Developing Individuals, Teams and Organisations

This report examines the importance of developing individuals, teams, and organizations within the context of Whirlpool, a leading home appliance manufacturer. It explores key HR functions, including skills audits, professional development plans, and high-performance working practices. The report also examines different approaches to performance management and their impact on organizational culture and commitment. Desklib provides past papers and solved assignments for students.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................3
TASK 2............................................................................................................................................5
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................5
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................8
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................9
TASK 3..........................................................................................................................................10
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation........................................10
TASK 4..........................................................................................................................................12
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high-performance culture and
commitment..........................................................................................................................12
CONCLUSION..............................................................................................................................13
..........................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Developing team is an essential part of job, whether an individual is an experienced
manager or a team leader. Employees need support and training throughout their career, as team
or as individual to develop their competencies and work constantly in effective manner.
Managers have the responsibility to identify development needs of their team members and
design training programme accordingly. In the present assignment, given organisation is
Whirlpool which is a US based organisation that deals in manufacturing and marketing of home
appliances (Aarons, Hurlburt and Horwitz, 2011). This report covers analysis of skills,
knowledge and behaviour and factors to be considered by human resource professional when
executing and assessing inclusive learning and development. Contribution of high performance
working to employee engagement and ways in which effective communication, collaborative
working can facilitate high performance commitment and culture is also discussed in this project.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
Professional skills are those that a person require to perform his/ her duties well within
firm and accomplish career objectives. A human resource professional requires different skills,
knowledge and behaviour in order to perform their duties in more effective manner. It helps them
in effectively dealing with challenging circumstances and controlling operations properly.
Mixture of skills set and knowledge is required by human resource professional of Whirlpool to
manage and run organisational functions smoothly (Baxter and et. al., 2016). Their skills assist
them in handling issues that are confronted by staff members during process of production and
resolving them effectively. Different knowledge, skills and behaviour needed by HR manager of
Whirlpool are discussed below:
Professional skills:
Organizing people: Employees are the vital part of an organisation as they highly
contribute in its growth and success. So, it is very essential for manager to have good organizing
skills as it assists them in managing people effectively within organisation. In Whirlpool, human
resource professional should possess skill that helps them in organizing knowledgeable and

competent workforce within company. It facilitates them in evaluating manpower capabilities
and enhancing their performance through appropriate training programme.
Employee relation: Having good relation between employer and employee is the key to a
successful business enterprise. Human resource professional has the responsibility to manage and
support healthy employee-employer relation (Bolman and Deal, 2017). Therefore, manager of
Whirlpool requires to be able to identify and resolve various manpower concerns as this assists
them in creating satisfying workplace. It helps professionals in maintaining healthy relationship
between employer and employee which results in higher organisational productivity.
Knowledge:
Communication and media: In providing proper information to candidates related to job
vacancy within firm, human resource professional requires to have appropriate knowledge about
media and communication. This helps manager of Whirlpool in effectively advertising vacant
job position and communicate all the information’s related to it to prospective candidates so that
skilled and knowledgeable employees can be hired.
Government laws and regulations: Appropriate knowledge related to laws and
regulations made by government is necessary for a human resource professional as it assists them
in developing suitable HR policies for firm. These practices and policies facilitates manager in
encouraging and motivating staff members (Brett and et. al., 2014). Thus, Whirlpool's human
resource professional needs to have sound knowledge regarding government laws and
legislations so that lawful issues can be eliminated and firm's strong image can be keep in
market.
Behaviour:
Collaborative: It depicts about collaborative working with people outside and inside the
company. Some essential drivers in human resource management includes change, learning,
diversity and development. All these are best accomplish through collaborative behaviour of
administrator of Whirlpool. The only thing that is require to attain this is collaboration at core of
practice and policy formulation.
Decisive thinker: It depicts an individual's ability to understand and examine information
quickly. A key to become a good business partner is being a decisive thinker. This behaviour of

