Human Resource Development and Performance Management

This assignment discusses the importance of human resource development in enhancing employee engagement and competitive advantage. It highlights various approaches to human resource development, including training, leadership, and team dynamics. The assignment also emphasizes the significance of performance measurement tools in evaluating employee effectiveness. With a focus on teamwork and collaboration, this document provides insights into how organizations can improve their human resource development practices to achieve high-performance working.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviour required by HR professionals..................1
P2 Personal skills audit to develop a professional development plan....................................3
TASK 2............................................................................................................................................5
P3 Difference between organisational and individual learning, training and development...5
P4 Need of continuous learning and professional development............................................6
TASK 3............................................................................................................................................7
P5 HPW contribution in employee engagement and competitive advantage.........................7
TASK 4............................................................................................................................................8
P6 Different approaches to performance management..........................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Improvement in the form of development is an important tactic which help an individual
and organisation to make growth and success. It is necessary that skilled and competent people
are present in company which help executive for attaining business success and growth.
Management require to utilise resources properly for which employees are divided into team, so
appropriate products and services are delivered to people. Present assignment is based on
Whirlpool which is multinational firm that provide home appliances that are refrigerator,
microwave, etc. in United Kingdom (Amabile, 2012). The present report emphasizes on the
behaviour, Knowledge and skills that HR professional have to manage properly. Further different
between types of learning and training and development is examined by management to enhance
business performance is stated. Along with this the description of competitive advantage and
HPW practices contribution in employee engagement are discussed in following report.
TASK 1
P1 The behaviour,skills and knowledge needed by HR professionals
HR professional plays an essential role in company to have adequate workforce for the
execution of business operations in effective manner. It is necessary that in organisation,
activities are executed in according to conditions prevailing in market. HR of Whirlpool needed
experts and talented worker which help them to provide quality home appliances for customers.
For this, Training and development programme are organised to enhance capabilities of
subordinates for the growth of firm (Berry, 2011). Thus, company is able to sustain its position
and image in market in respect to competitors.
HR professional skills: A person require to have ability to perform appropriate tasks in
organisation for achievement of business goals and objectives. There are the following skills
which are used by HR of Whirlpool, are outlined below- Communication skills: This skill is required by HR to manage and direct employees in
order to accomplish the work in an appropriate manner. Whirlpool’s HR professional
must have better communication skills which aid them in providing effective information
to workers about their objectives and goals for meeting them properly. Along with this
they also give instruction and guidance to their group members in order to meet targets
and provide better quality of electronic goods to to their buyers.
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Conflict management: In this, HR of whirlpool will maintain strong and good relationship
with their employees for the betterment of the company. Along with this they also solve the
disputes and conflicts faced by the employees. (Ford, J. K., 2014). It will help Whirlpool
management to retain skilled and qualified employees for performing their task effectively.
HR professional knowledge: Knowledge refers to gain information through other
persons views as well as opinions within the company by learning program and personal
experience. If employees of the firms are having better knowledge it will aid in taking fast
decisions for enhancing enterprise. Some of knowledge which should be in Human Resource
professional are given below: Management: HR professional require to have information about management theories
which are applied in order to accomplish business objectives. For this, it is necessary that
appropriate system is designed and business activities are conducted in firm. In
Whirlpool, HR professional have effective information about management theories and
concept which help them to manage workplace and resources properly. It is essential for
supervisor assign task according to workers in according to their skills and capabilities. Government laws: HR professional even require to have accurate and complete
knowledge about rules and legislation which are constituted by government. It is
necessary that policies and strategies are formulated by HR of Whirlpool in respect to
regulation bodies to make system function legally. Thus, HR professional is able to
position firm higher and overcome problems by following transparency and fairness law.
HR professional behaviour: Behaviour is refer to attitude which define that manner in
which an individual communicate and interact with other people (Gibbs, 2013). It is necessary
that HR professional properly behave with stakeholders and members for benefit of firm. Accountable: HR professional is given duties by executive to have skilled and competent
people in organisation for execution of business operations effectively. Performance
assessment activities is conducted by HR of Whirlpool to have knowledge about
capabilities of employees. This help them to provide information to top personnel about
talented staff and need of training and development programmes in firm.
