Developing Individuals, Teams and Organisations

This essay analyzes the importance of developing individuals, teams, and organizations within Whirlpool Electronics Ltd. It examines the skills, knowledge, and behaviors required by HR professionals, explores the differences between individual and organizational learning, and discusses the contribution of a high-performance workforce to employee engagement and competitive advantage. The essay also delves into various approaches to performance management and their role in fostering a high-performance culture and commitment.

Developing Individuals,
Teams and Organisations

Table of Contents

INTRODUCTION
In current competitive market, success of any business concern rely on its potential for
constant improvement and expansion of an individual and collective capabilities of its people.
High performing teams refers as the building blocks of firm which helps in increasing its
efficiency. Developing manpower means enhancing performance capacity of enterprise which
ultimately improves profits of company (Aarons, Hurlburt and Horwitz, 2011). In this current
assignment, given organisation is Whirlpool Electronics Ltd which is a well known American
multinational manufacturer & marketer of home appliances, headquartered in United States. The
report will be consists of an analysis of employee's skills, real knowledge and comprehensive
behaviour needed by HR professionals and the factors to be considered when executing and
evaluating inclusive development & learning to drive sustainable performance of business. Apart
from this, it will also includes application for an understanding of knowledge in which HPW
contributes to maximum employee engagement and increased competitive advantages. At last,
some ways would be discussed through which effective communication, collaborative working
and performance management which will support high performance culture & commitment.
TASK 1
P1. Determination of professional skills, knowledge & behaviours required by HR professionals
Knowledge, skills and behaviour of employees are essential aspects for every business
firm in order to enhance its effectiveness. Determination of these helps increasing capabilities of
workforce. Various functions are required to be perform by human resource administrator of
Whirlpool so that all the activities and operations can be carry out in effective way. For this,
managers are also needs to be highly skilled and competent enough to take appropriate decisions.
For attaining goals and objectives successfully, enterprise requires to have knowledgable
workforce (Bolman and Deal, 2017). Distinct skills, knowledge and behaviour required by HR
professionals are defined below:
Skills:
Interpersonal skill: This skill is required by individual to interact with others in
appropriate manner. People who have strong interpersonal skills are more successful in their
personal and professional lives. It is a prerequisite of every organisation in order to perform
duties in well manner. So, manager of Whirlpool should possess this skill as it helps them in
performing their duties in well manner.
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Teamwork skill: Team working helps in performing tasks in more better manner and
ensures its timely completion. It supports an individual in taking effective decisions at the time
of challenging situations. So, administrator of Whirlpool requires to have team working skill as it
helps them in ensuring timely completion of activities (Choi and Ruona, 2011).
Knowledge:
Communication and media: Knowledge regarding media and communication is
necessary for human resource professional of Whirlpool as it helps them in providing
information to individuals regarding company. It helps them in promoting brand image of firm in
more better manner.
Government and legislations: Knowledge regarding various codes of conducts,
regulations, employment laws, democratic political process, legal procedures, agency rules etc.
are very essential for manager of firm as it helps in carrying out activities in proper way. It
provides benefits to Whirlpool in terms of maintaining its strong position worldwide.
Behaviour:
Understanding behaviour of employees: It is considered as vital aspect for every
individual and is an essential human resource skill. Proper understanding of behaviour of
workforce assists managers in assigning duties and responsibilities more appropriately. This skill
enables them to designate individuals as per their skills, knowledge and behaviour. It helps in
understanding requirements of employees and allows human resource professionals to satisfy
them by fulfilling their needs (Decuyper, Dochy and Van den Bossche, 2010). The manager of
Whirlpool should have the skills to understand behaviour of workforce as it helps them in
satisfying their needs and enhancing their productivity. Manpower of company has made single
commitment to meet behaviour of different personnel so that productivity level can be raised.
According to the given case, employees of firm was aware about the fact that restructuring would
require well informed, effective, efficient and timely decision making as well as cross functional
collaboration if business was to carry forward. In order to made restructuring successful, it is
required by manager of Whirlpool to understand and determine behaviour of their employees
appropriately.
