development is also being discussed
in follow report and this approach is evaluated on the grounds of importance and contribution of
continuous learning on achieving sustainable business performance.
TASK 1
P1 Professional knowledge, skills and behaviours required by HR professionals in Whirlpool.
Behaviour of an individual can be defined as the style by which actions are accomplished
by a person. Behaviour describes the nature and responsive se of person executed against
particular situation (Amabile, 2012). The HR professional should have specific set of skills and
appropriate knowledge in order to act responsible changing need of organisation. The behaviour
or the nature executed by an HR professional in his work life largely helpful in determine the
compatibility of individual with job role. Behaviour aspect of human resources professionals of
whirlpool company can be a determine attribute for the person competence in working culture of
the firm which are described as below.
Skills:
Communication: It is one of the crucial skills that is been possess for the purpose of
getting maximum results in near future time. with the help of proper communication, one can
easily be able to attain their targets.
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Team working: It is an essential for the workers that are combine with their individual
skills in pursuits of a goal. Significance of team work in the workplace consists of accomplishing
task more effectively in near future time. The HR professional can use different activities to
build an effective team through which interpersonal relation are improved, encourages
collaboration, cooperation between employees. The activities which HR manager can use are
problem solving activities in which members faced set of challenges i.e. to work in a limited
resources, map a plan according to resources and achieve goal together. Goal setting activities in
this goals are need to clear so that employees can perform task easily. Role based activities in
this manager can defined clear role of employees so that they are being able to accomplish team
goals. Communication based activities in this group discussions, group presentation are take
place to emphasise the importance of interpersonal skill with the help of these activities HR
manager will able to make their employees work in a team.
IT: It is crucial for an individual as well as team to have proper information about the
internet and computer knowledge so that all kind of data can be stored in appropriate format. The
skills required by HR professional related to IT. They must have knowledge about social media
so that they are being able to post information regarding job opening on company's page and
encouraging employees to share that post so that they reach maximum candidates and brand
visibility is also increased. They are required to have knowledge about HRIS, ATS, cloud
technology etc. used to hire employees and manage organisational activities through which HR
tasks will improves team productivity and efficiency. ATS used to examine new candidates
through screening, interview schedule etc.
Curious: - the HR professional should be curious to know about new things and approach
to execute the task more accurately. Curiosity is having significant role is enhancing the
knowledge of person and also contribute in acting confidently toward any critical situation in
business by applying gained knowledge.
Decisive thinker: - Decisive thinking is a trait of behaviour which helps in developing
analytical approach toward any problem in life. The person showing decisive thinking in
behaviour having ability to analyse and interpreted the appropriately (Choi, Lee and Yoo, 2010).
The decisive thinker person who regiment and reinstall the decisions and develop dependable
decision to react actively toward the situation of the business firm HR professional can make
efficient and profitable decision for firm and work force of company by using his skills and
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knowledge in action. The HR manager must have quality of decisive thinking. Through, they are
being able to map or draft different solution in different problems. As same solution is not
applied to every problem. They are also required to find-out the cause of issue. HR manager
must think out of the box towards the problem so that effective solutions are mapped.
Skilled influence: - this is the characteristics of and individual to influence others by his
behavioural attributes. Skilled influence can be defined as the person is having professional skills
to influence other the person is having capabilities and skill to motivate others and influence
others as per his idea and thoughts. The HR professional should execute the traits of skilled
influence in his working and which will ultimately contribute in increasing profitability of firm.
Personally credible: - this is characteristics if the individual which develops higher
confidence in work and create trust working relations worthy. Personally credible individual not
blame other on their failure. This person accepts failure and learns new things form failure.
Person who is credible is having good leadership skills and confidant in his activities. The
persons have of believable and worth behaviour. HR professional should be personally credible
so that individual can react confidential against any critical situation and the higher executives
and the workforce can believe and trust on the reducible and defendable decisions of
professional.
Collaboration: - This characteristic in behaviour of individual largely contribute in
collaborating the functions and members as well to work for shared goals. The individual being
integration indifferent functions of department operating in business firm. This behaviour of
individual also helps in developing a motivated team and helps in strengthening the team.
Collaborative:- this characteristic in behaviour of individual largely contribute in collaborative.