 Ethical behaviour: In organisation, HR professional formulate code of ethics which
superior and staff members require to follow. It is necessary that positive and safe
working environment is provided to employees to retain them for longer time. Along this,
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HR of Whirlpool even require to reduce conflicts and problems between team members.
For this, transparency within system is maintained by HR professional to keep them
informed about tasks and targets required to be achieved by them.
P2 Personal skills audit to develop a professional development plan
Personal skills audit is tool which help human resource professional to acknowledge their
skills, knowledge and behaviour. It is necessary that they have information about themselves to
enhance abilities to manage manpower properly. Whirlpool is multinational firm which have
good market image and goodwill. HR professional require to have skilled and talented
subordinates to provide quality home appliances to customers. Along this, they require to have
capability to maintain workforce for execution of business activities in effective manner. For
this, professional development plan is formulated which aid them to asses their strengths and
weaknesses; thereby improve skills and knowledge (Goetsch and Davis, 2014). Strengths: I have preference to enhance my capabilities by learning new things to
conduct business operations properly. Apart from this, I am also able to raise my
knowledge by executing work in organisation environment which is dynamic and keeps
on changing with time. With help of market survey which is conducted to have
information about conditions prevailing in market to design system properly. This aid me
to frame creative and innovative business ideas for enhancing firm's position and
reputation in respect to competitors.
 Weaknesses: I even have certain skills and knowledge lack which affect my work. In
firm, modifications in system which are made to provide products and services in
according to demands and needs of people. Along this, employees resist change and
require to function in same environment. In this, I require to encourage and inspire
subordinates to make them perform tasks effectively.
Personal Audit
Skills and Competencies Score Score from others Difference
Communication Skills 3.5 1.5 -1.5
Team Building 5 5 -2
Conflict resolving 3 5 -2
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From the above evaluation of personal audit employees need to assist its own skills and
competencies in meeting up organisation's goals and objectives. In the above drawn table
positive value indicates that skills are effective and appropriate in meetings up goals and
objectives. Where as negative value indicates that employees or an individual need to work upon
it in order to meet up as per the need and want of an organisation. Moreover, this process of
evaluation will able to meet an individual a professional standard and able to fulfil objectives of
an organisation.
Professional development plan: This is document which is framed by HR professional to
inform top personnel about their performance. This program help them to define objective that
are related with their skills and abilities. For this, present competency and improvement activities
are acknowledged by human resource to enhance their capabilities. Besides this, time is fixed for
execution of tasks to attain it within set deadline.
Objective Current
proficie
ncy
Target
proficienc
y
Current competency Development activities Time
scale
Communicat
ion skills
3.5 5 I have good interaction
ability which help me to
keep employees inspire
and dedicated towards
assigned job by informing
them about tasks and
targets required to be
accomplished by them
(Levi, 2015).
For improving my
communication skills, I
attend seminars and
watch videos on
YouTube to increase
confidence level and
speaking pattern to
construct and keep
connection with people
for longer time.
2 Month
Team
building
3 5 My main goal is to utilise
resources efficiently. For
this, employees are
For enhancing my
team building skills, I
attend lectures and
1.5
Month
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divided into different
department to make them
perform tasks effectively.
Along this, connection
between team members
are constructed to make
them function with each
other.
seminars to
acknowledge methods
of other people. Along
this, I also learn to
listen employees
patiently and provide
them guidelines
accordingly.
Conflict
resolving
3 5 I maintain friendly
relations with
subordinates which help
me to timely ascertain
issues and conflicts which
are faced by them. Thus, I
am able to retain staff
members by providing
them appropriate
solutions.
I increase my
knowledge about
different management
concepts and model
which help me to
reduce problems of
employees by
providing them
appropriate working
environment and
facilities.
