(Solution) Developing Individuals, Teams and Organisations

Developing Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY ..................................................................................................................................2
HR professional required professional knowledge, skills and behaviour ..................................2
Personal skills audit and professional development plan............................................................4
Organizational and individual learning, training and development ...........................................5
Continuous learning and professional development (CPD)........................................................6
HPW contribution to employee engagement and competitive advantage...................................9
Different approaches of performance management and how they contribute to High
performance culture and commitment......................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13
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INTRODUCTION
Individual and team development are beneficial for organizational development. With the
help of developing skills and knowledge, employees are working effectively in team for
completing projects, solving issues etc. These are directly impacted on company development.
This also helps in improving performance of single person and work culture of company
(Hutchison, Delise and Rentsch, 2017). This study is based on Whirlpool. Company is
restructuring and changes in strategies in company crisis in 2011. This assignment will explain
professional knowledge, behaviour and skills that are required by HR professional. It will
analysis personal skill audit and develop professional development plan for given job role in the
company. It will analysis Organizational and individual learning, training and development
within firm. Furthermore, report will investigate needs of continuous learning and professional
development in relation to sustainable business performance. It will explain HPW contributes to
employees engagement and competitive advantages within organizational situations. It will
evaluate approaches to manage performance in the organization.
MAIN BODY
HR professional required professional knowledge, skills and behaviour
Professional Behaviour:
Self confident: HR consultant must have self confident to give effective advices for
solving issues of Whirlpool. With the help of it, they are analysing the issues and giving proper
solution of these problems in the workplace (Johnson and May, 2015).
Creative thinking: HR consultant must have open minded and creative thinking by
giving the best advice and solution of problem in the Whirlpool. Through this, they arr
developed creative ideas and thoughts for making appropriate decision for restructuring and
changes in strategies of organization.
Honest and Polite: HR consultant must have honest and polite with their work in the
organization. This helps in giving appropriate advices and suggestion to employers for solving
different situations of Whirlpool(Richards, 2016).
Professional Skills:
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There are many skills of HR consultant such as communication, decision making,
problem solving, leadership etc.
Communication skills: As HR consultant, transparent communication with employees
essential in the workplace. With the help of it, they are giving appropriate suggestion to workers
and building relationship with them. This also assists in solving issues that happens in the
Whirlpool.
Decision making skill: HR consultant must have decision making skill for implementing
policies, strategies and procedures in the Whirlpool. With the help of it, they are easy and quick
decision in relation to restructuring and changing strategies in company crisis (Adam and et.al.,
2015).
Problem solving skill: HR consultant must have problem solving skills for finding issues
and giving solution of its. With the help of different methods, they are solving difficulties in
Whirlpool. By giving innovative ideas and proper advice, HR consultant solving the issues that
are happening in crisis of Whirlpool.
Professional Knowledge:
There are many activities of human resource management such as training and
development, managing relationship between employees etc. So that, As HR consultant,
knowledge of every activities is must in the workplace. Such as:
Training and development: HR consultant must have knowledge about training and
development to employees in the workplace. They must have knowledge regard different
techniques and methods of giving impressive training to staff (Richards, 2016).With the help of
it, workers are developing knowledge and skill for solving issues of Whirlpool.
Policies and procedures: HR consultant must have knowledge about policies and
procedures of human resource management in the workplace. Through it, they are giving
suggestion to changes in policies and strategies for resolving issues in crisis of Whirlpool.
Laws and regulation: HR consultant must have knowledge about laws and regulations
regrading to employment, labour, health and safety in the workplace. Therefore, they are giving
suggestion for solving problems relating to laws and regulation in the Whirlpool.
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With the help of skills, knowledge and behaviour, HR consultant provide suggestion and
advices for finding the solution of problems in the Whirlpool.
Personal skills audit and professional development plan
Personal skill audit:
Personal skill audit is procedure of identifying weakness and threats of individual and
team in the workplace.
Strength
Good decision making skill.
Giving the effective training to team members.
Completing responsibility and duties
workplace on time.
Weakness
Poor leadership skill.