HR manager of Whirlpool helps them in utilizing insights, knowledge and information in
systematic manner to identify options as well as taking dependable decisions.
TASK 2
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal skill audit is defined as the best way through which an individual can identify
his/ her own strengths and weaknesses. Basically, it is useful for ambitious administrators and
entrepreneurs to maintain themselves on career path (Choi and Ruona, 2011). It involves
assessment of weak and strong points of a person in order to enhance their performance. In this,
abilities of team or individual is measured and record for further improvements in it. Conflict
solving, decision making, coordinating, communicating, time management ability etc. are the
skills that should be possess by human resource manager of Whirlpool. Development of personal
audit plan as per the needed skills to perform job helps in appropriately identifying weaknesses
and strengths. My skill audit plan is mentioned below:
Personal Skill Audit Plan
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Team Building Ability 8 9 -1
2 Coordinating skills 7 8 -1
3 Conflict Solving 9 7 2
4 Communication skills 9 10 -1
5 Decision making Power 8 7 1
6 Information Technology Skills 7 9 -2
7 Time Management Ability 9 8 1
(In the above mentioned personal skill audit plan, negative variance shows strong points while
positive variance demonstrates weaknesses)

On the basis of personal skill audit, determined weaknesses and strengths are discussed in
below mentioned table:
Strength Weaknesses
 I have good coordinating skills that
assists me in coordinate working with
team members and others.
 My team building abilities are quite
effective by which I enable to develop
effective teams at workplace.
 I have good skills related to
information technology that assists me
in using systems and technological
processes effectively.
 I possess strong communication skills
that helps me in interacting with team
members as well as others in an
effective manner and communicating
information appropriately.
 My conflict resolving skills are not
good due to which I face various
difficulties when conflicts arise.
 I possess weak decision making power
because of which I am unable to take
effective decisions.
 My time management ability is also
poor due to which I am sometimes not
able to finish my work on time.
Professional development plan:
This plan documents needed skills and competencies development, goals and objectives
that a person requires to accomplish for supporting constant enhancements and career
development (Darcy and et. al., 2014). As a human resource administrator, my personal
development plan is discussed below:
Professional Development Plan
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evide
nce

1 Conflict
resolving skills
Ineffective
conflict
management
skills restrict
me in
resolving
issues that
takes place
within
workplace or
among
employees.
To enhance my
conflict
management
skills by
encouraging
active listening
and attending
online training
of conflict
resolution.
Improvement
in conflict
resolving
skills helps me
in identifying
issues
effectively and
providing
effective
solutions in
order to
resolve those.
Managem
ent and
employee
s.
3 to 4
mont
hs.
Feedb
acks
from
top
level
manag
ement
and
worke
rs.
2 Decision
making power
My poor
decision
making ability
unable me in
making
effective
decisions
related to any
difficulty or
issue that may
arise at
workplace.
To enhance
decision
making skills
by developing
my language or
programming
skills and by
working on
different areas.
It can also be
improve by
brain exercises.
Improvement
in decision
making
abilities helps
me in taking
effective
decisions by
getting
knowledge
related to
different areas.
Performa
nce
evaluatio
n by
upper
level
manager.
6
mont
hs.
Top
manag
ement.
3 Time
management
ability
Due to
ineffective
time
management
skills, I face
To improve my
time
management
skills by
making work
Improvement
in time
management
abilities assists
me in
Top
managem
ent.
4
mont
hs.
Co-
worke
rs.

many
difficulties in
managing and
completing my
work on
specified time.
schedules,
learn to
prioritizing
each work and
setting
deadlines for it.
managing and
finishing my
work on
specified time
and attaining
objectives.
P3 Analyse the differences between organisational and individual learning, training and
development
Learning refers to the constant process that assists an individual in acquiring new
knowledge related to distinct subject areas. This is an activity of improving skills by studying,
experiencing or practising. Every individual requires to learn something new on regular basis so
that it can further assists in their career growth (Decuyper, Dochy and Van den Bossche, 2010).
Learning process is long term as it requires more time in understanding or acquiring knowledge
regarding distinct areas. Two types of learning a person can gain, i.e., organisational and
individual learning.
Individual learning: It is defined as the ability of a person to develop his/ her knowledge.
Individual reflection related to external sources and personal re-elaboration of experience and
knowledge is the way through which an individual can develop his/ her knowledge. Whirlpool's
human resource manager needs to determine strong and weak areas of team members so that
learning events can be organised accordingly.
Organisational learning: The procedure of organisational learning includes
development, retention and passing skills and knowledge to other people within firm. Experience
is the main basis of improvement as it assists in enhancing performance of company over time
(Eaton, Roberts and Turner, 2015). Organisational learning is considered to be the effective way
that helps manager of Whirlpool in communicating procedures and policies efficiently and
accomplish business objectives.
Difference between individual and organisational learning:
Individual learning Organisational learning

