Developing Individuals, Teams and Organisations

This report examines the importance of developing individuals and teams within organizations, focusing on the role of HR professionals. It analyzes the knowledge, skills, and behaviors required by HR professionals, examines the differences between organizational and individual learning, and discusses the need for continuous learning and professional development. The report also explores the contribution of high-performance work practices to employee engagement and competitive advantage, and examines different approaches to performance management.

Developing Individuals,
Teams and Organisations
Table of Contents
INTRODUCTION...........................................................................................................................1

TASK 1............................................................................................................................................1
P1. Professional knowledge, skills and behaviours required by HR professionals....................1
P2. Analyse personal skills audit that helps to develop a professional development plan ........3
TASK 2............................................................................................................................................4
P3 Differences between organisational and individual learning, training and development......4
P4 Need for continuous learning and professional development................................................6
TASK 3............................................................................................................................................7
P5. HPW contributes to employee engagement and competitive advantage..............................7
TASK 4............................................................................................................................................8
P6 Different approaches to performance management...............................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Individual and team plays a crucial role in developing the overall business enterprise.
This helps in to develop the ability, skills and experience of an individual as well as team
towards their organisation. It increases the work efficiency and improves the overall performance
of a business enterprise. This is an essential part for any organization to develop an individual for
attaining growth of business. By influencing individual and team it helps in to improve the
performance of existing employees of a business enterprise.
Following report contains knowledge, skills and the behaviour in professional terms
which is required by HR professional of Whirlpool organisation. It deals in marketing of home
appliances and is an American multinational manufacturer which is headquartered in Benton
Charter Township, Michigan, United States. It helps to analyse individuals audit to identify their
cognition and skills to acquire a professional development plan (Marrone, 2010). This bring
highlights on variation between individual learning and organisational, development and
training and different approaches for management of performance.
TASK 1
P1. Professional knowledge, skills and behaviours required by HR professionals
Professional knowledge, skills and behaviour helps HR manager to cope up with the
problems and issues that arise in Whirlpool. By having such kind of skills and behaviour they are
able to maintain peace and harmony in employees and employers of a respective organization.
This helps in to determine the roles and responsibilities of HR manager to tolerate issues and
crises that can destroy healthy environment of a respective organisation. Therefore, it is
necessary for every business enterprise to perform their task in well manner, this will enable
accomplishment of organisational objectives (Maxwell, 2018). HR professional needs
professional skills, behaviour and knowledge. They are described below as:
Skills required HR professional
Skills are a necessary part that assist in managing tasks that completed by different
people and departments. HR professionals are liaisons between employees and employers of a
respective company. The skills which should be possessed by the HR manager of Whirlpool
company are under follow as:
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 Communication: HR manager interacts with employees on a regular basis through
person to person, over phone calls or by an email, to maintain a better communication
between employees and employers to complete task smoothly. Therefore, it is necessary
for HR manager to have an effective communication skills that helps them in proper way
to communicate with others. In case of whirlpool company, it is essential for HR manager
to explain the roles and responsibilities of an individual that helps them to perform better
and effective manner. This can be achieve through an effective communication in
between HR manager and their employees. Multi-tasking: The field of HR has varied responsibilities with many cases, that are
changed on daily operations. They have to focus on different job advertisements,
interviews, training and development, interviews and many more. Hence, they are
capable enough to manage time according to their working schedule and multi-task are
often important to perform by them (Joo and et. al., 2012). For instance, in Whirlpool,
HR manager have to deals various tasks which are essential to complete on regular basis
to gain desired outcomes. This helps in to attain organisational goals effectively and
efficiently.
Behaviour that required by HR professional
It is a key role that is an important part in HR manager, if they behave properly, they can
reduce employees resistance while implementing new and beneficial policies in an organization.
The behaviour that should be acquired by HR professionals are briefly described under as:
 Accountability: This is an important element that plays a vital role in behaviour of HR
manager. They accepts responsibility for own actions and decisions that helps in to attain
their work in ethical and effective manner. This helps them in managing time, meets
deadlines of Whirlpool projects. They helps in remove hurdles while using efficient
resources by them.
