P1. Determination of professional skills, knowledge & behaviours required by HR profession

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determination of professional skills, knowledge & behaviours required by HR
professionals................................................................................................................................1
P2. Personal skills audit to determine appropriate skills, knowledge and behaviours & creation
of professional development plan...............................................................................................3
TASK 2............................................................................................................................................6
P3 Differences between organisational and individual training, learning and development......6
P4 Need for continuous learning & professional development to drive sustainable business
performance.................................................................................................................................7
TASK 3............................................................................................................................................8
P5. Contribution of HPW in employee engagement and competitive advantage in a specific
organisational situation...............................................................................................................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management and how they can support high-
performance culture & commitment...........................................................................................9
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................10

INTRODUCTION
Organisation development is an objectives that can be achieved through individual and
team performance in well manner. It is based on approaches for system changes within an
organisation and develop the individual as well as team performances to attain best possible
outcomes. Many firms consider these aspects and review of particular performance which help in
identifying problems and find ultimate solution with appropriate way. It is essential in fulfilling
performance gap with fixing productive behaviour ( Hartnell, C. A., 2011). This report is based
on Whirlpool Corporation which is an American multinational manufacture firm and marketer of
home appliances. It will determine professional knowledge and skills that required by HR and
analyse factors for implementing learning and development of business performance. This
assignment consider the High-performance Working (HPW) that contributes to employee
engagement.
TASK 1
P1. Determination of professional skills, knowledge & behaviours required by HR professionals
Every organisation focus on achieving success and gain competitive advantages through
appropriate business performance. There is required to manage and maintain entire business
activities and functions in order to get positive result. Therefore, company focus on improving
and developing individual, and team performance with an effective manner by enhancing their
knowledge, skills as well as ability to gain sustainable advantages.
HR manager play crucial role in managing the functions of Whirlpool company and
perform entire activities. There is required for manager to have adequate knowledge and skills to
handle business operations and improve performances by utilising manpower in efficient way
(Ou, A. Y. and Kinicki, A., 2011). Their main purpose is to build skilled workforce by
appointing educated, knowledgable and skilled persons who are able to perform various tasks or
work and focus on achieving set goals or objectives. There are various skills, knowledge and
behaviours defined which required by HR professional such as:
Skills:
In this consider the ability to carry out the task with defined result that must be achieved
within given time, energy as well. Here are some examples of skills as like;
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 Interpersonal skills: In this defined some inner skills which should be have in HR
manager of Whirlpool. It is necessary to have interpersonal skills which facilitates in
interacting with other individual in smooth manner and build goods relationship among
people. This essential that reflects HR personality and their quality regarding
professional life which beneficial in improving and maintaining relationship with
employees and motivate them to accomplish goals (Decuyper, S., 2010). Therefore,
manager required such skills to create harmony with organisational people and build
good workforce as well.
 Teamwork management skills: It is also necessary to have teamwork skills for
managing entire individual performance and achieve set targets within Whirlpool firm.
Manager should have knowledge that how to build team and manage its members for
better coordination. Teamwork play an important role in accomplishing goals throughout
completion of project or task within time frame. It is essential in bringing new innovative
ideas and share knowledge so that better decisions can be made to attain goals.
Knowledge: Communication and media: In the organisation, there is required appropriates
communication and its process for passing any important informations and communicate
properly with organisational people. It has significant role in creating positive
environment and maintain harmony with effective manner. There is necessary to have
adequate communication and media channel to create awareness by spreading
information among internal and external customers of Whirlpool (Dochy, F. and Van
den Bossche, P., 2010). It is helpful in building reputations and brand image of company. Government legislations: In this defined various kinds of rules and regulations, policies
and procedures which formed by government of country. Therefore, manager must be
have proper knowledge about rules, regulations, code of conducts, legal legislations,
employment laws, democratic political procedures, agencies and other regulatory bodies
regarding business organisation. This can be beneficial in running business functions of
Whirlpool due to having such knowledge to HR manager.
