Performance Management and Sustainability

The provided document is a solved assignment that focuses on performance management and sustainability. It includes references from books, journals, and online sources, highlighting key concepts and practices such as team roles, project management, leadership, and stakeholder engagement. The assignment aims to demonstrate the significance of effective performance management in achieving organizational success and sustainability.

Developing
Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................1
P2 Analysis of completed personal skills audit in order to identify appropriate knowledge,
skill, behaviour and develop PDP plan.......................................................................................2
TASK 2............................................................................................................................................4
P3. Analysis of differences between organisational and individual learning, training and
development................................................................................................................................4
TASK 3............................................................................................................................................7
P5 Contribution of HPW to employee engagement and competitive advantage........................7
TASK 4............................................................................................................................................8
P6. Different approaches of performance Management.............................................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Individual development means increment in knowledge, skill, competencies in order to
perform organisational activities in improved manner. Increment in knowledge of individual,
team performance gets improved. There are many activities in business organisation which helps
to achieve goals and objectives (Anagnostopoulos, Byers and Shilbury, 2014). In this report,
there is discussion about American multinational manufacturer and marketer of Home
Appliance; Whirlpool. This organisation has headquartered in Benton Charter, U.S. Whirlpool is
facing crisis, hence to deal with it they want to make changes in their working style. In this
report, employee knowledge, skill, behaviour of HR professional are discussed. Along with it
factors to be considered for sustainable business performance, role of high performance work in
employee engagement and competitive advantage are also examined. At last impact of
performance management, collaborative working and effective communication on high
performance culture and commitment are discussed.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
HR professional is the person who deals with employee's working in an organisation. In
Whirlpool, there are varieties of employees working to achieve targets. Due to unfavourable
condition of Whirlpool, employees absenteeism and labour turnover have increased which HR
professional has to deal with to maintain long term relations. This can be done when HR
professional has some skills, knowledge and behaviour in order to cooperate with them (Aubry
and et. al., 2012).
SKILLS REQUIRED BY HR PROFESSIONAL
Active listening- Active listening is one of the important and crucial skill which is
required by HR professional. As there are many employees having difference in their perception,
this is requisite to understand their mindset to give full attention to employees. This creates good
relations among workforce and HR professional.
Decision making- In Whirlpool, there are different activities which has to be considered
to strengthen position of association. There are different cost associated with it so it is important
to make fast decision related to results from it. Hence, decision making skill is also required by
HR professional.
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Administration skill- This is the skill in which HR manager of Whirlpool must able to
make changes in their working style which is important to consider changes. It is important and
significant because there are many workers in Whirlpool, having different perception, so it is
important to create synchronisation among them. So this skill is required by HR manager of
Whirlpool.
KNOWLEDGE REQUIRED BY HR PROFESSIONAL
Administration and management- HR personnel is the person who deals with different
departments. There are some decisions which has to be conveyed to employees hence they must
possesses knowledge about management and administration.
Legal knowledge- There are different laws such as safety and security act, equal
remuneration act etc. for employee's working in Whirlpool. HR professional must have
knowledge related to such laws so they can frame policies in ethical manner. In case of change in
clauses of such law, policies must be altered by HR personnel and it must be conveyed to
employees also. This reduces possibilities of government interference (Belbin, 2012).
BEHAVIOUR REQUIRED BY HR PROFESSIONAL
Collaborative- There are different employees in Whirlpool performing different task,
hence with the collaboration, targets can be achieved on time and within specified budget. HR
managers creates an environment through which there is collaboration among departments and
there is less possibilities of duplication of activities.
Purpose oriented- Behaviour of HR professional must be purposeful. This purpose must
be conveyed to employee through actions and words, this improves working style of workforce.
HR managers must have answer of 'Why” behind performing any operation. This helps to drive
positive outcome from business activities (Truss and et. al., 2013).
Decisive thinking- In Whirlpool, at the time of crises, there are some informations which
has to be analysed by HR personnel and accordingly decisions has to be done. This decision
must be given after decisive thinking. Hence, HR managers of Whirlpool must think decisively
so it is beneficial for development of organisation.
CPD MODEL-
CPD stands for continuous professional development. This is the process of analysing
skills and knowledge of individual formally and informally. Through this technique, it is easy to
plan to measure through which knowledge, skills, experience of individual can be improved.