The function and members as well to work for shared goals. The individual brings integration in
different functions of department also operating in business firm (Hirst and et. al., 2011). This
behaviour of individual also helps to developing a motivated team and helps in team
strengthening. HR professional should follows collaborative nature in working environment to
bring integration and collaboration in terms. This will contribute in increasing the performances
of team in workplace which will largely contribute in reacting to the critical condition as a team
as a unit So, HR professional should be collaborative so that workforce of whirlpool can work
for single shared goals of firm motivationally. The HR professional must spread strategies from
line manager to employees as to make collaboration and coordination in organisation. If there is
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a collaboration between employees and senior manager then work can be done effectively or
desired goals are efficiently accomplished. The collaboration is all about corporation,
coordination etc. between each other.
Driven to deliver: - this attribute of an individual behaviour can be verified from the
action of person engaged in delivering values and ethics to bring ethics in workplace. The
individual is responsibly active in delivering highest performance standards to the firm
(Katzenbach and Smith, 2015). The person is active in delivering higher leads to the term by
prioritising the work needs developing specific mile stones for tasks and establishing consistent
measures to evaluate performances of team.HR professional should be driven to deliver that is
passionate to deliver higher performances in terms to active targets of firm confidently and
appropriately with in defined cost time and quality constraints.
Courage to challenge: - work life in today highly competitive market place is full of
risks and challenges. The person who is capable of assessing the new challenges in market place
and reacting confidently to these challenges will be more successful in career as compared to
others. The individual should have significant amount of courage to take challenge of growth and
react confidently toward every opportunity in life the HR professional of the whirlpool should
have coverage to challenge the competencies of workforce and also the company compatibility
in market place. HR professional should be responsible active in challenging the strength of team
members to motivate them to perform better in workplace. The individual should be confident
toward new challenge available in developing new skills and competencies as per the
requirement of arising various critical condition in work and environment of whirlpool company
like for example HR professional should be confident in challenging various aspect of firm to
deal with company crisis of 2011 confidently and efficiently.
HR rules and regulation: It is crucial for an organisation to follow right kind of legal
rules and regulation at the workplace. They offer protection to employees, deliver proper
guidance to management and make sure that organisation can comply with overall legal bodies
regulations which is mandates for an organisation.
P2 Evaluating Personal skills audit and professional development plan for job role in Whirlpool.
Personal skill Audit is the process of identifying compatibility of individual with role and
analysis the various loop holes in behaviour which restricts I. Individual to good future growth
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opportunities (Mendenhall, 2012). SWOT analysis of HR consultant can a better and effective
tool to carry out personal skill Audit which is defined as below.
Sr. No. Skills and
Competencies
Self-assessed Score Score from others Variances
1 Team Building Aptitude 5 8 -2
2 Conflict Resolving
ability
9 6 2
3 Decision making Power 3.5 5 -1.5
4 Confidence Level 8 7 1
6 Communication skills 8 7 1
7 Information Technology
Skills
4 6 -2
8 Time Management
Ability
10 7 3
From the above skill audit, it has been clearly shown that decision making ability and
information technology skills is being not so effective as assessed by me or from other team
member. The overall score is negative for these two skills which would be affecting the overall
performance within an organisation. A skill gap is related with the overall difference among
skills that employers wants and desire on their workforce offer. With the conduct of effective
skills gap analysis helps identity overall requirements to meet our business goals. By the help
this analysis, employee can easily be able to remove their weakness those are related with
training and communication.
Following are the strength and weakness as per my personal audit:
Strength Weaknesses
I am more positive and strong in solving
problems and issues that are occurs between
employees at the workplaces.
Sometimes, my decision making skills and lack
of IT skills are averages.
Another effective aspect that is in build is Because of overconfident which proves to be
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communication ability. major drawback for me.
Opportunities:
 With the help of advance technology, I
can learn time management activities
and use of effective technology to
communicate with others.
Threat:-
 If I am not being able to manage time
properly them work in organisation is
completed effectively.
Professional development plan developed by an individual should be defined within the
constraints of SMART targets which enhance the efficiency of development plan. The various
skills which are to be enhanced by an individual are discipline specific skills which allows
completing the search appropriately. Communication skill to communicate important
information appropriately interpersonal skills and networking skills also contribute in developing
professional skill in behaviour of individual.
The Professional Development Plan is being developed to analyse the weaknesses which
are decision making skill. This is because both these skills are quite important and imperative to
take calculated decision and develop strategies for long-term improvement. Thus, it is necessary
to develop a plan to improve these skills to enhance my competence.
Sr.
No
Learning
Objective
Current
Adeptness
Target
Expertise
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidence
1 Information
Technology (IT)
There is
minimum
knowledge
about
Information
technology
skill that is
moderated, wh
ich affect my
To improve
my IT skills
and need to
understand
approximate
ly various
tools and
technology
that can help
Getting
training from
IT branch
and online
seminars, help
my
knowledge to
enhance my
understanding
Team
Members
4-5
mont
hs
Judgemen
t of IT
executives
and
Colleague
s
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performance at
workplace. I do
not have ability
to use
computer and
other internet
sources.
me in
performing
responsibiliti
es more
efficiently.
