HR Professional Skills and Knowledge Development

The assignment emphasizes the need for HR professionals to conduct personal skill audits, identify strengths and weaknesses, and prepare continuous learning and professional development plans. It also highlights the importance of motivating employees through learning and training programs, and adopting different approaches to performance management to support high-performance culture and commitment.

Developing
Individuals, Teams and
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Knowledge, skills and behaviour that are required by HR professionals........................1
P2: Personal skill audit and professional development plan..................................................2
TASK 2............................................................................................................................................5
P3. Differences between organizational and individual learning and training and development
................................................................................................................................................5
P4. Analysis of the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................7
TASK 3............................................................................................................................................8
P5. Analysing the contribution of high-performance working in employee engagement and
competitive advantages..........................................................................................................8
TASK 4..........................................................................................................................................10
P6. Different approaches to performance management that support high performance culture
and commitment...................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource professional plays a crucial role in developing skills and knowledge of
employees which increases their capabilities while performing task as an individual or group.
Development of employees directly makes positive impact on the productivity level of an
organisation due to which it is essentially require to attained skilled and experienced HR
manager within working environment. The present assignment report is based on the case study
of Whirlpool which deals in providing electronic appliances across worldwide. The present
report explaining the professional skills, knowledge and behaviour of HR along with an
appropriate personal skills audit. The project also discusses the differentiations between various
concepts such as training and development. Individual and organisational learning which educate
the company about its proper implementation at workplace. Apart from this, need for continuous
learning and professional development, Contribution of HPW to employee engagement, various
approaches of performance management are briefly described under this report.
TASK 1
P1: Knowledge, skills and behaviour that are required by HR professionals
HR professionals is in charge of overseeing and controlling the staff working inside an
association. There are numerous functions performed by the HR managers within organization
which incorporates recruiting, performance appraisal, remuneration and some more. But to
perform such these more proficiently a HR professionals of Whirlpool must have specific sort of
aptitudes, knowledge and behaviour which they require to apply while playing out any tasks.
These qualities are clarified beneath:
Knowledge:
Law and government:- A HR manager must have a better understanding of laws and
regulations that are defined by the governmental authorities of specific nation in which
Whirlpool works its business. HR manager should required to understand the standard framed by
the government in term of working condition, well-being and security law, work law and a lot
more with the end goal to execute business strategies in a moral and lawful way (Amabile,
2012).
Personnel management: HR manager should have capabilities to manage the
performance level of employees through using various methods and techniques so that their
1

employees can easily get adequate support in achieving its career professional goals and
objectives. It requires HR manager to prepare staff handbook, fixation of salary, appraising
performance level of employees etc. This will assist in increasing work commitment of
employees with company for longer period of time.
Skills:
Negotiation skills:- HR professionals need to acquire negotiation skills in order to
facilitate employees to express their issues and problems facing at workplace so that it can be
quickly resolved by HR manager. It supports in maintaining healthy employee relationship
which in results achieving maximum output from them towards achievement of organisational
goals and objectives (Bolman and Deal, 2017).
Communication skill:- It is a standout amongst the most critical ability that a HR
supervisor of Whirlpool must have, as it bolster them in keeping up a viable connection with
other division. So that the suitable plans and techniques adopted by HR office can be execute
adequately by other functional unit. Further it likewise help HR professional to influence
employees to perform in right direction by communicating them about their roles and
responsibilities.
Behaviour:
Accountability: HR professional must required to have an accepting behaviour regarding
roles and responsibilities they perform after disclosing the results and outcomes. This type of
behaviour facilitate HR manager of Whirlpool to make efforts in enhancing their decision-
making behaviour through engaging in case study related programs (Hartnell, Ou and Kinicki,
2011).
Critical thinking: HR professional should require to develop new thoughts and methods
which increases efficiency level of employees so that maximum contribution can be gained by
them towards achievement of organisational goals and objectives. It also have an ability to
motivate others to develop new ideas which can be helpful for company to achieve competitive
advantage.
P2: Personal skill audit and professional development plan
Skills audit is an essential process to measure the skills and knowledge of an individual
so as to determine their strengths and weak areas while performing as an individual or group. It
is more valuable method for an individual to eliminate their weaknesses through maximising
2