1 Month
TASK 2
P3 Difference between organisational and individual learning, training and development
In company, HR personnel require to have adequate manpower for execution of business
activities and achievement of business goals and objectives. This gives individual chance to gain
new experience and learn things by applying theoretical knowledge in reality. It is necessary that
people have capability to perform tasks in group and learn from colleagues work.
Organisational learning: This is activity which define that companies require to have
sufficient manpower for execution of business operations effectively. This help people to have
opportunities to get job in according to their skills and knowledge (Hirst and et. al., 2011). In this
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HR professional consists essential role which is to conduct training and development
programmes to enhance capabilities of staff members to make them perform tasks effectively.
Individual learning: It is another tactic which specifies that a person enhance their
conceptual knowledge and abilities. Instructor interests determine an individual teaching in
respect to getting a job in according to their capabilities.
Difference between organisational and individual learning
Individual learning Organisational learning
It is a self directed approach which a person
have to increase their capabilities to perform
tasks in efficient manner.
For this, an individual observe work of their
colleagues which help them to gain knowledge
and enhance learning to grow in career.
HR require proper utilisation of funds, for
which they conduct performance assessment to
have knowledge about abilities of staff to
provide them training accordingly.
HR professional maintain relations with
subordinates which help them to keep them
dedicated and motivated towards job.
Employees are involves in decision-making
process which aid top personnel to make
appropriate judgements which are beneficial
for Whirlpool.
In business changes are made by HR to execute
operations in according to market conditions.
For which training and development
programmes are conducted which help
employees to increase their skills and abilities.
Difference within training and development
Training Development
It is a short term tactic which help team
members to enhance their technical and
mechanical abilities to perform tasks in
effective manner (McCormack Manley and
Titchen, 2013). It is necessary that HR
professional to improve skills and knowledge
of subordinates in respect to modification and
changes in system. In organisation latest
This is a long term aspect which aid individual
to increase their theoretical and conceptual
knowledge about management. This help
employee to formulate creative and innovative
business ideas for conducting business
activities in effective manner. Along this, they
also get chance to move to higher position in
firm for making growth in career.
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technology are adopted by top personnel for
execution of business operations in according
to market conditions.
P4 Need of continuous learning and professional development
Continuous learning is refers to ongoing enlargement of skills and knowledge of an
individual by conducting activities in organisation. Besides this, people also have opportunity to
enhance their capabilities of working in group which help HR professional to utilise resources in
efficient manner. Firms are present in environment which is dynamic and keeps on changing
with time. For this, human resource of Whirlpool require to have skilled and competent staff
members which are able to perform tasks in creative and innovative manner. This help company
to provide variety of home appliances to customers in according to their requirements and
demands. Thus, firms position and reputation in market sustain and improves in respect to
competitors.
Professional development is defined as learning which is taken by an individual to take
academic degrees and attend conferences to gain skills and knowledge. This help them to get
appropriate job in according to their capabilities. In this, HR professional of Whirlpool role is to
conduct training and development sessions to improve abilities of subordinates. Along this, they
even provide instruction and guidance to staff members to make them perform activities in
systematic and organised manner (O'leary, Mortensen and Woolley, 2011). Thus, HR have
talented employees which provide quality home appliances to buyers to enhance goodwill and
image of company in market.
Thus, continuous learning and professional development are two concepts which help HR
professional of Whirlpool to drive sustainable performance of business. HR have competent staff
members which have determination and interest to take challenging tasks to provide innovative
home appliances to customers. Along this, each employee have focus to enhance their skills and
knowledge for which they aim is to utilise opportunities which are present in business.
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TASK 3
P5 HPW contribution in employee engagement and competitive advantage
High performance working (HPW) is tactic which specifies that HR professional require
proper utilisation of manpower. For this, employees are involved in decision-making process
which help them to make appropriate judgements which are beneficial for organisation. Along
this, human resource is also able to dedicated towards job as they have information about
changes in system and strategies that are made by top personnel. This approach is used by HR
professional of Whirlpool which help them to have skilled and competent people which provide
quality home appliances to customers (Levi, 2015). Besides this, human resource have
committed staff members which execute business activities in effective manner. Thus, HPW is
approach which has following activities which are conducted HR to establish competitive
advantage by making employees engaged with firm are stated below: Human resource practices: HR professional require to have sufficient workforce in
organisation for execution of business activities effectively. Recruitment, selection,
compensation, motivation, training and development are various activities which are
performed by human resource of Whirlpool to have talented subordinates.