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CPD helps to perform operations which are important and significant for career growth of
personnel. Employees has relevant and authentic knowledge about specific field. When
employees have current knowledge, then it is easy to perform commercial activities according to
market trends and grab new opportunities. As per this model, analysis is done about actual and
standard performance. In case of flaws actions are taken in order to overcome and improve
actions.
P2 Personal skills audit to identify appropriate knowledge, skill, behaviour and develop PDP
plan
Personal skill audit is a technique to record and measures skills which an individual
possesses (Butler and et. al., 2012). This is way through which individual can encounter
strengths and weakness as per current scenario. Main purpose of skill audit is to identify level of
knowledge of individual and requirement of competency. Through skill audit, requirement of
training can be analysed. Result of skill audit provides knowledge about strong and weak skills
possesses by individual.
Personal skill audit of HR professional
Sr. No. Requirement Personal audit(rating
scale: 0-10)
GAP
1
2.
Skills
Listening skill:
Communication skills
7
8
The Listening skill is
less by 3 points as
there was less
participation in co –
curricular activities.
This skills is good and
can be achieved
through more active
participation in
conversation between
the employees.
3

3.
4.
5.
6.
Decision making skills
IT skills:
Presentation skills
Administration and
management
Knowledge about legal
norms and regulations
8
6
5
7
6
The Decision-making
skill is up to the mark.
There is some
improvement required
in this as this is
considered as the the
weakest skill.
Also this skill is
required to be
achieved and should
be made more
effective through the
process of training and
development.
There is good
knowledge about HR
manager about
administration and
management policies,
so they can manage
employees in positive
manager.
There is requirement
of some improvement
4

7.
8.
9.
Collaboration
Purpose oriented
Decisive thinking
5
7
4
in this knowledge
through which they
can communicate
about legal norms to
workers.
Behaviour of
collaboration among
workers is not
effective because there
is requirement of team
working in Whirlpool
and achieving targets
and objectives.
Decision taken by
manager is purposeful
because working
operations are
performed with an
goal and target.
Managers are not take
decisions with critical
analysis, so sometimes
decision taken are
proved wrong.
From the above skill audit plan, there are some strong and weak skills. Negative digits
shows positive skills i.e. active listening, conflict management, decision making, communication
5

and presentation skill. While positive digits shows weak skills i.e. IT knowledge and presentation
skills which I need to improve. Here is analysis of my own skills:
Strength and weakness
Strength Weakness
 I have good listening skills so I am able
to deal with queries of employees.
 I have good decision making skill
because I have futuristic approach. This
helps to work within specified time
limit.
 I have good communication skills
which helps me to deliver information
in appropriate manner.
 I frame strategies after evaluating
purpose behind it. I have good
administration and management skills
which assist me in keeping records of
employees.
 Being HR, I have good knowledge
about legal laws and regulation, so able
to communicate it with workers in case
of alteration.
 I am weak in IT skills so this affects my
performance at workplace in negative
manner.
 I have weak presentation skills so I am
not able to present confidentiality in
front of delegates and top level
managers.
 I have weak decisive thinking through
which I can not evaluate situations with
positive as well as negative aspects.
 I need to build up my collaboration
skills through which team outcomes are
positive.
Professional development plan
Learning
Goals
Target Development
opportunities
Judgement Time
IT skills I want to improve my
IT skills so to get
assistance in
performing
In order to develop IT
skill, I can take help of
training institute and
pursue certificate
After completion of
course now I am able to
store data in systematic
manner and it ease in
9
months
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commercial activities. course. data entry also.
Presentatio
n skills
In meetings, I am not
able to present
presentation because
of improper power
point presentation
slides.
Presentation skills can
be improved with the
help of online videos.
After learning this skill
my presentation are
good because of proper
display.
4
months
Decisive
thinking
I want to improve my
decisive thinking style
because this is the best
way to get positive
outcome with
understanding positive
as well as negative
prospectives.
I can improve this with
the help of
understanding and
creating practical
knowledge about it.
Top level managers
give rating over it.
2
months
Collaborat
ion
I want to develop team
which is working
without any imbalance
and confusion in their
working style.
I can develop it with
understanding and
communicating with
supervisors.
Team mates are the
source to judge my
performance.
3
months.
