Developing Individuals, Teams and Organisations

This document discusses the importance of developing individuals, teams, and organizations in achieving objectives. It covers topics such as the knowledge, skills, and behavior required by HR professionals, personal skills audit, differences between organization and individual learning, and methods of high performance working. It also explores different approaches to performance management.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Appropriate knowledge, skills and behaviour required by HR professionals..................1
P.2 Evaluate personal skills audit...........................................................................................2
M.1 Detailed professional skills audit that reflects personal reflection and evaluation.........6
D.1 Detailed professional development plan .........................................................................6
TASK 2 ...........................................................................................................................................6
P.3 Differences between organization and individual learning, training and development . 6
P.4 Evaluate need for continuous learning and professional development ...........................8
M.2 Learning cycle theories to evaluate importance of implementing continuous professional
development ..........................................................................................................................9
TASK 3 .........................................................................................................................................10
P.5 Methods through which High performance working contributes to employee engagement
..............................................................................................................................................10
M.3 Benefits of applying High performance working with justifications to specific
organizational situation .......................................................................................................11
D.2 Appropriate judgements that High performance working supports staff members......11
TASK 4 .........................................................................................................................................11
P.6 Different approaches to performance management.......................................................11
M.4 Critically evaluate different approaches can support to high performance culture and
commitment..........................................................................................................................13
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Staff members are working in the company for accomplishing their objectives.
Developing persons and creating effective team is important for every firm. It is the
responsibility of manager to motivate all employees and they organize training programmes to
increase their skills and knowledge so that it leads to attainment of results (Barrett, 2018).
Developing skills of staff members helps the company to increase the skills and knowledge of
employees. Assignment describes about the Whirlpool company which is a home appliance firm.
Report explains about monitoring the employee's knowledge, behaviour and skills and these
traits are required by HR professionals. It describes about application of ways in which high
performance working contributes to employee engagement and competitive advantage and ways
in which performance management, collaborative working, effective communication can support
high performance culture and commitment.
TASK 1
P.1
HR must possess knowledge and skills so that they can handle all activities such as
recruitment, selection, providing training and compensation etc. in proper manner. Human
resource manager must interact with staff members and solve their issues. This helps in
increasing motivation level of all employees and workers can give superior results. HR manager
of Whirlpool can also organize training sessions and this also helps in enhancing skills and
knowledge of staff members. In this manner, organization can improve their performance.
Skills required by HR professionals in Whirlpool are:
Teamwork skills: HR manager properly interact with staff members and solve their all
problems. They also take their suggestions so that firm can improve their methods and process.
This helps the Whirlpool to run smoothly and successfully through improved team efforts.
Interpersonal skills: HR manager must posses interpersonal skills such as confidence,
communication, positive attitude, critical thinking and problem solving. This is important so that
HR of Whirlpool can create good team and all employees perform activities to accomplish
objectives (Breuer, Hüffmeier and Hertel, 2016).
Knowledge: Hence, HR manager possess necessary knowledge so that all tasks can be
handled in proper manner (Burke and Morley, 2016). Different kinds of knowledge which is
required by HR manager of Whirlpool are:
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Laws and legislations: HR manager must posses knowledge relating to rules and
regulations formulated by the government so that there is minimum disruption in business
activities Thus organization can survive in industry and can earn huge profits.
Process and Methods: HR must have knowledge regarding different methods and
process such as training and development, recruitment and selection, compensation provided to
workers etc. as then only workers can accomplish the objectives. This helps HR to accomplish
objectives in minimum time and Whirlpool can run smoothly.
Behaviour: It is important that HR manager must behave with staff members in effective
manner i.e. with honesty, integrity and ethically. This motivates employees to give good
outcomes in terms of performance and maintain a positive environment within business.. Some
behaviour which is requited by HR professional in Whirlpool are described below:
Accountability for results: HR manager is answerable for decision and actions which are
undertaken by him. Human resource manager give rewards to employees who are giving best
results. This motivates all workers to perform better and to give superior outcomes.
P.2
Personal skill audit is process for measuring and recording skills of an individual or
group. Main objective is to identify skills and knowledge that firm requires and the knowledge
which the organization currently has. HR manager of Whirlpool can give advice to employees
relating to their performance so that they can give best results (Fernandez and et. al., 2015).
