Developing Individuals, Teams and Organisations

This essay examines the importance of developing individuals and teams within an organization, using the Whirlpool HPW case study as an example. It explores the knowledge, skills, and behaviors required by human resource professionals, examines personal skill audits and development plans, and discusses the differences between organizational and individual learning, training, and development. The essay also highlights the need for continuous learning and professional development to drive sustainable business performance and the contribution of high-performance work practices (HPW) in gaining competitive advantage.

DEVELOPING INDIVIDUALS, TEAMS AND
ORGANISATIONS

INTRODUCTION
Developing individuals and team in an organisation is the most important aspect as it
enables growth. Higher performing workforce are the building blocks of an efficient firm and it
ensures the effectiveness of the individuals within the team. It is the link among the effectualness
of the individual, team and industry that allows company to acknowledge people development as
the essential requirement for business (Katzenbach and Smith, 2015). Present study focus on the
Whirlpool HPW case. Report highlights employees knowledge, skills and behaviour required by
Human resource professional. Assignment discusses factors to be considered when
implementing and evaluating inclusive learning and development. Further, it lays emphasis on
contribution of high performance working on company to gain competitive advantage.
MAIN BODY
P1. Appropriate professional knowledge, skills and behaviour required by human resource
professional in Whirlpool.
As it has been analysed that Whirlpool is going through a “company crisis” in year 2011,
it is very necessary for human resource professional to posses skills and behaviours which
supports the company in fostering there growth. These includes:
Knowledge
Communication skills: Whirlpool is undergoing restructuring and strategic changes to
overcome crisis. In order to overcome this human resource professional must be bounded with
effective communication skills. The impactful interaction will support them in recruiting more
efficient employees that brings innovative changes in the company. Also, it can assist
organisation in building relationship with shareholders, suppliers, workers, investors which
fosters the growth of firm (Ashto and Sung, 2012). With effective communication HR
professional will be more able to solve the problems faced by team members by listening to each
other and challenging the issues. Also, by removing personal communication while interacting
they can save time which supports company at the time of crisis.
Skills
Problem solving: It is one of the most import professional behavioural skill that needs to
be posses by human resource professional. As whirlpool is going through restructuring conflict
management skill will assist company in overcoming the issues faced by employees and other
individuals working in organisation. It will create a relationship of trust among workers and the
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board of management that helps Whirlpool in facing the time of crisis. Also, when human
resource professional tends to solve issues of workers, employee satisfaction is been created. It
develops a sense of belongingness in them and firm can tend to retain them. This increases
efficiency of organisation and allows enterprise in earning more revenue and profit.
Behaviour
Honesty and truthfulness: Whirlpool is undergoing or at peak of company crisis. In
order to overcome this human resource professional should be engaged in providing training and
development to employees so that there efficiency is been increased. Learning must be given
with respect and professionals must be not engaged in any time of rude behaviour with
employees. They must keep there voice low and should be an active listener, so that issues
related with workers can be easily resolved(Katzenbach and Smith, 2015).
Fairness and equality: Human resource professional in Whirlpool must be engaged in
treating every employee with equality and fairness. No discrimination should be done by them to
the workers during the time of crisis. This can lead to employment attrition. It can hamper thr
growth of company.
P2. Personal skill audit and professional development plan for human resource consultant
To overcome the time of crisis and restructuring process that is going in Whirlpool,
human resource professional must involve in doing personal skill audit and making development
plan in order to achieve business objectives.
Personal skill audit: As Whirlpool is engaged in one day team development session to
implement the changes. For successfully establishing this training human resource professional
must be involved in doing personal skill audit. This will help them in identifying there strength
and weakness that is required in a competitive environment. This skill audit can be done with
following steps:
Strength
 Human resource professional has a
strength effective working and multi-
tasking at the time of restructuring in
Whirlpool.
 They are also determined and
motivated to bring changes in structure
Weakness
 As Whirlpool is going through changes
human resource professional needs to
develop skills of effective
communication.
 They must also posses conflict
management skills and needs to analyse
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of company. For this one day team
session are also been organised.
the needs of employees and workers
working in the firm.
