Developing Individuals, Teams and Organisations

This report examines the importance of individual, team, and organizational development within the context of Whirlpool. It analyzes key HR functions, including professional knowledge, skills, and behavior, individual skills audits, training and development, high-performance work practices, and different approaches to performance management. The report also explores how these elements contribute to employee engagement and competitive advantage.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
P1 Professional knowledge, skills and behaviour required to HR .............................................1
P2 Analyses personal skills audit for an employee to identify training and development ........3
TASK 2............................................................................................................................................4
P3 Difference between Individual learning and Organisational learning...................................4
P4 Need of continuous learning and professional development.................................................6
TASK 3............................................................................................................................................7
P5 HPW contributes to employee engagement and competitive engagement............................7
TASK 4............................................................................................................................................8
P6 Different approaches to performance management...............................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Development is essential for employees as well as company performance in an
organisation. This is very crucial so this will help in carry out various changes in their values,
practices and cultures. When firm does not fully concentrate on their development so they are not
able for maintain their position in the large market place. In this report, individual development
is depend on employees but team development is based on company managers. If team will
formulated so it is necessary to them is to contribute in their development and growth of an
organisation. The report is based on Whirlpool company in which they play an important role in
team and organizational development which evaluating high performance team, high
performance work practices( Boer and et. al. 2017) . The main purpose of this project is to
understand skills, behavior, knowledge, inclusive learning elements and performance
management.
TASK1
P1 Professional knowledge, skills and behaviour required to HR
It is very necessary for HR officer to have appropriate skills, knowledge and behaviour
for the development of individuals and achieving objectives of the organisation. For attaining
business goal every person and department is responsible like HR department or HR
professional. Human resource of organisation have a broad range of roles and responsibilities
whether small or large business. He or she performs many duties in the organisation like
technical specialist, advisor and leader/manager. Human Resource professional create a balance
between staff by developing a skills through proper training and development.
Continuing professional development (CPD) is required to every staff of the organisation.
CPD is the documented process of developing skills, knowledge and experience which was
beyond initial training can be done formal or informally (Norros 2014). It is approach which
professional take to learn new things and to acquire skills .Individual experience and learn thing
to apply in different situation of the organisation.
Skills required to HR
 Conflict management: Basic responsibility of HR is to solve the dispute or grievances
between employees and the authorities or between different employees of the
organisation. For performing these activities they need to have skills regarding

negotiation and mediation so that they can help others at time of conflict. Employees
should solve these problem with maturity and concerning all individual in the
organisation.
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 Multi tasking: HR have to perform various responsibilities in a business which changes
day to day. It is very necessary for professional to have capability of performing different
activities at a time. In whirlpool HR professional manage compensation, training
programs,job advertisement,employees grievance and time to effective performance of
the organisation (Knipfer and et. al., 2013). He or she need to calm in pressure situations
whether employee grievances or management issue with recruitment process.
 Communication- HR should be very good in communicating things to various
department otherwise business not able to achieve organisation objectives. He or she is
responsible for maintaining harmony between different level as they are the mediator
between top level and low level.
Knowledge required to HR in the organisation
 Management theories- Knowledge of business and and management theories and
principles help in making strategies, plans ,resource allocation ,leadership techniques and
the coordination between employees and resources. In whirlpool human resource
manager contain all the above knowledge to perform task.
 Legislation: For HR manager is is very necessary to have the knowledge of law,legal
codes,court precedents, government rules and regulation,agency rules and so on.
Whirlpool follow all the laws and regulation for providing better conditions to employees
in the organisation. The respective company use health and safety law for keeping
secured environment in the premises ( Mac donald2017).
Behavior of HR
 Team Work: Team work is very essential part of every business. For hr professional
distribution of work between the team bring the desired result in business. Working with
a team able to achieve the objectives on time and have a positive impact on whirlpool
business.
 Customer service: For better customer service they always asses the quality of services
and the satisfaction level of individual. In whirlpool HR manager focuses on the the
services provided to the customer by the employees.