Behaviours:
 Understand employees behaviours: It is associated with individual behaviours and their
attitudes towards any job performance within organisation. There is necessary for HR
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manager to understand employees behaviours during performing any tasks within an
organisation. It support in making decisions regarding dividing work among employees
as per their abilities, skills and knowledge so that they can perform in better manner
without avoiding stress or depressions feelings (Choi, M. and Ruona, W. E., 2011).
 Analyse employees attitudes towards goals: HR manager is required to determine the
employees attitudes towards goals or objectives and how they react while performing
any task or job as well. It will support in allocating assignment to the higher performers
who are passionate about accomplishing targets and focused towards goals. It has major
impacts on the working environment due to smooth performance and less working stress
so that employees can achieve predefined goals of Whirlpool with appropriate manner.
P2. Personal skills audit to determine appropriate skills, knowledge and behaviours & creation of
professional development plan
Organisational goals and objectives can be achieved by improving the level of
performance of individual as well as team in well manner. So, every business firm try to improve
its overall performance and complete entire tasks in order to accomplish target (Herrmann, N.
and Herrmann-Nehdi, A., 2015). In whirlpool company, manager consider the employees
knowledge, skills and abilities and review their performance within team. Management take
decision regarding auditing and inspection for the purpose of determining every individual skills
and behaviours towards organisational goals. This can be helpful in identification of strengths
and weaknesses of person so that they can improve their performance.
Strengths and weaknesses are required to be undertaken by individual for better personal
and professional development. Strengths is effective in enhancement of growth and success by
increasing productivity level whereas weaknesses are negative factor that brings unsupportive
result while running business operations. Human Resource department always focus on
employees development by providing adequate support in enhancing their knowledge, skills and
abilities to attain predefined goals or objectives with effective manner. HR professional of
Whirlpool consider the individual strengths and capabilities that essential in resolving issues,
increase confidence level, manage relationship, build strong team and better making decisions
within an organisation. According HR professional requirements, I prepared a audit plan for
reviewing my knowledge, skills and abilities that beneficial in identifying strengths and
weaknesses with appropriate way.
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Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Decision making Power 8 9 -1
2 Communication skills 9 8 1
3 Time Management Ability 8 7 1
4 Team Building Ability 7 8 -1
6 Information Technology skills 8 9 -1
7 Confidence Level 7 9 -2
8 Conflict Resolution Ability 8 7 1
Strengths and Weaknesses:
Strengths:
 I have decision makings power so I can take various kinds of decisions in any
circumstance that will be in favour of the organisation. It can beneficial in generating
higher revenues and manage performance through bringing effective changes.
 I have better communication skills which is helpful in communicating any types of
information and share ideas, thoughts and opinion with other employees. It is essential in
interacting with other people and build better relationship among them so that effective
team can be created.
 From the above audit, it can be analysed that I have ability to handle conflicts and
disputes among employees that can be occurred while working within team. I can
resolve issue or problems and tackle situations by making favourable decision as well. My information technology skill is also very good as I have knowledge about managing
and maintaining data by using various software methods such as database management
system (DBMS), excel sheet and other languages as well.
Weaknesses:
 From the above audit, I have analysed that somehow I am not able to manage time with
individual performance, so it is required to consider time factor and focus to improve this
in an effective manner.
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 I have determined that my confidence level is low because I loose confidence while
performing any critical job and unable to motivate employees for getting work done due
to feeling panic.
 I have lack of team building skills so I cannot able to form a specific team for
accomplishing goals or objectives. It can affect on the organisation and its workforce due
to poor teamwork.
Personal development plan:
There should be required to prepare a personal development plan which helpful in
overcoming such weaknesses and negative points with effective manner. In this, seminar,
conferences, as well as meeting can be considered that support in enhancing knowledge and
skills as well. This can be undertaken for the purpose of personal and professional development
such as:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficienc
y
Development
Opportunitie
s
Criteria
for
judging
success
Time
Scale
Evide
nce
Deadl
ine
1 Time
managem
ent skills
I have lack
of time
management
skills that
can be create
delays or
interruption
in
accomplishin
g goals.
I have
required to
nourish my
time
manageme
nt skills
and do
work
within
time
frame.