Different skills are required by personnel manager such as team building, high confidence level
and problem solving etc. I have my personal audit plan so that I can evaluate my strengths and
can improve my weakness. Skill audit plan is explained below:
S. No Competencies and skills Self assess score Score from
others
Variances
1 Team building activity 8 8 0
2 Problem solving activity 7 9 -2
3 Decision making capacity 9 8 1
4 Confidence level 7 8 -1
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5 Efficient communication
skills
8 9 -1
7 Information technology
skills
7 9 -2
8 Time management 8 8 0
Negative variance means weak points and positive variance means strong points of employees.
Strengths and weakness according to personal audit plan are discussed as follows:
Strengths Weakness
 My team building skills are good as I
can easily manage all staff members in
a team.
 I can take decision in every situation.
For example there is a situation when
there are conflicts between all
employees. In this case, I tries to give
solution to all workers.
 I complete all activities in time and is
sincere towards my work. With ideal
time management skills, I am able to
improve my performance.
 I cannot solve issues and problems
related to different matters of company.
For example I cannot solve problems
when there are conflicts between
employees. I have to create plans to
solve conflicts in firm.
 I have less confidence and this hampers
my work as well as productivity.
 I have less knowledge of software's
related to IT which emerges as a major
weakness.
Personal development plan: It is the plan which describes about current performance and
target objectives (Flaherty, 2015). This also explains about learning goals, development
opportunities, criteria for judging success, time scale and evidence etc. Personal development
plan created by HR of Whirlpool are described below:
Sr. No Learning
objective
Current
proficienc
y
Target
proficienc
y
Developm
ent
opportunit
Criteria
for
judging
Time
Scale
Evidence
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ies success
Problem
solving
I cannot
solve
problems
and issues
of staff
members
related to
different
matters in
firm.
My target
is to solve
the
problems
and issues
of staff
members
in less
time. This
helps me
to reduce
the
conflicts
in
company.
I can
evaluate
the
experience
d
managers
and to
attend
motivation
al sessions
so that I
can give
solution to
employees
when they
face any
problem.
Judgemen
t is given
by
manager.
2-3
months
Employees
judgement
Confidenc
e level
I have less
confidence
and cannot
manage
the
activities
in proper
manner.
This
reduces
my
motivation
My target
is to
increase
my
confidence
level so
that I can
manage
tasks in
better
manner.
This also
I have to
attend
training
and
motivation
al sessions
so that I
can
enhance
my
confidence
level.
Judgemen
t is given
by team
leader
4-5
months
Team
leader and
workers
give their
judgement
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and my
enthusias
m to
perform
tasks.
helps in
giving
guidance
and
support to
workers.
Communi
cation
skills
I cannot
interact
with staff
members
properly.
Sometime
s this can
increase
the issues
and
problems
in firm.
My target
is to
improve
my
interaction
skills so
that I can
communic
ate with
every staff
members
and
customer.
I have to
continuous
ly practice
give
speeches
in debates
and
sessions
and also
listen the
views of
other
persons.
Judgemen
t is given
by
manager
2-3
months
Judgement
is given by
manager
and
workers
Informati
on
technolog
y skills
I do not
have skills
to operate
new
software
and this
hampers
my work
and
productivit
y
I have to
learn
about
different
software's
so that I
can
improve
my IT
skills.
I have to
enhance
my IT
skills by
attending
many
training
sessions.
This helps
me to
operate
Judgemen
t is given
by
manager
and team
leader
3-4
months
Team
leader,
manager
and
employees
give their
judgement
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different
software's
in proper
manner.
M.1
I have many strengths as well as weakness. I am weak in many areas such as problem
solving, communication skills, confidence and IT skills. Hence I have create a target to improve
these skill in some months (Fook, 2016). I have also taken decision to attend many training and
motivational sessions to enhance my skills. I have many staff members and manager who can
evaluate my performance. This helps me to improve my performance.
D.1
I have created a professional development plan in which I have set an objective to
improve my skills which includes problem solving, communication, IT skills and confidence
level. I have to set a target to improve these skills in some months. By setting a clear objective I
can easily create strategies and policies. This helps me to accomplish the objectives. I have to
attend training as well as motivational sessions so that I can improve my interactive skills. This
directly enhance my knowledge and skills. Hence I can give superior results and this results in
improving my performance (Hawkins, 2017).
