Developing Individuals, Teams and Organisations (Business Management)

Developing Individuals, Teams
and Organisations
(Business Management)

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviour that are required
by HR Professionals...............................................................................................................1
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......................3
TASK 2............................................................................................................................................6
P3 Analyse the difference between organisational and individual learning, training and
development...........................................................................................................................6
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance ..........................................................................................7
TASK 3............................................................................................................................................9
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation .........................................9
TASK 4..........................................................................................................................................10
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 .........................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Developing individual and teams within an organisation is the responsibility of human
resource manager of company. There are different roles and duties which are highly needed to
be performed by them to recognise their requirements and give accurate sources which enables
workforce of firm to develop their knowledge and skills. In this report, given case study is about
Whirlpool, which is an American multinational marketer and manufactures of home appliances,
located in Benton Charter Township, US. It was founded in 1911 by Louis Upton and Emory
Upton. This assignment is divided into different parts which cover requirement of professional
knowledge, skills and behaviour for HR professional (Aarons, Hurlburt and Horwitz, 2011).
Different factors to be considered when evaluating and implementing inclusive learning and
development which is also covered in this projects. High performance working contributes to
competitive advantages and employee engagement also covered in this projects. Collaborative
working, performance management and effective communication that can support high-
performance commitment and culture is also covered in this project.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviour that are required by
HR Professionals
There are different functions which are needed by human resource officer of Whirlpool in
order to perform and control all activities in an effective manner. For this purpose, it is highly
needed to have accurate knowledge, behaviour and skills by the HR. These quality support the
manager of firm to measure performance of workers and determine specific issues which are
faced by employees during the process of production. This will give a better chances to make the
training events as per its needs and create existing skills of workers to effectively accomplish
better outcomes. It is also important for the organisation to achieve their long term objectives and
goals within predetermined period of time (Bolman and Deal, 2017). There are different skills,
knowledge and behaviours which are required by human resource officer of Whirlpool are
explained as below:
Skills:
Teamwork Skills: It is important for the HR Officer in order to take an effective decision, solve
issues, communicate all information and many other. All these are support the manager to make
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a better team work which benefited to the company to maximise their sales and reduce
employees turnover easily.
Interpersonal skills: It is another valuable skills which is used by the HR officer in order to
interact with other members in proper manner. This skills cover everything from listening and
communication quality to deportment and attitude (Choi and Ruona, 2011). Such skills is take by
human resource officer of Whirlpool to maintain strong relation with customers and employees.
Knowledge:
In order to achieve better outcomes, HR officer should has different knowledge about
language, personal services, Law and government and many other. Some kind of knowledge
which is required by the human resource officer of Whirlpool are determined as below:
Communications and media: It is more essential for the manager to provide entire
information about business products, process and services. In this they use different kind of
social media such as Facebook, Instagram etc. This cover alternative ways in order to entertain
and inform through oral, written and visual media.
Law and government: In this HR Officer has different knowledge about legal codes,
executive orders, democratic political process, agency rules, precedents, court procedures and
government regulations (Decuyper, Dochy and Van den Bossche, 2010). All these are benefited
to the Whirlpool to maintain their strong position at global level.
Behaviour:
Good behaviour is important and essential part for the growth and development of
company because soberness makes employees to deal with adverse situation in proper manner.
Behaviour of the HR Officer support the business organisation to accomplish their long term
objectives and goals within predetermined period of time. In this human resource officer of the
Whirlpool needed some behaviours which are explained as below:
Accountability: Such kind of behaviour supports in the accomplishment, establishment
and continuous evaluation of business goals and objectives. With the help of this behaviour
manager decrease obstacles to optimum use of resources in an effective and efficient manner.
Adaptability: It is another behaviour which support the officer to collect accurate data
and using critical thinking in order to address different demands or needs and competing
priorities in a modifying environment (Hartnell, Ou and Kinicki, 2011).
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Above all these qualities are required by the HR officer in order to allot different
responsibilities to personal effectively and efficiently which are determined as below:
Conflict resolving: It is a main issue which arise in the Whirlpool during the production process.
It is the role of manager to overcome such problem as well as gain competitive advantages. In
this human resource team are needed to know the perspective of employees and employers so
that they can measure it systematically (Herrmann and Herrmann-Nehdi, 2015). Whirlpool
believes and trust in transparent communication, solidarity and mutual respects among personnel
so to reduce unwanted conflict.
