Performance Management Approaches at Whirlpool

The provided document is an assignment that examines different performance management approaches employed by Whirlpool. The five approaches discussed are skills-based, quality-focused, result-oriented, behavioral, and collaborative. Each approach has its own advantages and limitations, which are detailed in the assignment. The skills-based approach emphasizes employee skills and attributes, while the quality-focused approach focuses on providing best results to customers. The result-oriented approach is a simple and forward-looking method that relies on financial, customer, operations, and growth views. The behavioral approach is used to judge employee behavior and provides specific knowledge about their performance. Finally, the collaborative approach involves employees working together to achieve goals effectively.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION....................................................................................................................... 1
P1 Professional knowledge, skills and behaviours that are required by HR professionals........1
P2 Analyzing personal skills audit to develop professional development plan.........................3
TASK 2....................................................................................................................................... 5
P3 Difference between organization and individual learning, training and development.........5
P4. Need for continuous learning and professional development.............................................6
TASK 3....................................................................................................................................... 7
P5 HPW contributes to employee engagement and their competitive advantage......................7
TASK 4....................................................................................................................................... 8
P6 Evaluate different approaches to performance management..............................................8
CONCLUSION ......................................................................................................................... 10
REFERENCES.......................................................................................................................... 11
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·INTRODUCTION
Development and growth is necessary for every individual as well as for firms. It plays
an important role because it is helpful in increasing productivity of the company by bringing
change in cultural, practices and behaviour. This report is carried on Whirlpool and
understanding its HR system. He firm is engaged in providing home, kitchen and laundry
appliances. In this report there is discussion on skills, behaviour and knowledge which are
provided by HR management to the whole department of a company. This will tell about various
skills and knowledge requires for development of an individual for the benefit of a company
(Amabile, 2012). This report will put light on concept of HPW to employee involvement as well
as corporate influence in an organisation and what are the factors requires for employee
involvement in an organisation.
l壱P1 Professional knowledge, skills and behaviours that are required by HR professionals
Human resources professionals are one who understand various roles and regulations
which lead organization in area such as business development, strategic utilization of employee
to serve business goals, talent management and development. In this current era, HR
professional is considered as most necessary element in business. Their main task is to recruit
and select an employee, provide with adequate training, motivating them etc. In context with
HR professionals of Whirlpool, they are the main reason for company's productivity and
achieving targets. HR professionals are the key person for managing their staff members,
encourage them and enhance their productivity towards development of task and goals. HR
professionals of Whirlpool has adopted various policies at workplace which are developed by
top professionals. The Knowledge, skills and behaviour adopted by HR professionals in
Whirlpool as given below:
Knowledge of HR professional
Effective governance – HR professional of Whirlpool’s must be well-managed and
equipped with adequate knowledge and skills, in case any employee finds an issue and problem,
so that governance and information would be effective for an employee to perform their goals
effectively.

Ethics – Ethics and code of conduct are very much important for business to operate
their activity and productivity. There are certain rules and regulations which are conducted by
these norms and morals (Berry, 2011). HR professional of Whirlpool need to be teach and train
their employee on basis of effective ethics, morality and guidance towards achieving goals.
Administration – In relation with Whirlpool, HR professional should be aware about the
roles, management and ethical law at workplace. It will help HR in process of planning,
controlling, staffing and allocation of resources. In this case, it is essential for the Human
Resource professional to be educated and well-informed about the overall management as well
ass business activities.
Skills of HR professional -
Multitasking skills - In context with company, HR professional needs to deal with an
employee personal and managerial issues. Priorities and business needs move fast and change
fast, so HR professional along with manager need to adopt strategies and approach accordingly.
Negotiation skills - HR professional of Whirlpool must have negotiation skills to
negotiate goals and task with two parties. It is essential for effective management and maintain
working decorum in an organisation.
Dual focus skills - Employee expect HR professional to advocate for their concern and
benefits. There always a situation comes when employee is completely dependent on HR person,
but in this situation, HR professional needs to discuss problems with employee and find out best
solution in this regard (Ford, 2014).
Behaviour of HR professional
Purpose oriented - HR professional of Whirlpool must fully understand the purpose of
the business. A successful HR manager will live that purpose in words and actions. This goes
beyond the mission statement or business strategy and is inspired by alignment on higher even
more personal level rather than organisational level.
Solution oriented - In context with HR professionals of Whirlpool, they are excellent
negotiator with a solution oriented attitude. They always seek a resolution that satisfies all
parties and adopting a solution focused approach to managing problems requires a certain level
of creativity and innovation.

