Developing Individuals, Teams and Organisations Whirlpool - Assignment

Developing Individuals, Teams and
Organisations

Table of Contents
Developing Individuals, Teams and Organisations.........................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Professional knowledge, skills and behaviours that are required by HR professionals........1
P2. Completed personal skills audit and professional development plan...................................4
TASK 2............................................................................................................................................8
P3 Differences between organisational and individual learning, training and development......8
P4 Need for continuous learning and professional development................................................9
TASK 3............................................................................................................................................9
P5 Contribution of HPW in employee engagement and competitive advantage........................9
TASK 4..........................................................................................................................................10
P6 Approaches of performance management...........................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
The companies cannot not stick at one place if they wanted to with time. They need to
improve and develop at every stage to sustain in the market cause if they glued at one position
then they can't go so far. Organizations grows because of their innovations, values and practices
and they are developing continuously that's why they are growing and performing much better
than before. It is crucial to focused on the development and improvement to incline and maintain
the existence in the market. The individual development is related with the employee whereas
the organization also required the team's development and that is on the manager and in this
report Whirlpool has played a vital role in team and organizational development that evaluated
the high performance team, high performance work practices in North America Region. The
report is comprises with knowledge, skills, behaviours, inclusive learning factors and
performance management (Bolman and Deal, 2017).
TASK 1
P1. Professional knowledge, skills and behaviours that are required by HR professionals
HR professionals are the core of the organization and plays an important role in the
Whirlpool. The human resource manager is responsible to give the outputs through the
employees of the company. The HR identifies the employee's skills and then they decides
according the atmosphere that what are skills needed to be developed in the employee to grow
more. Once the human resource professionals recognizes the things about a worker then it will be
easy to enhance their skills and knowledge.
To analyse the employee performance the company provided a CPD or Continuing
Professional development which tracks the employee's own record. Basically, employees are
able to track and document skills, knowledge and experience that they gain both formally and
informally during the work. It is a bundle or a physical folders that keeps the record of
experience, learning and applied professional skills record. CPD helps to focus on the major
areas of development to sustain in the competitive environment. The HR measure the employee's
skills with the help of CPD that has several features such as :
 It is documented process (Chaskalson, 2011).
 Self – directed, self- driven by the employees but not by the company.
 Focused on learning from the past experiences, reflective learning and review.
 It aid to set the development goals and objectives.
 It combines the formal and informal learning.
There are various importance of Continuing Professional Development like :
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 It ensures that the manger can use the updated information in the area of skill
development (Dahlgaard, Pettersen and Dahlgaard-Park, 2011).
 It also provides an information about an employee's knowledge that can be enhance more
in the relevant field.
 It is used to hone the present skills and develop the new ones also.
 It also support to develop an understand practical application of the new skills and
knowledge.
 It aid to apply the learnings and compile the experiences (Conboy and et. al., 2011).
The importance of the Continuing Professional Development should be understand by the
company as Whirlpool does to increase the skills of employees. It will maintain the code of
conduct and ethics of the company that should be followed by the workers.
Continuous Professional development can be recorded in the following manner:
NAME : Kristine Johnson
Job Role and Responsibilities : Human Resource Manager
Review of learning requirement Development Plan
Date Referenc
e
In which
area I
need to
improve
my
performa
nce
How it
will link
to other
objects?
What
can learn
to
achieve
this?
What I
need to
do to
attain
this?
What are
the
resource
and
support
that I
will be
required?
How can
I
evaluate
successfu
l result?
What are
the
deadline
to
achieve
the
determin
e aim?
01/06/18 Commun
ication
skills
I will be
capable
to
interact
with
other and
being
more
expressiv
e.
Enrolled
in
communi
cation
language
classes to
improve
the skills.
Regularl
y attend
the
classes
and try to
interact
with
other
more
than
Good
French
tutor
I will
analyse
myself
through
communi
cating
with
other
staff in
the
13/12/18
2

before. company
.