TASK 2
P3. Differences between organisational and individual learning, training and development
As an HR consultant, it is important to communicate with all the organisational levels of
Whirlpool. Since the organisation wants to strengthen their management, it is crucial for the high
level managers to understand how achievement of individual goals ultimately lead to
achievement of organisational goals. Learning can be termed as the procedure of modifying
existing values, skills, preferences, values and identifying or acquiring new skill. Through
various methods, learnings are stimulated within an organisation including organisation and
individual learnings etc. (Duffield and Whitty, 2015)
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Organisational Learning
It refers to a collective process of learning regulated by organisations where individuals
as well as groups transfer their learning experience about for growth in their organisational
performance into organisational processes, structures and routines.
Individual Learning
This type of learning is an individual process where a person builds knowledge through
various sources and his experience with the environment. Such knowledge can be further
increased through re-elaboration of an individual's experience while interacting with others.
Difference between Organisational and Individual Learning
BASIS INDIVIDUAL LEARNING ORGANISATIONAL LEARNING
RIGIDITY It is a flexible concept, an employee
can learn through his personal
experience that may or may not
relate with the achievement of
organisational goals (West and et.
al., 2014).
This process of learning is concrete
and allows an employee to learn from
organisational elements only and is
concerned with achieving
organisational objectives.
PROCESS Different employees have different
processes of learning.
This process facilitates a collective
learning with specific choice of
materials through set procedures
which employees have to follow.
VISION Vision of individuals can differ and
are based on the knowledge built
through their personal experiences
Organisational learning encourage a
shared vision for all its employees
which relates directly with
organisational success.
Training
It is the process of learning skills to serve a definite purpose. In an organisation like
Whirlpool, training can be the learning and teaching of activities which helps an employee to
gain skills to excel in a particular job. Since Whirlpool has multiple managerial levels, it is
important for the leaders to provide proper training to its employees (Fagerholm and et. al.,
2015).
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Development
The process which creates progress and growth of an individual or an organisation in
economical, social, physical and environmental components is termed as development. This is
used by Whirlpool in regard of achieving standard long term objectives and prosper
professionals or employee.
Difference between Training and Development
BASIS TRAINING DEVELOPMENT
NATURE It is short-term in nature. It only
consists development of skills for a
particular job.
It is long-term in nature as its an ongoing
process and is active throughout a person's
career or an organisation's existence.
FOCUS Training only focuses on
improvement in the work
performance of employees in a
particular job.
Development focuses on the overall
improvement in an employee's work life. It
includes increasing an employee's
management and leadership skills, his work
relationships, and to prepare employees to
face challenges in future.
SCOPE It has a limited scope as it is job-
oriented.
It has a wider scope than training as it is
career-oriented.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning means strategies framed in order to improve skills of employees on
regular basis. With the help of continuous improvement, it is possible to have long run
sustainability in market.
Professional development means improvement in skills of professional. Professional
development is learning to maintain professionalism and actions are taken in order to improve
capabilities, competencies of employees. These days, there are many changes taking place in
environment so in order to be competent with it, professional development is required (Holden
and et. al., 2012).
Need for continuous learning and professional development
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Continuous learning and professional development is effective and significant for
performing business operations according to market trends. For instance: Whirlpool deals in
home appliances sector so there are some technological changes which helps to perform business
operations in appropriate and effective manner.
Prepare for the unexpected- With the help of professional development and continuous
improvement, employees learns how to deal with new changes and this helps to polish skills of
personnel. At the same time, it makes learns how to deal with expected changes. In case of any
contingency, workforce is able to deal with it and Whirlpool is abler to sustainable in market.
Sparks new ideas- Currently, innovation is required in order to satisfy and maintain
good and long term alterations with customers. With the help of continuous learning, knowledge
of individual gets polished and they are able to work with new ideas.
Remain relevant- Whirlpool has many competitors in market like Hitachi, hence in order
to deal with such issues, changes are important in current scenario (Mester and et. al., 2018).
With the help of continuous learning knowledge of employees gets improved, this helps to have
knowledge about current market trends. With the help of professional development, long term
sustainability is possible because professions have concurrent knowledge.
Opens up further development needs- With the help of continuous development, future
growth prospects are open for individual. When individual is ready to learn and accept changes
as per market trends so this is beneficial for futuristic growth of individual.
TASK 3
P5 Contribution of HPW to employee engagement and competitive advantage
It is a generic concept which succeed an organisation that intent to stimulate the
involvement of employees more efficient and effective way in order to get high level of
performance. Whirlpool take optimum utilise the skills of their employees to increase their
productivity and achieve goal of the firm. It make a flatter construction where employees are
blessed, engaged, motivated and interpret the vision, mission and objectives of Whirlpool.
