Effects of High Performance Work Systems on Employee Attitudes and Behavior

The provided document is an assignment that investigates the impact of high-performance work systems (HPWS) on employee attitudes, behaviors, and organizational performance. It draws from various studies and research papers to analyze the effects of HPWS on job satisfaction, engagement, and productivity. The document also discusses the role of leadership in implementing HPWS and its influence on R&D team functioning. Additionally, it mentions the importance of continuous learning and development in organizations.

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Appropriate professional knowledge, skills and behaviour required by human resource
professional in Whirlpool............................................................................................................1
2. Professional knowledge ,skill required for whirlpool..............................................................3
3 Individual learning and organisational learning..................................................4
4. Need of continuous learning and professional development...................................................6
5. HPW contribution for raising employee engagement.............................................................7
6. Different approaches of performance management.................................................................8
Conclusion.....................................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
An individual is human capital or assets of the organisation. Organisation use this assets
to increase the productivity and profit maximisation on daily basic. This report describe the type
of skills ,knowledge and behaviour skill required by any organisation in its employee. By
getting the knowledge of skill and trait of employee organisation develop the training and
development programme according to nature of work and nature of individual. It also describe
the strategies use by whirlpool to evaluate individual performance and tools to enhance
employee engagement. We also know about method by which Whirlpool use individual learning
for organisational learning by make positive business environment in favour of employees.
(Muyia and Nafukho, 2016)
1. Appropriate professional knowledge, skills and behaviour required by human resource
professional in Whirlpool
From the case study, it has been revealed that Whirlpool is undergoing the critical time,
the company is faced with crisis. So it is very important for human resource professional to
implement effective skills, knowledge and behaviour so that company can go through the acute
changes easily. The skills which human resource professional must possess are:
Effective interaction skills: Human resource professional must be effective in
communicating changes to the employees (Stoker and et.al., 2011). Whirlpool is going through
critical time and it is very important that all the relevant information reach to workers at time.
This will help them in building employee relationship and also company will be able to attain
and retain workers at the time of structural changes. Also by communicating with employees and
discussing their problems human resource professional will be easily able to solve the issues
which workers are going through during the company crisis. It helps workers of the company in
becoming more efficient and also increases their operational efficiency of doing task.
Issue solving: Whirlpool is going through critical time and it is very essential for human
resource professional to posses this skill which includes solving of issues. Company must be
involved in effective communication so that they are able to understand the needs and desires of
workers. This will help them in retaining and acquiring employees. Also, when human resource
professional tends to solve issues of workers, employee satisfaction is been created. It develops a
sense of belongingness in them and firm can tend to retain them (Michan and Rodger, 2014).
This increases efficiency of organisation and allows enterprise in earning more revenue and

profit. This behaviour of human resource professional also help in gaining competitive
advantage. It will create an image of good leader of human resource professional in front of
employees
2

Knowledge- Human resources must have knowledge about conflicts handling practices,
knowledge in managing resistant to change, HR must have practical knowledge to improve
motivation level of employees, the latest software knowledge in managing human capital, HR
Professional should also have administrative and management knowledge which involves
strategic planning, resource planning, production methods etc.
Behavioural- To tackle any crises a HR professional should be trustworthy and should
work transparently, should be purpose oriented, versatile and should be adaptable i.e. can easily
adjust in any environment, should be solution oriented, must have problem solving skill, soft
communication, empathic listening, leadership skill, integrity and compassion for work etc.
Honesty and fairness: It is one of the most important skill and behaviour which human
resource professional must posses. At the time of crisis to be a good leader is to be honest in their
working. They must be involved in treating all the workers with fairness and empathy. Also,in
the time of crisis and undergoing changes Human resource professional of Whirlpool must be
engaged in providing respect to the employees who are working with them in this critical time. It
will help them in building a healthy friendship between management and workers(Michan and
Rodger, 2014). Also by being honest in their dealing will help them in attracting new employees.
This will boost revenue of the enterprise. Human resource professional must convey all the
changes going in the organisation to their employees, so that a trust is been build in the
organisation. This will increase brand value of firm.(Andersson and Palm, 2017)
2. Professional knowledge ,skill required for whirlpool
Mechanical knowledge- first and the foremost requirement to work in any electronic
product provider company. A person have good knowledge about all the science working behind
making electronic appliances, he must have graduation degree or technical licence from
authorised teaching organisation or he must have diploma degree from electronics. Every stage
of making the whirlpool product need technicals knowledge as for planning, inspecting quality,
trouble shooting and decision for making innovative product.
Technical communication skill- employee must have technical communication skill. He must
be able to give order or receive order in technical language.
Love with machines- this a behavioural aspect of the employee which also check by H.R
department. If a person have interest in machine he will keen to know more about it, he will give
innovative idea to company, also solve the problem in minimum time as he love play with tools.
3