their strengths. Whirlpool is multinational organisation which is engaged in manufacturing
electronic home appliances with the help of their huge workforce. HR Professional of Whirlpool
can perform its roles and responsibilities only when they know their own strengths and
weaknesses therefore as a HR manager of Whirlpool it is essential for me to conduct personal
audit discussed as under:
Personal skills audit of mine as HR Professional of Whirlpool
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Team Building Ability 8 9 -1
2 Conflict Solving 9 8 1
3 Decision making Power 8 9 -1
4 Confidence Level 8 7 1
6 Communication skills 9 7 2
7 Information Technology Skills 9 8 1
8 Critical thinking 7 8 -1
(In above table negative variance is considered as my strong point and positive variance are
identified as my weak point)
From the above discussed skill audit plan, some positive and negative points are
analysed. These are discussed as under-
Strength Weakness
 I am an internet savvy and it will help
me to access the suitable information
from the online resources.
 I am quite good enough in planning of
trainings and development programme.
These skills will assist me in
maintaining long term relations with
the workers of the organisation.
 I have lack of strong communication
skills which restricts me to
communicate with employees properly.
 Problem solving skill is also weak in me
due to which chances of rising conflicts
among workforce are high.
 I am average in presentation and IT
skills due to which my performance can
3

be reduced in using technical tools.
Personal development plan (PDP) for HR officer role
Personal development plan is an activity or a process of establishing an action plan which
help an individual to overcome from their weaknesses and make more capable to perform
allotted roles and responsibilities in more effective and efficient manner (Hislop, 2013). Here are
the personal development plan as an HR:
Sr
.
N
o
Learning
Objective
Current
Proficiency
Target Proficiency Development
Opportunities
Judging
criteria
Time
Scale
1 Commun
ication
skills
I have lack of
good
communication
skills and hence
facing problem
in
communication
with the
employees.
I desires to improve
these skills for better
and proper
communication with
the workers in
understanding their
issues and problems.
Such skills
can be
improved
using books,
lectures notes,
articles and
seminars.
The judging
criteria is
based on the
feedbacks
from
colleagues
and
subordinates.
1 months
2 Problem
solving
skills
I am average in
problem solving
skills and facing
problems in
providing
quality and
I needs to improve
these skills for
providing quick and
innovative solutions
to the problems of
workforce.
This can be
improved
through
dealing with
various
difficult
Top level
authority and
managers
2 months
4

innovative
solution to the
issues of the
employees.
problems and
constant
guidance
from
managers.
3 IT skills I have weak IT
skills due to
which I was not
able to record
data related to
employees and
share
information with
work force.
I needs to improve
these skills for using
latest tools and
technologies for
maintaining the
records and data of
employees in a better
way.
These can be
improved
using certified
courses.
Top level
managers and
leaders
3 months
TASK 2
P3. Differences between organizational and individual learning and training and development
Individual learning: It refers to an activity of developing skills and knowledge at
individual level after making interaction with external stimuli and other sources. For this, HR
manager should first identify strength and weaknesses of employees so that learning programs
can be properly organised according to the requirements.
Organisational learning: It includes the process of communicating, creating,
transmitting and retaining the knowledge so as to maintain performance level of an organisation
in competitive environment. It is considered as an effective way of communicating the plans and
policies formulated by the management towards accomplishment of organisational goals and
objectives. Such kind of learning process is used by HR professionals of Whirlpool to adopt new
and innovative styles of learning for contributing towards the success of company (Levi, 2015).
Differences between individual and organisational learning
BASIS INDIVIDUAL LEARNING ORGANISATIONAL
5

LEARNING
SCOPE Scope of such learning is narrow
as it emphasize on increasing the
knowledge of individuals.
Scope of such learning is wider as it
increases the knowledge of the
complete organisation.
RIGIDITY It is a flexible learning as it is not
only specific to training and
employees can enhance their
knowledge from any means.
Its concept is rigid as the
management provides the material
for learning to the employees.
TIME It is a continuous process
throughout the career of
individuals and doesn't depend
upon time.
The time is decided by the
management to increase the
knowledge and skills.
Training: It alludes to an activity of improving specific skills and abilities of the
individuals which is mostly used by them during execution of allotted task. It is the prime
responsibility of HR manager to conduct different kinds of training programs such as off-the-job
and on-the-job training method (O'leary, Mortensen and Woolley, 2011). This will increases the
capabilities of employees due to which they perform well and contribute maximum in growth
and development of an organisation.
Development: It is continuous process of developing the skills and abilities of an
individuals which not only support them in executing business activities more effectively but
also achieve growth and success in their future professional career. It is overall development of
an individuals which makes them capable to work in different working environment. For this,
HR manager is responsible to adopt programs for the betterment and growth of employees in
future. It increases capabilities of employees as as individual as well which help them in
achieving personal as well as professional goals. This will increases the retention rate of
employees which in results increasing capabilities of an organisation as well.
Differences between training and development
BASIS TRAINING DEVELOPMENT
ORIENTATION It is a job-oriented process It is a career-oriented process.
6

