Developing Individuals, Teams and Organisations

DEVELOPING INDIVIDUALS, TEAMS AND
ORGANISATIONS
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Table of Contents
Introduction................................................................................................................................3
P1................................................................................................................................................3
Required professional skills, knowledge and behaviour for HR professionals.........................3
P2................................................................................................................................................5
Analysis of personal skill audit and personal development plan for the role of HR.................5
P3................................................................................................................................................8
Difference between the individual and organisational training, learning and development......8
P4................................................................................................................................................9
Analysis of the requirements of professional development and continuous learning in order to
drive sustainable organisational performance............................................................................9
P5..............................................................................................................................................10
Demonstration of HPW’s contribution towards engagement and competitive advantages of
the employee within the organisational situation of Whirlpool...............................................10
P6..............................................................................................................................................11
Evaluation of different performance management approaches along with their impact on the
high-performance commitment and culture.............................................................................11
Conclusion................................................................................................................................12
Reference List:.........................................................................................................................13
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Introduction
Business growth and development is related with the skill of the employees. Proper skill of
employee helps to enhance the production rate and competitiveness of the organisation. This
study is intending present impact of professional skills and knowledge of the employees on
the organisational performance. This study will revolve around the role of HR consultant of
Whirlpool regarding the profession skills of the employees. It will present the skills,
knowledge and behavioural approaches of HR consultant regarding the organisational context
of Whirlpool. It will present a development plan for the employees of that particular
designation. There is certain difference within different performance management approaches
and this study is intending to present the evaluation of those differences.
Figure 1: Company logo
(Source: whirlpoolcorp.com 2017)
P1
Required professional skills, knowledge and behaviour for HR
professionals
HR professionals are required to possess certain knowledge, skills and behaviour in order to
perform in a successful way. In the context of Whirlpool, HR professionals should possess
such qualities in order to manage the situation in the favour of the organisation. It would help
the organisation to apply its redesigned structure in an efficient way.
Most important skill for the designation is the ability to communicate with people in an
effective way. It would help to convey the organisational messages to the employees as well
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as innovative ideas from either end. As this helps to clear the organisational messages and
objectives to the employees, hence the employees could get motivated towards their personal
goals within the workplace. As stated by Ulrich et al. (2012, p. 219), judgement skill is
another major factor for HR in order to determine the situational context and crisis during the
organisational performance. This would help Whirlpool to evaluate the impact of redesigned
structure. According to e Silva and Costa, (2013, p. 103), important skills of an HR also list
sensibility, honesty and ethical practices. This allows the organisation to keep safe both
organisational as well as individual objectives. Honesty is a major factor in the context of
determining decisions regarding the organisational performance. HR professional are
required to possess effective negotiation skills. This is important in order to manage
organisational crisis and continue the flow of the production. In the context of Whirlpool, it is
important for HR professional to possess negotiation skills regarding the responsibilities of
the job. Hence, the HR people are required to play in the role of the multitasking employee to
manage the situation and work as the medium in between the employees and the management
or authority. These skills are important for them to introduce efficiency and effectiveness
within the workplace.
Along with these skills, HR personals are also required to possess skills regarding employee
engagement and relation, performance, learning and development. As opined by Cohen,
(2015, p. 211), they are also required to possess certain knowledge along with skills in order
to perform efficiently and introduce effective work culture in the organisation. This
knowledge is related with the personal as well as human resources, management,
administration, service principal, legal reforms and psychology. As narrated by Lim and
Ling, (2012, p. 107), this knowledge allows the person to manage the situation in proper way.
Knowledge about the psychology helps them to comprehend the employees personally
regarding their behaviour and performance. Hence, these skills allow the HR professionals to
introduce certain strategies regarding the employee skill, behaviour and organisational
performance.
HR personals are also required to possess significant behavioural skills in order to manage
the organisational performance in a sustainable way. It is important to perform in a
cooperative way in the organisational context. As suggested by Armstrong and Taylor, the
achievement of the organisational goals. Managing performance is also important task in this
context for the HR consultant. Development of good relationship among the employees of
different functions and comprehending the perspectives of different people is also important
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