Poor problem solving skill.
Lack of presentation ability.
Opportunities
Building relationship with employees.
Facing challenges by developing skill.
Increasing interpersonal skill.
Threats
Poor communication skill.
Poor time management skill.
Low ability to understand things.
Professional development plan:
Professional development plan is document that utilized for setting up strategies of career
goals. This also helps in improving weakness, threats and creating opportunities to individual.
Skills Current
proficiency
Target
proficiency
Strategies Time frame
Problem solving
skill
I am unable to
make quick
decision in the
workplace.
I will improve my
skill by taking
advice from my
superior.
Through adopting
different
techniques, I will
improve decision
Within 2 weeks.
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making skill.
Communication
skill
I am unable to
proper
communicate
with team
members in
Whirlpool.
I will improve my
skill by join
training sessions.
Through taking
suggestion with
superiors, I will
improve my skill.
Within 1 week.
Leadership skills I am unable to
proper lead to
team member.
I will improve my
leadership skill by
taking suggestion
from my
superiors.
Through joining
training sessions,
I will develop my
skill.
Within 1 month.
Presentation skill I am to unable to
give presentation
in the workplace.
I will improve
my skill by taking
advice from my
superiors.
Through
attending training
session, I will
develop my
presentation skill.
Within 1 month.
M 1 Professional skills audit for evidence of personal reflection
With the help of professional skill audit, I am developing all weak skills and knowledge
for effective performance in the workplace. Through it, I am giving the best advices and
suggestion to company for making decision for resolution of conflicts in the workplace. This also
assists me for improving my behaviour and attitude for working in organization.
Organizational and individual learning, training and development
Criteria Organizational learning Individual learning
Meaning It is procedure of designing and
conveying knowledge within
It is process of acquiring of new
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Whirlpool. ability and ideas in the workplace.
Benefit The benefit of organizational learning
is to create relation with capitalist.
The advantage of individual learning
is to increase experience(Saeidi And
et.al., 2015),
Importance It is essential to improve culture and
performance of Whirlpool.
It is important to develop skill and
knowledge of single person in
organization.
Basis Organizational training and
development
Individual training and
development
Meaning It is process of giving updated
information of effective working to
employee in the Workplace.
It is activity to identify needs of
training of single person in the
organization.
Benefits The advantage of organizational
training is to increase productivity
(Ford, ed., 2014).
The benefits of individual training is
to develop skills and knowledge for
job satisfaction.
Important It is essential to resolve conflicts of
Whirlpool.
It is important to job satisfaction of
individual in the workplace.
Organizational training is beneficial to people for professional development in the
organization. This assists in achieving strategic objectives and goals of organization. It is
increasing productiveness of company. As compared to, individual training is good for
developing personal skill of single person. This helps in accomplishing goals for career
development. It is rising productiveness of single person(Richards, 2016). With the help of
organizational training, sharing ideas for improving work culture and developing relationship
with employees. As compared to, individual training helps in career and personal development.
Therefore, HR consultant is giving advice and suggestion to company for improving work
culture and creating learning environment in the workplace. With the help of training and
development, individual improve behaviour, skill, attitude for working in team effectively in
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workplace. Through it, employees of Whirlpool sharing responsibilities, mutual respect and
communicate transparently in organization.
Continuous learning and professional development (CPD)
Continuous professional development (CPD) is current procedure of processing, keeping
and writing professional ability. It is required certain amount of growth action to be carried out
as well as writes situations of keep membership of professional body. CPD is long procedure of
learning and continued personal growth. With the help of CPD, increase skill and knowledge to
help present job role and progress of career for future.
Importance of Continuous professional development:
CPD is essential to develop skill and knowledge for improving current job roles,
progression of future goals and career development. There are many things that CPD is very
important such as:
 Continuous leaning helps in professional development in the organization.
 It aids transparent communication, resolving conflicts, mutual understanding, respect to
team members in the Whirlpool.
 CPD assists in improving behaviour, abilities and capabilities to employees for involving
in solving problems of organization.