Transparency – In context with company, HR managers are the leaders to whom
employees turn for an example of 'How we do things around here'. They also play the role of
confidante when employees are having issues with someone else at the organisation. HR
professionals are expected to deal with highly sensitive issue: pay and benefits, violations of
organisational policies or personal challenges.
l壱P2 Analyzing personal skills audit to develop professional development plan
Personal skill audit is a way to analyze individual strength and weakness, which helps in
developing the healthy environment and it also keeps the employee to stay motivated towards
the carrier path, so that they can make progress. In skill audit the ability of an individual or
group is calculated . Its main objective is to identify different skill which are required by the
organization to run their operations effectively.
The role of human resource professional is most important for the running of work in
progress of the organization (Goetsch and Davis, 2014). The role starts at each point of
management, from providing different services to the employee such as making payroll, hiring
employees , firing the individual and updating the information regarding the data of the
employee. There are some strength and weakness of the HR professional which are as follows.
Sr. No.Skills and Competencies
RequirementSelf-assessed ScoreGapRemedial action Deadline for remedial action1Decision Time
management 7Improve time management skills. Reading books and make plan to manager time.On-
going 1 week2Decision making ability6Improve decision making abilityConsult with seniorsOn-going 1
week3IT skills9Need to improve IT skills.Refresh knowledgeOn going
Strengths: HR professional main role is to manage the work place in proficient manner.
Since Whirlpool has a diverse culture where employees belong to different background I have a
benefit over managing good working environment. Major strength of mine is to bring
collaboration and develop effective relationship among employees. This would help in managing
conflicts at work place (Gibbs, 2013). Also, Whirlpool deals in electronic market where new
technologies are adopted in regular time interval another strength of mine is having appropriate

knowledge in IT field. In this regard I can provide guidance to employees how to work
effectively with new and innovative technologies.
Weaknesses: A person always have some skills and traits which are lacking in them thus
they are not able to effectively perform their operations. While doing many activities
simultaneously sometime I am unable to manage time for each task. This would affect the time
management process of entire operations as well as delay the result as well. Apart from this,
Whirlpool deals in an electronic sector where modifications are done on regular manner. I found
it difficult to take actions or decisions in quick manner.. Sometime I take wrong decisions which
affect whole working environment. Thus, in this regard, I need to work on my weaknesses so
that I can acquire high position in HR department.
Personal development plan- The process of development plan is one that aims to achieve the
goal to develop the own personality in the specific term period of a career. Its purpose is to help
individual to reach to its goal in short time in the long term career.. It modifies and improve the
current performance of the work also. Thus the personal development plan is developed from the
weakness which are identified from skill audit:
Skill Current proficiency Target Objective Development activitiesTime scale Time
management35To perform the allocated task in desired time frames in order to achieve
effectiveness in their business activities.By scheduling each task and making deadline for each
activity. I can complete the task allotted to me in desired time frame30 daysDecision-making25
To ensure that I choose the best decision among the choices of the alternatives. I order to
implement the best decision I need to work with upper level management .This will help to
analyse how frequent decisions are implemented at work place so that occurrence of conflicts
can be reduced.40 days
·TASK 2
·P3 Difference between organization and individual learning, training and development
Learning is process in which a person acquires fresh knowledge, skills, behavior and
information which enhances the decision-making capabilities of an individual or group. There
are two types of learning on the basis of no of people in the organization which are as follows