 Equality: To make business successful is very necessary that HR follow equality among
every employee of the organisation .If equality is not followed than it bring conflict
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between employees affect the overall performance of business concern. For the growth of
whirlpool human resource manager should follow equality( Mellor and et. al., 2011).
P2 Analyses personal skills audit for an employee to identify training and development
Personal skills are those skills which person uses to express and manage in front of other
individual. Some skills are those with which individual get born and some learn from the life
experiences. These traits help in living the personal and professional commitment. Person
contain two types of skills soft skills and hard skills. Soft skill are those skill which are
intangible qualities or attributes which help in interaction with others (Cherubini and Nielsen
2016). Hard skills are those which are learned through education. SWOT of individual help in
analysing the capacity of the person.
In this I have done my swot analysis to know my strength and weakness.
Strength
 I have good communication skill which can used to act as a mediator between
organisation and authority.
 Internet surfing is my biggest advantage from that I can find any information quickly.
Weakness
 I am unable to perform multiple task at a time which need to be basic quality of HR.
 Problem in handling HR software.
 Difficulty in delivering training session to new individual.
 Not efficient in use of database for old information.
My personal skills audit as a Manager are determine as:
Requirement Personal audit (Rating from 0
to 10)
GAP
Knowledge:
Administration
Employment
6
7
I have lack of knowledge
about administrative
functioning of company.
I was unable to provide
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Training
Health and safety
9
8
training to the employees due
to large number of employees.
I attended the training session
since last 6 months.
I have knowledge about the
standard of health and safety at
the work place.
Skills:
Presentation skills
IT skills
Time management skills
Communication
7
7
9
7
I have lack of knowledge
about presentation skills.
I do not have the knowledge of
information technology.
I have skills to manage all the
activities on time.
I am unable to communicate
with all the employees due to
linguistics difference.
Behaviours:
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Team work
Ethical behaviour
Self control
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6
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I have ability to work in team.
I do not behave in an ethical
manner.
I have poor control over my
emotions.
Herein, below professional development plan is mentioned below:
Objectives
(What need to
learn)
What will I do to
achieve this
What would be
hurdles in
achievement of
goals
How progress
will be
monitored
Time scale
Administration I would gain
knowledge about
the administrative
theories and
concepts.
I could be unable
to understand
about concept
administration.
The progress will
me measured
managing the
business activities
through
administrative
theories.
3 months
Communication
skills
This can be
achieve by having
knowledge about
different
language.
Lack of interest The progress will
be measured
when I will be
able to do proper
communication
3 months.
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with all the
employees.
Ethical behaviour This can be
achieve by getting
detailed
knowledge about
the business
ethics.
The physiological
barrier can be the
issue in achieving
this goal.
This can be
measure by
evaluating the
behaviour.
2 months
Presentation skills It can be achieved
by having proper
confidence.
The problem can
be stage fear.
It can be measure
by evaluating the
way of presenting
PPT.
3 months
IT skills This can be
achieve by taking
coaching about
concept and
function of
information
technology.
It can be lack of
interest in IT
skills.
The progress will
be measure
through solving
the technical
issues.
5 months
TASK 2
P3 Difference between Individual learning and Organisational learning
Learning should be done on a continuous basis whether it take from the life experience,
study or from university. It make person competent to face any kind of difficulty or adverse
situation. To be familiar with some information means that person earn the capacity to apply in
different situation (Anagnostopoulos,Byers and Shilbury2014).
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Individual learning starts with interest and engagement of the learner. For example in a
class teacher and learner must act as a team for exploring opportunities and for delivery of
information. One person disabilities and mind capability affect learning process.
Organisational learning take place in the group to develop,retain and sharing information
within internal environment of the organisation. One person disabilities can't affect the whole
process of organisational learning.
Individual learning Organisational learning
An individual learning depends upon person
abilities and motivation.
The organisational learning depends upon the
interest and abilities of the group on particular
matter.
This type of learning is done for a life long
period.
This type of learning is done for only limited
period.
This process generally develops slowly as it
depends on individual capacity and strength.
Efficiency of the process increase or improve
with the passage of time as organisation earn
experience.
In individual learning person give his own
effort to develop their person skills.