 With the help of it, an individual enhance self confidence, motivation, creative thinking
for effective performance in the workplace.
 Through CPD, single person make contribute in team work and become more impressive
in the organization.
 CPD is important to improve protection, quality of life and performance, atmospheres,
personal and professional development(Kloosterman, 2014).
With the help of CPD, develop experience, capabilities, attitude and increase to share
accountability to individual in the workplace. CPD is essential to solve issues easily, monitor,
lead, manage to other and make sure that all team member involve in problem solving. Through
CPD, an individual improve their weakness and threats for creating opportunities for future
goals. By this, single person or team achieve competencies, commitment and professionalism in
the workplace. CPD is essential as it assists to ensure that further learning is advanced in
integrated, applied as well as applicable way to assurance that there are theoretical skillfulness in
learning.
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The purpose of CPD is to take account of training requirements and career development.
Company provides continuous learning by organizing different events such seminars,
conferences, exhibitions, showing presentations etc. so that employees are developed their skill
and knowledge to commit and involve in solving problems of Whirlpool that are happened in
company crisis. They also contribute and give the ideas for changes in strategies in the
workplace.
Continuous professional development at workplace:
Continuous learning is important not only individual development but also organization
development. Because of, it improves performance, quality of work and culture of work.
Therefore, Whirlpool make sure that adopts continuous learning environment of organization.
With the help of CPD, team members are more committed and involved in conflicts resolution
and high performance work culture. There are three sub division that involves in CPD those used
as instrument in company(Hutchison, Delise and Rentsch, 2017).
First of creating learning culture, following learning and development strategy as well as
return of investment. HR consultant follow many learning approaches like pro active
administrative of knowledge, abilities and capabilities, competencies for impressive and keeping
execution of single person. There is particular procedure of continuous professional development
adopt by company that involves various steps such as identify plan, learning activities, reflect,
apply and sharing learning with other. CPD suited for company needs has enhanced importantly
in current year with section of online learning, short course and half day class and spacing
learning and instructive evidences. These give CPD learning conferences to aboard new
business profits and networking possibilities(Saeidi, And et.al., 2015). First step is identifying
needs that includes weakness and threats, after that planing and carrying out activities such as
formal and informal learning.
After that, reflecting learning by different practices like describe experience, reflection,
theorizing and experiment. Applying and sharing learning with others. Therefore, HR consultant
adopt this learning cycle for giving the best solution for learning and professional development
to employees. So that they develop their skills and knowledge for highly involving in solving
conflicts in the Whirlpool(Richards, 2016). With the help of it, employee communicate
transparently, sharing accountability, mutual respect, solving constructive conflict and sharing
commitment to achieve goals and objectives of company. It is widely established as important to
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betterment of modular and skills for single and their industries. It is defined as purposeful
maintenance and improvement of knowledge, skills and competence to carry out professional
responsibility throughout working life.
M 2 Apply learning cycles theories
For analysing importance of implementing continuous professional development, there
are two theories Kolb's experimental learning style theory and Honey and Mumford learning
style. In the Kolb's experimental, there are four bases that are presented such as concrete
experience, reflective observation, abstract concept and active experimental. Another theory is
Honey and Mumford that includes four learning styles such as activist, theorist, pragmatist and
reflectors. These types of theories helps to understand learning style and seek out possibilities to
learn by utilizing that style.
D 1 Professional development plan set out learning goals for sustainable business objective
Professional development plan is setting out learning goals and training helps to develop
skills and knowledge to team members. So that, they are assisting in solving conflicts of
Whirlpool by transparent communication, sharing responsibilities and mutual respect with each
other in the workplace. This also aids to achieve sustainable business objective of company.
