Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1 Identify professional skills, knowledge and behaviour required by HR Professional......3 P2 Personal skills audit and professional development plan..................................................5 TASK 2............................................................................................................................................9 P3 Difference between individual and organisational learning & training and development9 P4 Needof continuouslearningandprofessionaldevelopmentinsustainable business performance..........................................................................................................................10 TASK 3..........................................................................................................................................13 P5 State how HPW contribute to employee engagementand competitive advantage.........13 TASK 4..........................................................................................................................................14 P6 Different approaches of performance management and their contribution....................14 CONCLSUION..............................................................................................................................16 REFERENCES..............................................................................................................................17
INTRODUCTION Employees forms the building block, the most important resources that are available with any company. Thus to be competitive and attain sustainability, it is requisite for organization to continuously develop and improve collective and individual capabilities of its people. This helps firm to align efforts of its proficient team towards contributing in its specific objectives and also to build an organization culture that encourages everyone to work above the line and hold themselves accountable for completing their assigned tasks with best of their capabilities. The report is based on the case study of Whirlpool, an American multinational company that deals in manufacturing and marketing of home appliances (Aarons, Hurlburt and Horwitz, 2011). It was founded in 1911 with its headquarters in Benton Charter Township, US. The assignment will identify skills, knowledge and behaviour required by an Hr professional and will determine difference between individual and organizational learning. Also concept of HPW will be discusses along various performance management approaches. TASK 1 P1 Identify professional skills, knowledge and behaviour required by HR Professional The main prominent factor that significantly contributes in enhancing proficiency of HR official is an array of knowledge, skills and capabilities to handle various complex situations. These KSA are the core competencies that enables HR officials of Whirlpool to manage variety of personalities, deal with conflicts, mentor others, hire people and so on. Thus ultimately it supports Whirlpool to get an edge over its competitors by building and managing a dedicated teamofprofessionalsthatareworkingautonomouslyinattainingfirm'sobjectivesby successfully undertaking their roles and responsibilities (Bolman and Deal, 2017). Thus, in this regard managers of Whirlpool make use of CPD model: CPD MODEL:It could be describes as the procedure of tracking and recording KSB and experience acquired by an employees by both formal and informal means while working in an organization. It assists managers of Whirlpool to record, review and reflect learning of their employees and to further updateand develop theirprofessional competencies. The main objective of applying this CPD model is the professional growth and development of workforce by ensuring that there is continuous up gradation of KSB in relation to present set standards of the same area of work. It further forms important criteria to plan and design suitable training and
developmentprogramforemployeestoovercometheircurrentlackingandweaknesses. Mentioned below are some skills that are essential for HR officer of Whirlpool to posses: Skills: Multi-tasking Skills:HR is a field that is subject to various responsibilities that might changeondaytodaybasis.Forinstance,HRofficersofWhirlpoolneedto simultaneously manage job advertisement. Compensation, training programs, interviews and grievances.For all these functions it I requisite to have skills to manage time and multi task to perform well in their job (Choi and Ruona, 2011).Conflict Management:To redress conflicts between employees and management or between different workers forms yet another core responsibilities of an Hr officer. Thus, to undertake this role it is highly essential for Hr officers of Whirlpool to have negotiations skills and patience that they enables them to solve problems at workplace. Knowledge:Communication skills :Hr officers of Whirlpool are requisite to act a liaisons between employees and other managers. Thus they are required