P1 Knowledge, skills and behaviour that are required by HR professionals

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Knowledge, skills and behaviour that are required by HR professionals.........................1
P2 Personal skills audit to develop a professional development plan....................................3
TASK 2............................................................................................................................................6
P3 Different between organisation and individual learning, training and development........6
P4 Continuous learning and professional development to drive sustainable business
performance............................................................................................................................8
TASK 3..........................................................................................................................................10
P5 HPW contribution to employee engagement and competitive advantage.......................10
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management........................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Developing is essential for individuals to perform activities effectively in a team and
organisation. HR professional responsibility is to have skilled and competent staff members for
execution of business activities in effective manner. Training and development programmes that
is sessions are organised for enhancement of capabilities of employees. This help HR
professional to make organisation growth (Bolden, 2016). The present report is based on
Whirlpool which is a multinational company that provide home and electronic appliances to
people. This assignment specifies knowledge, skills and behaviour that HR professional require
to manage manpower. Factors that HR need to consider for evaluating learning and development
in driving sustainable business performance is stated. High performance working (HPW)
contribution in employee engagement and competitive advantage and different performance
management approaches is mentioned in report.
TASK 1
P1 Knowledge, skills and behaviour that are required by HR professionals
HR professional plays important role in an organisation, as their duty is to have sufficient
workforce in firm. For this, recruitment and selection activities are conducted which help them to
fill vacant positions by appointing new candidates in company. Whirlpool has outlets worldwide,
so it is necessary that HR have sufficient manpower for execution of business activities. This
helps top personnel to provide home appliances to customers to fulfil their demands and
requirements. Thus, HR professional require to have adequate knowledge, skills and behaviour
which are described below (Knowledge and skills required by HR professional, 2016):
HR professional Knowledge: Knowledge refers to information that an individual learn
from education institutions and past experience. HR professional of Whirlpool need to have
knowledge about business, human resource practices and labour legislations. Thus, these are
various things which helps them to organise and execute activities effectively are stated beneath: Contract laws: HR professional require to have information about legal codes,
regulations and various acts which are formulated by authorities to govern business. HR
of Whirlpool follow contract laws while designing system and give fair treatment to staff
members. This helps them to execute business activities in legal manner. They need to
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make contract with their employees regarding leave, salary, termination and designation
(West and et. al., 2014). Training and Development Techniques: HR should conduct training and development
programmes for their staff, workers in order to improve them. They also need to arrange
training for new joiner so that they became aware of business, goal and objectives. It is
important knowledge which is required in HR so that all activities of entity can run
effectively and smoothly (Pakdil and Leonard, 2014). Thus, HR also need to attend
training for improving their skill and personality.
HR professional skills: Skills are abilities which a person require to posses to conduct
activities. It is necessary that HR of Whirlpool have these skills to manage and direct staff
members are stated below: Communication skills: It is necessary that HR professional have effective interaction
ability to provide targets and duties to staff members. There are important connection
between manager and subordinates. HR professional of Whirlpool have good oral and
written communication skills. This help them to conduct interview and training sessions
for new joiners and existing staff effectively. Besides this, they are also able to inform
employees about business through email. Problem-solving skills: Human resource management should interact with staff member
and its employees to have proper knowledge of issues and problem arising within
organisation. For this, grievances between manager and subordinates are address by HR
of Whirlpool. So that they can solve issues and problems effective so that it is beneficial
for both organisation and employees to deal in critical situation.
HR professional behaviour: Behaviour is critical factor which HR must have to manage
resources by setting standards for staff members. These are behaviour which HR professional of
Whirlpool require to have are described below:
 Ethics: HR professional require to be behave in ethical manner. Ethics is the moral
values, principles which is required within company and individual for running business
successfully (Goodwin and et. al., 2014). Here, HR of Whirlpool should behave ethically
with all working manner so that they can work for business. It is very important
behaviour which is required in every organisation.