02/06/18 Finance The
fundame
ntal
knowled
ge can
help me
to
understa
nd the
financial
operation
s in order
to gain
profit
and loss
of the
company
.
Reading
and
practice
in
practical
can give
me
chance to
understa
nd more.
Be
regular in
practice
can
enhance
my
learning
and
proficien
cy.
Finance
manage
ment
books
and
direction
form
knowled
gable
person.
I can
give
some
opinions
regarding
finance
to
examine
my
knowled
ge.
15/01/18
Skills
There are so many skills which are required by the HR Professionals in their employees
to develop a Whirlpool in most effective way such as -
 Conflict management – When the company wanted to get high results as expected then
the manger should motivate the employees to work in team not individual. The managers
should be able to resolve the conflicts among employees if they have any. Because the
company can increase its productivity and performance with a team work not individual
work (Day and et. al., 2014).
 Problem solving – The managers should be able to solve the issues whether they are in
working procedure or the employees issues because it is essential to work in peace within
a company to put best efforts (Eime and et. al., 2013).
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 Ethical – The managers has some responsibilities towards the firm as they have some
confidential information about the company so they need to be secret and prevent the
company's information from the outside seekers whoever can misuse the information
(Goetsch and Davis, 2014).
Knowledge
The HR professionals should has some knowledge that can give a new direction to the
Whirlpool. The knowledge should be posses as:
 Administration – The HR should know about the business administration and
management as well to work smoothly. A small knowledge can help them to successful
in resource allocation, strategic planning.
 Communication – It is important for the HR to establish a communication between them
and employees to better understand their needs and this will also help to collect the data
easily.
Behaviour
The HR professionals can be expected as:
 Measurable - The manager actions should be efficient and should be finished in
appropriate time with ethics and efficiency.
 Customer – Mangers should focused on the customer needs and put their efforts to fulfil
their demands with various tools and techniques (Herrmann and Herrmann, 2015).
P2. Completed personal skills audit and professional development plan
The employees who are working in the Whirlpool need to analyse the skills necessarily in
order to meet the goal. The firm has a goal and that's why in NAR it becomes essential to
examines the skills of the staff that are affects on the company's performance. These skills are
those that are gained by the employee's while working in the company. So human resource
manager need to analyse the the present performance of the employees cause this gives a
measured performance result in order to know the strength and weaknesses of the staff where
they need to enhance the capabilities. These skills are analysed regarding the field of the
employees. This helps to get the difference between the skills what they actually have and what
are the requirements of them.
Whirlpool's personal audit skills performance can be analysed as:
Proficient Skill Excellent Good Competent No experience
Information
Technology
4

Microsoft word ✔
Excel ✔
Database ✔
Specialist HR
software
✔
PowerPoint ✔
Internet ✔
Email ✔
Proficient
Skill
Excellent Good Competent No
experience
Communicati
on skills
Generate
materials to
support
presentations
✔
Disciplinary
hearing
✔
Report
writing
✔
Drafting
contracts for
employment
✔
Advising on
HR issues
✔
Resolving
conflicts
✔
Interviewing ✔
Deliver
training
session
✔
Skill Excellent Good Competent No
Experience
Problem
solving skills
✔
Able to
handle the
issues with
more than one
solutions for
the problems
along with
good skills.
✔
5

Encourage the
employees to
participate in
problem
solving
✔
Supervisory Management
What is the
experience in
placement?
< 1 month
✔
1-3 months > 3 months
How many
subordinates were
there which you
managed?
None 1-5
✔
Above 5
The professional development plan is managed in every organization and in Whirlpool
too. It utilize to gain the information about the employees in order to meet the desired objective
in effective manner within the specific time (Hitt and et. al., 2011). The company prepares the
professional development plan to meet the targeted objectives for the individual employees and
that is beneficial for the employer and the worker both cause it indicates them for their present
state and where they have to reach.