Staff working in whirlpool take initiative to suggest product design and customer satisfaction
technology can be use in their appliances.
Reading skills- an employee must have technical reading skills like read complex models,
understand design models, understand digital signals, use of analogue filters, understand loops,
equation solving skill also making equation to written communication with others.
Constructive Conflict- conflicts can be positive as well as negative . Negative conflict
harm the organisation as time wastage and low productivity . But constrictive conflicts increase
the product quality and standard. In these type of conflicts employee raise issue or make
argument and suggestion for betterment of product and service. These conflict are not use for
personal issue. Whirlpool allow its employee to take participation in product designing and
innovation in which contractive conflict happen for adoption the best plan and process.
Time management- electrical engineer must have time management skill and as well as stress
handle skills. If he is impenitence in nature he will easily get frustrated with machines .
Whirlpool HR department take stress interview and technical test on machines to get to know
about how an employee react problem. Also time management in understand the machine
problem and time taken in troubleshooting(Bruns, Eichen and Gasteiger, 2017)
Risk taker- for manufacture unit a person must have risk taking quality because while making a
machine or troubleshooting machine there is physical hazard associate with it. For exam
electrical shock,any kind of accident or lose vision or hearing power. Electrical engineers also
have financial risk possibility because huge cost is attached in research and development.
Whirlpool practice all the safety requirement for workers.(Andreasen, J. G. and et.al., 2014)
Personal skill audits of HR-
 Strength: I possess sound theoretical knowledge and good at handling interpersonal
relations. I know how to make employee friendly policies which also can be seen as
happy employee and whirlpool relation. My main strength is to solve problems and
analyse the issue on time. I am able to maintain the employees' engagement because of
my motivation skills. I am honest and unbiased in decision making.
 Weakness: I have poor communication skill and some behavioural incompetencies like
team management and time management. I am very slow at solving any kind of issue.
Sometime I fail to solve interpersonal conflict due to lack of understanding the problem
very quickly. I failed to meet deadline because of poor time management.
4

Professional development plan
Requirements Personal audit Gap
Communication 6 I need to improve my reading
and writing skills as this will
help me in setting my career
growth.
Team working 3 I need to work on my
language skills so that my
team work spirit also
increases.
Problem solving 5 I need to enhance my problem
solving skills so that I can
become a good team leader.
objective What I will do
to achieve this
What would
be my hurdle
What will be
success
criteria
Strategies Target and
review
duration
To improve
Communication
skill
Organise class
or coaching.
Quality of
previous
education
Feedback
from client
and collogues
Seminars,
coaching, senior
guidance
1.5 months
To improve
team working
skills
Plan informal
events and
tours to get
together to
enhance team
bonding.
Previous
Interpersonal
issue in team,
lack of time
for these
events.
Increased
harmony and
bonding in
relation as
well as fewer
conflicts in
Appreciate and
recognize good
work, improving
internal
communication
skills, motivating
team workers.
4 months
Improve
Problem
solving skills
Training
programme
and case
Different
mental ability
of employees
Reduce time in
meeting
deadlines,
Encourage team
members,
training,
2 months
5