to have command on written and oral communication skills as they are responsible to clearly share information related to company policies, norms, new changes etc. to entire workforce (Hartnell, Ou and Kinicki, 2011.). Being it sending emails, preparing speeches, conducting interviews or addressing a training session it is highly essential for Hr officers to be comfortable,s peaking clearly and confidently.Law andgovernment:Whirlpool being multinational firm is subject to adhere by legislation and norms enforced by governments of various nations. Thus, Hr officers of companyareresponsibletohavethoroughknowledgerelatedtoalllegalcodes, democratic political process, agency rules etc. Behaviour: Transparency andtrustiness: HR officers of Whirlpool are expected to conduct their jobresponsibilitiesbybeingfairandprofessionalinhandlingissuesrelatedto compensation and benefit, employees personalproblems, violationof company;s policies etc. without showing any biasness or under any due consideration. It is requisite for Hr officers to maintain total transparency by speaking honestly, openly and ensuring
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disclosure of every fact and figure to workforce that are likeable to impact them in any which way Ethics and confidentially:HR officer is the who one collects and keep the relevant and personal information of employees. It is very important for important for manager to keep the personal information of employees private and do not share it with other employees working in entity and to any other unauthorised individual. Further, it is very important to carry out all activities and take decisions in ethical manner. P2 Personal skills audit and professional development plan A personal skill audit is a significant tool that helps an individual to ascertain and document their knowledge and skills so as to identify what are key areas of lacking that needs to be improved.It enables individual to evaluate themselves in light of certain personal attributes and skills that are essential for a bright career growth (Herrmann and Herrmann-Nehdi, 2015.). It is formulated through a comparative analysis of skill metrics of a firm with the present level of core competencies of its workforce in context to predetermines skill set for carrying out a particular job responsibilities. Being associated with a global brand Whirlpool as a Hr officer I am required to have certain prominent skills such as team building, conflict resolution, decision making etc. thus for analysing my current level of Skills sets and ascertain key areas of development and lacking I have prepared a personal audit plan for myself as mentioned below: Personal skills audit of Jane Cambridge is described below: SkillVery GoodGoodAdequateLittleorno experience Information Technology UseMicrosoft office word ✔ UseExcel Spreadsheet ✔ Use specialist HR software ✔ Use a database✔ Use the internet✔ Use Email✔ Use PowerPoint✔ SkillVery GoodGoodAdequateLittleorno
experience Communicati on skills Drafting contractsof employment ✔ Takingnotes of disciplinary hearing ✔ Write reports✔ Produce materialsto support presentations ✔ Deliveringa training session ✔ Resolving disputes ✔ Interviewing✔ Advisingon HR issues ✔ SkillVery GoodGoodAdequateLittleorno Experience Problem solving skills Makegood use of verbal reasoning skills, able to handle complexdata andmake selectiveuse of information ✔ Exploremore thanone solutionin order to solve a problem ✔ Considerthe ideas of others tohelpsolve problems ✔
Following are strengths and areas of lacking that are been revealed by my personal skill audit plan: StrengthWeakness Asfarastechnicalknowledgeis concerned I am having proficiency in this regard. So far I have all technical skills and knowledge related to my area of work. I am quiet flexible and adaptive that forms my major area of strength. This skill of mine helps me to mould my behaviour, strategy and working style as per giving condition. Thus, I am able to gain support and cooperation of my staff in most of situations. I lack skills in the aspect of decision making skills wherein I score average. It is due to the fact that being a flexible personIsometimeswithmyteam providing them freedom to apply their ownworkingstyleintheirassigned tasks. This leads to delay in decision makingonmypartduetonon- completion of work on deadlines. This also effects my leadership skills which also I need to improve. Also there is scope for me to improve my analytical skills were also I score average. Personal development plan (PDP) for HR officer role PDP is also known as individual development plan that could be described as the process of formulating an appropriate plan of action that is specifically based of values, awareness’s reflection and establishment of aims with prospect of developing career, education or for self – improvement (Hislop, 2013). On basis skill audit of mine mentioned below is a PDP plan for enhancing my decision making, analytical and leadership skills.