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 Confidentiality- HR of Whirlpool should be confidence enough to manage all activities
occurring in business. All the confidential information should not be disclosed to third
parties. Thus, this type of behaviour is most preferable in business.
P2 Personal skills audit to develop a professional development plan
Personal skills audit is process which is executed by HR professional to measure and
maintain record in respect to skills of an individual and team members. It is essential that HR of
Whirlpool have information about knowledge and skills of subordinates to provide them tasks
accordingly. Thus, personal skill audit benefit HR to determine need of training and development
by assessing skills gap among team members (Anagnostopoulos, Byers and Shilbury, 2014).
Requirements Personal audit
(rating scale:
0-10)
GAP Remedial
action/strategy
Deadlines
for remedial
action
Contract laws 6 Need to
improve by
reading books
related with
contractual laws
which is
required in
business.
Need to focus on
law course for
improving.
1 months
Training and
Development
Techniques
9 This techniques
can be improve
by participating
in seminars,
workshops and
taking online
personality
tests.
Training and
development can
be improved by
attending
seminars,
workshop and
conferences.
6 months
Communication
skills
9 This skills can
be improve by
participating in
Participation in
different activities
and reading books
On going
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different
activities like
debate, free
writing to
enhance skills.
to improve.
Management skills 8 Management of
work and
people is not
good which
need to be
improve by
reading books.
Need to read book
related with
management and
applying in
organisation to
make effective
decisions.
1 months
Problem-solving
skills
7 Professional
should
concentrate on
various
activities related
with problem
solving and
improving
themselves.
Solving all types
of problems which
arise in
organisation for
improving skills.
1 week
Ethics 10 Books related
with ethics and
applying those
in organisation.
It can be improve
by reading books
on frequent basis.
On going
Collaborative 9 All should work
in collaborative
manner in order
to accept and
manage all
work in
Need to work in
team to get
appropriate
solutions to
problems.
2 months
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effective
manner.
Confidentiality 9 The confidential
information
should be kept
separately by
individual for
better running
of business.
The relevant
information
should not be
disclosed to third
parties.
1 months
HR profession of Whirlpool conduct personal skills audit to frame professional
development plan. Along this, it also help them to have information about their strengths and
weaknesses which are stated below:
Strengths Weaknesses
Training and development Techniques
Communication Skills
Ethics
Collaborative
Contract Laws
Problem Solving Skills
Management Skills
In order to overcome weaknesses, professional development plan is prepared. It means
written document which is formulated by HR professional to have information skills and
knowledge of themselves and their subordinates. In this, business goals are taken as main
standard for which required skills are assesses by them. Career development and continuous
improvement actions are executed by HR of Whirlpool for competency enhancement of team
members (Raes and et. al., 2015). The PDP is as follows:
PERSONAL DEVELOPMENT PLAN
Objectives GAP Hurdles Success Criteria Target Dates
Contract Laws Lack of
availability of
books related
I did not read
books related
I should go
through new laws
and contract
25th January,
2019- 14th May,
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with laws. with laws. books. 2019
Problem Solving Lack of proper
interaction with
employees.
I was not given
enough
opportunity to
make own
decision.
I should try my
best to solve
problem with help
of reading books,
participation.
31th January,
2018- 24th March,
2019
Management
Skills
Lack of
management
skills for solving
problems.
The skills which I
have was not
sufficient for
business.
I need to improve
by participating in
organisation.
29th January,
2018- 25th April,
2019
TASK 2
P3 Different between organisation and individual learning, training and development
Individual learning: It refers to a process by which a person can increase knowledge and
gain experience by interaction and observance of others. Therefore, development activity is
undertaken by an individual to enhance their skills and capabilities (Liljenberg, 2015).
Organisational learning: This is another training which help person to develop
knowledge and skills by working in group associated with an organisation.
As per relation with Whirlpool, for enhancing productivity of workers and developing
skills, HR managers conducts both kind of learning sessions. Taking such type of learning
sessions aids workers to gain various opportunities for making their career more bright.
