Team Development and Organizational Growth

This assignment examines how Whirlpool Corporation implements strategies to enhance both individual and organizational performance, driving business growth and success. It delves into the crucial role of human resource (HR) consultants in understanding human nature and manpower needs to achieve organizational goals. The analysis focuses on various techniques used for developing individuals, teams, and the overall organization, emphasizing their contribution to sustainable development within Whirlpool.

Developing Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determine appropriate knowledge, skills and behaviours of HR professionals...................1
P2. Analyse personal skills audit for an employee to identify training and development needs.
.....................................................................................................................................................3
TASK 2............................................................................................................................................5
P3 Differences between organisational and individual learning, training and development......5
P4 Need for continuous learning and professional development ...............................................6
TASK 3............................................................................................................................................7
P5. Contribution of HPW in employee engagement and competitive advantage ......................7
TASK 4............................................................................................................................................8
P6 Different approaches to performance management ..............................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
High performing teams are building blocks of top class organisation that enabled an
effectiveness of the individuals within them. Developing individuals, teams and organization are
interconnected which guide in processing overall business (Aarons, Hurlburt and Horwitz, 2011).
The purpose of this project is to appreciate knowledge and skills to achieve high performance of
organization. One of a major factor of successful manager or as an HR consultant has to deals
with variety of situations. A person with a strategic mind-set can plan far advance to look at
trend that can affect environment into business operations. Developing team is also an important
part of a HR consultant of whirlpool company.
This project helps in gaining awareness of learning and developing needs which are assist
them in future needs. This includes professional knowledge, skills and behaviour which are
required by an HR consultant of whirlpool’s company, personal audit to identify training and
development. This report based on whirlpool which is an American multinational manufacturing
company which deals in home appliances into international market. It also, enlighten on
development plan for business enterprise.
TASK 1
P1. Determine appropriate knowledge, skills and behaviours of HR professionals
As a HR consultant it is an essential part for every organization to develop an appropriate
knowledge, skills and behaviour which is requisite in accomplishing its goals. It will assist in
maintaining the performance of an individual while formulating and implementing its policies
and procedures to build efficiency among employees. This helps in maintaining a balance staff to
develop skills through providing them training to obtain their business goals. This portion covers
developing professional by enhancing individual skills and knowledge by facilitating training
sections as per the requirement of an employees (Bolman and Deal, 2017). By applying this
approach through an HR consultant of whirlpool’s business guides them in development at an
ongoing basis. The major importance in determining skills, behaviour and knowledge which are
needed to employees through the HR consultant are defined briefly as below:
Skills Required
 Communication: It is a most essential part for HR consultant to have strong written and
oral communication skills. It is a responsibility to clarifies information to the workers of
1

a business enterprise. It can be in any form whether they sending mails to prospective
employees or while preparing a speech. HR consultant need to speak clearly, effectively
and confidently. Their should be proper and two way communication in the organisation
because it is important for transferring information and data.
 Multi-tasking: HR consultant has a varied responsibilities in many situations which can
be change according to daily basis. While managing job advertisement, compensation,
interview and training programs that are necessary to carry out timely that helps in to
perform well into an organization (Choi and Ruona, 2011). Therefore, HR consultant
should able to remain calm under pressure while working progress. Conflicts: As HR consultant should have skills to negotiate, mediation and patience is
necessary while working with others. They have tendency to solve problems in
workplace by using their maturity, managing issues and respect for everyone decisions
included in it.
Behaviour Required
 Inclusiveness: This part involves interaction appropriately with business and partner
which are regarded to an individual characteristics. A HR consultant treats other with
dignity, respect and valued. This promote and support complete working environment
and maintains harmony among an organization.
 Quality focus: In this section, HR consultant focuses on anticipates and meets which are
respond to employees in an appropriate manner. This ensures quality of products and
services which are provided by human resource. Accountability: It is an acceptance of responsibilities which are own for actions and
decisions that are accomplish by working ethically, efficiently and by cost effective
method (Decuyper, Dochy and VandenBossche, 2010). This will assist employees of
whirlpool company by their HR consultant.
On the basis of Knowledge
 Employees grievances: It can bring an individual performance and talent by focusing on
the criteria. As a HR consultant it is essential to check employees discontentment, that
what they expects from company and its overall objectives. Due to employee grievances
cause a space between employee’s expectations and what they receive from their
superior.
2