Opportunities
 Managing team effectively by human
resource professional at the time of
crisis can act as an opportunity for
there personal growth.
 Also, appropriate changes in
organisation can bring competitive
advantage to Whirlpool (Egbu, 2014).
Threats
 Failure to achieve the objective set up
by the human resource professional at
the time of crisis can act as threat for
them.
 Not maintaining an effective workforce
balance during changes can hamper
there as well as company's growth.
Lack of skills
As a human resource professional, I need to improve my skills related to time
management. Also I need to increase my potential to solve the conflicts which is going on in the
organization. I must also enhance my skills related to presentation and communication.
Personal development plan
Current job position is human resource professional. In order to achieve objectives of
implementing changes during crisis period, professional development plan helps in gaining
competency and proficiency to complete the task assigned.
Development objectives What needs to be achieved Resources required
Improve communication skills This objective can be
achieved by human resource
professional through
developing a mutual
understanding with team or
individuals working in
Whirlpool. This bond can be
created during the time of
team meeting session. Better
Online guides to enhance
interactions.
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interaction will assist human
resource professional in
knowing the needs and
demands of individual during
change in structure process.
Develop conflict management
skills
Human resource professional
who does not posses conflict
management skills can
hamper there personal as well
as professional growth. It can
be achieved by involving in
effective communication and
developing understanding of
the problems faced by
employees during
restructuring in Whirlpool.
Support from senior board of
management.
Time management As a human resource
professional I need to
enhance my time
management skill as this will
help me and making my time
By prioritising the work and
making clear objectives, I can
improve this.
Presentation skills I also need to improve my
presentation skills, so that I
can make the team members
understand about the changes
easily.
Online tutorials
P.3 Difference between organisational and individual learning, training and development
During the time of restructuring and implementation of changes in Whirlpool, it is very
essential for human resource professional to develop organisational as well as individual
learning, training and development. Kolb learning theory can support Whirlpool in providing
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learning, training and development on organisation and individual basis. Employees can learn
and get trained by observing things and also making different perception towards it. Reflective
observation can help worker in bringing new ideas and methods during the time of changes.
Basis Organisation ( Whirlpool) Individual
Learning Organisation learning is the
procedure which includes
creating, retaining and
transferring knowledge within
the company(Michan and
Rodger, 2014). This will help
human resource professional in
gaining wider knowledge
which, they can implement
during the time of changes,
manage conflict and enhance
there efficiency to work.
Learning in an organisation
will develop a new insights by
HR professional to overcome
the crisis period. They would
be able to integrate groups, so
that challenges can be
overcome and employee
satisfaction can be adhere.
Human resource professional
through organisational
learning can establish shared
understanding among
employees with the help of
companies rules and
procedures. Kolb learning
Individual learning is the most
important aspect for human
resource professional when
changes are been structured in
Whirlpool. This process
includes the capacity to build
knowledge while observing the
rules, regulations and
procedures being followed in
an organisation. This will help
in developing strength and
skills at personal through
which one team meeting can
be established properly.
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theory can also be used by
Whirlpool to provide training
Training Organisational training of the
team, individual and human
resource professional is the
one of the most important
element for Whirlpool to grow.
The training will support to
efficiently implement the
changes and re-design the
structures. It will increase the
learning capacity of the
workers and develops the
efficiency of team. This will
support Whirlpool in gaining
success at the time of crisis
and they can overcome it
easily and firmly. Kolb
learning theory also lays
emphasis on same.
Individual training is basically
when the team, individual or
employees are involved in
enhancing there personal
skills, talent, methods and
ways. This will assist human
resource professional in
developing self confidence
while conducting one day team
session in Whirlpool.
Development Organisational development
can allow human resource
professional to successfully
manage and adapt
modifications that are been
going in Whirlpool (Belt and
Giles, 2014). This
development enhances the
knowledge and effectiveness
of the team working in the
Individual development will
support human resource
professional to enhance
awareness about the changes
and new methods
implementation by the NAR
staff. By this HR consultant
would be able to create human
capital at the time of company
crisis. It will create a
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firm. perception in the mind of
workers that they shared same
accountability for the results
which has been produced after
the completion of task.