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P2. Personal skills audit to determine appropriate skills, knowledge and behaviours & creation of
professional development plan
Personal Skill audit is an excellent way for a person to determine strengths and
development needs of an individual. It helps in determining positive points and weaknesses of a
person so that he/ she may enable to overcome their weakness. Some skills and capabilities are
required to be developed by human resource professional of Whirlpool which includes problem
solving, team working, decision making, increasing confidence level etc. According to the
needed qualities, I develop my skill audit plan in order to analyse my strong and weak points
(Hartnell, Ou and Kinicki, 2011).
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Conflict Resolution Ability 8 7 1
2 Confidence Level 7 8 -1
3 Decision making Power 6 7 -1
4 Team Building Ability 9 8 1
6 Time Management Ability 6 8 -2
7 Information Technology Skills 7 9 -2
8 Effective communication skills 8 7 1
(here, negative variance shows my strong points and positive depicts weak points)
As per my skill audit, my strengths and weaknesses are defined below:
Strengths Weaknesses
 I have strong leadership skills that
helps in influencing and motivating
team members effectively.
 My Confidence level level is good
which helps me in performing my
duties effectively.
 My communication skills are not good
due to which I am not able to
effectively convey what I want to say.
 I do not have effective team building
skills that disables me to develop good
teams.
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 I have good decision making ability
which assists me in taking effective
decisions at the time of challenging
situations.
 Time management skills of mine are
good which assist me in completing my
tasks on time.
 I have good knowledge regarding
information technology.
 I am not so good in managing conflicts
and handling issues properly.
Personal development plan: This plan supports me in determining my weak points and
overcoming them by attending seminars, conferences etc.
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunitie
s
Criteria
for
judging
success
Time
Scale
Evidence
1 Communication
skills
My
communication
skills are weak
due to which I
am not able to
communicate
any
information
properly.
To improve
my
communicati
on skills and
be an
excellent
speaker.
Seminars and
conferences
will help me
in enhancing
my
communicati
on skills and
enables me to
communicate
information
effectively.
Staff
members
and
subordina
tes.
4
mont
hs.
Feedbacks
from
Colleague
s.
2 Conflict
handling skills
My conflict
management
To improve
this skill so
By learning
this skill, I
Top
level
6
mont
Top level
managers.
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skills are not
good.
that I am
enable to
manage
conflict
easily.
will be able
to handle
conflicts
effectively
that takes
place within
workplace
managem
ent.
hs.
Above mentioned is my personal development plan. It helps me improving my
communication as well as conflict handling skills. This will help me in managing all the issues
that takes place at workplace.
TASK 2
P3 Differences between organisational and individual training, learning and development
Learning has been considered as an effective procedure of improving existing skills,
aptitudes, values and knowledge (Herrmann and Herrmann-Nehdi, 2015). It is an important and
crucial aspect for individual as well as organisation in order to expand their knowledge and
accomplish individual and professional goals.
Individual learning: This is a sort of comprehensive learning which depicts that how
manpower of Whirlpool will respond to external stimuli and analyse incognizance accordingly.
In this learning, manager needs to recognize strengths and weaknesses of employees and
organise training session according to that.
Organisational learning: It this learning, knowledge is developed, retain and transfer
within organisation. It is a compelling action of execution of unique methods and procedures
which are followed by Whirlpool to accomplish their set objectives and targets at specified
period of time. Consequently, these policies are shaped by the human resource administrator of
company to execute innovative learning styles and attain organisation's progress (Huczynski and
Buchanan, 2010).
Difference between organisational learning and individual learning
Individual learning Organisational learning
This learning is associated with productivity It involves development process in which
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and performance of individual. It supports in
improving skills and knowledge related to
particular area. These skills includes decision
making, communication, accountability etc.
which helps managers in improving
productivity of Whirlpool.
effective policies are required to be adopt by
manager of Whirlpool in order to transfer skills
and knowledge among enterprise.
This helps an individual in performing their
duties well and attaining objectives on
specified time.
This assists in developing effective teams
within enterprise and enhance performance of
firm.
Training and development: It is a vital function of human resource management that
helps in improving skills and competencies of workforce. Effective training sessions are
conducted by manager of Whirlpool so that knowledge and potential of manpower can be
enhanced and productivity of organisation can be improved (Jones and Jones, 2010). Training
and development are crucial activities that provides an opportunity to workforce
Difference between training & development
Basis for comparison Training Development
Meaning Training is an effective
learning process in which
manpower of firm gets
opportunity to enhance skills,
knowledge and competencies
according to job requirement.