A professional development plan for Whirlpool is given below:
Name Kristine Johnson
TIME
FRAME
Individual Goals Professional goals:
In next
one year
Through participation in personality
development and training session
organized by the company I will be
capable to track of my own skills and
put efforts to amend that (Légaré and
Get the promotion and achieve the
foremost position in the organization.
6

et. al., 2011).
Next 3
years
I will be able to face more challenges
and find out the solutions.
To be the senior HR manager at
Whirlpool.
The above Professional Development was considered and sanctioned on 26/5/18.
Counsellor Signature____________________
Administrator Signature________________________________
STRENGTHS AND WEAKNESSES
Planned Activities Objective of Development
Desired knowledge/skills As I will more participate in
the debate and group
discussion then I'll be capable
to improve the leadership skills
(Marquardt and et. al., 2011).
I will be able to become more
competent by acquiring more
knowledge and skills.
Strengths I can analyse my strength as:
 Being knowledgable
and experience
 Open minded
 Strong communication
skills
Be efficient in my work.
7

Weaknesses/gaps between
the goals
Quick modification in the
technology Employees need to begin the
learning again.
I declare that as described
above the professional
development activities has
been completed by me.
I have approved the 54 professional development hours for the
professional development work (Rock, 2014Woodcock2017).
Counsellor Signature
Date - 6/5/2018
TASK 2
P3 Differences between organisational and individual learning, training and development
Organizational learning and individual learning are quite different from each other. They
both matters a lot for the organization as they cannot conducted on the same time however, they
are essential (Rock, 2014).
Organizational learning – Organizational learning is a procedure in which the
employees put their efforts to gain more knowledge through skills and abilities this improves
their skills by examine themselves. It is a planned effort to achieve the short term goals. The
organizational learning can be refer as to gain experience from working in the company. The
individuals who are working in the company can increase their capabilities in decision making
and problem solving skills through amend their knowledge and perceptive power. As Brown and
Duguid given their philosophy they stated learning as a bridge between the innovative concepts
and workers of the company who are putting their efforts to increase the business profit and
productivity. Learning is aid to improve the current knowledge and skills of the staff of
Whirlpool and that's why it should be concentrated on strategic and tactical aims.
Individual learning - Individual learning offers opportunities to the employee in order
to improve their skills according to their work and performance in the company. It is an effective
process because when an individual persona goes for the learning then they may find the gaps in
what they can and where they are. So they will themselves this enhance their presence of mind
and various other skills along with knowledge that will reflect in their work productivity. As it is
focused on the each member of the organization personally that's why it more time consuming
with respect to organisational learning cause there are so many employees are working in
Whirlpool and they need particular attention. This is a long process even it can go for a whole
year so its not possible to train the entire staff at one time only cause it effects the growth
development of the organization. Whirlpool can utilize these learning program to accomplish its
both short term and long term goals (Woodcock, 2017).
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Organisational Learning Individual Learning
 The organizational learning aid to
establish and maintain the relationship
between the employee and employer in
order to perform better than before.
 This encourages the various new
patterns to make working smooth.
 This is more performed on the overall
employees within the organization.
 The individual learning is conducted on
every employee within the company to
enhance their capabilities.
 This program is conducted to increase
the skills of persons who are working
under the management.
 It is hectic cause it focused on each
person of he company.
Learning can be gain in formal and informal way and these are also supported by
coaching and organizational programs. A person can achieve better formal training under the
experts that can be colleagues, supervisors, consultants, etc. Developing skills can be organized
by the company in order to apply learning approaches like short in – house training sessions.
These kind of training and development program aid to achieve the desired skills and knowledge
that can enhance the productivity and performance of Whirlpool as well.
P4 Need for continuous learning and professional development
Continuous learning program or professional learning both are effective to achieve the
growth and development of the business. Professional development plan is like a career plan of
an individual in this the employees are specifies their objectives in order to gain growth. The
employees are gain knowledge and skills in order to get promotion. The employees improves
their skills at regular basis in order to achieve their target through learning. There Whirlpool's
employees can learn from several process like coaching, reflective supervision, and technical
assistance. All of these can help the employees to attain the higer goal which can help to enhance
the performance for business operations.