Training and development will support whirlpool in increasing the efficiency of employees. Also
the individual learning will assist in increasing the self esteem of each workers in Whirlpool.
P.4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning and professional development is most necessary for the team and
individuals working in Whirlpool(Stoker and et.al., 2011). It is important as company is
undergoing structural changes and implementing new methods such as daily team meetings in
order to resolve issues faced by employees. The importance of professional development can be
explain through learning cycle theories:
Kolb experiential learning style theory:
This theory is based on four simple elements which includes concrete experience,
reflective observation, abstract conceptualisation and active experimentation. The learning style
in model includes
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Illustration 1: Kolb experiential
learning style theory
Source: (Learning cycle theory, 2018)

Concrete experience: It means that Whirlpool in order to successfully implement the
changes and new methods adhere by them needs to learn from the experience of others. By this
the human resource professionals, team and individuals will be able to look at modifications with
different perceptions. Also, by observing the changes and crisis going on in company, they
would be able to collect information related to it by which professionals can solve problems.
Diverging will support teams in performing better in the changing environment and assist them
in generating new and innovative ideas to enhance growth of company.
Reflective observation: These elements includes applying of new ideas and concepts
which is very necessary for Whirlpool in the time of company crisis. Assimilation also lays a
keen focus on the people(Stoker and et.al., 2011). This style improvises the efficiency of
employees which makes it easier for them to adjust to the changing environment of the
organisation. Learning through observation and monitoring can help in knowing the needs and
demands of employees.
Abstract conceptualisation: This style lays focus that human resource professional, team
and individuals solve challenges and problems through there individual learning. At the time of
changes in Whirlpool this aspect will be beneficial for them. As it can help organisation in
saving a lot of time and minimising cost. It will enable specialists and technological abilities in
the workers that enhance there efficiency to perform.
Active experimentation: In this element the team, individuals depend on the experimental
approach rather than the logic. This learning process will support human resource professional to
be attracted to the new challenges and ideas so that Whirlpool can overcome the company crisis.
Also, new approaches can be implemented by them that can enhance the growth of company.
Theory of multiple intelligence:
This theory explains that every individual posses some amount of intelligence that makes
them unique in there working(Michan and Rodger, 2014). It can be implemented by human
resource professional, teams and individuals while learning something new. This will assist
company in gaining competitive advantage and also adhere to changes which has been made by
NAR in the time of crisis.
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P5. Contribution of High-performance work practices (HPW) in gaining competitive advantage
in Whirlpool
Concept of High-performance work practices.
High-performance work practice is basically the strategy that can be used by Whirlpool
to increase the operational productivity of employees. This helps in increasing the efficiency of
firm during the time of changes. This practice can help in improving the performance of
organisation as well as employees.
Commitment to the company: In order to improve the individual as well as team level of
working High-performance work practices will ensure that the commitment of workers and the
board of management during the tough time are same. Human resource professional will be
engaged in providing training and learning to the workers about the changes and the new
methods which are going to be established in the company(Stoker and et.al., 2011). This will
assist them in gaining competitive advantage. Strategic off site meetings were been arranged by
Whirlpool in order to solve the critical issues.
Vision and extra ordinary goals: Also, in order to improve productivity the lengthy and
unproductive meeting were been streamlined so that the human resource professional can focus
on more important aspects which are affecting the company. Also, to make all the employees
aware about the changes going in the organisation team members were engaged in
communicating a consistent message about the team vision and mission. This helps the
workforce to do there task accordingly. To improve the work efficiency special off sites
meetings were arranged in order to overcome the issues which are being faced at the time of
crisis. Smart goals and objectives are been prepared by human resource professional so that
company manage changes firmly. It supports organisation in gaining competitive advantage.
Managing conflict: High-performance working also focuses on managing conflict during
the critical time. They were engaged in work enthusiastically in order to solve business problem.
Teams, employees, human resource professional were involved in listening to each other issues
and try to solve it with effective communication. This help them in adjusting to the changes and
restructuring of the organisation which was presently going on. Conflicts were also managed
through involving employees in decision-making process so that it becomes easier for them to
adjust during critical time of Whirlpool. Competitive advantage is gain by it. To save time end
run communication with the president has been eliminated. This help employees in focusing
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more on work and save there time (Michan and Rodger, 2014). Team members were also
involved in transparent communication and embrace personal ownership for the team
performance. They have a constructive debate and discussion about the issues going in
Whirlpool.