Individual learning- The type of learning usually aims to the personal growth, this
process includes the establishment of the objectives. The main purpose of this learning is to help
the whirlpool’s HR professional to reach to their personal goal in the reasonable amount of time.
For example to improve the body language of own , communication skill and to improve
management of conflict etc.
Organizational learning – It refers to the learning process within the organization it
involves the collective efforts of group to achieve the organizational goal. It facilitates the
company and their member to continuously transform their ideas into the proper plan which are
helpful in achieving the organizational goal (Hirst and et. al., 2011). In whirlpool if the new
software-based thing appear in the management then the whole organization tries to gain
information of that software learn to use it, this is how organization learning works.
Difference between individual and organization learning
Individual learning Organisational learning This form of training is linked with enhancing skill
and knowledge level of employees at an individual level.This process is related with enhancing
skill and knowledge level of employees who are working in a team.The performance assessment
is conducted by HR Professional which helps them in generating information about skill and
capabilities of employees. Thus training programmes so employees can complete their task
effectively in desired time.The human resource department of an organisation assist all the
members of staff to learn new things and achieve good experience by working in an
organisation. If all employees are working effectively in a team then it results in enhancing
growth and profitability of firms.
Training and development: It is the process in which the number of people working are
given the particular job to perform which helps in reducing the weak links in the organization
and can give strength to each and every individual to improve their skill. While development is
the process of becoming advanced which creates something new over a long or small period of
time (Levi, 2015). For example whirlpool’s gives training to worker to make their performance
effective , while developing the structure of organization refers to development.
Difference between training and development

l壱Training Development Training activities are conducted by HR professionals in order to
enhance skill and knowledge level of all the members..The development process is linked with
learning programmes which helps in achieving growth in carrier of employees.This activity is
conducted for short time duration .Development is long time activity as person can learn new
things which helps them in their future.Training helps in enhancing capability thus they are able
to perform all their business operations effectively.This helps employees to achieve growth
which results in increasing their position in an organisation.P4. Need for continuous learning and
professional development
Give a brief introduction about the task and then start with the answer
Continuous learning- The type of learning which is all about growing the ability to learn
regular and to upgrade their skill with respect of time. whirlpool’s HR managers always adapt
the change to update their knowledge and for the future benefit for the company. It is important
to learn in a continuous manner because it helps in growing in both professional and personal
manner in real time changes.
Professional development- In this factor development is done through the education and
by giving the different training opportunities over the place of working, for example skill based
training, research project, developing the good relationship with the partner. Whirlpool’s HR
professional tries to build good relationship with the dialog partner, counselor so that they can
support properly throughout the problem. There is certain need of continuous and professional
development which are as follows
Maximizing sales and profit index- The continuous learning will lead the employees as
well as the whirlpool’s HR professional to boosts morale and finally it will motivate the
marketing team reach there target in effective time and helps in gaining profit as early as
possible.
High employee retention- The whirlpool’s HR professional manages continuous
learning and development then it will help in maintaining the trust of the employee and which
will help them in the higher retention rate of the employee and due to the higher retention rate of
the employee the resource of the company would not be wasted, which the company have
applied to train the staff (McCormack, Manley and Titchen, 2013).

Enhances the workers performance- The need of continuous and professional
development is needed in every company to develop itself for the future challenges and it also
helps in the growth of the individual worker regarding its performance. whirlpool’s HR
professional always tries the new ideas which can give benefit to the company as well as to the
individual worker and it also helps in boosting the performance of the employees in an
organization.
In addition of this, company also apply learning cycle theories with the purpose of
implementing continuous professional development. This will contribute in enhancing the
overall performance of the workers at workplace. Mainly it is based on the direction and
learning that also focused on the employees performance. This theory can be understood by
following theory:
Kolb's learning Cycle
It is an effective theory which refer that employees are learn from their experience and
mistake as well. As it includes four step which can be understood by following points:
·Experience: It is important process which is focus in past experience of the employees by which
they doing all the effective activities. As, individual can easily improve their past experience.
·Reflect: It refer that there are difference between work which is done by a person towards the
outcomes of the experience which may help in developing their learning.
·Conceptualize: It is also an effective process which create a concept that help developing their
conceptual skills and knowledge.
·Plan: It is last process of learning cycle which helps in evaluating as well as developing new
experience through which employees can easily develop their skills.
·TASK 3
·P5 HPW contributes to employee engagement and their competitive advantage
High performance working is about creating a culture where there is a transparency, trust
and open lines of communication for all. It is about erosion the traditional hierarchy structure
which many organisations still operate under. HPW practices lies three broad areas, which are:
high worker involvement, and commitment towards work/task. (O'leary, Mortensen and Woolly,
2011). This results that company needs practices which fits with overall needs, objectives and