I can
undertake
various short
term targets
and goals
with deciding
appropriate
time frame
and
scheduling
all
performances
so that I can
improve my
this skill with
Directors
, sub-
ordinates
and
employee
s.
3
month
s.
Receiv
e
respon
ses
and
feedba
cks
from
other
manag
ers
and
collea
gues.
1st
Nove
mber
- 31st
Janua
ry
5

effective
way.
2 Confiden
ce level
I have lack
of
confidence
so that I am
able to share
ideas and
perform any
critical task.
There is
required
tom
improve
the level of
confidence
and
achieve
goals.
After
improving
such skills, I
can perform
any difficult
task with
undertaking
team work in
any critical
circumstance
s.
Board of
directors
and
employee
s.
6
month
s.
Functi
onal
manag
ers.
1st
Nove
mber
- 30th
April
As per the personal development plan, I can improve my performance and overcome all
negative points or weaknesses with effective way. I will be form any task with effective time
frame and enhance my skills, knowledge to accomplish organisational objectives.
TASK 2
P3 Differences between organisational and individual training, learning and development
In a successful organisation, proper skilled workforce is required who are able to
perform any task with appropriate way. Individual can consider several learnings programs and
training and development for the purpose of enhancing knowledge and skills. It is essential in
nourishing various inner skills, qualities and abilities with the helps of acquiring knowledge and
informations as well. Learning may be considered a best aspect to improve aptitude, values,
skills and knowledge that helps in organisational objectives and goals achievements.
Individual learning: in this, individual's development are to be considered in which
employees respond to the external stimuli as well as changes by getting proper informations and
aware about such things (Hislop, D., 2013). Manager of Whirlpool have to be ensure regarding
strengths and weaknesses of every individual and provide learning session for their development.
6

Organisational learning: in this learning, employees get knowledge, retain them and the
transfer those in the organisation. So, there is required effective implementation and take
corrective action for company success.
Difference between organisational learning and individual learning
Individual learning Organisational learning
Learning may be considered as development of
individual for enhancing their skills, and
acquire knowledge so that they can improve
their performance and productivity level.
It associated with organisational development
through creation of positive environment and
form effective policies. Whirlpool consider the
skilled workforce and manager focus on
developing individual by providing knowledge.
With the help of learning, employees can
enhance their performance and attain
predetermined goals.
It can be beneficial in building appropriate
team with positive manner.
Training and development: This is essential and important activity that HR manager
consider for increasing productivity. It play crucial role in improving employees abilities,
knowledge and skills so that they can perform any work with effective manner (Huczynski, A.
and Buchanan, D. A., 2010). In Whirlpool company, manager generally organise training and
development program for the purpose of increasing productivity level at work place.
Difference between training and development
Basis for comparison Training Development
Meaning Training is helpful in
nourishment of skills, and
enhancing knowledge through
organising learning session so
that individual can acquire to
perform job.
Development is different from
training where educational
process help to make career in
the future.
Objective This is essential in improving
productivity level and
It support in dealing with
various challenges and
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individual performance. uncertainties for achieving
success.
P4 Need for continuous learning & professional development to drive sustainable business
performance
Organisation focus on enhancement of productivity and profitability by developing
individual and team as well. Continuously learning and professional development is helpful in
performance management, collaborative working and effective communication within firm. It is
necessary for every business organisation for driving sustainability and best possible outcomes
through continuous learning as well. These activities assist in expanding ability of a person by
regularly upgrading practices. Through this they can enhance ability and skill that are required
for successful life. In these learning practices, individual grab understanding from others skills
and working practices. Here are defined some benefits of learning that must be undertaken by
the organisation such as:
Constant learning: It may be defined as the procedure to get adequate informations and
learning so that goals or objectives can be achieved. It is best styles for learning and acquiring
that individual can be encouraged for development and accomplish set targets. Whirlpool can
improve its performances and achieve goals by appropriate learnings.