 Legislation: This portion includes legal rules and regulations of whirlpool’s company.
This assist employees in providing safe and healthy working environment in a business
enterprise. By using employment legislation by a company, this keep healthy surrounding
at workplace.
 Management knowledge: in this part, HR consultant keeps records of effective and
ineffective individual basis (Hartnell and Kinicki, 2011). This bring importance on
whirlpool’s moral values and managing wastage of a business firm. Although, while
using HR practices, will bring more efficiency and effectiveness among workers at
business organization.
P2. Analyse personal skills audit for an employee to identify training and development needs.
A personal audit is a best way for an individual and team to determine their capabilities
and inability of work that will helps them in develop a healthy environment. The HR consultant
is generally evaluate individual and team performance by considering their skills, abilities and
knowledge in better way. It is beneficial to identifying strengths and weaknesses to get focused
and improve there performance. Strengths can be helpful in increasing profitability and
productivity of a business firm. Also, weakness are responsible for negative results and outcome
while running business. Human resource professional are enough capable while running business
operations in smooth manner (Herrmann and HerrmannNehdi, 2015). This will useful in solving
any problems, managing relationship, increase level of confidence, effective team working and
favourable business decisions within Whirlpool. As per the requirement of qualities, I have
developed an audit plan regarding skills or knowledge which are able to identify an individual
strength and weaknesses in proper manner these are as:
Sr. No. Skills and Competencies Self-assessed Score Score from others
1 Decision making power 7 7
2 Team Building capability 8 9
3 Information Technology Skills 6 8
4 Confidence Level 9 7
6 Resolving Conflict ability 7 7
3

7 Communication skills 7 6
8 Time Management Ability 9 7
Strengths and weakness of my skills as per audit are as:
Strengths are as follows:
 I have ability to handle team members by time management abilities by motivating them
to perform various task and activities which help in accomplishing objectives. This can
be get analysed by including leadership skills in case of influencing individual
behaviours.
 From the above table, I found team building capabilities which help me in building up of
team (Hislop, 2013). This will assist me while working with team members that can be
achieve through coordination and cooperation within employees.
 I have ability work on information technology skills which improve an individual
performance. This will help me while action of task on target, therefore which guide
employees to work within an organisation.
Weaknesses
 I have analysed my weakness this includes communication skills through which an
individual will nor able to proper communication with their employees. This will bring a
major issue while communicating to others.
 I have weak point, that is poor decision making power at a time of serious matter. This
will being a negative impact on work as well as an individual, that resultant into low
productivity of an organization.
 From the above assessment, I have problems while resolving conflicts through this, it will
harm an internal environment of an organisation. By this, I will not able to maintain
conflicts among employees.
To overcome from various weaknesses and enhance skills and knowledge by attending
conferences, workshops, seminars and meeting as well. I have consider personal development
plan for better performance:
LEARNING
OBJECTIVE/ CRITERIA
4

GOAL CURRENT
PROFICIENCY
DEVELOPMENT
OPPORTUNITIES
FOR
JUDGING
SUCCESS
TIME
SCALE
Initiating while
making decision Little By doing more and
more practices.
Higher
authority
3
months
Information
technology
skills
No experience Using high and
upgraded technology
Experts 1Month
Resolving
conflicts Little By involving more
with employer Senior HR 3
Months
Communication
skills No experience By communicating
more and more Peer group 6
Months
TASK 2
P3 Differences between organisational and individual learning, training and development
For a suitable skills and knowledge, an individual should consider effective learning
programs which guide in better or nourishing different quality and acquire knowledge for
enhancing their performance. Learning is a vital role at a time of improvement in values, skills,
aptitude and general knowledge in effective manner (Huczynski and Buchanan, 2010).
Organization team, and individual can get variety of welfare through expanding their knowledge
towards goals.
Individual learning: It is a method of teaching an individual through skills and knowledge, the
employees of whirlpool can respond to external changes with a proper awareness. HR consultant
have to identify strength and weaknesses of employees for better performance through training
and learning sessions.
Organisational learning: In this part, it is related to retain and transferring knowledge and skills
into whirlpool. Proper communication, execution and formulation of action plan is an essential
part which assist in achieving business objectives.
Individual learning Organisational learning
5