and time
management
studies project quality
improved
discussion time
3 Individual learning and organisational learning
Individual learning are the learning effort make by an individual to get more knowledge
or to enhance the skills. Main characteristic of individual is this a voluntary action. This learning
action is taken with inspiration not by motivation. An individual open mind individual make this
kind of efforts. A person can learn something while doing its job or he can get the knowledge by
training , coaching and other development programmes. An individual leaner is assets for the
organisation because have focus on innovation and adoption of new skill and knowledge. Any
individual who is more concisions about performance, will never learn anything new. Individual
learning also need training program to add more knowledge in individual learning. Training
must be given by organisation to enhance the awareness of the technology and method, adoption
power, and openness to learning, also provide knowledge of standard method use by organisation
so that individual can recognise the errors. Individual training is use for growth. For example
whirlpool provide development programme which are focus on behavioural development of the
employees. Behaviour development programme incudes enhance the risk taking nature,
strengthen adoption power of individual. By this development preprogramme whirlpool make its
employee more enthusiastic to learn new things.(Boxall and Macky, 2014)
Organisational learning – in organisational learning an organisation learn new things from an
individual leaning. When an individual find any error or fault in process and variation in output
and make self initiative action to correct on the behalf of authorised person. Individual learning
have focus on self improvement where organisational learning efforts are made to reduce
organisation wastage and losses. Organisation leaning only happens when individual know
about organisational objective ,process and capability to recognise the variation. It does not mean
that organisational learning do not require training and development of individual. Organisation
have to give training to individuals so that they can take corrective action. organisation have
open communication with its employees so that it can make its training program on the basis of
suggestion give by individual learning .organisational learning reduce the wastage, increases
productivity and employee engagement, reduce the wastage. For example whirlpool provide
training to its employees about operate certain machine with maintain specific standard, then
6

employee can easily deduct the error or standard variation happen on the behalf of organisation.
Organisation provide opportunity to employee to share their view and experience so that it can
be practice in daily work and making the more effective decision in favour of organisation.
Organisation muse use incentive and other monetary benefit to the person who give its
contribution in organisational learning. Organisation learning boost the motivation and morale of
employee as he feel valued when organisation take its suggestion in decision making process.If
an individual do not initiative learning he can be sustain in this competitive
world for long time, he also unable to adopt the changes. An organisation
who do not learn from its employee, will not get benefit of training and
development program as it expect, organisational also have to make
expense on research for those things that can be learn from employees
(Radhakrishna and Raju, 2015).
If individual and organization learns it will be beneficial for both employee and the organization
i.e. both employee and organization will grow and if an individual and organization will not
learn then they both will not be able to grow or improve themselves.
4. Need of continuous learning and professional development
Continuous learning and professional development are two most essential element for
business in order to grow well in market. Whirlpool aims to generate high revenues
and expand operations in new location. For continuous learning and
professionals Development Company organises training sessions, seminars
in business unit so that existing employees can raise their skills and can
contribute well in achieving goal of firm (Andersson and Palm, 2017).
Continuous learning helps the organisation in getting ready to face sudden situations.
Needs of consumers may be changed any time, market economic condition may turn any time. In
order to sustain in market for longer duration it is essential for Whirlpool that to be
prepared for such kind of sudden situations. Through continuous learning
and professional development, entity can raise knowledge of employees. By
this way people will be more focused and will get new ideas to perform
their duties more efficiently (King, 2016). Professional development helps
them in finding better career opportunities and showing their skills to
7

higher authorities. That is helpful for individual and organisation both to
gain competitive advantage.
There is strong need of continuous learning and professional
development. It raises confidence of workers and they improve their
performance to great extent. This makes them able to face challenges and
resolves critical situations significantly. Through professional development
and continuous learning individual can get new ideas (Muyia and Nafukho,
2016). That raises creatively in their work and that supports the Whirlpool in
meeting with the organisational goal. It is beneficial for Whirlpool in making
effective growth plan and finding threats and opportunities in the market.
By this way higher authorities can make their strategies accordingly and
can enter into new market successfully. Continuous learning and
professional development aid in developing or improving leadership skill. By
this way, person can get to know significance of good leadership style and
can treat their employees accordingly. That may help Whirlpool in retaining
its talented people in business unit for longer duration..(Bruns, Eichen and
Gasteiger, 2017).
kolb experimental cycle learning cycle-
kolb learning cycle consist of two level ones is learning stage and
second is relation to learning style of an individual. Whirlpool can use kolb
learning cycle as it can give H.R a new information and experience(case
study) and HR use his experience to make review. If he finds any new
information in case study, he will use it as new learning experience.
Barrier of CPD- continues learning can be affected by available resources,
work environment, behavioural error and ignorance of learning needs.
Employees are not very clear with the policies and procedures of the
organization, employees are not very clear about the CPD, many times
outside speakers are arranged to give knowledge about CPD who have very
little knowledge about the company . These are few barriers of CPD.
8

