Developing Individuals, Teams and Organisations

This report examines the importance of individual and team development in organizations, using Whirlpool as a case study. It analyzes the required skills, knowledge, and behaviors for HR professionals, a personal skills audit and professional development plan, and the differences between organizational and individual learning, training, and development. The report also discusses the significance of continuous learning and professional development for sustainable business goals, the role of high-performance working in employee engagement and competition, and various theories to manage performance, support culture, and commitment to high performance.

Developing Individuals, Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Requiring of ability, understanding and behaviour to human resource professional ...........1
2. Personal skills audit and professional development plan .......................................................2
3. Difference among organisational as well as single learning, grooming as well as
improvement ..............................................................................................................................4
4. Importance of constant learning as well as professional development to continuable
execution of enterprise ..............................................................................................................6
5. High performance working help to involvement of employees as well as competition ........7
6. Various theories to manage performance support culture and commitment of high
performance.................................................................................................................................8
CONCLUSION .............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
The role of individual development in team is essential for company. It assists in
effective organizational culture. High working performance team is a building block of firm.
Individual and team development increases the skills, knowledge and behaviour for better
working in organisation (Johansson, Miller and Hamrin, 2014). Developing employees means
rising performance capacity of the firm. This case study is based on Whirlpool. By the crisis,
organization make decisions for changing strategies and structure of company. This report will
find proper and professed understanding, abilities as well as behaviour that are needed by Human
Resource professionals. It will also analyse accomplished individual skill examination as well as
develop professed development programme for job role.
MAIN BODY
1. Requiring of ability, understanding and behaviour to human resource professional
Professional Abilities:
Determination creating: HR adviser must have ability to make decision With assist of
this ability, they are providing advice for finding different issues regarding policies and
procedures. It is the most essential skill that is required by HR consultant. Thus, they are giving
suggestions of making decisions regarding high performance culture of Whirlpool (Moxen and
Strachan, 2017).
Communication skill: HR consultant must have communication skill. Therefore, they are
giving suggestion for effective training and impressive interaction in Whirlpool. With the help of
transparent communication, team members are solving problems. Therefore, HR consultant is
giving advice for effective interaction for high performance culture of company.
Time management skill: HR advisor must have ability to manage time so that they are
providing suggestions for managing time of team members at Whirlpool (Duffield and Whitty,
2015). With the help of this skill, they are giving advice for timely decision making and
completing projects in Whirlpool.
Professional Knowledge
Implementing policies and procedures: HR consultant must have knowledge about
company policies and procedures. So, they are giving suggestions about implementing policies in
Whirlpool. With the help of appropriate advice, company should implement the plan of actions
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and activities of business. It helps for high performance culture in the organization (Gao and
et.al., 2014.).
Resolution of conflicts: HR consultant must have knowledge about solving the conflicts
of organization. Therefore, they are following different techniques such as collaborating,
accommodating and competing for conflict resolution. They are giving advice to team member
for involving in solving conflict of Whirlpool (Liu, Wang and Li, 2014).
Law and regulation: HR consultant must have knowledge about different laws and
regulations such as employment law, health and safety, etc. So, he is giving advice for following
all regulations at the workplace. Therefore, HR consultant should make sure that all regulations
will be followed in Whirlpool.
Professional Behaviour
Coordination: HR consultant must have coordinative behaviour with team member for
solving problems and making decisions in company. They are suggesting that all team members
are coordinated in solving problems in Whirlpool. With the help of coordination, improving the
performance of Whirlpool.
Accountability: HR consultant must have accountability for organization. So that, they
are giving suggestion of team member for improving answering ability regarding tasks in
Whirlpool (.Darling-Hammond, Hyler and Gardner, 2017). They share accountability for result
of strategies and policies of company. With the help of accountability, team members improve
performance and enhancing team ability in Whirlpool.
Adaptability: HR consultant must have ability for solving problems and conflicts of
company. They are giving advice for increasing adaptability of team members for effective
working in Whirlpool. It helps in increasing the productivity and improving organisational
performance. It assists in rising high performance culture in Whirlpool.
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2. Personal skills audit and professional development plan
Strengths
 Good decision making skill at
Whirlpool.
 Great communication skill for effective
team work.
Weaknesses
 Lack of time management skill.
 My confidence skill is very weak.
 Lack of conflict resolution skill.
Opportunities
 I will develop my creativity and
innovative skills.
 I will improve confidence skills for
facing different situations of Whirlpool.
 I will gain valuable transferable skills.
Threats
 Lack of adaptability skill.
 Poor knowledge about laws and
regulations.
 Lack of technical knowledge.