TASK 2
P.3
It is a process so that individual can enhance the knowledge and skills. It is important so
that organization can achieve the objectives. For example firm can motivate workers by giving
them training and Whirlpool company also give rewards to employees. This help in increasing
zeal and enthusiasm of employees. Workers give superior results and enterprise can accomplish
the objectives. This is crucial so that organization can enhance the revenues. It is divided onto
two parts which are described below:
Individual learning: It is the process in which individuals can increase their skills and
knowledge by various methods (Heled, Somech and Waters, 2016). Workers of Whirlpool can
receive training through computers and staff members can also play role of different positions
related to management. Role playing activity is also helpful in enhancing their skills. This
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motivates employees to give good results and Whirlpool company can accomplish their
objectives.
Organization learning: It is a process in which Whirlpool company can change their
ideas, process and methods and it can also change behaviour of employees. Company can create
strategies to train and motivate all employees so that workers give best results. Firm can give
rewards to employees and this directly increase their enthusiasm to perform better. According to
case study, Whirlpool company can perform various skills such as accountability for results,
mutual respect and autonomy, solving issues and problems etc. It leads to growth and success of
enterprise.
Difference between individual and organizational learning:
Individual learning Organization learning
It is learning method which deals with personal
development and it improves the skills as well
as knowledge of individuals.
It is a learning method which require changes
in methods, process and change in employees
etc. For example company can make changes
in process and methods.
It helps in enhancement of knowledge of an
individual which results in better performance
output.
Organization learning changes the process,
techniques and employees can also improve
their knowledge and skills. This results in
change of all company's policies and plans.
Training and development: It is the important function in which individuals are provided
training according to need of every individual. It is crucial so that organization can achieve their
objectives (Kenny and Bourne, 2015).
Difference between training and development is explained below (Difference Between
Training and Development, 2018).:
Basis Training Development
Meaning Training is a process in which
staff members can develop
their knowledge and skills
according to requirements in
It is a process which is related
to overall development and
growth of staff members.
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jobs. For example Whirlpool
can give training to employees
so that they can interact with
employees in proper manner.
This results in improving skills
and knowledge of worker's.
Term It is a short term process and
thus manager create plans and
policies to grow and develop
each staff member.
It is a long term process in
which manager is creating
plans and policies to develop
the entire company.
Objective It's main objective is to
improve the performance of
employees and thus workers
give superior results.
It's main objective is to prepare
staff members for future
challenges.
Whirlpool can improve skills and knowledge of staff members by giving them training
and rewards. It leads to increasing the zeal and passion of workers. Employees give superior
results and workers can accomplish their objectives. Whirlpool can run smoothly and
successfully. It increases the efficiency and effectiveness of staff members and employees can
perform better. It leads in increment in performance of Whirlpool company and firm can give
excellent results. It assists the staff members to work systematically and they can give excellent
outcomes.
P.4
Continuous learning: It is the process in which staff members can enhance their skills
and knowledge by modifying learning and knowledge by various creating ideas. At individual
level, continuous learning is improving the skills and knowledge and this results in improving
the performance of workers (Parmenter, 2015). Organization level shows that employees can
adapt themselves and can react to dynamic situations.
Professional development: Professional development are the methods and process to
improve the performance of individual through professional ways. For example individuals of
8

Whirlpool can get training by attending various seminars and meetings. This helps in
development of knowledge and skills of staff members.
Important concepts are explained below:
Problem solving: According to case study, organisation tries to decrease the unwanted
messages and hub spoke model. In this manner, firm can improve their process and methods in
organization. This results in improving performance of Whirlpool . Thus all tasks can be
performed in proper manner. Hence company can earn huge revenues and can enhance the
market share. If whirlpool continuously improves the methods and procedure then company can
learn to perform activities in better manner. This results in increasing productivity of firm and
they can increase their revenues.
Unproductive week team meetings was reduced: According to case study, lengthy
week meetings must be avoided so that company can put focus on other important activities and
tasks. Organisation can solve the operational issues in seminars and discussion. This helps the
organization to increase their productivity. If firm focuses on important activities then Whirlpool
can handle every activity in good manner. This directly improves quality of work and company
can enhance their market share.
Employee retention: Company can create plans and policies to retain the employees for
longer period of time. Firm can solve problems of staff members and organize training seminars
so that skills and knowledge can be increased (Seo, Chae and Lee, 2015). Whirlpool can
motivate employees to great extent by giving them rewards and recognizing them. This helps in
increasing the zeal and enthusiasm of staff members. This results in improving the performance
of workers. Hence employees can give superior results. In this manner, enterprise can retain the
workers for longer period of time (Sessa and London, 2015).