In organisational learning persons give his effort
to develop group skills.
It is effective as there is a participation of
one individual.
It is not effective as individual learning as there
is participation of large people.
This learning is simple as it done at
individual level
This learning is complex as it is done on the
group level.
In this learning individual person have their
own mind to learn new methods.
In a group every person have their own capacity
to learn new methods.
This learning slowly develops person
thinking from child to grown age.
This type of learning is done on a continuous
basis as the person learn the things every time
when they move to new environment or new
organisation (Córdoba and Piki 2012).
This is done to increase personal knowledge This is done to remain in the particular
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and skills so that it can be apply into
different situations or conditions.
surroundings.
Training and development- Training is the first step which organisation adopt after appointing
some new employee in the system. Training is not needed only for new employee it is also
required for existing employee. This is adopt by the organisation to make new person familiar
with policies,strategies and procedure of working. In case of existing employee training is
provided to upgrade their skill. Its all about increasing skills and knowledge of the person so that
performance and growth of individual take place (Bourne 2016).
Training and development is required in the organisation
Creativity- Employee creativity and innovation activity increase with the training as
people able to develop knowledge and skill. This creativity help the organisation to survive for
longer period of time.
Remove imperfection- Every person in the society have some problems in their skills
which can be removed by proper training program. These program help in enhancing the worker
skills due to which organisation performance get improved. It remove all trouble which affect
the business objectives. This help in strengthening the skills of weak employee.
Loyalty and satisfaction- When individual is passing through training and development
process than it able to increase his skills which create their loyalty towards organisation.
Appreciation at training process motivate worker to do work with full dedication (Blandford,
2012).
P4 Need of continuous learning and professional development
In this part, it is continuous program or professional development programs, both are
very appropriate for an enterprise so this will assist in achieving higher growth and success in
entire business operations in better manner. Along with this, professional development plan are
determined as useful for acquiring effective knowledge and also assist in promoting among
company workers. Along with this, employees are improving their skills on regular basis for
reaching with desired goals and targets by learning. Whirlpool employees can learn various
procedures such as reflective supervision, coaching, technical assistance and so more. Such
things will assist workers for gaining and reaching with higher growth so this will assist them
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increasing the performance of business operations and its functions in better manner (Stewart
and et. al., 2015).
An organisation's employees required to evaluate or understand the learning for gaining
promotions that can help in getting effective results or outcomes which are required to whirlpool.
The Whirlpool staff members need to evaluate that why company has collaborate different
institutions who are plan programmes for motivating towards their learning to grow higher.
Whirlpool manager try to engaged their employees which help them in spending more time with
each other and through this they can easily improve their learning skills with the help of each
other. Also the HR manager require to identify importance and value of employees for their
retaining in effective manner then they are executing various plans and policies which directly
affect on firm growth and development in better manner.
There are various advantages which derived with the need for continuous learning and
professional development within an organisation that are described as follows: Competency leads to confidence – Company employees have so much skills and
knowledge which are necessary for performing their job so they will gain confidence
among them. Also it can lead towards enhancing their efficiency in proper manner. Due
to this, they require to gain attention of desired people and they need to achieve all
business goals and targets (Lyons 2013).
 Facilitates employees growth and success – An organisation provide different
opportunities to single person so that they will acquire for learn new things and through
this professional development programmes need to be organised by the firm.
TASK 3
P5 HPW contributes to employee engagement and competitive engagement
High performance work system includes bundle of techniques which HR involved in the
business with organisation strategy. It refer to the method which have the transparency,trust and
open things for everyone. This system is designed to enhance the skills and utilise it up to best
effort which able to achieve objectives. The main aim of HPW is to employee involvement and
commitment for achieving higher level of performance. HPW help in boosting the growth of the
company whirlpool (Patel and Wilson 2012).
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Mutual relations: HPW able to establish relations between different individuals of the
organisation. Due to HPW all employees work together to achieve higher performance which
can't be done with the single individual. When the employees work together for their
performance and for achieving business goal relations get improved. In whirlpool this system
help to engage the employees more in the organisation and loyalty get increased.