Shared accountability for result: High-performance working also implements a feeling
in the mind of employees, team, human resource professional about the belongingness during the
time of crisis. They take the responsibility of doing work on themselves. Also, accountability is
been taken for the results of the changes that are been done in the organisation. In order to
improve performance of the team Whirlpool’s human resource professional are involved in
paying rewards and incentives for the extraordinary work perform by them. It helps company in
gaining competitive advantage.
Mutual respect and solidarity: To manage changes and critical time in Whirlpool human
resource professional will provide mutual respect to employees working under them. HPW lays a
great emphasis on this factor. This will help them in improving there efficiency and productivity.
Also, when board of management treat workers with equality, fair and just behaviour, this builds
a relationship between(Eppler and Sukowski, 2013). This supports Whirlpool in gaining
competitive advantage. It will help company in retaining employees at the time of crisis. This
will build company's efficiency to perform better and grow. It can create a bond of trust, which
enhances employee loyalty.
P6. Different approaches that support high-performance culture and commitment
Culture in an organisation is basically following the values, beliefs and thoughts of
employees so that high-performance culture and commitment can be established. Addressing to
the cultural needs of employees can established collective culture. This can help Whirlpool in
knowing about the beliefs of workers during the time of change.
Collaborative working- Whirlpool has been through critical and time and is
implementing structural changes in organisation (Stoker and et.al., 2011). To successfully
establish these alternatives collaborative working is been implemented by company. In this work
is been done in team or through joint partnership methods. This strategy helps in enhancing the
work performance of the employees and also working in team saves' lot of time. Collective
culture can help in doing collaborative working.
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For example in order to enhance good will in market during time of crisis Whirlpool has
been collaborated with charitable activities like delivery of service, campaigning for a cause and
implementing new schemes and policies. Collaboration with any established firm at the time of
crisis is most beneficial for Whirlpool as it will establish a culture of high-performance,
increases efficiency, provides employees with new opportunities and saves the cost of the
company.
Performance management- It is a method in which human resource professionals and
employees work together in order to review and evaluate any workers work performance and
contribution to the organisation. Whirlpool will be benefited by this while implementing changes
as it includes activities that makes sure the objectives set up by the workers are directly linked
with organisational goals and are met in an effective and efficient manner. This management
motivated employees to perform better and establishes a culture of commitment in the company.
This will help Whirlpool in growing sales at the critical time and also enhances workers
engagement in the organisation. It creates a sense of belongingness in team , individuals and
employees. It aligns company's strategic direction and culture and in this management right
people are appointed for specific job.
Effective communication- Effective communication is the most important and vital tool
at the time of crisis. Human resource professional of Whirlpool must be engaged in efficient
interactions. This process will help them in knowing the needs and wants of employees at the
time of changes. Board of management can create workers satisfaction by fulfilling and
analysing the demands of employees. This will increase retention of employees during the
critical phase of organisation (Eppler and Sukowski, 2013). For example to establish effective
interaction company has organised one day team development session so that the innovate ideas
can be taken by workers in order to enhance there growth. Effective communication also builds
an informal relationship among employees and board of management which helps in increasing
the performance of work done by workers. Effective communication can give rise to collective
culture making employees work more efficiently.
CONCLUSION
From the above, study it has been summarised that human resource professional have to
posses skills like managing conflicts, effective communication, dealing with honesty and
fairness. Also, it has been interpreted in order to know personal skills and strength of human
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resource professional, they have to get engaged in creating professional development plan. This
has helped them in knowing about the drawbacks in there services and what they need to
improve. Further, report has discussed high-performance working has helped employees in
increasing there efficiency and productivity. It has made work easier for them. Collaborative
working and performance management has supported Whirlpool in establishing culture of
commitment in organisation.
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Egbu, C.O., 2014. Managing knowledge and intellectual capital for improved organizational
innovations in the construction industry: an examination of critical success
factors. Engineering, Construction and Architectural Management.11(5). pp.301-315.
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