 Inclusiveness: It helps in to interacts in proper way with all business, stakeholders and
members of Whirlpool's organisation. This will create a healthy and co-operative
working environment which can foster the individual performance and able accomplish
goals of a respective firm. Adaptability: This function assist in to adjust the planned work by assembling relevant
information and apply analytical thinking to address multiple demands. It can changes
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behaviour in response to feedback and learn from experience (Senaratne and Malewana,
2011) . This also assist in to develop flexible resources to meet current and future needs
of Whirlpool's company. It motivates their staff to response in correct way.
Knowledge required by HR professionals
This is an eminent part for human resource manager to have enough knowledge related to
their field as well as the workforce of any organization. The main elements which are required
by HR professionals are mentioned below as:
 Administration and Management: This aspect talks about the administration and
management principles of Whirlpool company. It is necessary for human resource
manager to have sufficient knowledge about management practices and strategies that are
used to acquire desired objectives of a respective organization.
 Communication and technology: Human resource manager should possess knowledge
about upgraded practical application and effective communication so that they able to
utilise them in appropriate manner (Dierdorff, Bell and Belohlav, 2011). This helps them
to achieve their targets with effective and efficient manner of Whirlpool company.
Hence, it helps in to develop the skills, knowledge and behaviour of HR manager helps
them to assist in dealing with their employees and colleagues of Whirlpool organisation. Also, it
guides them how to deal with the situation as well as workers of a respective company.
P2. Analyse personal skills audit that helps to develop a professional development plan
Personal audit aids in identification of strength and weaknesses of an individual. This
assist in to determine the skills which are used to develop further through auditing, which
develop existing skills that helps in to progress in an individual career (Marrone, 2010) . It assist
in making personal swot which able to know an individual strengths, weaknesses, opportunities
and threats of personal. By making professional development plan it helps in to overcome from
the weaknesses and threats of an individual.
Skill audit
Skills Ratings by me Rating by others Variance
Team-building 7 9 -2
Instant Judgement 5 8 -3
Enhancement of team 4 7 -3
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capabilities
Decision-Making 7 5 2
Improves Patience
level
5 4 1
Delivering issues 6 3 3
Communication skills 7 3 4
Strength Weaknesses
 I have potential to build team that helps
in to develop more effective team that
assist in increase the efficiency level of
an individual.
 I have an ability to make instant
judgement by considering necessary
facts and figures.
 I found that, I am poor in delivering
issues an individual not able to execute
their work, with enhancement.
 I have poor communication skills can
become a hurdle while doing
conversation between human resource
manager or employees.
Opportunities Threats
 By encouraging to perform in team, I
will able to grab opportunities that
helps in to build up the capabilities of
working in a team.
 My presentation skill is not up the
mark, which can become a threat for
me.
Learning
objective
Current
proficiency
Target
proficiency
Development
opportunities
Criteria for
judging success
Time scale
Decision-
Making
4 5 Take little
judgement in
system respect
to worker who
can have impact
The higher
authority
2 months
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on organisation
working.
Team
building
capabilities
3 5 Team
engagement to
establish
knowledge and
skills about
associates.
Team leaders 3 months
Improves
Patience
level
3 5 By opting for
meditation and
training classes.
Employer and
team member
2 months
Delivering
issues
2 5 By visualising
leader their
proficiency to
develop new
and existing
worker.
Higher authority
and managers
4 months
Communica
tion skills
2 5 Initiate in
groups activities
Human resource
manager
3 months
TASK 2
P3 Differences between organisational and individual learning, training and development
Learning refers to a process of exploring existing or new knowledge, skills or abilities. It
is possessed by humans and some machines (Berry, 2011) . This helps in to guide the employees
for their better performance and increase productivity of Whirlpool's company. It is a way to
create new knowledge and improves an individual, team and overall performance of a respective
enterprise. Learning can effect two ways:
Organisational learning Individual learning
 It is a process within an organisation
which involves the interaction of
 Under this, it is a process in which an
individual increases there knowledge
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individual and team level to analyse
and achieve the targets on the common
basis such as organizational goal. This
helps in to increase the efficiency and
effectiveness among the employees of
Whirlpool's organization.