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M.2
Source: Kolb's learning cycle, 2018
It is interpreted from above image that Kolb's learning cycle consists of four stages that is
concrete experience, reflective, abstract and active experimentation. It results in continuous
professional development.
With the help of continuous professional development, Whirlpool company can learn
new experience and can improve their methods and procedure. Experience learning cycle helps
in continuous professional development as learner can learn new experience and can improve
their skills and knowledge. There is an experiential learning cycle developed by Kolb which
views learning as an important process with each stage being supportive. There is a logical
sequence of in the learning cycle. Effective learning only occurs when learner can implement all
four stages of cycle. First is concrete experience which means a new experience or situation is
encountered or reinterpretation of existing experience (Swanwick and McKimm, 2017). It
directly help company in process of continuous professional development and employees can
continuously improve their skills. Second is reflective observation of new experience in which
there there are differences between experience and understanding. It helps the Whirlpool
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Illustration 1: Kolb's learning cycle

company in determine the differences and company improves their methods so that it can gain
new experience.
This helps the company in process of continuous professional development as this
process involves the improvement in process and methods. Third is abstract conceptualization in
which company can put focus on new ideas or changes of existing abstract concept. In
continuous professional development, Whirlpool company can learn new things and gain new
experience so this stage directly helps in this method. Fourth is active experimentation in which
learner applies them to world around them to see the results. Lastly continuous professional
development helps the learner to give good results and this step helps the person to give superior
results. All steps of learning cycle helps in continuous professional development. These steps
followed by firm and it results in continuous professional development.
Continuous professional development helps the employees to have knowledge regarding
the particular field. With help of this method, workers can gain new experience and person can
become specialist in particular area. Staff members can be promoted to higher level as they learn
new skills which is required for their promotion. It helps in increasing the motivation level of
staff members and they can give good results.
TASK 3
P.5
High performance working: It is a method in which company can create good and
positive culture, transparency and open lines of communication. High performance working
means the approach to manage the organization that aims for the effective employee engagement
and huge commitment in order to deliver good performance. It is created and designed to
improve the problems and issues of staff members working in Whirlpool. This helps in smooth
functioning of the company (Tortorella and et. al., 2015).
Employee engagement: It is a fundamental concept for understanding and describing the
both qualitatively and quantitatively nature of relations among the workers and organisation. An
engaged worker perform its work effectively and is enthusiastic in their work.
Competitive advantage: It is an attribute in which a organisation outperform other
competitors firms for becoming superior in the market. Competitive advantage may includes
access to technology, natural resources, highly skilled labour, high entry barriers etc.
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High performance working is very useful for Whirlpool in getting a competitive edge
over their competitors. Through the HPW, the taken organisation Whirlpool can create a open
working culture along with transparency which will assist the firm in communicating with their
employees effectively. By open communication, management can convey the information
associated with work allotment, organisational goals and objectives etc. to the employees in a
proper manner. Through this, the firm can provide the information to employees for engaging in
business activities for delivering improved performance and productivity. When the employees
are properly aware regarding their work and organisational aims, then they can perform their
work and tasks in an efficiency manner. Also when the organisational culture is good, then other
external stakeholders such as customers and government gets attracted towards the firm which
will provide a upper competitive edge to Whirlpool over their competitors. Some methods
adopted by Whirlpool for getting employee engagement and competitive advantage are:
Shared commitment to vision and extra ordinary goals: Company can explain all
employees regarding the objectives and goals. This helps the company to motivate employees so
that workers can accomplish the objectives.
Transparent communication: Manager can interact with staff members so that they can
solve all problem of workers. Through this transparent communication, all employees perform
better and give superior results. This results in improving the performance of firm.
Shared accountability for results: HR manager of Whirlpool is answerable to problems
and issues of workers. The accountability for results is shared between individuals which leads to
higher engagement in the operations and decisions leading to formation of better working
environment within business.
Improves employee attitude: Staff members feel more responsible for improving the
company product's, process and services. It creates positive mentality of employees and this
results in increasing the productivity of company. This helps in increasing the dedication and
passion of staff members. Worker can highly engaged in their work and Whirlpool company can
accomplish objectives in minimum time. This assists the firm to maintain competitive advantage
over other firms.
Debate and discussion: Organization tries to solve all issues and problems in debates
and meetings which helps in enhancing higher engagement and contentment level of employees.
12

There harmony in the environment will be helpful in availing higher output and competitive
advantage for Whirlpool.