Development refers to an
educational process that is
mainly associated with growth
of individual that helps in their
future career development.
Objective To improve performance and
productivity of manpower.
To develop and prepare
manpower for future
challenges.
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Aim Its major aim is to develop
knowledge related to particular
job only.
Its main aim is to develop
conceptual knowledge of
individual.
P4 Need for continuous learning & professional development to drive sustainable business
performance
Constant learning: It includes the procedure and action of continually attempting
keeping in mind the end goal to alter information and learn creative. This show high passionate
insight in the piece of self-administration and mindfulness (Landy and Conte, 2016). It
encourage the association and individual to augment their development and achievement
effectively. At an individual level, which means of ceaseless learning is extending the capacities
to secure and every now and again change the information and abilities. Then again, hierarchical
level portray how group adjust and also respond to the dynamic circumstance in a viable way.
In the Whirlpool keeps learning and expert advancement exceptionally required for the
improvement and accomplishment of organization. There are some significance of the two ideas
which are resolved as underneath:
Respond to technology: In this competitive market scenario, it is very essential for every
business organisation to adapt with changing technology and its implementation within firm.
Alongside this Whirlpool can actualize propelled innovation for pulling in huge number of
clients and in addition achieving long haul destinations in given day and age. With the assistance
of such innovation, business administrator of the organization give exact preparing to their whole
workforce which assist them with maximizing their insight criteria about business exercises and
capacities (Malone, Laubacher and Dellarocas, 2010).
Support critical thinking: Continues learning program is likewise vital for the
organization to manage troublesome circumstance and conquer this in a powerful way. It is more
fundamental for the business to keep sound and solid connection amongst workers and manager.
For this Whirlpool accentuation on lessening centre point talked demonstrate and undesirable
message which are distinguished as principle issue in the association. In this organization
endeavours to includes their whole workforce during the time spent basic leadership so it help
the business to control representatives turnover effortlessly.
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Maximise employees Retention: Both persistent learning and expert advancement bolster
the association to expand maintenance of workers effectively. In this Whirlpool for the most part
stressing on holding their whole workforce through considering then during the time spent basic
leadership which urges them to keep up their situation into the company for longer span of time.
Business substance accentuation on keeping straightforward association with their
representatives and give them commonness and regard which increment their profitability and
execution (Nahavandi, 2016).
TASK 3
P5. Contribution of HPW in employee engagement and competitive advantage in a specific
organisational situation
HPW stands for high performance workforce, which is the group of capable people
which uses skills and competencies at an upper level to engages people into the business
organisation. Using the high performance workforce, employee engagement is expecting from
HPW and also with doing analysis of competitive advantage of the business operation. Employee
engagement is an ongoing process for engaging employee's into the business activity and
performances of the business function on an optimised sources of time. Employee engagement is
used to be comes into the knowledge when business uses to perform its activities and also
considers efforts of their own employee's. Employee engagement comes from when there is a
kind of motivation & confidence into business organisation, activities such as game or task
which helps to acquires their interest into the defined period of time. Hence, employee
engagement is mainly comes from people empowerment in the Whirlpool as well as enhancing
confidence as well as motivation of the people on the higher basis. Also, with support of an
increased skills and competencies, HPW has contributed in increased competitive advantage to
business performances and also empowerments. On a very basic level worker support manages
distinctive exercises and capacities that upgrade the efficiency, abilities, aptitudes, learning of
representatives keeping in mind the end goal to expand their fulfilment and inspiration level.
Whirlpool depends on its workforce for improving profitability and productivity of company
which administers advantage to them. In this way, Whirlpool has taken care of their colleagues
based on North America Region five measurement for specific execution that spreads common
regard, productive clashes and solidarity, traded responsibility towards objectives and dreams of
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organization, straightforward correspondence and numerous other. Next to this, Whirlpool needs
to took after various practices of HPW which are appeared as beneath:
Selective employees hiring: Whirlpool enrolls the best prospect from the expansive
number of applier and put it on exact place at amend time. They typically accept or select
workforce based on their learning affirmation, for example, Master in Business Administration
holder. Whirlpool require to contract such individual whom have genuine aptitudes to perform
whole assignment and exercises in a legitimate way towards attainment of goals and objectives
of company. (Penuel and et. al. 2011).