A well
organise
course of IT
is been
essential to
overcome
my skills.
.
2 Decision
making quality.
I am very much
ordinary at
decision
making skill so
for disabling
this I put more
determinations
over examining
factors creating
particular issue
for making
better decision.
I need to
increase my
information,
which help
in educating
my choice
making skill.
For improving
this I continue
to take
direction from
my managers
and also
pursues to
join training
program from
higher close
management.
Managers
of top
level will
measure
my
performa
nce.
6
mont
hs
Top level
managers
as well as
my
supervisor
as well as
leader.
It is important for a personal professional plan to determine the grading and scoring
criteria that could suggest and support in improvement. Team members could effectively monitor
my performance and guide as to what is being lacked. Thus, it could effectively help in achieving
success by effective guidance and performance monitoring. Managers on the other hand would
provide input about the decision and could develop skills in ways which would help me in
analysing the long-term impacts of my decisions and areas it effects.
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TASK 2
P3 Differences between organisational and individual learning, training and development, with
reference to the whirlpool company.
The individual learning can be defined as developing newer skills or enhancing individual
knowledge to perform the job roles more efficiently and can grab various growth opportunities
effectively in marketplace (Wang and Howell, 2010). While organisational learning can be
defined as developing newer competences in and compatibility of firm with respect to changing
needs of external environment in marketplace. The Whirlpool HR professionals are actively
responding towards developing self-learning and also focused on organisational learning to react
in adverse conditions confidently (O'leary, Mortensen and Woolley, 2011). The training and
development of individual can be followed by organisation various training programs or
workforce of company to enhance their performance level by developing newer skills. While the
training and development of organisation can be described as that this is an integrated process of
developing competencies in workforce as well as developing competent operational processes in
marketplace. There are some differences between the Organisational learning and development
with respect to individual learning and developments.
Organisational learning: This focuses on the achievement of overall goals a targets of firm.
Like for instance the whirlpool company is learning new strategies and implementing in actions
to deal with company crisis efficiently. The tactic level and complexity increases with the
objectives of organisational learning and leads to enhancing knowledge of firm. Organisation
learning is done in the business to make person familiar with the working of establishment.
Individual learning: While individual learning programme only focuses on developing own
skills and competencies for better career in future. While this follows use of simple and explicit
knowledge to contribute on learning and development programme effectively and responsibly.
Individual learning is undertaken in order to enhance the personal skill and ability.
Analysis: From the above comparison, it has been seen that organisation learning is
more effective because most of the staffs or people can learn from practical experience rather
than theoretical. Whereas, individual learning can be only done to groom its own capabilities that
can shape their career in coming period of time.
Training: Training is a process of educating employees in order to provide them certain
skills which can help them conducting business operations, this process is short term and usually
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conducted right after recruitment. Under this process, there are specific objectives confined
which are needed to be achieved.
Development: Development is a process where human resource manager conducts
various activities in order to develop employees, this process is a continuous and long term
procedure. Under development, objectives are much broader and includes all types of knowledge
and skills whether or not useful for business.
According to the above comparison, it has been analysing that training can be more
essential to increase the overall skills and ability of employees to perform their job more
effectively. whereas, development can be only being done through the use of proper knowledge
about their work.
There is various reason due to which organisation take place training are as follows:
 Reduce labour turnover as the employee start linking with the organisation.
 Increase productivity because by the help of training people able to develop new skills
and capability in them.
 Technology update, in today world technology is changing at a very rapid rate which
create a need to inform and learn employees that new methods so that they can perform
effectively in the organisation to achieve desired result.
P4 Importance of continuous learning and professional development to develop sustainable
business performance in Whirlpool.
Continuous learning refers to a process of constant learning of concepts or expand more
knowledge through gaining new skills from expertise. Professional development refers to
learning through training, formal education or any advance professional learning to improve
professional knowledge, effectiveness, competence skills. (Obiwuru and et. al., 2011). The
continuous learning is havening great significant in enhancing the person skills as well as large
number of benefits for development of professionalism in individual behaviour and for public
also. Some of the importance of continuous learning and professional development to the
whirlpool firm and HR professional among Whirlpool firm are as follows:
Continuous learning ensures that the competencies and capabilities of a professional
should be maintained at high pace of growth to work in comply with current standards in
marketplace. It also ensures that individual gain updated knowledge and develop newer skills
require to perform the task appropriately as per the changing needs of external market and
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professionalism responsibilities (Pedler, Burgoyne and Boydell, 2013). Continuous learning and
professional development helps in remaining up to date with the changing trends by using the
gained skills and competence. The individual can use updated knowledge to react confidently in
changing trends and needs of marketplace.