Difference between individual and organisational learning
Basis Individual learning Organisational learning
Meaning This concept consists a set of
standpoints which result in
improving skills and abilities
of workers in a company on
individual basis.
Companies provide chance to
people to work in team to
enhance capabilities by
applying theoretical
knowledge into practical
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(Johansson, Miller and
Hamrin, 2014).
Deals in It deals with personal
development of individual
learning.
It deals change in organisation
due to competing business
market and competitive
advantage.
Improvement Individuals improve
performance through training
course for better results.
It is based learning which lies
with time frame for choice of
materials for superiority tests.
Example For example, each and every
members of an Whirlpool
should learn and improve
themselves for better working.
For example, if Whirlpool
provides continuous learning
opportunities to their manager
then it can achieve goal and
objectives effectively and
efficiently.
The theory of organisational learning are as follows:
Single Loop Learning: When there is single feedback loop strategy that is modified
response to unexpected results. Example, sales are down. Here, Whirlpool also need to identify
loop hole and make correction.
Double Loop Learning: When strategies, assumptions and values are changed due to
efficient environment. Here, manager of whirlpool should think about marketing and sales so
that there is no change in future needs.
Training and development: HR professional conducts performance assessment activity
to have information about employees skills and knowledge. In Whirlpool, HR professional
require competent workforce to provide quality home appliances to people. For this, it is
essential that changes in electronics are made in respect to rival companies. For this, training and
development activities are conducted to make individuals skilled to execute activities effectively.
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This help organisation to attract large number of candidates by providing them opportunity to
enhance capabilities by working in firm (Wellin, 2016).
Difference between training and development:
Basis Training Development
Meaning It is a short scale activity
which is mainly carried out for
superiors and operation level
subordinates.
This is a long term process
which is concerned with
managerial level people that
require to learn and make
growth in company.
Concept Training is process which help
workers to improve their skills
and abilities to execute
business operations in
effective manner.
Development is activity which
is conducted for making
subordinates efficient to deal
with critical situation in future
time frame (Duffield and
Whitty, 2015).
Aims and Competitive
Advantages
This helps in developing
additional skills for particular
job.
It helps in developing whole
personality.
P4 Continuous learning and professional development to drive sustainable business performance
Continuous learning refers to enlargement of individual skills by regularly upgrading of
knowledge and skills. In organisation, changes in business system are made by top personnel to
conduct activities in respect to market conditions. For this, HR professional require to increase
skills of staff members, thereby make them competent to work with latest techniques. Thus,
business activities are executed effectively, which help firm to deliver quality electronic
appliances to customers (Fagerholm and et. al., 2015).
Kolb's Learning Theory- This model was founded by David Kolb in 1984 which works
on two levels such as four stage learning cycle and style.
Learning Cycle- It is defined through four stages which are described below:
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Concrete Experience- The individuals, teams and organisations are assigned task for
doing something where one cannot learn simply by watching or reading but they have to perform
it. Whirlpool should provide such learning to staff for problem solving.
Reflective Observation- Individual take time from doing and step back for reviewing
work done. They ask lots of questions and communication is open. This helps in activities like
report writing, giving feedback. Worker of Whirlpool need to make effective decision for
outcome.
Abstract Conceptualisation- The comparison is made for what have done and what they
already knows. Whirlpool worker should abstract important models, facts and theories to get
outcomes.
Active Experimentation- When things learned are put into practices then active stage is
developed. Planning helps in taking new understanding and translating into predictions.
Learning Style- It consists of four types of learning style which are given below:
Diverging- Individual view things differently where they prefer to watch rather than
doing & gathering information for solving problems. Whirlpool staff views situation from
different aspects for better solution.
Assimilating- This style is important for information and science careers for
effectiveness. Whirlpool employees should possess this style for exploring models and providing
practical solution.
Converging- This type of people solve problems and find solutions to practical issues.
All employees of Whirlpool use such style for getting practical solutions to problems.