 This learning is individual oriented as it
focuses on enhancing performance of
single employee only in Whirlpool.
 It focuses of interpersonal skills
development of individuals.
 In Whirlpool, individual learning is
provided by assigning role to an
individual so that they can learn
something by doing tasks.
 This learning focuses on group
development as it copes up with overall
requirements of organisational change.
 It focuses on capacities and
competencies development of staff
members at Whirlpool.
 Whirlpool provide training and
development programmes to employees
for providing them learning regarding
their job responsibility.
Training and development: It is vital function of HRM that supports in developing
knowledge and skills of manpower. By effective training and development programme, staff
members of Whirlpool gets an opportunity to develop themselves in terms of competencies and
skills that further supports in their career growth. It helps in increasing productivity and
performance of both staff members and organisation.
Differences between training and development:
Training Development
 It is the process of learning where
Whirlpool's employees get an
opportunity to enhance their knowledge
and competencies.
 It is a short term process of learning as
it focuses on job requirements only.
 Development is an educational process
in which firms focuses on overall
development of their manpower.
 It is a long term procedure as it takes
long time to develop an employee
personally or professionally.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning: The ability to improve skills and knowledge on constant basis is
referred as continuous learning (Ellinger and Ellinger, 2014). This learning helps an individual in

performing their duties more effectively and allows them to adapt with changes. In Whirlpool, it
can help workforce in updating their knowledge continuously related to upgraded or new
technology that may utilized in Firm's operations.
Professional development: By administering training and development programme to
workforce, the process of increasing their capabilities is including in professional development.
Morale of employees gets increase by getting an opportunity of development.
To attain business objectives successfully, both professional development as well as
constant learning is essential for Whirlpool's manpower. It is important for driving sustainable
performance of business. Its significance can be understood by below mentioned points:
High employee retention: The way of improving abilities and skills of manpower
includes constant learning and professional development. These are essential and important for
the manager of company in developing better knowledge and skills of workforce (Flin and
O'Connor, 2017). There it is beneficial for the Whirlpool to enhance their productivity and
performance within predetermined time period. By developing effective learning classes,
additional knowledge can be gained by workers which is significant for the firm to accomplish
their long term goals and objective.
Encourage problem solving: Knowledgable and skilled workforce are able in order to
deal with difficult situation in a proper manner. For example: Continuous learning assist an
individual to enhance their knowledge and increase capabilities so that they are able to sole all
issue systematically and achieve better results within predetermined time duration.
Enhance performance: Proper learning and development are identified as a best
opportunities for the employees to improve their performance and productivity level easily. The
workforce who obtain the necessary and accurate training class is more capable to perform their
job in better manner (Hartnell, Ou and Kinicki, 2011). The training will provide the workers a
better knowingness of their duties within their role. Training is also beneficial for the workforce
to increase their confidence as well as performance level easily.

TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
High performance working is refer as an effective approach for managing businesses that
motives to stimulate more effective employee commitment and involvement in order to
accomplish high level of productivity and performance (Hislop, 2013). This approach is designed
to raise the discretionary effort of workers that they put it into their work. In addition, it is
identified as an essential aspect which is used by the company to retain, develop and select the
knowledgable and experience workers. In competitive era, HPW is highly beneficial for the
Whirlpool to achieve competitive benefits and maximise their market share. Beside this, ability
of HRM is essential for attracting, maintaining, selecting, encouraging and organising employees
within an enterprise.
High performance working is also refer as a culture of business where flow of
communication available. It mainly emphasis on changes of old hierarchical structure of
organisation. In this business entity follow flatter structure that is essential for the workforce to
share their opining, issue or plans (Hawkins, 2017). Whirlpool use innovation in their operations
and activities so that higher competitive benefit can be acquire in marketplace. The Whirlpool
team members are measured on the basis of five core dimension including mutual respect,
transparent communication, shared accountability for better outcomes, commitment to
organisation's extraordinary objectives. Beside this, some high performance working practices
which are apply by the business managers such as:
Selective recruiting of employees: Whirlpool manager apply prolong process of
recruiting knowledgable and skilled workforce from the pool of candidates. The hiring procedure
is completed according to the knowledge, interpersonal skills, competencies and qualification of
candidates. It is essential for HR professional of firm to select best knowledgable and experience
people who improve growth and success of company easily (Huczynski and Buchanan, 2010).
Team of conflict resolution: In order to solve issue at workplace, human resource
manager of Whirlpool develop a conflict resolution team. This team play vital and effective role
for making coordination among staff members. They are accountable for listening all problems
to the workers so that they are aware about the business issue and give their full contribution to

solve such issue appropriately. This will essential for administrator decreasing chances of
misunderstanding among team employees.
Shared commitment of workforce in organisation's vision and objectives: In decision
making process Employee's involvement is essential for the company to maximise their
productivity and performance within predetermined time duration (Herrmann and Herrmann-
Nehdi, 2015). In making strategy and policy, Whirlpool manager invite all workers to give their
opinion in making accurate strategy and deciding mission and vision of the company.
Flexible job statements: Manager of the company requires to focuses on developing an
effective culture in order to promote transparency within an organisation. Beside this, effective
and accurate communication can take proper place in the enterprise. For example: if
responsibilities are allotted to the workers as per its capabilities and knowledge, then it became
simple for administrator of Whirlpool to achieve wanted outputs effectively.
TASK 4
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high-performance culture and
commitment
Performance management refers to an effective process that provides documentation,
accountability and feedback for outcomes of performance. It will assist workforces to pass their
talents and skills towards business goals and objectives. It is beneficial for Whirlpool to set their
objectives and aims. Performance management is also effective in analysing success and
providing continuous feedback to workers. In order to measure employees performance
systematically Whirlpool use some approaches which are determined as under:
Comparative approach: It is essential method of measuring employee’s performance in
systematic manner. In this manager provide rank to the workers as per its performance in respect
to other. In addition, this method ensure reward and benefit for the upper level performers.
Attribute approach: It refer to an effective system or approach in which workers are
rated as per the particular set of parameters including teamwork, communication, creativity,
innovation, decision making and problem solving skills (Approaches for measuring performance
of employees. 2017).

Behavioural approach: It is identify as oldest technique of measuring employees
performance. It gives a specific description beside with frequency in respect to the worker
behaviour for a proper and effective performance. Although the behaviour approach is essential
and valuable for the accuracy and reliability.
(Source: Approaches for measuring performance of employees, 2017)
Result approach: It is identify as a straight forward and simple approach, wherein
business rate the workers according to the employees performance results. One of the essential
and main type of this approach is balance scorecard which mainly emphasis on customer,
financial, learning and growth, internal and operations of company. Second approach of this
method is productivity measurement which is essential for the Whirlpool to motivate their
workforce for enhancing productivity.
Quality approach: It is another essential and main approach that mainly emphasis on
enhancing satisfaction level of customers by decreasing errors and accomplishing continuous
service improvisation. It is also essential for the employees to take daily basis feedback on the
Illustration 1: Approaches for measuring performance of employees

professional and personal trait of the workforce from peers, clients and managers to resolve
performance problem.
CONCLUSION
As per the above mentioned report, it has been concluded that development of skills and
knowledge of an individual or team member is very essential as it highly contributes in growth
and success of a company. In order to improve knowledge and skill form the workers, company
develop training and learning classes. It is also essential and important for the company to
maintain employees turnover and accomplish better results in limited time duration. To measure
employees performance company apply different approaches such as result, quality, behavioural,
attribute and comparative methods.

REFERENCES
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Online

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employees/.