Professional development plan
Skill to be
achieved
Current
proficiency
Target
proficiency
Mitigating
Strategies
Time Frame
Time
Management
Skill
I am unable to
manage my time for
completing tasks.
I want to do
multiple task by
managing time.
I will adopt
different strategies
such as focus on
goals, setting up
priorities etc. for
rising up this skill.
Within 1
week
Conflicts
Resolution Skill
I am unable to
solving conflicts, so
that I am improving
my conflict
resolution skill.
I will take advice
from my superior
for resolving
conflicts.
I will follow
different methods
for improving skill
such as involving
in conflicts, giving
ideas and thoughts,
Within 1
month
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etc.
Communication
Skill
My communication
skill is weak.
I will take training
session for
improving
communication
skill.
I will adopt
different steps such
as engage in
discussion, record
important
presentation etc.
for developing this
skill.
Within 1
week
Confidence Skill My confidence skill
is not good, so I
cannot speak in large
audience.
I will participate
in different
activities.
By collaborative
working with team
members and
effective
communication
with employees, I
will develop my
confidence skill.
Within 1
week
Technical
Knowledge
My technical
knowledge is poor,
so I cannot operate
new software.
I will take
guidance from my
superior about
different software.
By reading about
different programs
on internet, I will
increase my
technical
knowledge in
Whirlpool.
Within 1
month.
Personal skill audit and professional development plan assists personal reflection and
evaluation of individual at workplace. With the help of personal skill audit, I am developing my
skills, knowledge and behaviour. Through professional development plan, I am adopting
strategies and techniques for improving my skills.
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3. Difference among organisational as well as single learning, grooming as well as improvement
Criteria Organizational training and
development
Individual training and
development
Purpose The aim is achieving goals and objectives
of Whirlpool.
As compared to, it helps in
increasing skill and knowledge for
effective performance of
individual in Whirlpool.
Benefits Organizational training is beneficial for
rising stability and flexibility of firm.
As opposed to this, individual
training is good for improving
performance in company.
Importance It is important for reducing supervision
and direction of employees in Whirlpool.
In contrast to this, it is essential
for increasing job satisfaction.
Process It is process of improving high
performance culture of Whirlpool.
On the other side, it is activity of
increasing growth of individual.
Advantage The benefit is to reduce learning time and
accidents at workplace (Allen and Penuel,
2015).
As compared to it, the advantage
is to collaborate working in
Whirlpool.
Focus Organizational training and development
is focused on improving productivity of
Whirlpool.
In contrast, individual training and
development is centralized on
effective communication and
improving performance of
employees in Whirlpool.
Difference between organizational and individual learning:
Criteria Organizational Learning Individual Learning
Meaning It is action of creating as well as moving
knowledge within company.
It is defined as the capacity to
build knowledge through
individual reflection.
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Importance It is important for increasing production
efficiency.
It is essential for improving
performance of single person.
Benefits Organizational learning is organizing
knowledge related to function and culture
in Whirlpool.
Individual learning is gaining and
increasing experience in
Whirlpool (De los and et.al.,
2015).
Goals It is to successfully adapt to changing
environment and adjust under uncertain
condition of Whirlpool.
It is to increase new skill and
ideas, as well as productivity in
Whirlpool.
For example, organization training helps to identify needs for future position in company.
As compare to it, individual preparation assists in growth and development. Organizational and
individual learning, training and development is beneficial for achieving goals and improving
high performance culture of Whirlpool. A positive learning environment is always crucial for
success. Organizational learning is procedure of creating, retaining and transferring knowledge
with in company. Firm improves over time as it gain experience.
4. Importance of constant learning as well as professional development to continuable execution
of enterprise
Continuous learning is essential for success of Whirlpool, because of changing economic
conditions. In order to deal with the alteration in economic condition and to endure in the
marketplace, company needs to learn continuously. It is essential to implement because skilled
jobs are becoming more specialised, technology is becoming advanced so employees must aware
about those changes and must develop new skills in them in order to deal with changes. From an
employee’s prospective, continuous learning is concerned with expanding the employees' ability
to learn by developing knowledge and skills, accelerating their learning. Whirlpool company
applies continuous learning by creating some new roles in the company, which means switching
their static training activity to a more dynamic one will help in ensuring employees always have
the essential skills to succeed (Klossterman, 2014)
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Professional development helps employees in becoming competent as well as excel in it.
It helps in ensuring that knowledge and skills staying relevant and up to date. It helps in assisting
employees to be more aware of changing trends and directions in an industry. Whirlpool
organise conferences or seminars that provide employees with new methods top develop skill set,
they will become confident while performing these skills. Professional development helps the
employees of Whirlpool in staying interested and interesting. It opens them up to new
possibilities, strategies, and knowledge (Johansson, Miller and Hamrin, 2014). Attending
conferences contributes more to develop new information in respective professions. Professional
development helps Whirlpool in employee retention by cultivating and preserving the best talent.