The employees should understands the learning to gain the promotion and to produce the
high results which are needed by the Whirlpools. Whirlpool's employees has better
understanding to the that's why the firm has collaboration with various institutions that plans the
programs to encourage the learning in order to grow higher.
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TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage
High performance work: High performance work is one kind of practices of human
resource which aid to increase he employee and organisation performance. These practices are
conducted internationally and nationally in every organization. Th HPW is focused on the
employees and employee engagement is one of the task for the HR because keeping them
according to their job that reflects in the increasing level of Whirlpool.
Employees engagement: Employees engagement is a workplace approach resulting in
right conditions for all members of an organisation to give their best in order to achieve
organisation goals and values. Moreover, motivating towards contribution towards organisation
success with an enhanced sense of their well being.
Competitive advantage: Competitive advantage are favourable position of an
organisation that seeks to be more profitable than its rivals. In order to gain and maintain
competitive advantage an organisation must able to demonstrate a greater comparative or
differential value than its competitors.
As given in the case study HPW attain the competencies in the market because of the employees
as they work in the positive environment to reach out through their goals (Bolman and Deal,
2017). There is not only the monitory competition in the market rather the company's also excels
in their services that they are offering to the customer with maximizing satisfaction. The HPW
also allows to encourage sales to sustain in the market.
In Whirlpool, HPW is making the strategies effective. As it always gives a positive
results if policies are established properly. Moreover, with help of high performance work
managers are able to develop employees engagement and high competitive advantages in their
workplace. Such as by proving efficient training and development session, motivating employees
by rewarding them, providing incentives and promotion. Thus, when employee's performance
are achievable then Whirlpools' managers are able to attain competitive advantage of their
organisation. Thus, HPW supports in employees engagement and competitive advantage of their
organisation.
TASK 4
P6 Approaches of performance management
Performance management: The performance management is a system which start when
employee begin its work and ends when the employee is about to level the organisation. In this
every interactions with the employee converts its into a learning occasion. The leader of
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Whirlpool will make sure when employee start its work that job description need to develop
clearly after which the selection team can be identifies properly.
Collaborative working: In this working style two or more organisation come together so that
they can work. In this informal networks are formed with the alliances by which joint delivery of
projects can take place with the full merger. The whirlpool done the mergers to have the efficient
working in the organisation so that organisation profit will be achieved.
Effective communication: Its not related to just exchanging the information but its more as
communication need to be effective. The effective communication is not about conveying your
message but its more than to engaging in listening, non verbal communication, managing the
stress as well as the asserting in a respectful way. The whirlpool manager have to make its
communication more effective by which misunderstanding can be generated.
In an organisation there is link between effective communication and collaboration in
whirlpool. As this indicates active working relationship and building capacity of development for
partnering effectively in workplace. Moreover, from this managers of whirlpool are able to attain
working transparency, addressing active engagement and acknowledging trust and effective
relation among employees and employers. Thus. Communication and collaboration plays an
effective role in an organisation and commit towards high end performance in order to achieve
goals and objectives of an organisation.
There are different approaches which are linked with performance management system
that are described below:
Comparative Working – The comparative approach gives a rated performance
measurement of an individual's performance with comparison of others. This approach use some
overall assessment of an individual performance and develop some ranking of the individual
with in a group.
Example : A person who works in Whirlpool the manager should compare their report
with other to analyse the ranking and find out the gaps where a person needs training.
Attribute approach – The attribute approach focus on characteristics and traits of the
people that are geared towards success of the company. The traits includes initiative, leadership
and competitiveness and evaluate individuals on them.
Example : Whirlpool gives training the employees that can meet the target of the
company with high performance that can make them stay alone from other companies.
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Advantage: This approach is based on many attributes that that help in achieving
success of an organisation. Moreover it provides explicit description of dimension to achieve
targets on stipulated time period.