 This helps in while sharing, using or
creating knowledge within a
corporation or comparable business
firm.
 By learning into an organisation it
helps into guide them in correct
direction and able to achieve their
desired objectives.
which bring a positive outcome on their
performance and overall productivity of
organisation. It will maneuver in to
develop the skills and knowledge of an
individual that able to enhance their
working performance and bring a
desired aspect of an employee of
Whirlpool's company.
 Whereas, in case of individual learning,
they create their own interest that helps
in managing their life.
 In case of individual learning, an
individual learn by their own through
which they can interpret in wrong way.
Training and development is an indispensable part of human resource function and
management. This is a method to develop the skills, abilities and experience of an individual to
improve their performance. It helps in to improving the performance and productivity of workers
in Whirlpool organization. According to the given situation, in the respective organization,
human resource manager should employed high performance training to determine the
restructuring and effective decision-making. It also bring efficiency among workers to move
forward as they are focused towards their goals and able to attain desired result. As employees
are aware about the modification the are required to engage them in self- managed and learning
to acquire new skills to enhance their working performance. This is a system to develop
knowledge, skills and experience of employees as per the requirement of job (Maxwell, 2018) .
The difference between training and development with reference to Whirlpool company are
mentioned under below as:
Training and development
Training Development
 It is used as a learning process in which
employees of Whirlpool get an
 In case of this, development is an
educational process which involves the
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opportunity to develop their skills,
abilities and experiences as per their
job role.
 The aim of this is to improve the
working performance of workers in
Whirlpool.
 In case of training, there are many
numbers of employees get trained for
better performance of a respective
company.
 Training is provided to employees of
Whirlpool company for job orientation
such as promotions, transfers and bring
efficiency in their work.
 It is generally given for a specific job
related to particular task or goals which
is more important than other objectives.
overall growth of workers of Whirlpool
organisation.
 The main objectives of development is
to prepare employees for future
challenges which arises in Whirlpool's
company.
 Under this, it is necessary for an
individual growth to attain their
objectives in respect to Whirlpool.
 Whereas, development helps in for
career orientation that helps in to
develop an individual personality.
 Under this, it is provided for conceptual
and general knowledge for an
individual personality growth.
P4 Need for continuous learning and professional development
A process of exploring skills via learning and exploding knowledge is called continuous
learning. This requires learning as an ongoing activity for manager as well as employees of
Whirlpool company. It helps in to generate challenges while learning new things as compared to
daily activities. The changes guide them for personal development that assist in to develop an
individual or team potential through education that leads to a success of a respective company.
Professional development refers to a wide variety of vocational education, specialise
training that helps in to guide their employees in correct direction (Belbin, 2012). This improves
their knowledge, skills and bring efficiency while performing their task. There are various need
for continuous learning and professional development to increase the efficiency of a business
enterprise. These are mentioned below as:
 Set clear objectives: Clear goals provides support to select correct direction for
employees so that they can put efforts in proper manner which facilitates to achieve the
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same. For an innovative idea manager has to use continuous learning that helps them to
develop their career growth and accomplish their objectives of Whirlpool company. This
will bring efficiency in employees as well as manager work and able to complete their
targets in specific duration.
 Change perception: Continuous learning can helps in to open the mind of employees
and also bring changes in their attitude by improving knowledge of an individual. This
helps in to increase the efficiency among employees and improves the overall
performance of Whirlpool organization. It also, guides in while learning more from the
superiors or manager of a respective business firm.
 Provide resources: By using continuous learning and professional development it assist
in developing or generating more resources such as manpower, setting up of objectives in
efficient manner and able to utilise minimum resources (Somech and Drach-Zahavy,
2013). Also, by continuous learning it helps in, to increase the efficiency and generates
new ideas to provide resources in proper manner by the HR manager of a respective firm.
This will bring consistency in their working performance and able to manage the
provided resources by Whirlpool company.