 In an individual learning , it is simple
and easier as compared to
organisational learning. As, it is based
on an individual level.
 In case of organizational learning, it is
complex and dynamic, as it is
performed in team or group level.
 Individual learning is independent of
any specific single person. Therefore, it
is an effective method due to
involvement of one person only.
 Whereas, in an organizational learning,
it is dependant as work is divided into
team. Therefore, the working quality is
not so effective as compared to
individual learning.
 It is a process of individual that remain
same or improve gradually that depends
on an individual strength and their
weakness.
 This process is get improves within a
company gain experience into a
workplace.
Training and development: It plays an essential role while increasing productivity. This assist in
improving employees skills, abilities and experience to perform a task in better way (Jones and
Jones, 2010). HR consultant of whirlpool conduct training programs to enhance abilities and
increase work efficiency of employees.
Training Development
 It is a learning process in which
employees get opportunities to develop
skill and knowledge as per requirement
of job.
 It is an educational process which is
concerned to overall development of
employees.
 Training is used to improve the
working performance of workers.
 Development is to prepare employees
for future challenges.
P4 Need for continuous learning and professional development
There is a necessary for need for continuous learning and professional development,
these are explained below as:
6

 Improve productivity: By increasing learning ability in work environment, employees
are able to carry a business. Lack of opportunities for growth can force employees to
leave their job. As a result, learning and skill development, helps in accomplishing long
term success and increase profitability (Katzenbach and Smith, 2015). Advance skilled
employees are more productive for a business enterprise as compared to low skill
subordinates who waste time as well as cost.
 High retention rate: Due to change in environment employees do not remain for longer
duration in single enterprise and assume to leave in two to three years. As existing
employees thinks that their personal growth is not occurred with a passage of time.
Employees retention is necessary for business otherwise, it will charge higher and bring
problems at a time to appoint large employees in every few years.
 Enhance performance: By using of continuously learning and adapting professional
learning to improve the performance of an individual in a business enterprise in case of
whirlpool. Learning should native in an areas which are needed to improve or upgrade
using training and development and many more. If a company need some skills which
can be fulfilled through adapting new techniques or technology.
 Change in perception: By long term learning changes attitude and their mind about what
they are doing already (Landy and Conte, 2016). The more employees learn, more they
able to use different ways to watch same situation but in different perceptive that will
enhance performance and able to achieve their goals on target.
TASK 3
P5. Contribution of HPW in employee engagement and competitive advantage
HPWP stands for high performance work practices. By implementing concept of HPW's
a company can easily improve their overall performances. Whirlpool is focusing on this strategy
for gaining competitive benefits along with increasing employee engagement at their workplace.
Since Whirlpool are going to change entire business strategy, Managers have to arrange effective
training classes for all workers. In this context, some skilled team leaders should be employed
for different groups who can guide them in every situation. Employers required to assure that
every team heads are playing their role properly or not. It is to be noted that if mentors are not
present as per the necessity of group members, then this is obvious that engagement of workers
7

may get reduced. On the other side, when idea of HPW is being implemented, special learning
classes will be arranged for those personnel who are weak in particular segment. Hereby, training
is provided to enhance such section by catering essential knowledge to needy people (Malone,
Laubacher and Dellarocas, 2010). By doing this, Whirlpool can easily seek attention of each and
every employee towards work. This as a fruitful result, helps in improving employee
engagement. Staff members get motivated when they observe that their team heads are working
hard in making them understand about how commercial chores can be completed efficiently by
utilising innovative techniques. The involvement of team leaders, employers and mentors
automatically enhance the exciting level of enthusiasm in employees. They will give their best
in learning new concepts from their superiors. Hence, overall standard of productivity of
corporation would get increased. Besides this, it is the duty of employer to do different other
works like interacting with each worker personally and ask them questions regarding training.
This will aid in finding out skills and abilities of personnels. Thus, work can be assigned as per
their talent.
At the same time, after attaining appropriate knowledge and education, work – forces
become capable of manufacturing unique and innovational products or services. This in turn
contribute in achieving rival advantages. In addition to this, Company require to conduct surveys
for identifying merchandises that are being supplied by other potential competitors. After
observing this, investigation team should prepare a report whereby current status of marketplace
have to be shown. Additionally, weaknesses of those commodities along with pricing strategy of
challengers is also needed to be cleared so that managers can easily formulate appropriate plan of
action. Whirlpool should attempt to design such a product which may satisfy all necessities of
common civilians (Nahavandi, 2016). This can be done by removing such weak factors from
those products and preparing a new one that may provide similar facilities but at cheaper rates.
The reason for supplying home appliances at affordable costing is that every section of society
whether they are rich or poor can enjoy such services. This will automatically attract large
number of consumers towards whirlpool which is proved to be beneficial for them. Hence, it can
be stated that by applying the construct of high performance work practices, firm can effectively
gain competitive advantages.
8