5. HPW contribution for raising employee engagement
Employee engagement is the serious concern for the human resource department,
companies always try to create such atmosphere that can assist in raising engagement and
commitment of workers towards the brand. Whirlpool always tries to enhance
motivation level of workers and makes them satisfied towards the brand.
High performance working system assists the organisation in meeting with
this goal. Entity makes its employees aware with organisational goal so that
they can understand it and can perform their duties well (Κωνσταντόπουλος and
et.al., 2015). For that Whirlpool involves them in decision making process and
continuously take feedback from them. This makes them feel valuable and
raise their commitment towards the brand. By this way, they perform well
and entity becomes able to gain competitive advantage. HPW has significant
impact on behaviour of workers. As overall promotions in Whirlpool are
based on working performance of staff members. If they are performing
well then company gives them reward that aids in raising their confidence
and retaining them in business unit for longer duration. This strategy is
helpful for Whirlpool improving its market performance because
satisfactory employees provide high quality services to consumers that
helps firm in gaining competitive advantage significantly (Premkumar and
Udayasuriyan, 2017). As stated employees does not get proper job satisfaction,
involvement and motivation at workplace in Whirlpool that impact on their
performance. Thus, to resolve the issue's organization give their
contribution and efforts to retain their employees with them for longer time
period.
High performance working influences attitude of workers. This
practice makes them positive and they feel happy in workplace. Positive
mood or behaviour leads them towards high employee engagement. By this
way, they share their innvoative ideas with higher authorities and company
implements these ideas in order to gain competitive advantage. This aids
business in attracting more consumers and raising profit of organisation to
great extent (Boxall and Macky, 2014). Such kind of HPW develops mutual trust
9

between all staff members and they work together. This minimises conflict
situation in the organisation and supports in improving communication
among all team members. When all employees are coordinating with each
other effectively then it may reduce chances of confusion that will lead to
high performance (Radhakrishna and Raju, 2015). Thus, all these activities are
helpful in making people positive and influencing their mind. They become
loyal and contribute well in order to achieve organisational goal of
Whirlpool.
HPW is interrelated with organisational culture, people feel valued
and actively participate in company’s activities. Involvement of staff can be
raised through high performance working system that increases
commitment and satisfaction level of employees in business unit (Felstead and
et.al., 2016).
6. Different approaches of performance management
Performance management is considered as one of the significant part of business unit. Hr
manager has to measure performance of each individual so that issues and opportunities can be
identified timely. Whirlpool is performing well in market and it aims to retain
its skilled people in business unit for longer duration but for that it is
essential to promote them and give them new career opportunities on the
bases of their performance. There are several performance management
approaches that may help the firm in creating high performance culture and
raising commitment of its employees (Continuous Learning, 2018). These are
explained as below:
Behaviour appliances- by using behavioural approach of an individual
organisation can know about behavioural set of employee which affects his
performance, After getting the idea about factor affecting whirlpool take
corrective action to manage its improvements
Comparative approach
It is one of the significant method of measuring performance, in this
Whirlpool can give ranking to each employee on the bases of their
10

performance and can compare other group member’s performance. Paired
comparison, graphic rating scale methods can be used in order to measure
overall working of individual in business. This will help HR manager in
giving promotions or rewards to best performer (Understanding the association
between high performance work systems
and organisational performance, 2015). By this way, other staff members will be
motivated and they will perform well in firm in order to get more
development opportunities. This strategy will aid Whirlpool in raising
commitment of staff members and will create healthy workplace culture
where (perfoAndersson and Palm, 2017)performance is considered as priority
element for getting promotions. For example: 10% of people in Whirlpool
have received average grade, 40% have A grade then company will promote
the people who have received A grade. This will encourage others and hey
will also put their best efforts to get better opportunities in business . By
using comparative approach we get to individual area of improvement so
that his performance can be manage by giving him training and
development.(Andreasen, J. G. and et.al., 2014).
Attribute approach
It is another method in which company rate individual on the bases of
set parameters such as their communication, innovation, creativity, problem
solving skills. On the bases of these elements company rate people high,
low, medium. Deserving candidate those who have all these skills get
further development chance in the company. This method can help
Whirlpool in raising commitment of employees because by this way existing
workers will also work hard to show their skills in order to get promotions
and recognition. By suing attribute approach organisation get to know
individuals capacity. Accordingly, it can deploy the employee on suited
place where his performance can be improve. Employee when get work
according to his capacity he will definitely improve. (Bruns, Eichen and Gasteiger,
2017).
11