Understanding the behaviour of individual: Business entity consists of various personnel
having capabilities, knowledge, distinct needs, behaviour which perform collectively in order to
attain entire objective and goals of organisation effectively. Therefore, a need for knowing the
individual become as they participates in firm profitability and performance. Whirlpool staff
members has made single commitment to match the behaviour of various personnel with recently
formed teams so as to raise the productivity level of own (Hislop, 2013). As per the case study,
team of the company was aware that the restructuring would need timely, well-informed, timely
decision making and many other. In this business entity identify behaviour of their team
members about business activities, structure and environment.
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 completed to do individual assessment. It explain strengths and
weakness of personnel and promote them to perform on it. It is an effective framework which
increase the productivity and performance of a person and makes them efficient and effective
(Huczynski and Buchanan, 2010). There are some capabilities and skills which are needed for
the duty of human resource officer in Whirlpool business such as team building, problem
solving, confidence level, decision making and many other. As per the all needed quality I have
develop my personal audit plan so yo analysis my weak and strong area related to HR position:
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Team Building Ability 8 10 -2
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2 Conflict Resolution Ability 9 8 1
3 Decision making Power 7 9 -2
4 Confidence Level 8 9 1
6 Effective communication skills 6 9 -3
7 Information Technology Skills 8 5 -3
8 Time Management Ability 7 8 -1
(Here negative variance are identified as my strong point and positive are identified as my weak
point)
Following are the strength and weak point according to the personal audit are explained
as below:
Strength Weakness
 I am more better at building a team
effectively.
 I am more excellent at managing
different issues such as conflicts.
 I am strong in leading a team which
motivates and raise the productivity or
performance of other the member as
well.
 Communication skills is also good for
me to communicate all information
with other.
 I complete my work on given time
period which creates me more
effective.
 My decision ability which are average
 I am overconfidence individual which
proves to be main issue or drawback.
 I required to modify my information
technology quality.
 I require to emphasis on enhancing my
analytical quality .
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Personal development plan: It is another important and essential part which support the
individual to identify their weakness and overcome this by attending different seminars and
conference. Personal development plan of my as HR position are explained as below:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunitie
s
Criteria
for
judging
success
Time
Scale
Evidence
1 Communication
quality
I am an
effective
communicator
to
communicate
all information
related to
business
process,
services and
products to the
employees.
In this I am
use different
types of
communicati
on channel
which
support me
to easily
communicate
all
information
effectively.
Using
different
modes of
communicati
on. improving
my language
and so on.
Team
Members
4-5
mont
hs
Judgemen
t of
Colleague
s.
2 Decision
making quality.
My decision
making quality
and skill is
moderate so in
order to
improve this I
take my full
efforts in the
business
activities.
I require to
have
accurate set
of skills and
knowledge
which
support me
in order to
take right
better
decision
For
enhancing
myself in
such area I
can proceed
seek guidance
and
simulation
training and
proposal from
other staff
Top level
managem
ent will
assess
and
measure
my
performa
nce on
quarterly
basis.
4
mont
hs
Upper
level
managers.
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quickly. members who
are work in a
team.
As per the above mentioned personal development plan communication skill is more
important for me to communicate entire information to the other staff members in an effective
and efficient manner. Another is decision making quality which is less good which highly effects
on my performance and productivity level. In order to increase such skills I will take my full
efforts in the business process and many other activities.
TASK 2
P3 Analyse the difference between organisational and individual learning, training and
development
Learning is an effective process of getting innovative or modifying existing skills, values,
knowledge preference or values (Jones and Jones, 2010). It is more essential and valuable for the
organisational and individual to maximise their knowledge criteria as well as achieve personal
and professional goals within predetermined time period. It is divided into two parts which are
shown as below:
Individual learning: It is a type of learning which refer how a workforce of Whirlpool
company react to the outer stimuli and recognise awareness as per this. Under this learning they
have to recognise weak and strength point of individual as well as organise learning events as
per its requirements.
Organisational learning: It is another kind of learning which covers the process of
developing and communicating the knowledge within an enterprise (Katzenbach and Smith,
2015). It is an effective activity of implementation of unique procedures and policy which are
followed in the Whirlpool to achieve their goals and targets in given time period. Therefore,
these policies are formed by the human resource officer of Whirlpool to implement innovative
learning styles as well as contributes their more efforts in the progress of enterprise.
