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Developing Individuals, Teams and Organisations Whirlpool

   

Added on  2020-10-22

14 Pages4244 Words451 Views
Developing Individuals,Teams and Organisations

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1. Knowledge, skills and behaviour required by HR professionals.....................................1P2. Personal skill audit for developing a professional development plan..............................2TASK 2............................................................................................................................................4P3. Difference between organisational and individual learning, training & development....4P4. Need for continuous learning and professional development .........................................6TASK 3............................................................................................................................................7P5. Contribution of HPW to employee engagement and competitive advantage..................7TASK 4............................................................................................................................................9P6. Approaches to performance management .......................................................................9CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12

INTRODUCTIONIn an organisation, there are number of individual work to perform different tasks andactivities toward the accomplishment of goals & objective. Hence, an organisation must provideregular training & development program in order to develop skills and abilities within anorganisation for creating an competent workforces (Alred, 2014). This will further help inachieving the competitive advantage that contribute toward accomplishing the organisationalgoal. This project is based on Whirlpool which is an American multinational company thatmanufacture and market kitchen and home appliances throughout the world. This report explainsabout various knowledge, skills and behaviour required by an HR professional as well asorganise a personal skill audit along with professional development plan. Further, it also describeabout the difference between individual & organisational learning as well as training &development. In addition to this, it also explains about the need of HPW in an organisation andapproaches to performance measurement. TASK 1P1. Knowledge, skills and behaviour required by HR professionalsHuman resource management refers to a formal system that includes set of activitiesperformed by an HR officer in order to manage the personnel and other resources of anorganisation. Whirlpool is coping up with numerous personnel issues within the organisation forwhich this is fundamental to operate business practices accordingly. For performing theseactivities effectively, it is very essential for an HR officer to have certain skills, knowledge andbehaviour. These factors are explained below:Knowledge:- It refers to the information and understanding about a particular subject orsituation that come through learning or previous experience. Following are the knowledgecriteria that must be present in an HR professional of Whirlpool:Media & technology:- Being an HR professional, it is very essential to have knowledgeabout media as well as technology. As now a days, business are more technology drivenand all the operations are managed using computers. So, HR manager must have athorough knowledge of various technologies or software that can simplify their work andimprove efficiency by minimizing the chances of elimination. Laws & regulations:- HR officer is responsible for ensuring that the activities must beperformed legally. So for this, it is very necessary for human resource manager that they1

must have deep knowledge about all the laws and regulations (Earleyand Porritt, 2014).This help in operating business without any legal compliances and also support inbuilding strong brand image. Skills:- An ability or capacity developed through systematic and sustainable effort thathelp in carrying out future complex activities much effectively. Following are the skills that arerequired by HR professional in Whirlpool:Personnel management:- This is considered to be the main function of an HR officer aspersonnel management is very essential task for achieving long term success. Properutilization of employees skills brings efficiency in work and also bring maximumproductivity. Conflict management:- As the main function of an HR officer is to manage employeesso it is very essential for them to have the ability to resolve conflicts that may ariseswhile employees are working. This help in bringing coordination and also developfeeling of job satisfaction that encourage employees to contribute more toward company'sgrowth. Behaviour:- It refers to the set of actions that are being represented by an individual asper the present situation (Eaton, Robertsand Turner, 2015). An HR profession of Whirlpool isrequired to have following behaviour which contribute toward increasing productivity:Decisive thinker:- For being an effective HR officer, it is very essential for a person tohave the ability to take quick decision so that work may not be hampered or delayed.Further, it also help in increasing productivity.Adoptive:- HR manager must be adoptable to each situation and changes that may arisesin an organisation. This behaviour will be beneficial for both organisation as well asemployees. As by being adoptable to changes, HR officer can formulate plan that workwith those changes and contribute toward maximizing productivity. This will further helpin achieving success and maximizing the profitability. P2. Personal skill audit for developing a professional development planPersonal skill Audit: The skill audit refers to the process of evaluating and recording theskills as well as capabilities of an individual. By performing personal skill audit, one can identifyits strength and weaknesses that they currently have along with areas of expertise (Ellis, and2

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