M.3
High performance working is beneficial to every situation of organization. It can
increase the productivity level of the company. For example: company tries to maintain
cooperation and coordination among all staff members. This results in improving the
performance. It directly increase the productivity level in firm. High performance working
creates positive attitude among all employees in company. Due to this reason organization can
earn huge revenues and they can enhance the market share.
D.2
Company can use different methods of High performance working . According to case
study, organization can perform shared commitment towards goals, transparent communication,
shared accountabilities, mutual respect and solidarity, debates and discussions and transparent
communication. This helps the company in motivating staff members to a great extent
(Tortorella, and et. al., 2015). This assists the company tp retain employees and to maintain
competitive advantage over other firm's.
TASK 4
P.6
Performance management: It is the collection of activities which ensures that the
predetermined organisational goals are met continuously in an effective manner. Performance
management focus on the working performance of organisation, employees and departments for
ensuring that they are working with the required efficiency and performance.
Effective communication: It is a key interpersonal skill and learning for improving the
communication so that the exchanged information is understandable by both sender and receiver.
With effective communication, management of Whirlpool can convey the information and data
to employees in a proper way for ensuring that the employees are understanding the conveyed
information.
When effective communication takes place between the employees, then the workers can
perform their work in an efficient manner due to the mutual support and understanding among
them. When the employees coordinate with each other effectively, then it will leads to a high
performance culture and commitment in which employees can work with the required efficiency
13

and support from the team members and other co-workers. Due to this high performance culture,
the productivity of the firm and employees will improve which will also improve the profitability
of the Whirlpool.
There are different approaches used by Whirlpool company to improve the performance
of staff members. Firm can create strategies and policies to enhance the knowledge and skills of
employees. Different approaches used by Whirlpool related to performance management are
described below:
Source: Performance management, 2018
It is interpreted from above image that performance can be improved by these steps.
Apart from approaches there are various methods to enhance performance.
Collaborative working: Company create strategies so that staff members can work
together to achieve their objectives. For example firm creates policies and plans so that team can
work together to accomplish the objective (Sessa and London, 2015). This helps in increasing the
zeal and enthusiasm of employees. This results in huge commitment from staff members.
14
Illustration 2: Performance management

Comparative approach: Whirlpool can compare the performance between staff members.
For example if A & B are performing similar activity and A has performed better, then
organization can rank A on first position. This approach can positively impact the firm and its
employees due to the motivation involved in performing better for getting the good rank. Also
This approach can negatively impact the Whirlpool as the employees of Whirlpool can feel
demotivated due to not getting the recognition of their contribution and performance. When
employees are ranked on the basis of performance then the employees with low ranks may feels
bad which can impact their efficiency and performance.
Attribute approach: Whirlpool evaluates performance of employees on basis of different
criteria such as decision making, team working, innovative etc. Firm evaluate the staff members
on these criteria and position workers on Graphical rating scale as per their scores so that
company can determine the performance of employees. Through this approach, the employees of
Whirlpool may try to improve their skills and knowledge for getting the good score and rating.
Also, the employees may feels dissatisfied when their skills lacks in working and can impact the
productivity of Whirlpool and the employees.
Result approach: Whirlpool measures the performance of employees on basis of
outcome from the task results. Their outcomes are divided into productivity measures and
balanced scorecard. Firm can consider the task outcome either on basis of quality of work or
quantity of work performed by staff member. This results in good culture in firm. Through this
approach, the employees of Whirlpool can improve their skills and efficiency for generating
good results which will also improve the organisational efficiency. Also this approach can
negatively impact the Whirlpool and their employees. When the obtained results are not
satisfactory and better, then employees can feels dissatisfied in their working due to not getting
suitable and better results.
M.4
According to (Seo, Chae and Lee, 2015) there are different approaches such as
collaborative working, comparative approach, attribute and result approach to evaluate the
performance of employees. This is crucial so that firm can give corrective steps to improve the
performance of workers. This results in increasing motivation level of employees. Workers can
give best results and company can maintain positive image in minds of all people.
15

CONCLUSION
From the above report it has been summarised that Firm evaluates skills, behaviour and
knowledge and these traits must be possessed by HR professionals of every organisation such as
Whirlpool so that organisational performance could be improved. Different factors are there
which helps in implementing learning and development to drive sustainable performance.
Application of knowledge in which High performance working contributes to employee
engagement and competitive advantage such as Shared commitment to vision and extra ordinary
goals, bringing transparency etc. There are various ways in which performance managers and
effective working in order to support high performance culture and commitment.
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REFERENCES
Books and Journals
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