Difference between organisational learning and individual learning
Individual learning Organisational learning
Such type of learning is mainly related to the This includes an effective process of
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performance and productivity of individual.
This support in progress of their specific
knowledge and skills.
development of unique policies which are
needed to adopt by manager of Whirlpool and
transferring the skill among entire department
of enterprise.
This assist in improvement of knowledges of
employee and enhance performance level
about wind up of their all activities within
predetermined time period.
This support in implementation of effective
teams among the business entity and enhances
the entire performance and profitability of
company.
Training and development: It is the function of human resource management which
concerned with the activities of company motive at bettering the groups in organisational setting
and job performance of individual (Landy and Conte, 2016). It can be determined as an
educational activity which cover the the concepts, sharpening of skills, gaining maximum
knowledge and changing of attitude to enhance the productivity and performance level of
workforce. Training and development both are play important role in different ways which are
determined as below:
Difference between training and development
Basis for comparison Training Development
Meaning Training is identify as an
effective process of learning in
which workforce of the
company get a better chance to
improve knowledge, skill and
competency as per the need of
job.
Development is consists as an
educational process or activity
which is mainly related with
the entire growth and
performance of the workforce.
Objective To enhance the productivity
and work performance of the
workers.
To prepare workforce for
future challenges.
Aim Specific job related is main General and conceptual
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motive. knowledge is main aim.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning: It involves the process and activity of constantly trying in order to
modify knowledge and learn innovative (Malone, Laubacher and Dellarocas, 2010). This display
high emotional intelligence in the part of self-management and self-awareness. It help the
organisation and individual to maximise their growth and success easily. At an individual level,
meaning of continuous learning is expanding the abilities to acquire and frequently change the
knowledge and skills. On the other hand, organisational level depict how team adapt themselves
as well as react to the dynamic situation in an effective manner.
Professional development: It is learning to gain or keep professional credential like
academic degrees to attending conferences, formal coursework and informal learning
possibilities which is suitable in practice or training, it has been determined as collaborative and
intensive, ideally integrating an evaluating level (Nahavandi, 2016). There are various
approaches to such type of development, including coaching, consultation, lesson study,
communities of practices, technical assistance and reflective supervision.
In the Whirlpool continues learning and professional development highly needed for the
development and success of company. There are some importance of both concepts which are
determined as below:
Respond to technology: In today's world, changes in the technology is readily increase
which effects on the performance and productivity of company in direct manner. Beside this
Whirlpool can implement advanced technology for attracting large number of customers as well
as accomplishing long term objectives in given time period (Penuel and et. al. 2011). With the
help of such technology, business manager of the company provide accurate training to their
entire workforce which help them to maximise their knowledge criteria about business activities
and functions.
Encourage problem solving: Continues learning program is also important for the
company to deal with difficult situation and overcome this in an effective manner. It is more
essential for the business to keep healthy and strong relationship between employees and
employer. For this Whirlpool emphasis on reducing hub spoke model and unwanted message
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which are identified as main issue in the organisation. In this company tries to involves their
entire workforce in the process of decision making so it assist the business to control employees
turnover easily.
Maximise employees Retention: Both continuous learning and professional development
support the organisation to increase retention of employees easily (Robbins and Judge, 2012). In
this Whirlpool mainly emphasising on retaining their entire workforce through considering then
in the process of decision making which encourages them to maintain their position in the
company for long duration. Business entity emphasis on having transparent connection among
their employees and give them solidarity and respect which increase their productivity and
performance.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
Employees of the each and every organisation are considered as main factor for the
growth and success of organisation. Fundamentally employee participation deals with different
activities and functions that enhance the productivity, competent, skills, knowledge of employees
in order to increase their satisfaction and motivation level (Schein, 2010). Whirlpool is mainly
relay on its team member for productivity and innovation which benefited to them to gain
competitive benefits. Thus, Whirlpool has handled their team members on the basis of North
America Region five dimension for particular performance that covers mutual respect,
constructive conflicts and solidarity, exchanged commitment towards goals and visions of
company, transparent communication and many other. Beside this, Whirlpool has to followed
different practices of HPW which are shown as below:
 Selective hiring of employees: Whirlpool recruit the best prospect from the large
number of applier and put it on accurate place at correct time. They normally believe or
recruit workforce on the basis of their learning certification such as Master in Business
Administration holder (Seibert, Wang and Courtright, 2011). Whirlpool require to hire
such person whom have actual skills to perform entire task and activities in a proper
manner so that better gain could be underpin.