Respond to technology: In every business organisation, changes must be considered for
bringing effectiveness and efficiency in the internal environment. It help in bringing innovation
so that company can execute its business plans and functions with well manner (Jones, G. R. and
Jones, G. R., 2010). Whirlpool is focusing on adopting various ideas and new technologies for
producing effective goods and services that support in attracting number of customers.
Support critical thinking: In this defined that continuously learning always support in
acquiring various type of knowledge and skills because it support in coming out from troubles
and any tough situations in order to make business sound and solid in any circumstances as well.
Whirlpool is focusing on proper controlling system regarding turnover so that effective
relationship can be build among employees.
Maximise employees retention: Every organisation try to keep and retain their
employees for avoiding labour turnover. Whirlpool also considered employees retention and they
try to resolve disputes among workers by listening their major issue or problems and find
appropriate solutions through adoption of different leadership styles.
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Honey and Mumford theory – This learning style was introduced by Peter Honey and Alan
Mumford in the year of 1986. these kind of models assist to determine different learning
practices for an individual.
 Activists – These individuals are believe to learn several aspects by doing their own.
These kind of people are basically open minded, situations analyst and brainstormer.
They believe to resolve their issues by own.
 Theorists – these individuals basically believe the theory behind the actions. They enjoy
to reading models and other personal approaches. They love reading stories and model
for the better implement in personal practices.
 Pragmatists – These kind of person are desired to implement their ideas and thoughts in
real world practices. They believes in experimental practices of theories, ideas and
techniques.
 Reflectors – Some of the individual's are learn several practices by watching others.
They believe in observe ideas and working practices of other for the better
implementation in their own work.
Kolb's learning theory -
 Converging – These kind of individuals are highly skilled in practical applications of
ideas. They have ability of conceptualization and active experimentation. They believes o
best according to the situation's requirement and need.
 Diverging – Individual from these kind of learning are good in observing practices after
this they organise numerous issue in smaller bits of information into meaningful whole.
They enjoy to implementing working practices in creative things.
 Assimilating – These individuals are understanding each situation properly and creating
theoretical models which is known as their greatest strength. They enjoy to work that
provide appropriate planning and research.
 Accommodating – These learner are risk – takers and believe to explore new ideas for
the better implementation in their practical life.
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TASK 3
P5. Contribution of HPW in employee engagement and competitive advantage in a specific
situation
An organisation can become successful by managing its operations and business functions in an
effective manner. High performance work practices are basically helps in employees
management to enhance organisational productivity and profitability. When these kind of tactics
systematically and helps to increase employee engagement that support high performance
practices. Employees focus on their performance and manage operations, raise abilities,
capacities and aptitudes for the purpose of achieving set targets in well manner (Katzenbach, J.
R. and Smith, D. K., 2015). Whirlpool has undertaken its employees performances and their
behaviours towards organisational goals so that they focused on caring of colleagues, and
subordinates who belongs to North America Region. Along with this implementing HPW in the
company is beneficial for its as well as employees growth and development. Because it help in
employees engagement and achieving competitive advantage.
Concept of high performance work to employee engagement: HPW is a process which
support as well as motivate workers to perform well for attaining set goals and objectives. In
context of Whirlpool, it used by company with the purpose of improving workers performance at
workplace. In addition of this, practice of HPW may create positive environment which
influence employees engagement. With this help of this, workers can easily perform their task to
attain their set goals and objectives. In this workers are put their best efforts to gain competitive
advantage from it rivals. High engagement of employees is more beneficial for company to
increase their overall profitability at market place.
High performance work to competitive advantages: It is one of the important aspect for
business organization to attain more profit at market place from its rivals. In context of this,
HPW play a vital role in enhancing the chances of attaining competitive advantage because it
motivate as well as encourage workers to perform well. By this Whirlpool can easily serve their
quality products and services to its customers as per their needs and wants. Because through high
performance work staff members to their daily operations in better manner and increase
productivity. Along with this, motivated personnels perform their work in better manner and
serve customers that help achieving satisfaction of clients.