wants of an organisation. Whirlpool HR professional can provide job satisfaction as well as
guarantee to their worker who are working with them. The importance of High performance
working are as follow:
Team building - It helps in increasing efficiency of every individual as well as group to
perform and achieve desire goals. With mix of adequate skills, Workers of Whirlpool can
perform their task and duties efficiently and effectively.
Conflict management - Conflict management is a way to solve disputes and issues
among employees. It is needful in Whirlpool, because it sometimes difficult to control high
occurred conflict by single HR professional in an organisation, in that case conflict management
concept is required.
Apart from this, there are some benefits of HPW for employees engagement and
competitive advantage as well. This will contribute in making employees able to attain set goals
and objectives:
·Clear management: High performance working is play as an important role improving
performance level of the company. In this, employees makes positive working environment. In
this, manager of the company assign effective task to their workers so that they can easily
perform their task.
·Collaboration: HPW is also effective which make collaboration among employees and manager
as well to make positive work environment through which they can easily execute their task and
attain competitive advantage at market place.
·TASK 4
·P6 Evaluate different approaches to performance management
Performance management is a overall managerial technique that empowers achievement of
an individual as well as team goals and targets. It enhances one to check, track and monitor the
performance of individual employee, department and overall organisation. These systems are
often based on organisational and job specific competencies which need to be obtained for
successful job performance. It focuses on results rather than activities as well as behaviour of
other individuals. In Whirlpool, HR manager wants to adopt different approaches for measuring
performance of an individual as well as group are as follow:

Comparative approach - It involves evaluating performance of an worker by giving
particular rank on the basis of work/task done by them for maximisation of a company profits. In
this approach, individual ranking depends on highest and lowest performance. In Whirlpool, HR
manager have several options for comparative approach technique such as graphic rating scale,
paired comparison etc and this takes matter reward for the top performer (Pinjani and Palvia,
2013). Comparative approach is undertaken in case of firms with a small group of employees
with similar job profiles. Therefore, the disadvantage is that it is unsuitable in case of firms with
a large number of employees or a firm with different job profiles.
Attribute approach - In context with Whirlpool, employees are rated on the basis of
various factors such as: performance, motivation, analytical skills and communication. This
approach is based on characteristics and personality strait for gearing up an employee towards
the success of a company. If company's manager start paying attention on each and every
attributes and traits of an employee, it is possible to increase performance of an employee along
with productivity of a company Main limitation of this approach is that it particularly gives
more emphasis on skills and attributes of an employee.
Quality approach – In Whirlpool, HR professional focuses more on quality rather than
quantity of task done at a particular point of time. In this approach, employee can take feedback
about their overall performance and results. It enables managers to focus on providing best out
of quality to customers and buyers. This focuses mainly on using the kaizen model to improve
business outcomes. (Schaubroeck, Lam and Peng, 2011). The advantages of this approach are as
follow: appraisal of employee and team,, critical problem solution through teamwork. , using
both internal and external sources of a company to manage and evaluate performance and
growth of an employee.
Result approach – In context with Whirlpool, This is a simple and forward looking
approach in regards with performance of an employee., in this situation where managers rate
particular employee on the basis of an annual performance . This technique relies on four view
namely: financial, customer, operations and growth. The main advantage of result-based
approach of performance measurement is to convert strategies into operations with a more
atomistic view.

Behavioural approach – This approach is useful in case of judging particular behaviour
of an employee and one of the oldest technique of performance management. It provides specific
knowledge about a behaviour of an employee with regard to his/her performance. This approach
is best method for checking reliability and accuracy of an employee (Seibert, Wang and
Courtright, 2011).
Collaborative approach - In context with Whirlpool, this is a best suitable approach to
performance management. In this approach, each and every employee working in collaborative
manner to achieve goals effectively and this will also lead to future benefits. Collaborative
working is a most suitable technique rather than preferring individual for suppose to complete a
well-defined goals.
· Illustration 1: Different approach to performance management
(Source: Performance Measurement Approaches, 2018)
·CONCLUSION
It has been concluded from the above report that skills, knowledge and behavior are
important for an organization to work and achieve goals and target easily and efficiently. It
discloses that proper training and development will lead to every individual's skills, behavior and
knowledge for attaining organizational goals. Whirlpool uses collaborative approach to motivate
their employee towards development of the company as well as individual. High performance
working plays a pivotal role in enhancing the working capabilities and mindset of an employee
to achieve an objective. In order to supporting the high commitment of employees at workplace,
it is important to motivate them by giving attractive reward, compensation and appraisal. This
also tells various factors while implementing learning for beneficial of an employee.

l壱REFERENCES
Books and journals
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