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 Flexible job statement: Whirlpool accept in creating transparent communication or
connection among their employees which gives them effective idea about what
requirements to be attained. If a person understand what they has to do about their
allotted work or tasks, it develops them to do it effectively towards attaining their entire
objective and goals in an effective and efficient manner (Shin and et. al. 2012). Whirlpool
require to determine job decently as well as keep and handle flexible working situation so
that better gain that could be support to accomplish their objectives within predetermined
time duration.
 Shared Commitment towards vision of company: Whirlpool concern their workforces
in the decision making process as well as in vision and goals of enterprise which creates
them motivated and encouraged as they reasoned themselves as the asset of the business
enterprise and it mechanically reduce their retention rate.
 Conflict Resolution Team or group: Whirlpool is emphasising on creating conflict
resolution group which manage all problems by hearing to each other accordingly.
Whirlpool business has a proper forum in their business entity in which they determine
different problems faced by the enterprise (Von Krogh, Nonaka and Rechsteiner, 2012).
Also business entity tries to exchange the answerability outcome with their employees
which decrease the possibility of conflict or misunderstanding among their personnel.
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 can be define as a set of distinct activities that assist in
achieving business goals and objectives in an effective manner. Essentially it means governing
the performance of workforce, individual and company collectively (Approaches for measuring
performance of employees, 2017). It is a broader framework that incorporates appraisal of
workers, building trust and solidarity and transparent communication. It is the way toward
making a workplace where employees perform task in an appropriate manner. It mainly includes:
 To clearly define working responsibilities to employees at the time of recruitment only
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 To hire qualified and skilled personnel that help in improving overall performance &
productivity of employees.
 Give guidance and direction to their workers keeping in mind the end goal to achieve
company's target (Wates, 2014).
 Conduct adequate training and development session for employees which help in their
future growth and development.
 Give fair reward to workers on the basis of its contribution or performance
Discussed below are various approaches that can be used by Whirlpool for measuring the
performance of its employees are as follows:-
Comparative approach: Under this, Whirlpool compare the execution of various people
who perform similar activities in the following team. They rank employee based on their
contribution towards the given task. For example A and B works in a same division, however A
is more proficient than B consequently, Whirlpool will rank A higher than B.
Attribute Approach: In this approach, Whirlpool rank workers based on specific
criteria, for example, innovation, critical thinking, team work, communication and judgement.
They utilize Graphic Rating Scale for positioning their worker that extents between 1-5.
Behavioural Approach: Under this approach, company utilizes distinctive vertical
scales, for example, BARS to quantify the diverse measurement of individual employments.
Performance of a personnel is ranked on the ground of vertical anchors that ranges between 5 to
10. This approach helps in enhancing and building up individual personal characteristics or traits
such as trustworthiness, initiative and decisiveness (Wates, 2014). It is utilized by the
administration which help them in determining different traits and characteristics of its
employees. Whirlpool is utilizing this approach distinguishes the issues which are looked by
their workers and required to take remedial actions in order to accomplish defined goals and
objectives in an effective manner.
Result Approach: In this, Whirlpool measure the performance of work force based on
their execution result. In general, outcome falls in two categories which incorporates
Productivity Measurement and Balance Scorecard.
Quality Approach: Under this, firm tries to fulfils the demand or need of consumer by
expelling any error or fault. They concentrating on keeping up the quality standard of their item.
The main point of this approach is to enhance consumer loyalty by eliminating irrelevant errors
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or issues. The quality theory advocates that personnel is not responsible for outcomes that are not
totally under their control. Generally this would bring out demotivation in workers and put a
limit on continuous improvement process. Consequently the quality philosophy considers both
the individual and in addition system factors and its performance management process.
CONCLUSION
From the above mentioned report it has been concluded that, Human resource officer of an
organisation has foremost duty is to develop the team and individual of enterprise. For this
motive, they have to work and perform various kind of functions like appointment of workforce,
performance appraisal, training and development, identification of their wage and many other.
All these functions are supports in improvement of high performance work culture as well as
attain the targets and objectives of company effectively within predetermined time period.
Continues learning and professional development are important for the progress and success of
company.
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