 Recognize talent: This aspect helps in to recognize strengths within a team and generate
learning programs in order to gain more knowledge that influence them to foster their
talents. The human resource manager find different ways to communicate with their
employees which help them in guiding and also assist in their career development and
increase the performance of Whirlpool company. It is an good way to bring out hidden
talents and guide workers in an innovative manner.
Therefore, it necessary for every business organisation to increase the continuous
learning and professional development to bring a positive outcome such as improves the
performance and productivity of Whirlpool company. This helps in to attain the desired goals
and objectives by the human resource manager of a respective firm.
TASK 3
P5. HPW contributes to employee engagement and competitive advantage
They refer to practices which include employee management plan of action that helps in
to improve the productivity and profit of a respective business firm. This assist in to increase
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employee engagement, high performance and builds customers loyalty and trust, in respect to
earn profits. It helps in to boost the performance of Whirlpool company and increase the growth
of the same (Slater, Mohr and Sengupta, 2010). It also increases the competitiveness and
engages employees to work in significant manner. This encourages how to achieve the desired
targets of an individual, it can be done through employee engagement which can boost the power
of a respective business organization. The human resource manager can support their employees
through training, providing benefits while achieving the targets, effective communication plays a
major role in to optimize an individual performance. There are different ways which can help in
high performance work contributes to employee engagement and competitive advantages, these
are defined under below as:
Shared commitment: This aspect helps in to share ideas with their employees through
which they can achieve their goals (Hughes and Jones, 2011). By commitment workers can
accomplish their targets in easy manner and able to focus on important issues which can effect
the performance and productivity of respective organisation.
Transparent communication: By using an effective communication it assist in
improving the relations of employees and able to maintain peace and harmony into the business
firm. This helps in to gain desired goals which can easily grab by the company through an
opportunity. It also increase the cooperation and co-ordination among employees as well as
between employer and workers of respective organization.
TASK 4
P6 Approaches for performance management
Concept of performance management helps to determine actual performance of
employees and therefore, it is also termed as a backbone of any business organization. This assist
in measuring the contribution of workers while making the growth of Whirlpool company. It is
calculated by performance appraisal which helps in to measure the performance of an individual.
The employee performance look on various factors such as; job satisfaction, firm policies, work
environment and so on (Dettmer, Knackendoffel and Thurston, 2013). These aspects assist in to
measure the productivity and hence increase the overall development of a respective firm.
Therefore, human resource manager can uses different approaches for employees performance
management, these are explained under below as:
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 Behavioural approach: It is oldest approach which is used to do measurement of
performance of an individual to measure their performance. It is a series of vertical scales
for various post of the job. This helps in to ranked on each anchors according to the
performance of an individual.
 Comparative approach: This type of approach includes rank of employee's performance
with other workers in a team (Marquardt and et. al., 2011). It can be ranked on the basis
of highest to lowest performance of an individual. There are various techniques which
can be chosen for comparison between employees performance.
 Result approach: In this kind of approach, it is used as a straight- forward concept such
as employees performance, financial, customer, learning and growth of an individual and
so on.
 Quality approach: Focus of this approach is on the improvement of consumer expiation
through reduction in errors and accomplishing constant service. It is mainly focus on the
use of Kaizen process in order to endlessly improve the business processes.
 Attribute approach: In this aspect, it helps in to measure the performance of employees
in particular factors such as; problem solving, teamwork, judgement, creativity,
innovation and many more (Turner, 2014). Also, this can be measured by using graphic
rating scale; it is used on a scale of 1 to 5 or form mixed rating scale used a more layered
form of measurement.
Therefore, Whirlpool company should adopt quality approach that helps in to judge on
the basis of customer satisfaction and able to cope up with their errors and able to accomplish
organisational goals effectively.
CONCLUSION
It has been concluded from above report that, developing of an individual and team plays
a paramount part in the organisation victory. This helps in HR manager to face critical situation
in a respective organization. It is an essential part for every business firm should adopt learning
practices and provides training and development sessions to employees for better performance as
compared to others. By using appropriate approaches to performance management helps in to
achieve desired outcomes of an individual. Also, high performance work practices guides in,
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how to engage employees and its competitive advantages. This bring a positive outcome and
contribute to growth towards a respective business enterprise.
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