Panel sessions cover a variety of topics from future trends to marketing and branding, organising
conferences is great source to get new ideas. Investing in professional development of employees
of whirlpool company helps to make them feel valued that will ultimately help in increasing the
productivity of the company.
Whirlpool improve the performance of employees by providing them training. Training
help them in understanding their role and also build employees confidence. This confidence
increases their overall performance (Moxen and Strachan, 2017). Competent employees helps
company in holding a position of leader and strong competitor within the industry. Whirlpool
improve the satisfaction and morale of the employees by investing in training programme. They
feel appreciated through training opportunities and get satisfied towards their job. Professional
development help in increasing productivity. When Whirlpool company implement training
courses, this will increase efficiency in processes and ensures the success of the project (Duffield
and Whitty, 2015). CPD is beneficial for improving attributes, standards and performance of the
company. By supporting an internal talent mobility, Whirlpool is helping employees in finding
and creating right path for the career of employees. The advantage of learning is to well
performing of their current role and improving overall performance of company. So it helps them
to move to a different role within the company. This will help in building the motivation of
employees to learn and engage them in the learning process. Motivators are different for every
employees based on their career path. Continuous learning helps individual in growing
knowledge and skills. When employees get to learn new skills and information, they can increase
creativity in their work and deliver quality product. It includes various benefits for the Whirlpool
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- saving time, reduce cost, making workforce productive, which helps in maximizing the overall
growth of the Whirlpool company.
5. High performance working help to involvement of employees as well as competition
High performance working (HPW) is system of group of separated but interconnected
human resources practices that is choice, preparation, execution appraisal as well as
compensation which are planned to increase effectuality of employees in Whirlpool. This system
helps in building commitment to increase profitability. HPW system emphasizes employee’s
engagement and reflect sincerity to create a culture of Whirlpool, which based upon loyalty
instead of control.
Employee’s engagement: High performance work culture of organization highlight
pursuit of excellence and expect worker to be well qualified, highly competent and continuous
engaged in improving Whirlpool. HPW system advocate creating high trust partnership with
employees that build commitment that are critical for success in organization. This system is
ensuring security of employees in Whirlpool. With the help of HPW system, team members are
more committed for solving problems in company (Gao and et.al., 2014). This system
contributes in employee’s engagement in company. If company requires changes in this system,
they should make sure about appropriate modification of HPW system. If the job satisfaction
gets decreased then people will not perform well. This will impact on overall performance of
company to great extent.
Competitive Advantages: High performance work system is created competitive
advantage and increase performance of Whirlpool. If the company have good financial result, so
that it increases competition. HPW system is contributing for competitive advantages. With the
help of this system, sharing key information, reducing status barriers, decentralized decision
making and selective hiring. If the company has dimension such as transparent communication,
constructive conflicts and mutual respect and solidarity, so that HPW is beneficial for team
member for better performance in Whirlpool (Darling-Hammond, Hyler and Gardner, 2017).
With the help of this system, employees are more committed, increase broad trust and high
performance in company. This system helps in achieving success of organization. HPW system
assists to face competition of organization.
High performance working system is beneficial for increasing commitment, transparent
communication and collaborative working of employees in Whirlpool. It is essential for
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improving performance of worker as well as company. This system is important for engaging
employees and competitive advantages. It is also helping for succession planning of workers.
HPW system affects employee’s attitude and group performance. This system is encouraging
employee’s commitment and efficiency in strategic human resources' management. It is main
sources of employees for competitive advantages (Allen and Penuel, 2015). The effects of high
performance work system are visible in the organization by evaluating the performance of
workers. High working performance is developing skills and knowledge of individual in
workplace. HPW system is increasing high performance culture of organization. HPW system is
a set of management practice that attempt to develop an environment within company where
worker has greater involvement and responsibility. It is to determine needs of jobs, identifying
and attracting types of employees needed to fill the job and evaluating worker performance.
6. Various theories to manage performance support culture and commitment of high performance
Various theories to management of performance
Whirlpool can use different approaches and strategies for measuring performance of the
employees:
Comparative approach
It includes rating execution of workers in comparison of others in unit. Here are various
methods for this approach like paired comparability, forced distribution as well as graphic rating
scale. The workers with high ranking will get finer wage than those with lower ranking (De los
and et.al., 2015).
Quality approach:
In this approach, superior take daily reply on personal as well as professional attributes of
employees from directors, clients and peers to resolve performance issues. This approach helps
in assessment of both system and employees, problem solving through team work to evaluate the
performance this approach use multiple sources which involves internal and external factors.