TASK 4
P6 Different approaches to performance management
Performance management is a systematic process which is defined to ensure business
objectives or not in an effective manner. The main aim to focus performance of department and
employees. This is done through business enterprise to contribute employees success. The
different approaches which are used to evaluate performance are as:
 Quality approach: This approach is used to meet customers by reducing omission and
continuous service. It takes regular feedback on quality of product and employee from
managers to resolve performance problems. This helps employees and business system to
use different evaluation performance.
 Result approach: In this type of approach, evaluation is done on the basis of employee
result. This evaluation is done by using balance scorecard approach. Generally, this
technique focuses on four elements these are growth, consumer, finance and for learning.
 Behavioural approach: This approach focus on how employees get their job in a
business organization. There are two techniques which are used to keep record for an
effective and ineffective performance (Landy and Conte, 2016). This can be done by
using rating scales such as behaviourally anchored rating scale (BARS) and behavioural
observation scales (BOS).
 Attribute approach: In this type of approach, individual traits of workers in a business
enterprise. It is used to evaluate on the basis of graphic rating scale and mixed standard
scales. Graphics is done through five point rating scale. In this system, subordinates are
rated on the basis of specific set of parameter such as innovation, judgement, creativity,
teamwork, communication, problem solving and so on.
 Comparative approach: Under this approach, individual performance is compared with
other workers in a team. Employees are ranked on the basis of highest to lowest
performer. There are various techniques for comparative approach such as forced
distribution technique, graphic rating and paired comparison.
CONCLUSION
From the above reference, it has been concluded that development of team, individual
and organization must be requisite to accomplish business growth and future success. An HR
consultant plays a crucial role while attaining goals with the help of understanding human nature
9

as well as manpower. This assignment talks about Whirlpool company that how they adopt
various strategies and plans to improve business and individual performance in an effective
manner. Basically, developing of individuals, teams and organisation will contribute in
development of others and make positive outcome for sustainable growth of whirlpool
enterprise.
10

REFERENCES
Books and Journals
Aarons, G. A., Hurlburt, M. and Horwitz, S. M., 2011. Advancing a conceptual model of
evidence-based practice implementation in public service sectors. Administration and
Policy in Mental Health and Mental Health Services Research. 38(1). pp.4-23.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Choi, M. and Ruona, W. E., 2011. Individual readiness for organizational change and its
implications for human resource and organization development. Human Resource
Development Review. 10(1). pp.46-73.
Decuyper, S., Dochy, F. and Van den Bossche, P., 2010. Grasping the dynamic complexity of
team learning: An integrative model for effective team learning in organisations.
Educational Research Review. 5(2). pp.111-133.
Hartnell, C. A., Ou, A. Y. and Kinicki, A., 2011. Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's
theoretical suppositions.
Herrmann, N. and Herrmann-Nehdi, A., 2015. The Whole Brain Business Book: Unlocking the
Power of Whole Brain Thinking in Organizations, Teams, and Individuals. McGraw Hill
Professional.
Hislop, D., 2013. Knowledge management in organizations: A critical introduction. Oxford
University Press.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Jones, G. R. and Jones, G. R., 2010. Organizational theory, design, and change.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Landy, F. J. and Conte, J. M., 2016. Work in the 21st Century, Binder Ready Version: An
Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Malone, T. W., Laubacher, R. and Dellarocas, C., 2010. The collective intelligence genome. MIT
Sloan Management Review. 51(3). p.21.
11