Importance of HPW:
HPW contributes to employee engagement and competitive advantage within a particular
organisational situation due to highly motivated and performing workers. Importance of high
performance working are as follows:-
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 Clearly Defined Goals- In this approach, goals and objective of an organisation are
clearly defined (Payne and Calton, 2017). There are no any confusion arises among
employees regarding vision, mission and objectives of Whirlpool. When employees know
the goals of a firm then they perform better task and help the organisation to achieve their
objectives. Open Communication- There should be a proper communication between employer and
employees through which employer guide the employees about how to perform task.
High performance working employees are highly involve in their work with the help of
leader and give competitive advantage to Whirlpool. There is a psychological contract
between leader and employees to build reliance and improves the working environment. Clarity of Roles- Employees of high performance working have clarity of their function
and responsibilities in an organisation. They also have problem solving skills and take
decisions regarding organisation and they realise that their opinions are more valuable
for the success of a business enterprise (Poksinska, Swartling and Drotz, 2013). Provide Maximum Opportunities- It helps to provide maximum opportunities in regards
to personal and professional level. When employees of whirlpool perform their work
better from others then they get promotion or reward and also improve their ability to
perform difficult tasks. Employees also get flexible working structure like work from
home, job sharing etc. which make a positive impact on high performance working.
 Better Financial Results- It a very important benefit of high performance working to get
better financial result because when productivity of employees increases, company earn
high profit. High performance working is a beneficial tool in an organisation to minimise
cost of productions, increment in profit, satisfy the need of customers and achieve the
goals and objectives of a firm.
TASK 4
P6. Different approaches of performance Management
Performance management is an activity in which managers evaluate and monitor the
employee's overall contribution and work objective in the organisation. Performance appraisal
refers to the review and evaluation of employees and give them feedback of their performance
and if employee's performance are good then gives reward and if any employee's performance
are average then motivate them towards good work (Raes and et. al., 2013). Approaches of
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Performance management focus on the action of employees in a department, an organisation or
process of product and service.
Whirlpool's management wants to dedication from their employees so they decided
performance-based compensation system for achieve an effective result from employees. As a
HR consultant for Whirlpool, it is required to present a report at the annual Confederation of
British Industry in order to convey performance management approaches. These are discussed
as follows-
(Sources: Approaches for measuring performance of employees, 2017)
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Illustration 1: Approaches for measuring performance of employees

Behavioural approach
This is the oldest performance measurement approach and Whirlpool adopt BOS
technique and BARS technique for evaluation of employee's performance. In behaviourally
anchored rating scale method, five to tan scales are consist in which rank are provided according
to performance of employees (Sarpong and Maclean, 2012). And in BAR technique consist more
description about the employees behaviour. This approach give accurate and reliable data about
the employee's behaviour. With the help of this approach, it is easy for managers of Whirlpool
can access change in behaviour of employees. With the help of BAR techniques, there is proper
and effective control on nature of workers and this affects performance of individual in
organisation.
Result approach
Result approach is a straight-forward and simple concept. This approach giving rate to
employees on the basis of their performance result. Whirlpool adopt balanced scorecard method
in result approach. This technique include four appearance- customer, learning and growth,
internal and operations and financial. And second method is productivity evaluation which is
focus on motivating to the employees for increase productivity. There are some specific targets
and objectives set by managers of Whirlpool which has to be achieved. So performance of
individuals can be evaluated on the basis of their outcome. But with use of this approach, there
are possibilities that managers are not able to evaluated performance of worker on individuals
basis, so possibilities of partiality arises.
Quality approach
Quality approach focus on maintaining the quality of goods and services and satisfy the
customers needs by reducing mistake. Whirlpool company use Kaizen method in quality
approach. Managers also take feedback from employers, clients and peers to solve quality issue
of an employee. These days quality is one of the major aspect which is in demand by consumers,
so managers of Whirlpool can analyse performance on the basis of quality of product and
services offered. If quality of services offered by employees is not up to the mark, then
possibilities of negative marking arises.
Attribute approaches
Attributes approach consist a set of parameters in which ratings are given to the
employees. These parameters are; problem solving skill, communication, teamwork, judgement,
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creativity and innovation (Swanwick and McKimm, 2017). These parameters are used in graphic
rating scale which is used by whirlpool company. In graphic rating scale consist a scale of lowest
to highest (1 to 5). Knowledge and performance of an employee can judge on the base of scale
like giving rate as high, average or below average and low. There are some basis on the basis
which performance of worker of Whirlpool is evaluated. This is not relevant in every case
because sometimes, these basis are not sufficient for analysing performance of worker.