HPW contribution to employee engagement and competitive advantage
High performance working is a system that assist the organisation in improving the
performance of employees in order to increase its profitability and productivity. High
performance working assist in increasing the profitability of Whirlpool by increasing the
performance level of employees. Whirlpool by implementing high performance working gains a
competitive advantage which will assist them in increasing their market share (Albrecht And
et.al., 2015). HPW contribute to employee engagement by involving them in decision making
process and providing them proper training to increase their performance level. HPW contribute
to employee engagement and competitive advantage in the following ways:
 High performance working asst in increasing the clear understanding of the goals and
vision of Whirlpool. High performance working helps in shared commitment to vision
and extra ordinary goals. HPW by sharing about the vision and objective of organisation
with employees assist in defining different roles and responsibilities of employees and
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thus improve in performance of employees that gives a competitive advantage to
Whirlpool in increasing their market share.
 High performance working contribute in employee engagement by communicating
various goals of Whirlpool throughout the organisation (Armstrong and Taylor, 2014).
HPW assist in improving the communication process, high performance working helps in
communicating team vision and goals which helps in clearing the doubts of team
members regarding team goals and objectives.
 High performance working assist in integrating organisational goals with individual goals
by motivating the employees and providing them benefits to the employees that
performing their best in achieving the goals of organisation (Waters, Baughman and
Dorsey, 2016). High performance working by increasing the performance of employees
attract various incentives and benefits to employees to make them motivated for working
in Whirlpool.
 High performance working assist in shared accountability for results regarding the work
done by employee. Employee is accountable for the responsibility given in order to
understand about the problem to identify the weaknesses and improve their performance
level by sharing their responsibilities in order to provide employees with relaxation in
doing their work in proper way (Van Dooren, Bouckaert and Halligan, 2015). Shared
accountability refers to sharing the responsibility in order to share the burden so that
employees feel motivated towards working.
 High performance working by increasing transparent communication in Whirlpool assist
Whirlpool in increasing communication between employees in order to reduce conflicts
at workplace and improve their efficiency in order to increase employee engagement in
various functioning of organisation.
 High performance working by involving employees in various debates and discussion in
order to find solution to issues which the organisation is facing to engage employees in
various decision making to gain competitive advantage by resolving the various issues of
Whirlpool (Tachizawa, EGimenez and Sierra, 2015).
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 Mutual respect and solidarity between employees is increased by implementing high
performance working that leads to increase in trust between employees and thus improve
the performance of employees which assist in gaining competitive advantage for firm.
Benefits to organisation of using HPW
 Organisation by using high performance working system can increase its employee
performance that will helps the firm in increasing its productivity and profitability.
 High performance working system will also benefit the organisation by improving its
communication process between different department which assist the firm in
communicating different objectives of the firm to its employees.
M 3 Benefits of applying HPW with specific organisational situation
High performance working assist in organisation situation such low productivity, high
employee turnover etc. high performance working helps in increasing the performance of
employees by implementing high performance working system in the Whirlpool. It assists in
increasing the productivity of firm by increasing the performance level of employees. It also
helps in retaining the employees which assist in reducing employee turnover.
Different approaches of performance management and how they contribute to High performance
culture and commitment
Performance management is a process of improving the performance of employees in
order to achieve the objectives of organisation. Performance management approaches consist of
the following :
Behavioural approach: This Approach is used to measure the performance of
employees by identifying their behaviour, working pattern etc (The Behavioral Approach to the
Performance Management System, 2017). This approach of performance management monitors
various parameters consist of employee satisfaction, employee turnover rate, span of control etc.
This approach assist in motivating the employees to perform better for future (Saeidi And et.al.,
2015). This approach used two techniques to measure the employee performance which consist
of behaviourally anchored rating scale (BARS) and behavioural observation scale (BOS). BARS
technique consist of five to ten scale whereas BOS technique is an improved form of BARS as it
provides more specific data regarding the employees which assist in high performance culture
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and commitment to improve the performance of employees ton achieve the objectives of
Whirlpool.
Advantages
 This approach of performance management is reliable and accurate for measuring the
performance of employees.
 This approach provide benefits to employees by understanding their employee behaviour
that helps in easy communication between employees and management.
 This approach assist in improving the efficiency of employees and high performance
culture and commitment.
Disadvantages
 This approach requires more information regarding employees which sometimes
managers don't have and thus performance cannot be measure.
 It is a time consuming process as it require lot of evaluation to measure the performance
of employees.