Result approach
In this technique, company rate employees on the bases of overall
results. Balance scorecard is most commonly used result approach.
Productivity is measured by looking at financial results' customer
satisfaction etc. If employee has contributed well in increasing sales of the
firm then Whirlpool gives further promotion chance to these candidates.
This creates fair or healthier workplace culture where all people perform
well and become loyal towards the brand. Result approach provide
information about area where more focus has to be given which eventually
manage performance. (Muyia and Nafukho, 2016).
Quality approach
This is another performance management method that measures
overall working efficiency of employees on the bases of customer
satisfaction. If there is continuous service improvisation then managers
highlight the good work of individual and give them recognition and
rewards. Working quality is considered by higher authority and this
becomes base for the next promotions (Bruns, Eichen and Gasteiger, 2017). This
encourages the existing staff and create fair environment where all people
concentrates on raising their quality. By this way entity enhances their
commitment that may support Whirlpool in achieving organisational goal.
Conclusion
From the above study we can conclude that an organisation must know skills and knowledge an
organisation want. So that right person can deploy on right place. Origination must develop
training programme carefully. Because these training programme give immanence profit to the
organisation as individual learning as well organisational learning. A company must use the best
strategies to enhance the employee engagement so that it can be seen as product innovation,
reduce time and money wastage which give competitors advantage. The Latest technique of
performance appraisal must practice like 360 degree appraisals. Performance evaluation give the
idea about where the correction is needed. Organisation must give opportunity to employees to
give the idea and recommendation so that it can be implement in organisation. Every
12

organisation must follow every best possible strength to make its employee happy and efficient.
(King, 2016)
13

REFERENCES
Books and Journals
Andersson, C. and Palm, T., 2017. The impact of formative assessment on student achievement:
A study of the effects of changes to classroom practice after a comprehensive
professional development programme. Learning and Instruction. 49. pp.92-102.
Andreasen, J. G. and et.al., 2014. Selection and optimization of pure and mixed working fluids
for low grade heat utilization using organic Rankine cycles. Energy. 73. pp.204-213.
Boxall, P. and Macky, K., 2014. High-involvement work processes, work intensification and
employee well-being. Work, employment and society. 28(6). pp.963-984.
Bruns, J., Eichen, L. and Gasteiger, H., 2017. Mathematics-Related Competence of Early
Childhood Teachers Visiting a Continuous Professional Development Course: An
Intervention Study. Mathematics Teacher Education and Development. 19(3). pp.76-93.
Felstead, A. and et.al., 2016. The determinants of skills use and work pressure: A longitudinal
analysis. Economic and Industrial Democracy, p.0143831X16656412.
King, T. K., 2016. Designing effective professional development for substitute teachers. The
University of Memphis.
Michan, S. and Rodger, S., 2014. Characteristics of effective teams: a literature
review. Australian Health Review.23(3). pp.201-208.
Muyia, H. M. and Nafukho, F. M., 2016. Keeping It Social: Transforming Workplace Learning
and Development through Social Media. In Professional Development and Workplace
Learning: Concepts, Methodologies, Tools, and Applications (pp. 1566-1586). IGI
Global.
Premkumar, A. and Udayasuriyan, G., 2017. Influence of High Performance Working System on
Employees’ Attitudes and Behaviour. International Journal of Engineering and
Management Research (IJEMR). 7(2). pp.540-543.
Radhakrishna, A. and Raju, R. S., 2015. A Study on the Effect of Human Resource Development
on Employment Relations. IUP Journal of Knowledge Management. 13(3).
Stoker, J.I. and et.al., 2011. Leadership and innovation: relations between leadership, individual
characteristics and the functioning of R&D teams. International Journal of Human
Resource Management.12(7).pp.1141-1151.
14