Sometimes, here are wide variations between rating, so it is not easy to studied it.
Comparative approach
In this approach, group performance are measured on the basis of others performance and
individuals performance are based on ranking system of highest to lowest. In this approach,
many methods are include like- paired comparison, forced distribution and graphic rating scale.
In this approach Whirlpool company adopt forced distribution method. In this method rank is
given to the employees in group. In this approach, there is use of basis, rating system, quality,
etc. on the basis of which worker's performance is studied. So it become confusion to understand
overall performance. Hence this is not relevant for workers of Whirlpool to evaluate
performance.
From the above discussed approaches, best approach is quality approach because this
focus on quality served by employees. This assist in performing operations in better manner and
provides organisational growth. When consumers are getting better quality services, then long
term relations can be maintained and brand loyalty can be improved.
Collaborative working team:
These are the teams that requires an interpersonal, problem solving and the
communication skills. These are the skills that are required for the achievement of the predefined
goals that are set by the organisation.
Motivating: This is the process that is related to providing the different opportunities to
the employees and the other staff members of the company, this would help in increasing the
productivity and the performance of the worker. This will also help the team member to work
with full potential so as to achieve the end objective of the company.
Monitor: This method includes the process of observing and guiding the team member in
order to increase the efficiency and effectiveness. The manager of company closely examine the
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activities and task performed by each staff member that will help them in finding the issue in
their performance.
CONCLUSION
This can be comprehended from the above report that individual and team and
organisation development is indispensable to sustain in the competitive business environment.
HR professional is the person who deals with employees working in organisation. Hence, there is
requirement of some skills, qualities and behaviour to HR professional in order to create
collaboration among departments of association. Skill audit is the technique through which weak
and strong skills can be identified and professional development plan is used in order to
overcome weakness. With the assistance of proper training and development, an organisation can
accomplish both types of learnings including individual and organisational. Continuous
development helps to gain good benchmarks in near future. High performance working is
effective for achieving long term sustainability that can be managed through proper performance
management.
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REFERENCES
Books and Journals
Anagnostopoulos, C., Byers, T. and Shilbury, D., 2014. Corporate social responsibility in
professional team sport organisations: Towards a theory of decision-making. European
Sport Management Quarterly. 14(3). pp.259-281.
Aubry, M. and et. al., 2012. Organisational project management as a function within the
organisation. International Journal of Managing Projects in Business. 5(2). pp.180-194.
Belbin, R. M., 2012. Team roles at work. Routledge.
Butler, C. L. and et. al., 2012. The global leader as boundary spanner, bridge maker, and blender.
Industrial and Organizational Psychology. 5(2). pp.240-243.
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.
Fagerholm, F. and et. al., 2015. Performance Alignment Work: How software developers
experience the continuous adaptation of team performance in Lean and Agile
environments. Information and Software Technology. 64. pp.132-147.
Holden, L. and et. al., 2012. Validation of the research capacity and culture (RCC) tool:
measuring RCC at individual, team and organisation levels. Australian Journal of
Primary Health. 18(1). pp.62-67.
Mester, B. and et. al., 2018. Performance management.
Payne, S. L. and Calton, J. M., 2017. Towards a managerial practice of stakeholder engagement:
Developing multi-stakeholder learning dialogues. In Unfolding stakeholder thinking
(pp. 121-135). Routledge.
Poksinska, B., Swartling, D. and Drotz, E., 2013. The daily work of Lean leaders–lessons from
manufacturing and healthcare. Total Quality Management & Business Excellence. 24(7-
8). pp.886-898.
Raes, E. and et. al., 2013. Facilitating team learning through transformational leadership.
Instructional Science. 41(2). pp.287-305.
Sarpong, D. and Maclean, M., 2012. Mobilising differential visions for new product innovation.
Technovation. 32(12). pp.694-702.
Swanwick, T. and McKimm, J., 2017. ABC of clinical leadership. John Wiley & Sons.
Truss, C. and et. al., 2013. Employee engagement, organisational performance and individual
well-being: exploring the evidence, developing the theory.
West, M. A. and et. al., 2014. Developing collective leadership for health care. London: King's
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Online
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