SKILL Training increases the technical
skills of workers required for
execution of a task.
Development enhances the
concepts, ideas and performances
of workforce.
AIM It is used for enhancing the skills
related to the assigned task or
job.
Development aims to improve the
overall knowledge and skills
required throughout the entire
career.
SCOPE Scope of training is narrow due
to its emphasis on the quick
needs of the company.
Scope of development is high as
development is not associated only
for a job and uses futuristic
approach.
P4. Analysis of the need for continuous learning and professional development to drive
sustainable business performance
Continuous learning: It may defined as an activity of enhancing the skills and abilities
on regular basis so as to be a more capable to execute allotted work more efficiently within
dynamic environment. This will assist employees of Whirlpool to update with new tools and
technologies that will be more useful to increase effectiveness of business operations.
Professional development: It is the procedure of developing professional skills and
knowledge through engaging in various development programs such as training and learning
sessions including on the job and off-the-job training, seminars etc. It brings maximum support
to an individual in order to achieve and success on professional career. It increases the work
commitment of employees with company for longer duration as well (Penuel and et. al., 2011).
In case of Whirlpool, both such concept is very important to undertake in order to support
its employees as well as company to achieve further growth and success.
Importance of professional development and continuous learning
Higher employees retention: Both these two concepts support in maximising the work
capabilities of employees which in results increasing their performance level. This will bring
motivation among them to stay with company for future period of time as well to achieve further
7

growth and development. Therefore, it minimizes the employee turnover and maximizes the
strength of company (Seibert, Wang and Courtright, 2011).
Respond to technology: Both these two concepts are mainly emphasis on continuous
learning which increases their knowledge regarding new and advanced technologies that will be
useful for company if adopted in their business operations. Whirlpool is engaged in electronic
home appliances which has their own targeted segment. As nowadays social media is most
reliable technique to achieve huge customer strength thus, it such learning programs enables
employees to work on using such digital technology in order to support company in achieving
huge sales and revenues.
Encourage problem solving: Continuous learning programs enhances the abilities of
employees to perform in different circumstances in more effective and efficient manner. For this,
HR manager should able to maintain healthy work environment at workplace which indirectly
minimizes the issues and conflicts at workplace.
Enhance performance: These both concepts enhancing the skills and knowledge of
employees which indirectly support in enhancing their productivity and performance level of
employees and organization. Whirlpool should always tried to increase the capabilities of their
workforce with the purpose of getting maximum return on their sales and revenue (Shin and et.
al., 2012).
Kolb's Learning cycle-
This cycle is based on two dimensions and first it how individual reprieves information
and another is how the person utilises this information in active experimentation. Whirlpool is an
multinational manufacturer of home appliances. The company is using this theory to improve the
performance of working. The brief explanation of theory-
 Diverging- The employees who look things at different prospective and prefer analysing
before doing it actually are required to provide training at work so it will increases their
capability which improves the performance of Whirlpool.
 Assimilating- The employees who want proper information and interested in concepts
are requires to provide a proper seminar of the work expected to do results in better
performance of Whirlpool. For example, developing new and innovative ideas to
develop existing products according to the requirements of customers increases the
revenue of company.
8

 Converging- The employees who want to learn and solve the problems are required to
be provided technical information and logical work which enhances their ability which
increase performance of Whirlpool.
 Accommodating- The employees who want to do things practically and like challenges
are required to provide experience of work field which increases their skills and results
in higher performance that benefits the Whirlpool.
9

TASK 3
P5. Analysing the contribution of high-performance working in employee engagement and
competitive advantages
High Performance working refers to working environment within an organisation in
which the employees have given full freedom to communicate and interact with their co-workers
and managers without facing any interruptions. In Whirlpool, managers brings transparency in
communication channel which will motivate employees to show their ideas and issues in front of
their managers more freely. It assist them in enhancing their performance level through which
the maximum contribution has been gained towards achievement of organisational goals and
objectives. In addition with this, working culture must be liberal where the employees have given
equal opportunities to achieve competitive advantage among their rivals at workplace through
using specialised skills and knowledge. It directly makes positive impact on the productivity and
performance level of employees. There are majorly five elements of high performance working
which are listed as under:
ELEMENTS OF HIGH PERFORMANCE WORKING
Organisational structure: HPW directs Whirlpool to follow flatter organisational
structure. It will assist in communicating with employees at when they required and thus allotted
work can be easily completed within given time frame.
Task design: Task are allocated on the basis of skills and knowledge of employees which
increases the chances of getting profitable outcomes in near future (Wates, 2014). It increases
the working behaviour of employees due to performing their desired task. Due to this, they are
more engaged in completing allotted work which directs assist organisation in achieving
competitive advantage.
People: It includes employees who contributes maximum efforts in achievement of
organisational goals and objectives. For this, the management required to maximise their
working behaviour and job satisfaction level through creating healthy working environment and
job security.
Reward system: It is an effective technique which brings motivation among workers to
work hard and achieve competitive advantages among their rival employees at workplace. Under
HPW, rewards and incentives has been provided to the employees on the basis of their best
10