Collaborative working : Collaborative working in performance management is related
to working together in order to achieve the objectives of organisation (Kumar and Pansari, 2016).
Collaborative working assist in contributing high performance culture and commitment by
increasing the performance of employees by working together towards the achievement of
objectives of Whirlpool. Collaborative working assist in achieving the goals effectively and
efficiently.
Advantages
 Collaborative working assist Whirlpool to work effectively towards its goals.
 Collaborative working helps in creating flexibility in work that assist in achieving the
goals (BENEFITS AND RISKS OF COLLABORATIVE WORKING, 2017).
 Collaborative working helps in reducing conflicts between employees and employees
work towards the common goals of team.
Disadvantages
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 Collaborative working leads to complexity in decision – making process.
 It causes conflicts due to working styles of different individuals.
 Out comes of collaborative working leads to confusion regarding individual performance
in that group.
The above performance's management approaches helps in supporting high performance
culture and commitment by effectively implementing this system organisation can create healthy
work culture and make commitment regarding objectives and goals of the organisation which
assist Whirlpool in increasing it's profitably and also provide satisfaction to employees of
Whirlpool by creating good culture in the organisation. High performance culture and
commitment will benefit Whirlpool in increasing its market share and brand image to attract
more customers towards the firm.
M 4 Different approaches for supporting high performance culture and commitments
Behavioural approach assist in identifying the behaviour of employees and also assist in
measuring the performance by implementing BARS and BOS. Behavioural approach is reliable
and easy approach to measure the performance of employees. But it has a disadvantage which
include more information required by management to understand the behaviour of employees
which may consume more time. This approach assist in supporting high performance culture and
commitment by identifying the performance of employees on the basis of their behaviour.
Collaborative approach of performance management is related to working together in order to
achieve the desired result. The benefit provided by collaborative working is that its assist in
working together to achieve the common goal of Whirlpool. The disadvantage of Collaborative
approach is that it leads to complexity in decision making This approach assist in enhancing
high performance culture and commitment by performing together towards achievement of
goals.
D2 HPW contribution to improve employee engagement , competitive advantage and
commitment.
High performance working assist in improving performance of employees and involving
them in decision- making process which provide Whirlpool in gaining competitive advantage
High performance working helps in increasing commitment towards the goals of the organisation
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by effectively working towards the objectives of organisation. High performance working
Mechanism assist in improving the performance of employees to increase their performance
level to achieve high productivity by shared commitment towards goals of organisation,
transparent communication etc.
CONCLUSION
From the above study it has concluded about professional skills, knowledge and
behaviour that are required by HR professional to perform its various functions. This study has
also provided with personal skill audit of HR professional in order to identify its knowledge,
skills and behaviour. Furthermore, this assignment has provided difference between
organisational and individual learning, training and development. Moreover, it has analysed the
importance of continuous learning and professional development for performance improvement.
This task has provided with understanding of high performance working contribution to
employee engagement and competitive advantage that has included shared accountability for
results, shared commitment towards vision and extraordinary goals and employee involvement in
various discussions etc. It has evaluated different approaches of performance management such
as behavioural approach and collaborative working contribution to high performance culture and
commitment.
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REFERENCES
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Hutchison, S., Delise, L.A. and Rentsch, J.R., 2017. Transferring Meaning and Developing
Cognitive Similarity in Decision-making Teams: Collaboration and Meaning Analysis
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Kumar, V. and Pansari, A., 2016. Competitive advantage through engagement. Journal of
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Richards, M., 2016. Lay and professional knowledge of genetics and inheritance. Public
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Saeidi, S.P. And et.al., 2015. How does corporate social responsibility contribute to firm
financial performance? The mediating role of competitive advantage, reputation, and
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Tachizawa, E.M., Gimenez, C. and Sierra, V., 2015. Green supply chain management
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Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
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Waters, S.D., Baughman, W.A. and Dorsey, D.W., 2016. Performance Management: Embracing
Complexity, Evading Reductionism, and Moving to Outcome-Based
Approaches. Industrial and Organizational Psychology. 9(2). pp.338-341.
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