Behavioural approach:
It comprises a series of straight standards for different dimensions of the job by using the
BARS technique and BOS technique (Gao and et.al., 2014). BARS technique comprises 5 to 10
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straight standards. These scales based on invariables which are known “keystone” employees are
ranked on the basis of performance on each of the keystone.
Collaborative approach:
In collaborative approach each person briefly presents their understanding of the issues or
of the decision that requires to be made. While they are presenting the others are listening
actively and respectfully ask clarifying questions. And it continues until each person is clear
about each other’s understanding of the issues (Bunney, Sharplin and Howitt, 2015). Each person
present possible solutions. Once all possible solutions is generated, discussion occurs around the
benefit of each solution or how effectively each solutions meets previous defined criteria. The
solution which is working more potentially is selected to be implemented. An action plan is
developed and date/ time is scheduled.
Whirlpool applies collaborative working approach to support high performance culture
and commitment to the company vision and extra ordinary goals, shared accountability for
results, transparent communication Add to Queue, mutual respect and solidarity and constructive
conflict (Liu, Wang and Li, 2014).
This approach helps in bringing together the knowledge, experience, skills of multiple
team members of Whirlpool to contribute to the development of new product and services more
effectively than individual team member can do. It involves an open discussion of all the issues
and exploration of alternative solutions and honesty and commitment from all the parties that
helps in resolving the conflict in the Whirlpool. Through listening to each other, showing
employees that company do care, motivate and encourage each other to be themselves in a team
develop a culture of respect and trust among employees. Company make communication system
transparent by being open and honest regarding their goals and issues, they are facing, helps in
realising to employees that company is taking them seriously and considering them valuable and
productive member of the team. Employees are informed about day -to- day decisions which
helps in supporting company’s objective and to develop a culture of company (Allen and Penuel,
2015). Whirlpool company make their employees realise that they are in charge of their own
success. They focus on clarifying expected results (what they do to achieve) and bring clarity
about the results they are expecting from each employee. Whirlpool involve their team in every
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discussion to express their expectations towards each other’s contribution and also they ask their
team members to openly confirm their accountability.
CONCLUSION
This report is summarised that requiring appropriate cognition, skills as well as behaviour
that are required by HR professional. It can be completed that competed individual skill audit as
well as professional development plan for given job role. It can be discussed that difference
between organisational and individual training, development and learning in organization.
Moreover, report is accomplished that definition and value of constant professional
improvement in relation to sustainable business goals. It can be concluded that HPW
contributing in employee’s engagement and competitive advantages. It can also include benefits
of HPW system. It can be discussed that using different approaches to manage performance of
employees in organization. It can also include theories can support high performance culture and
commitment in Whirlpool.
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REFERENCES
Books and Journals
Allen, C. D. and Penuel, W. R., 2015. Studying teachers’ sensemaking to investigate teachers’
responses to professional development focused on new standards. Journal of Teacher
Education. 66(2). pp.136-149.
Bunney, D., Sharplin, E. and Howitt, C., 2015. Generic skills for graduate accountants: the
bigger picture, a social and economic imperative in the new knowledge economy. Higher
Education Research & Development. 34(2). pp.256-269.
Darling-Hammond, L., Hyler, M. E. and Gardner, M., 2017. Effective teacher professional
development. Palo Alto, CA: Learning Policy Institute.
De los. and et.al., 2015. Promoting professional project management skills in engineering higher
education: Project-based learning (PBL) strategy. International journal of engineering
education. 31(1). pp.184-198.
Duffield, S. and Whitty, S. J., 2015. Developing a systemic lessons learned knowledge model for
organisational learning through projects. International journal of project
management. 33(2). pp.311-324.
Gao, J. and et.al., 2014. Learning continuous phrase representations for translation modeling.
In Proceedings of the 52nd Annual Meeting of the Association for Computational
Linguistics (Volume 1: Long Papers) (Vol. 1, pp. 699-709).
Johansson, C., D. Miller, V. and Hamrin, S., 2014. Conceptualizing communicative leadership:
A framework for analysing and developing leaders’ communication
competence. Corporate Communications: An International Journal. 19(2). pp.147-165.
Liu, D., Wang, D. and Li, H., 2014. Decentralized stabilization for a class of continuous-time
nonlinear interconnected systems using online learning optimal control approach. IEEE
transactions on neural networks and learning systems. 25(2). pp.418-428.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
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Online
Klossterman. V., 2014. The importance of continuous professional development [Online].
Available through: <https://continuingprofessionaldevelopment.org/why-is-cpd-
important/>.
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