Flexible job Statement: Whirlpool acknowledge in making straightforward
correspondence or association among their workers which gives them successful thought
regarding what prerequisites to be accomplished. On the off chance that a man comprehend,
what they needs to do about their designated work or assignments, it enables them to do so
successfully towards achieving their entire goal and objectives in a viable and effective way.
Whirlpool require to decide work fairly and in addition keep and handle adaptable working
circumstance in order to achieve their goals inside foreordained time span.
Shared Commitment towards vision of organization: Whirlpool encourage its workforce
to work collectively and committed towards vision of business which makes them spurred and
supported as they contemplated themselves as the advantage of the business venture and it
mechanically lessen their standard for dependability.
Conflict Resolution Team or group: Whirlpool is underscoring in making compromise
amass which deal with all issues by hearing to each other in like manner. Whirlpool business has
an appropriate discussion in their business element in which they decide diverse issues looked by
the venture. Likewise business element attempts to trade the answer ability result with their
representatives which diminish the likelihood of contention or misconception among their work
force (Robbins and Judge, 2012).
TASK 4
P6 Different approaches to performance management and how they can support high-
performance culture & commitment
Management of performance is all about managing things in proper manner by assisting staff
members towards their set goals or objectives. However, their main objective is to accomplish all
the business activities in proper manner by enhancing the knowledge of each or every individual
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present at workplace. Basically, this concept is highly broader approach consist of several
element such as; appraisal of employees, creating trust amongst each other and effective
commination process in between staff members (Schein, 2010). Mainly, an association needs to
perform all the business activities in suitable way by preparing proper planning. They are
ensuring that employees need to accomplish all the business activities in appropriate manner.
Some of the major elements which includes under this are discussed as follows:-
 While hiring employees an association needs to ensure that every individual must aware
about their necessary roles and responsibilities.
 Provide assistance to the staff members for their long growth and development.
 Provide fair rewards to entire team on the basis of their performance so that they get
motivated towards certain job role.
Comparative approach- As per this element an organization is comparing two
employees for analysing their talent so that they can assist them towards set objectives or goals
in a defined time frame.
Attribute Approach: It is also an important approach through which Whirlpool give rank
to their workers as per their performance. As it is based on the specific criteria such as team
work, critical thinking, innovation, communication and judgement as well. Along with this they
also use Graphic Rating Scale to provide positioning to their employees. With the help of this
they can easily measure their performance level at workplace.
Behavioural Approach: It is also an effective approach which help company to measure
their workers performance. In this firm use distinctive vertical scale like BARS to evaluate
employees performance (Seibert, Wang and Courtright, 2011). In this context the performance
of the personnel is ranked as pet the vertical anchors in which firm decide the range between 5 to
10. With the help of this company can enhance as well as build workers skills and characteristics.
Mainly it is used by top level management to evaluate the workers traits and characteristics. In
context of Whirlpool is also use this method to measure overall performance of the workers to
evaluate the issues which are looked by the employees in order to take right decision. This will
helps in attaining set goals and objectives in an appropriate way.
Result Approach: Under this, Whirlpool measure workers performance which is based
on their results. Along with this , company set two categories such as productivity measurement
and Balance Scorecard. Both are important for evaluating overall performance of the workers.
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Quality Approach: In this, business organization provide services to workforce in order
to fulfil their demand and need at workplace. Along with this, mainly company tries to maintain
the quality standard of the workers in order to attain set goals and objectives. With the help of
this, company increase their loyalty by reducing the issues and problems. Mainly it contribute in
motivating workers towards their work and job responsibilities. This will contribute in managing
workers performance at workplace (Shin and et. al. 2012).
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CONCLUSION
As per the discussed report, it should be concluded that actual development of the teams a
s well as an individuals is very necessary for growth enhancement and achievements of
organisation. It is one of the foremost responsibility of human resource personnel to understand
needs of manpower. Representatives are necessary principle resources of every organization, in
such a manner that, it is significantly critical to inspire them on visit premise. There are different
approaches to rouse specialists with the goal that they can work extraordinarily hard towards
accomplishing both long and here and now objectives adequately. Utilization of different
motivational hypotheses clarify unmistakable need of a person at various level .
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REFERENCES
Books and Journals
Online
Approaches for measuring performance of employees. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
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