Accommodating- People are attracted for taking new challenges and experiences for
carrying out plans. Firstly they rely on others for information and then carry out own analysis.
Whirlpool also need such style for better result of organisation.
Professional development plan formulated by HR professional with help of personal skill
audit process help them to manage people in firm. This help them HR to have knowledge about
their skills and development competencies to manage manpower properly.
Continuous learning and professional development help HR professional of Whirlpool to
constantly improve subordinates skills and knowledge for execution of business activities in
creative and innovative manner. It is necessary that HR provide positive working environment to
staff members to retain skilled people for longer time. Training and development programmes
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help them to enhance capabilities of team members to make them work with updated
technologies. Appointing new joiners is costly and consumes large time of top personnel to train
and aware them with business. Thus, it is profitable for company to sustain business performance
by sustaining their talented members.
TASK 3
P5 HPW contribution to employee engagement and competitive advantage
High performance work system (HPW): It is concept which consists goal of
improvement in productivity of subordinates. It is essential that HR professional to design
system that is implement advanced technologies for execution of business activities effectively.
This also help them to reduce costs and utilise money, material and manpower properly. For this,
HR need to engage subordinates in decision-making process to make appropriate judgements
which are beneficial for company (Hauge, Norenes and Vedøy, 2014). This help them give value
to superiors and team members to encourage them to perform tasks effectively. If in Whirlpool,
high performance system is not used than HR will not be able to conduct business activities
effectively.
Employee Engagement: It is level where worker feel passionate about jobs and
committed to organisation and put efforts into activity for goal and objective achievement. It is
also regarded as fundamental concept where effort for understanding and describing qualitatively
and quantitatively and relationship of employees and organisation. Whirlpool should motivate
their staff and workers for engagement in various activities of organisation so that they work
with full dedication towards individual and firm goal achievement.
Competitive Advantage: It is attributes that allow organisation to outperform its
competitors which includes resources from high grade to low cost, high entry barriers, access to
new technology. In context of Whirlpool, it can gain this by providing high quality goods and
services to their customers which also build trust and goodwill.
Thus, these are HPW activities which are executed by HR professional of Whirlpool in
subordinates engagement and establish competitive benefits are: Human resource practices: HR professional of Whirlpool conduct staffing, training and
development and performance appraisal activities, to have skilled staff members. HR
involve employee in decision process helps them to make judgements which are
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beneficial for firm. Along this, changes in system and strategies are made in respect to
market conditions. This help HR to have competent people which aid them to construct
competitive advantage in according to rival brands. Team building: This is another process of HPW which is executed by HR professional of
Whirlpool is creation of team for execution of business activities in effective manner.
This help them to have different skill people in group which aid them in delivery of
quality home appliances to customers. Thus, HR attain competitive advantage by making
employees to perform tasks in team, thereby utilise resources efficiently.
 Performance appraisal and rewards: HPW is system which is used by HR professional
to have information about abilities of employees with help of assessment of their
outcomes. Thus, they provide rewards that is incentive and promotion to motivate high
performers by recognising their work. This benefits HR to sustain talented subordinates
for longer time to position firm higher than rival firms (Mittal and Dhar, 2015).
Whirlpool have different rival firms, so it is essential that different variety of home
appliances are provided by company. For this, HR professional require to have skilled and
competent people which deliver quality products and services to customers. HPW is method
which help HR to sustain its brand value and position in market. This help them to establish
competitive advantage to attract large number of people to enhance sales and profitability.
Thus, high performance working system help HR professional of Whirlpool to construct
team for proper utilisation of resources and timely delivery of home appliances to buyers.
Training and development programmes are organised by them to enhance skills and capabilities
of staff members. Along this, subordinates are involved in decision-making process which help
HR to encourage and motivate them to perform tasks effectively (Ellinger and Ellinger, 2014).
TASK 4
P6 Different approaches to performance management
Performance Management: It is procedure for creating work environment where people
need to perform their best of abilities. It is whole system which begins when job is needed and
defined. It is important in Whirlpool in order to find organisational planning and strength.