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Sr. No Learning Objective Current Proficiency Target ProficiencyDevelopment Opportunities Time Scale 1Decision making Skills. In present scenario I score average in my decisionmaking skillsthatfurther requires improvement TotakeSpeedupand authenticeveninmost complex situations Fordeveloping this competency, Iwillgain further experienceand knowledgeof business analysis process.AlsoI will make use of SixThinking Hatstechnique thatwouldhelp metoanalyse differentaspects relatedtoa situation. 10 January 2019. 2Leadership Skills Beingtooflexible as a leader I score averageinmy leadership skills. Toperfectlybalance authoritativeaspectsof leadershiptomake employeesfollow instructionswith participativeleadership style. Byattending openleadership development courses. Tailored leadership training courses 01march 2019. 3Analytical Skills CurrentlyIam havingaverage analytical skills Todevelopproficiency tovisualize,articulate and solve both intricate andfundamental To improve this skillIwill attendanalytical skilltraining 10March 2019.
problems and issuesinvolving workshopson criticalthinking andstrategic management TASK 2 P3 Difference between individual and organisational learning & training and development Training could be described as procedure of enhancing knowledge, skills and core competenciesof an individual by making them indulge in various teaching and learning activities. This helps in improving their capabilities tocarry outthere present and future job related requirements (Katzenbach and Smith,2015). Development on other hand refers to growth of an individual by systematically making use of scientific and technical knowledge for attaining specific objectives. Whirlpool being a global multinational brand is quiet specific about maintaining a proficient staff that are well trained and skilled. Thus, company manages proper training and developmentprograms for inducing necessary skills related to technical aspects, analytics andsoft skills.Both terms are distinct from one another on certain grounds that are mentioned below: Difference between training and development Basis for comparison TrainingDevelopment MeaningIt is associated with employee learning whereintheyareprovidedwith opportunitiestogainKSAthatare essential for them to undertake their current or future job complexities. Development is an educational process that focuses on growth of managerial staff. ObjectiveThe main objective of training is to makeemployeesprofessionalby improving their work performance It aims towards enhancing employees confidence and proficiency in order to takehigherjobresponsibilitiesand challenges
AimIt is generally provided to lower level management staff such as executives to induce them with required KSA. It is given to middle level management such as managers for improving their personality, GK and concepts. Learning :It is a process of acquiring new skills, behaviour, knowledge and preferences or to make changes in them in context to various advancement and changes introduced in a particular field of knowledge (Landy and Conte, 2016). In context of Whirlpool, continuously learning is essential for both organization and individual point of view so as to improve and maintain productivity level and to attain both personal and professional aims and goals. It is classified into to forms that are been explained along with their differences: Difference between organisational learning and individual learning Basis for comparison Organizational LearningIndividual Learning MeaningItimpliesaprocedurethatis concernedwithforming,absorbing and sharing knowledge and learning with the company. It could be described asprocess of gainingknowledgeaboutmacro sources and its stimuli response by an individual. ObjectiveItisrelatedwithenhancing performanceandproductivityofan individualbyinducingthemwith specific knowledge and skill. Itisassociatedwithformulationof distinctive policies and procedures that managers of Whirlpool are to adopt andcommunicatetovarious departments P4Needofcontinuouslearningandprofessionaldevelopmentinsustainablebusiness performance Continuous learning:It refers to constantly making efforts to update KSA and to learn new ones. This involves gaining knowledge about changing environment and associated new developments in the field. In context to Whirlpool, it enable firm to shape up its team by making them adaptive to market dynamics (Nahavandi, 2016). It assist both firm and its employees to achieve higher growth by gaining high emotional intelligence through self awareness, self
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management and self assessment. At individual level, it is associated with diversifying and acquiring KSA in context to Whirlpool's frequent core competencies requirements to maintain its proficient workforce capable of handling present as well future job related challenges. At organizational level, it represents various market dynamics changes, upgrades and complexities that are been encountered by Whirlpool while conducting its business operations around the globe. Professional development: It involves wide range of specialized training, advanced professionallearning or formal education that assist Whirlpool and its employees to improve their competences, skills, professional knowledge and effectiveness (Penueland et. al. 2012). For this company conducts various workshops, conferences, formal courses and informal learning techniques. Whirlpool to encourages professional development in its organizational culture make use of several approaches for developingprofessional KSB such as lesson study, technical assistance, consultation, coaching, mentoring etc. In context to Whirlpool mentioned below are some prominent importance for adopting and implementing these learning and development approaches:Assists in problem solving:In context to Whirlpool these learning and development approaches enables firm to efficiently adopt and adapt to changing market situations and to develop amicable relations between employees and management. Further as company is having proficient employees it encourages them to participate in decision making process and to share their opinions, creative ideas and suggestionswith management. Thus, it providesmanagers with pool of innovative ideas and recommendation for solving a particular issue out of which most appropriate ones could be adoptedby Whirlpool. Adoption of latesttechnology:In today's era of digitalisation where in every business irrespectiveoftheirsizeandtypeissubjecttoencounterfrequenttechnological obsolescence, these learning and development approaches helps firms like Whirlpool to remain competitive,. It is because of the fact that with continuous learning firm is able to be aware and well notified about latest up gradation that are been introduced in market areour adopted by competitors. Professional development on other hand induces employees to acquire necessary KSB to adopt and absorb those technological updates.