performance. This will increases involvement of skilled and high performers in business
functions which indirectly support Whirlpool to achieve competitive advantage.
Information system: It includes communication channel which may be formal and
informal Under HPW, these both form of communication are exist which makes easy for
employees to communicate with top authority without any hesitation. It increases satisfaction
level of employees due to which they engaged more in business activities and support business in
achieving competitive edge.
OUTCOME OF HIGH PERFORMANCE WORKING
Selection of specialise personnel: Under HPW, different employees has been selected on
the basis of their specialised skills and knowledge which will be useful to execute particular area
of work. This will increases the productivity of employees as well as quality of products and
services of an organisation. Through this, the company can supported to achieve competitive
advantage in industry.
Better cooperation inside and out organisation: HPW supports transparency in
communication which facilitate employees to share their ideas and suggestions directly to the top
authority without facing any interruptions. This will support in creating healthy atmosphere at
workplace and achieve loyalty of employees with company for longer period of time.
Maximising satisfaction level of employees directly makes positive impact on the overall
performance of Whirlpool.
Decentralised decision making: HPW emphasis on flatter organisational structure which
motivates employees to take their own decisions while executing allotted work at workplace.
Due to this, they are responsible for the outcomes thus they tried hard to get maximum results
with the help of using their own decision making abilities. Therefore, this will increases the
overall development of employees as an individual and as a group.
TASK 4
P6. Different approaches to performance management that support high performance culture and
commitment
Comparative Approach: Using this methodology, managers of an association can
monitor execution of employees by giving them positions based on efforts and contribution in
accomplishment of business achievement . For instance HR managers of Whirlpool can utilize
11

this system for providing prizes to best performers at work environment. It will urge different
workers to work with full dedication (Approaches for measuring performance of employees,
2018).
Qualitative Approach: It is valuable in increasing efficiency of workers by encouraging
them to provide quality products and services to their targeted customers. For instance Under this
kind of methodology, managers of Whirlpool used to assess sales performance of business in
setting with future. For this procedure, they evaluate the performance level in request to
determine qualities and shortcomings of them. Further they provide training to employees so that
they can facilitate customers in providing high quality products and services.
Attributive Approach: Through such type of approach, management of a firm track the
information of employees on the basis of their specific skills and knowledge they have
possessed. It includes critical thinking aptitude, basic leadership skills, innovative thoughts,
learning power and more. Further, managers give rankings to workers on the basis of their
performance start from 1 to 5 in graphical way. For instance: This methodology helps Whirlpool
in identifying aptitudes and capacities of workers while distributing diverse roles and obligations
to them. It supports in creating high performance work culture due to analysing their
performance level and motivates them to work hard to achieve maximum results than before.
Result Approach: This kind of methodology is utilized for the most part by all
associations in request to assess performance of employees based on results. For instance:
Whirlpool utilize this methodology in converting business techniques into action so demand of
clients can be fulfilled within limited time period. It is based on the result which identifies the
level of performance. It motivate management to create high performance culture with an
expectation of getting maximum results.
From the above approaches, Qualitative approach will required to be adopted by Whilrpool
which motivates them to manufacture quality products so that it become for them to attract
maximum number of customers and generate huge revenues. However, all other approaches may
also adopted by company which supports them in gaining beneficial results.
CONCLUSION
It has been concluded from the above project report that it is essential for HR
professionals to develop its skills and knowledge due to playing an important role fulfilling the
requirements of workforce within an organization. For this, HR professional need to conduct
12

personal skills audit in order to identify its strengths and weaknesses which can be overcome
through preparing continuous learning and professional development plans. It also required to
motivate employees to maximize their contribution towards achievement of organizational goals
and objectives through providing them learning and training programs. There are different
approaches to performance management which also required to be adopted by the company so as
to support high performance culture and commitment.
13