Kolbs theories: According to this particular theory which is associated with learning
styles models. The model is entirely based on the internal cognitive processes. According them,
it is difficult to perform both variables on an individual axis at the same point of time. Kolbs
proposed that an individual learner can moves by a spiral of immediate experience that can lead
to observe and reflect on the overall experience of an employees that are working within
Whirlpool. These theories helps them to gain professional development and also continues
learning take place in organisation so gain more skills and knowledge. Through informal source
employees will able to gain knowledge.
Honey and Mumford's: It is basically developed by peter honey and Alan Mumford in 1986.
Their work would make inspired from and develop effective learning approach which would
help employees to perform their role more effectively in coming period of time in Whirlpool.
This theory professional qualification will increased, learning through formal sources like
training, programs, lectures etc.
Activists: These are those people that learn through by doing. They need to get its hand filthy.
The learning activities can be associated with brainstorming, problem solving and competition
and other.
Theorists: Under this, learner would get an innovative start opportunity to comprehend the
analysis behind the task they are going to perform. It consists of models, statistics, applying
concepts theoretically etc that will effectively helpful for Whirlpool to increase their
performance for longer period of time.
Pragmatist: These individual would have the capacity to taken into account the learning into
practice in their present reality. It has been seen that they learn more through apply learning in
reality and discussed.
Reflectors: These employees learn mostly through watching others. They can abstain from going
high in and prefer to learn from other performance. They want to remain back and encounters
from different alternate point of view by using the opportunity to work towards as reliable
conclusion within Whirlpool.
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The Professional Development Plan is being developed to analyse the weaknesses which
are decision making skill. This is because both these skills are quite important and imperative to
take calculated decision and develop strategies for long-term improvement. Thus, it is necessary
to develop a plan to improve these skills to enhance my competence.
P5. Contribution of high performance working in employee engagement and achieving
competitive advantage
In the overall performance of Whirlpool, it is required that all the factors shall be
analysed by which it is affected. It is important that all people in organisation shall be treated in a
proper manner as then only growth can be achieved. This is because; by this employee will feel
safe and get motivated to perform all operations in an effective manner by using their full
potential (Bolman and Deal, 2017). It shall be ensured under this that such practices are to be
adopted by which all the services and products are provided in the best quality which gives
maximum amount of satisfaction. Employees will be engaged by the help of this as they will
have to work in high quality so that performance can be improved and this process required their
continuous engagement among Whirlpool.
In the changing environment, there are various changes which are taking place and due to
this reason, it is important that transparency and flexibility are to be maintained within
Whirlpool. By the help of this, new policies and practices are developed in such a manner that
encourages new and advanced changes. In them such provisions are prepared by using which
employees will not be resisting the changes that are taking place. There are various new
technologies which keep on coming and it is possible for employees to deal with them in an
appropriate manner and adopt them fully. By this, the whole process will be improved and
activities would be carried out in a better way. They are able to develop such products by which
rivals can be beaten. This is required that there is increasing competition which is present and in
order to deal with same appropriately, it is highly required. Such products are made which will
be having advances and new features in comparison to others and by this, additional advantage
will be received. Also, all the employees will be competing with one another to prove that they
are more capable then other.
Due to this reason, they work with more efficiency and this provides the overall
advantage to Whirlpool (McCleskey, 2014). Employees are provided with required knowledge
so that they will be able to use new techniques and try to prove themselves. This leads to
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achievement of Whirlpool objectives and also the productivity of business will be increased.
Proper understanding is also developed and they are provided with training and skills needed for
attainment of high performance work. So, in this manner, employees are engaged and additional
benefits are received by Whirlpool along with other advantages such as risk of conflicts and
dissatisfaction of customers will be reduced.
When employees able to work collectively in the Whirlpool than business able to achieve
high performance in the organisation. With the togetherness at work, mutual respect gets
developed in the work environment which increase the productivity and performance as the weak
employee get guidance from the high performer (HPW). Due to this employee get more engaged
in the Whirlpool and earn competitive advantage.
The HPW contribution to Whirlpool: There are various ways through which employee’s
performance can effectively be contributed to overall growth and performance of Whirlpool.