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There are five dimensions that considered for measurement such as execution productive
clashes, straightforward correspondence, solidarity, traded responsibilities and many others. Here
are defined some practices of HPW that undertaken by Whirlpool such as: Selective hiring of employees: In this considered various alternatives and resources that
must be utilised with effective manner as Whirlpool always try to optimise its alternatives
into exact place within time frame. HR manager always focus on hiring and appointing
better skilled person who are able to perform any difficult job to accomplish goals. They
undertake intelligence and aptitude capabilities of individual while selecting them within
organisation. In simple term it can be said the hiring employees in the duty of HR
manager according to the required job position and skills of candidate. Flexible job statement: this is most important aspect which must be undertaken by the
firm for getting success. Whirlpool provide effective job experiences to its employees
that facilitates in performing any task in well manner (Landy, F. J. and Conte, J. M.,
2016). It is essentials in analysing requirements and handle several critical circumstance
to attain objectives. Shared commitment towards vision of organisation: In this, Whirlpool focus on its
manpower and try to improve their performance by training and learning session.
Manager adopt different leadership styles and provide instructions to employees towards
achievement of set goal. It can be beneficial in implementing particular plans and get
various advantages within organisation.
 Conflict Resolution team: For every business organisation, there is necessary to resolve
conflicts and issues while performing any task. These can be occurred during team work
among employees and reason can be anything so, manager of Whirlpool try to resolve
such disputes and find ultimate solution of define problems. While working in an
organisation with several people conflicts can be rise because of any reason but its is the
duty of HR manager to solve these in proper manner and achieve goals of the Whirlpool.
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TASK 4
P6 Different approaches to performance management and how they can support high-
performance culture & commitment
Performance management play vital role in accomplishing particular task and predefined
goals in an accurate manner. It help to the employees in working well manner and manage their
performance so that task can be completed and achieve best possible outcomes. It is beneficial
for individual in enhancement of their knowledge, skills as well as abilities by considering
adequate training and learning sessions so that better workforce can be built (Laubacher, R. and
Dellarocas, C., 2010). In this included several components such as performance appraisals of
employees, and communication process for providing informations which facilitates in
accomplishment of objectives and it depends on the adequate planning and strategies. It includes
various aspects such as:
 HR manager have to hire talented and suitable candidates for attaining organisational
objectives.
 They support all members to accomplish long term and short term goals.
 Awards and rewards are to be given to employees as per their performances.
Comparative approach: It support in identifying talents and skills by comparing
performances as manager compare between two employees by considering their performance
level regarding goals.
Attributes approach: In this approach, manager give ranks to the employees as per their
performance and undertake particular criteria including thinking, innovative ideas,
communication and judgements etc. Whirlpool can use Graphical Rating Scale to provide
adequate position of employees.
Behavioural approach: In this, manager observe employees behaviours by considerings
vertical scale like BARS so that they can evaluate or measure employees performances (Malone,
T. W., 2010). Whirlpool undertake this techniques to analyse performance of individual.
Result approach: It is another best method to measure employees performance in which
company undertake two methods such as Balance Scorecard and productivity measurement.
These are essentials in evaluating performance with appropriate manner.
Quality approach: Company focus on effective services that facilitates in meeting
employees demand and expectations so that better outcomes can be get (Nahavandi, A., 2016).
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Whirlpool try to maintain and manage the quality of performances of employees for obtaining
targets. It can be beneficial in increasing profitability and productivity with efficient way. \
Effective communication: It is one of the important and effective approach which help
individual to share their ideas and views with each other. As it encourage workers to build
healthy and positive relation with each other which directly contribute in attaining set goals and
objectives in appropriate time frame. Mainly it is a interpersonal skills which support workers to
learn how to improve their communication at workplace. For attaining success, communication
should be more effective so that employees can easily perform their task and also enhance their
productivity level.
CONCLUSION
From the above report, it has been summarised that it is necessary to develop individual,
team and organisation for getting success and future growth. In every organisation, HR manager
has significant role in managing individual and team with their appropriate performances so that
better outcomes can be get. This report is defined about Whirlpool company as how they use
various technologies and methods for improving its business performance through developing
employees and team workforce as well.
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Hall.
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Malone, T. W., Laubacher, R. and Dellarocas, C., 2010. The collective intelligence genome. MIT
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