Disadvantage: The main disadvantage of attribute approach is that its performance
standards validity is relatively as well as it is effective for smaller duration of time.
Result approach – It is the simple method and techniques which is major concept in
which an organisation rate their employees which are based on employees performance results.
The first type of result approach is the Balanced Scorecard methods and techniques in better
manner (Chaskalson, 2011).
Example, Whirlpool using techniques and also mainly focus on four perceptive that
includes customer, financial, internal and operations and learning or growth. It will consist four
steps in which first step is identify major objectives which firm required to achieved. Second step
help in measuring how such goals are developed. It is the third step which involves that how
effectively they identify employees performance and last step provide feedback of desired
worker.
Advantage: The main advantages of result approaches are that it is less time consuming
and its cost of implementation is lower than other approaches. Moreover, this approach help in
clearing goals and objectives in an appropriate manner.
Disadvantage: the disadvantage of this approach is that employees tend to focus on
measurable aspects of their performance. Moreover, feedback needs to be focus on actual
behaviour that need to change by managers of Whirlpool.
Behavioural approach – With this approach, behaviour pattern and action of an
employee can be identified. It helps in distinguishing more effective from less effective
employees. This is one of the oldest measurement techniques. Behaviourally Anchored Rating
Scale (BARS) scale is used which have five to ten vertical scales. These scales are based on
some parameters which are decided from all employees. Employees are then ranked according to
this scale. Another scale used is known as Behavioural Observation Scale (BOS). This is the
latest version of BARS. It gives specific description along with frequency in regards to the
employee behaviour for an effective performance (Conboy and et. al., 2011).
Advantage: This approach help in achieving great success to mangers of whirlpool's as
it includes empirical base and has generated useful therapeutic procedures.
Disadvantage: moreover, some times this approach leads to misinterpreter the managers
of whirlpool's in judging an individual behaviour as per observation. As this approach needs to
12

continuously monitor and revised to ensure strategic congruence to attain success of an
organisation.
CONCLUSION
The report is based on the individual, team and organizational development that covers
the various kind of learning, high performance work that aid to meet the goals of the company
with efficient skills in an effective manner to complete the performance of business operations in
planned way. It states that team working is most effective to work in an organization that attain
the success that a company desires.
Advantage: This approach help in achieving great success to mangers of whirlpool's as
it includes empirical base and has generated useful therapeutic procedures.
Disadvantage: moreover, some times this approach leads to misinterpreter the managers
of whirlpool's in judging an individual behaviour as per observation. As this approach needs to
continuously monitor and revised to ensure strategic congruence.
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REFERENCES
Books and Journals
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John Wiley & Sons.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Conboy, K. and et. al., 2011. People over process: key people challenges in agile development.
Dahlgaard, J. J., Pettersen, J. and Dahlgaard-Park, S. M., 2011. Quality and lean health care: A
system for assessing and improving the health of healthcare TESCO. Total Quality
Management & Business Excellence. 22(6). pp.673-689.
Day, D.V. and et. al., 2014. Advances in leader and leadership development: A review of
25years of research and theory. The Leadership Quarterly. 25(1). pp.63-82.
Eime, R. M. and et. al., 2013. A systematic review of the psychological and social benefits of
participation in sport for children and adolescents: informing development of a
conceptual model of health through sport. International Journal of Behavioral Nutrition
and Physical Activity. 10(1). p.98.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
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.
Hitt, M. A. and et. al., 2011. Strategic entrepreneurship: creating value for individuals,
organizations, and society. The Academy of Management Perspectives. 25(2). pp.57-75.
Légaré, F and et. al., 2011. Interprofessionalism and shared decision-making in primary care: a
stepwise approach towards a new model. Journal of interprofessional care. 25(1).
pp.18-25.
Marquardt, M. J. and et. al., 2011. Optimizing the power of action learning: Real-time strategies
for developing leaders, building teams and transforming organizations. Hachette UK.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Woodcock, M., 2017. Team development manual. Routledge.
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