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Effective Communication: It is process of sharing ideas and information from one
person to another. Here, whirlpool manager need to communicate effectively with their staff and
employees in order to achieve goal and objectives.
HR professional conduct performance assessment to have information about abilities of
staff members. For this, different measurement techniques that are management by objective,
cost accounting and many other are used by HR and top authorities of Whirlpool. This help them
to have information about contribution of team members in growth of company (Bolden, 2016).
Collaborative working: Top personnel formulate team for utilisation of resources and
completion of business objectives and goals. In this, HR professional responsibility is to
coordinate team members and make them function with each other. Whirlpool is multinational
firm which have branches worldwide, so it is necessary that there is collaboration in functioning
of different teams. Training sessions are conduced by HR to make team members committed and
dedicated to perform tasks in team.
These are various performance approaches which are used by HR professional are
described below (Approaches for measuring performance of employees, 2018):
(Source: Performance Management Approaches, 2018)
Comparative approach: It is tactic which HR professional uses to measure employees
performance by giving ranking in respect to other team members. All individuals are positioned
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Illustration 1: Performance Management Approaches

from highest to lowest performers. For this, graphic rating scale, paired comparison and forced
distribution are techniques which are used by HR of Whirlpool. This help them to give reward to
effective workers and have knowledge about requirement of training and development
programmes (West and et. al., 2014). If employees get reward in recognition of their
performance than it will motivate them and others also to work well. As it is difficult to rank
employees on basis of performance because same staff can give good as well as bad
performance.
Attribute approach: This is another tactic by which HR professional measure
performance of staff members by rate on certain variable which are teamwork, communication,
creativity and problem solving. Graphic rating scale in which subordinates are rank on scale of
lowest to highest (1 to 5). This approach correctness depend on evaluator's nature which
determine best and bad performers. Giving highest rank to best performer will encourage others
also to give high contribution in success of business objectives. On basis of attribute none
company can identify employees and their skills.
Behavioural approach: It is oldest measurement technique which is used by HR
professional to have information about behaviour of subordinates with each other in a team. For
this, behaviourally anchored rating scale (BARS) is used to rank employees in respect to their
performance. This technique comprises five to ten vertical scales in which subordinates are rank
by HR (Pakdil and Leonard, 2014 Woodcock, 2017). This approach help in getting positive
behaviour of employees and assist them to cooperate with each other in completing the task.
Similarly, it is not necessary that BARS always provide positive results for high performance
culture.
Result approach: This is a simple tactic in which HR professional rate subordinates in
according to their outcomes and performance. Balance Scorecard is used by them to give focus
on financial, business activities, learning & growth and buyer. Besides this, other techniques are
used by HR for improving productivity of firm by motivating staff members. For this,
recognition of outcomes of team members to make them dedicated to perform tasks effectively.
HR of Whirlpool uses these performance measurement approaches that are comparative
approach, attribute approach, behavioural approach, result approach and quality. These tactics
help them to rank team members to provide them information about their working level. Along
this, HR acknowledge behaviour of subordinates to motivate them with aid of outcome
13

recognition. Thus, they have talented staff which are committed towards duties and perform
tasks effectively to deliver quality home appliances to customers.
CONCLUSION
From the above report, it can be comprehended that development of skills, knowledge
and behaviour plays essential part for an individual. In an organisation, HR professional require
skills, knowledge and behaviour to manage workforce and make them function in team.
Personal skills audit help HR to develop professional development plan to state skills which
consists development opportunities. Organisation learning includes training process by which
people enhance capabilities to work in team, while individual learning comprises development of
person skills for working in firm. Continuous learning and professional development helps HR to
make employees competent to face challenges and create innovative business ideas. High
performance system contribution in employee engagement and competitive advantage is
ascertained by HR professional to design system properly. Performance management approaches
such as collaborative working and other measurement techniques are used by them. This aid
them to support high performance culture and commitment of team members for timely
attainment of business objectives.
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