Achievement of opportunity is the mastery in their work evaluation. This set of management
practices that can attempted to developed an environment within an organisation where the
employee that has huge involvement and responsibility.
High Performance Working (HPW) could be enhanced within Whirlpool by modifying
training plans, which would allow the managers to assess the performance and determine areas
which needs working for the employees to attain maximum competence. In addition, it is also
important for Whirlpool to integrate organisational goals with personal employee goals. For this,
team briefings could be used which would enables employees to enhance performance and
channelise their efforts towards accomplishment of team efforts. Employees would be more
engaged when managers would offer consultation regarding their performance and how they can
improve the same. All these aspects would develop a sense of commitment and would allow
Whirlpool to engage its employees more effectively.
TASK 4
P6. Management of performance by using different approaches
In every company, it is necessary that performance shall be managed in an appropriate
manner. This is because; success or failure of it depends on this factor only as if performance
will be improved, then only the business can achieve targets which are set and by the same, its
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overall development will take place (Ford, 2014). To manage performance in organisation so that
desire objectives accomplished in organisation it requires effective communication. It's a skill to
communicate with employees so that they are being able to understand objectives clearly. For
this purpose, there are various approaches which are required to be followed by all companies so
that proper management can be done. The communication is required in every stage of project so
that employees effectively understand each perspective. Some of the main methods which are to
be used by all are as follows:
 Quality approach: In business, there are various goals and targets which are to be
attained and for that, it is needed that all characteristics shall be taken into account. It
shall be estimated that whether proper execution of all plans and procedures will take
place or not (Approaches for measuring performance of employees, 2017). There is the
need to maintain quality because then only customers can be retained as this is the top
most priority for them. They always prefer such products which provide them high
quality and ensures that they are getting same at affordable prices. Such standards are set
that are to be achieved for this purpose and by this, performance is also managed as they
will have to work according to set plan and this improves their potential. For the making
of plan, all problems shall be determined and then development of hones shall be carried
out. HPW can be directly related with this approach as employees can perform their role
more effectively with the help of showing best quality in their overall works.
 Relative approach: In the execution of administration, this approach is considered as
principal method which is to be applied and followed by all (Katzenbach and Smith,
2015). In company, there are many employees who are working and will be carrying out
their operations in a different manner. So, under this, it will be required that performance
of all of them shall be compared with one another. By the help of this, their abilities and
capacities are evaluated. In the whole process of execution, it is defined that which
employee is required to work at what position. This will be determined according to their
skills and capabilities so that work can be performed in the best possible manner. There
are many such instruments which can be utilised for this purpose by which execution can
be estimated and it includes matching of examination, constrained designation and
technique by which rating can be made in a realistic manner. All of them proves to be of
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great help in Whirlpool which are working at a large scale and in which more number of
employees or workers are there.
 Collaborative working approach: According to this approach, whole management of
organisation work together in order to achieve desired goals along with considering
efficient performance in the entity. This approach helps personnel to come together
which reflects efficient human resource management. This can't effect the performance
management approach to accomplish desired goals.
 Comparative approach: Under this method employee working is checked on the basis
of other individual of the same group so that they get motivated and make efforts to
improve their performance. In this employees are ranked on the basis of highest to lowest
for their working. Business can use this approach in order to enhance their working at
organisation and individual level. By taking comparison of last year performance, the
preferences are being given to the employees to prove themselves that they can do their
work more effectively.
 Result approach: It is an approach employee working is examined on the basis of the
end result. It motivates worker to focus on their end result so that business performance
gets improved. There are two techniques under result approach which are balanced score
card technique and productivity measurement and evaluation system. Business can use
any of the approach in order to evaluate performance of their employee. With the help of
this approach, employees can provide valuable results for the Whirlpool.
 Attributes approach: Under this approach performance is evaluated on the basis on the
feature in their personality such as teamwork, creative innovative, cooperation,
communication and problem solving. The demerit of this approach is that it depends upon
the evaluator perspective. Employees are rated as low, medium or high on the basis of
specific set of parameters. It consists of comparative approach which deal with
behavioural approaches and overall quality produced by the company during the period
of time.
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CONCLUSION
From the above mentioned report, it can be concluded that there is the need in
organisation that capacities shall be developed in respect of team and individuals and for that,
proper steps shall be taken which will be helpful in overall increase of productivity of company.
It has been assessed that future growth can be achieved with the use of this. The process involved
in raising of performance requires that certain approaches shall be undertaken which have been
provided above and by the same, it is made possible. For carrying out of training process, it is
needed that weaknesses of all shall be determined and for that, self-auditing shall be done to
improve their skills.
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