Constructive conflict management: Every person of the organisation is focused on
improving their own performance so due to which they are less involved in the dispute. But
when they have to work collectively conflict arises which get settled by proper distribution so
that each one is responsible for their own work. In Whirlpool through this system conflict get
decreases as everyone is engaged in their own work.
Mutual respect: The person who have high performance work able to motivate other
individuals of the organisation. Employees want to become like that person and always ready to
take guidance as they think that person some unique feature which they don't have. In respective
company high performance individual enhance the productivity of other employees.
Carrier pathway, training and development (CTD): High performance not provide
development for a particular time frame, it create a road through which individual can achieve
good carrier. As it generate various skills which assist in overall development of the employee.
In concerned company through this employees able to perform all kind of activities which are
provided to them in a define time frame(Pettitt ( Shevlin Winter and Flynn, 2013).
Both employee engagement and involvement result in the achievement of goals by high
performance management.
TASK 4
P6 Different approaches to performance management
Performance management is the process under which both employers and the employees
work together to achieve worker and organisation goal. It is perform in the business concern to
check whether objectives are achieved in a efficient manner or not.
Performance is to measured every time in the organisation for remaining employees on
the right path which is business success. Organisation owner measure employee performance on
the basis of their contribution towards firm's growth. This method is to be conveyed to
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employees at the time of their performance evaluation. They are six approaches which are
generally used by the management to evaluate performance of individual which are as follows-
Collaborative working approach: It a approach under which two or more employees
work together to achieve a desired result. Under this evaluation is done on the basis of group
accomplishment not on the individual ground. This method helps the other individual whose
performance is not good because of high performer. This technique has one demerit which
indicate about cost and time which not involve in working on own (Pettitt 2012).
Comparative approach:Under this individual performance is evaluate on the basis of
others in the same group. In this employees are ranked from highest to lowest on the ground of
performance. This approach was adopted through graphic rating scale,forced distribution and
paired comparison in the firm.
Result approach : This approach is very simple and easy to understand because in this
evaluation is done on the basis of employee result. This technique is applied in the business
through balance scorecard method and productivity measurement and evaluation system. It
motivate employees to focus on productivity and feedback.
Attribute approach: Employees working are measured on the ground of characteristics
they acquire. It include problem solving innovation,decision making,communication and
creativity. This approach is adopted in the organisation through graphic rating scale and mixed
rating scale. The major advantage of this theory is simplicity which induce organisation to adopt
it. Disadvantage of this theory is that subjectivity.
Behavioural approach: This is the oldest technique of performance management.
Performance is measured on the basis of how employee perform the particular job. This was
done through behavioural observation scale (BOS)and behaviourally anchored rating
scale(BARS).It describes the frequency of employee behaviour for objectives. When
organisation need accuracy and reliability in the performance than they can use this approach.
The disadvantage of this approach is that manager have to remember the data.
Quality approach: This approach aim on enhancing customer satisfaction by reducing
errors and services. It includes both person and system. the quality approach uses kaizen theory
for continuous improvement of the business. Advantage of this process is that it uses multiple
methods to evaluate performance.
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Performance measurement help the organisation in achieving high performance and
culture and commitment. Evaluation is done to increase or improve the outcome which in actual
done. For example -one organisation in which performance measurement is not take place unable
to achieve goals as there employees are lazy because no have is keeping the control and check on
them. In whirlpool company evaluation of the employees take place create good impact on
employees as they are motivated to the growth of the business. Due to performance measurement
communication between employee and management as they are discussing important job
responsibilities and issues with a work environment(Mittal and Dhar 2015).
CONCLUSION
From the above discussion, it is concluded that organisation growth and development is
depended on the overall development of the individual, team and organisation. It involve various
skills ,behaviour and knowledge which HR required of whirlpool company. For individual
growth their should be both type of learning i.e. individual and organisation learning. In this
there is deep communication take place on the effect of performance measurement in the
business and its employees. Through this various approaches of performance management come
in known. Both organisation goal and individual goal is separate from whirlpool firm. For the
development of organisation it is necessary that HR have some specified skills which are
discussed above.
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