Thus, Whirlpool is able to maintain the competency of its workforce and market position of its brand (Robbins and Judge, 2012). Honey & Mumford Learning styles given by Honey and Mumford are as per the supposed preference to learning. Four learning styles can be summarised with the following given characteristics: Activist: These are the individuals who learn new things by doing it. These kind of people ned to get the experience or into the action what they want to learn. Features of these type of individuals is that these remain open to problem solving sessions and to group discussions. Theorist: This aspect involve those individuals who seek to understand the theory behind action. They like to rea facts to engage more in learning process. Pragmatist: Individuals who known how to put their learning in to the real life action is come under this category. Reflector: Individuals who learn by thinking about what is happening and by watching other individuals in come in this category. Figure1: Peter Honey and Alan Mumford Learning Styles. 2018
Source: Peter Honey and Alan Mumford Learning Styles. 2018 TASK 3 P5 State how HPW contribute to employee engagementand competitive advantage High performance work system (HPW)is a perfect combination of right typeof technology, people and organisation structure that aims towards attaining optimum utilization of firm'slimitedresources.IncontexttoWhirlpoolHPWassistsfirmtoapplyperfect amalgamation of its proficient workforce, advance technology and effectivefirm structureto determine and grab prevailing market opportunities for achieving its pre set goals and objectives. Employee engagement:Large number of employees work in an organisation and perform different kind of job roles so that company can attain its set objective. various strategies and motivational tools are used by manager to encourage employees to perform well so company can attain its objectives and can sustain in market for long run. One of the way to motivate employees to perform well is by engage them in process of decision making and other relevant business activities. When managers take ideas and opinions from employees and involve them in decision making process then it enhance employee’s morale and improve their performance at workplace.Thismaketheemployeesfeelthatcompanyvaluethemandimprovetheir performance at workplace which help entity in satisfy the needs of its target customers. Competitive advantage:In context of business, an attribute or feature that provide specific benefit to an organisation as compare to its other rivals exist at marketplace is known as competitive advantage. Moreover, competitive advantage is known as the conditions that provide opportunity to firm to manufacture products and services at lower price by maintain the equal value. This help in attract more number of customers which results in increase company’s profits. Competitive benefit generate value for both company and its stakeholders due to existence of some specific conditions. Increase number of high performing workers at workplace provide competitive advantage to company. It is subject to involve various elements like task design, employees, reward system and information systems that assist various departmental manager to work in close coordination for smoothly carrying out all business activities (Shin and et., al., 2012).Mentioned below are various HPW practices that are adopted by Whirlpool to encourage involvement of its workers so as to develop their KSA in reference to various business functions.
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Selective hiring of employees:Whirlpool being one of the leading brand is quiet peculiar about quality in every business related aspect be it products, services, technology or people.Thus firm follows a distinctive hiring policies under which it selects the best prospective candidates in terms of qualification and core competencies from pool of applicants so that to ensure right person at right job at right time. For instance firm generallyacceptsMastersDegreeholdersinBusinessAdministration,Computer Application, Technology etc. This criteria ensures performance of task with full accuracy, efficiency, minimum mistakes and highest outcomes. Flexible Job statement:Whirlpool implies total transparency in its communication with workforce that enables its employeesto have clear idea about their expected goal and roles. This ultimately assist them to gain efficacy in attaining their assigned tasks within deadlines. Also Whirlpool provides flexible shifts timing to its employees that help them to maintain balance between their professional goals and personal commitments. TASK 4 P6 Different approaches of performance management and their contribution Performance management:This is known among employees and managers who make plans together, monitor and review performance of an employee and its contribution in overall success of company. Feature of this process is that it supports in set objectives, set performance standards and also help in determine the training needs of employees. Collaborative working: an environment in which people supports each other in their cooperative working and to deal with issues is all come under collaborative working. One of the main benefit of this type of working is that is that it builds trust among workers working in organisation and help in attain optimum utilisation of all business resources. Effective communication:Transformation of information from one individual to another is known as communication. It is very important that communication take place at workplace should be clear and effective as this help worker to perform their roles in better manner and at the same time bring cooperation among various department. It refers to method of managing and controlling workforce, departments and other business operations to ensure that objective are been accomplish within deadlines as per set standards. Whirlpool managers by applying this approach monitors, document and reviews performance of its employees, make comparison between actual and expected results and identify deviations.
They further provide proper guidance to each individual by suggesting best course of actions to be adopted in order to overcome their areas of lacking. Thus it ultimately results in enhancing quality of work and productivity of team.Whirlpool managers adopt various approaches for performance management system that help in developing positive work culture, enhancing KSA and to improve personality and quality of work of its employees. Mentioned below are some prominent approaches that whirlpool applies: Comparative Approach:This approach assist mangers of Whirlpool to identify deviation in its employees permanence and to ascertain problems that are been encountered by them while performing their assigned tasks. Managers of Whirlpool provide viable solutions to these issues and also applying grading system where in best performers are given certain rewards and benefits (Von Krogh, Nonaka and Rechsteiner, 2012).Forced distribution, graphic rating scale and paired comparison all are the major techniques which manager can use under comparative approach. With help of this approach, managers of Whirlpool can identify the gaps between current and standard performance of employees and can provide proper training to fill the identified gap. Managers can examine the effectiveness of using this approach by determine the improvement take place in employee’s performance. With this manager can create and maintain a culture of having high performance and commitment. Result Approach:Whirlpool administration apply this approachwhere in it assign SMART objective to its teams on the basis of which employees are required to execute their taskswithinspecifictimeframe.Hereinmanagersmaintainsascorecardwhichhas4 alternatives like customers, operations, internal or finance.Feature of this approach is that it is simple as workers are examine on the basis of results of their performance. With help of this approach managers of Whirlpool can transform business strategy into day to day operations of company. For examine the effectiveness of this approach, manager of Whirlpool can examine the results of employee’s performance at workplace. Quality approach: This approach assist managers of Whirlpool to measure performance level of its employees. This approach mainly focuses on minimizing errors at employees end and continuously improvising services so as to increase customers satisfaction (Wates, 2014). Applying this approach managers of Whirlpool continuously take feedback from clients, peers and various departmental managers on professional and personal traits so that issues related to performance could be resolves effectively.This approach mainly focusses more on continuous
improvement of business process. Feature of this approach is that it ensures assessment of system and employees working in enterprise. Problem solving take place under this through teamwork. Managers of Whirlpool can examine effectiveness of this approach by determine company’s growth and success. With this, overall performance of business can be improved and company can promote a culture of having high commitment and performance. CONCLSUION The project undertaken concludes that it is requisite for any firm to develop KSA of its team and individual on regular basis so as to maintain firm's growth and sustainability. Further essential KSA are analysed that are essential for HR officerto have in order to undertake various HR roles and functions. Further skill audit and PDP plans are been formulatedthat revealsstrength , weaknesses and steps that are beenundertaken to overcome those lacking. Also how HPW contributes in employee engagement is been determined by explaining its importance in organizationcontexts. Lastly performance management and its various approach are discussed.
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