Team building: This is another activity which is conducted by HR professional to utilise
resources efficiently and accomplishment of business objectives. For this, employees in
Whirlpool are divided into different department in according to their skills and knowledge. In
this, human resource responsibility is to coordinate subordinates efforts and make them conduct
tasks in effective manner. Along this, they also find out conflicts between team members to
provide them appropriate solution and prevent it to affect their work and outcomes
(Schaubroeck, Lam and Peng, 2011).
 Performance appraisal and rewards: HR professional conduct performance assessment
that is to asses capabilities of staff members. For this, actual outcomes of employees are
compared by standards which help human resource of Whirlpool. This help HR to
provide incentives and reward to subordinates to motivate them and encourage to perform
tasks effectively.
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TASK 4
P6 Different approaches to performance management
Performance management refers to activity which is conducted by HR professional to
have information about capabilities of staff members. This help them to monitor work of
employees and compare their outcomes with standards. In Whirlpool, HR encourage
subordinates by making them aware about their ability. Along this, reconsignment of staff
members results by providing them incentives and rewards increase their morale to perform tasks
effectively. Thus, these are various approaches of performance management which are described
below:
Collaborative working: This is efficient concept which define that HR professional
measure employees performance in respect to their outcomes and work in team. This help them
to have knowledge about effectiveness of group in respect to organisation objectives and goals.
Along this, connection and bond between subordinates is constructed by human resource to make
them work in coordination.
Result approach: This approach focus is on outcomes of employees, so that appropriate
products and services are delivered in market. For this, market survey is conducted by human
resource to take feedback from customers about quality of items and services. Along this, staff
members are also communicated by them to ascertain their opinions and suggestions. This help
HR to enhance productivity and profitability of firm to improve its position and image in market
in respect to competitors.
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Illustration 1: Performance Measurement Approaches
(Sources: Performance Measurement Approaches, 2018)
Comparative approach: It is another performance management approach which specifies
that HR compare performance and results of subordinates with each other. For this, ranking tool
are used by them to provide position to staff members that is high performer to lower. Thus, HR
professional is able to motivate and encourage employees by providing incentives and reward to
good performers (Seibert, Wang and Courtright, 2011).
Behavioural Approach: It is tactic which includes various parameters that are skills and
knowledge of individuals in organisation. For this, HR professional uses BARS tool that is
behavioural anchored rating scale to measure their performance in respect to their work in team.
Employees are given ranking in respect to their behaviour with team members and superiors.
This help human resource to encourage them or give them appropriate suggestions to improve it
accordingly.
Attribute Approach: This approach concerns more on attributes which are acquired by a
person for executing the plans in effective manner. In addition to this, attribute approach are
considered as traits that an individual uses for providing success to companies. It involves skills
such as leadership, managerial and more.
Quality Approach: This type of approach is majorly used for manufacturing products or
services in qualitative manner by reducing errors in production. It will also help in improving
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services by which a company can meet as well as exceeds expectation of customers by providing
them good quality of products (Werner and DeSimone, 2011).
Thus, comparative, collaborative, result, behavioural, attribute and quality are various
approaches of performance management. Human resource professional of Whirlpool uses these
tactics to design system and conduct appropriate business activities for benefit of company. This
aspect help HR to encourage subordinates and make them committed to perform tasks in
effective manner. Thus, business goals and objectives are accomplished.
CONCLUSION
As per above report, it can be concluded that organisation provide development chance to
individual to enhance their capabilities by working in team. HR professional require to have
adequate skills, knowledge and behaviour to sustain people for longer time. For this, personal
skills audit is conducted by them which help in formulation of personal development plan.
Difference between individual learning and organisation learning, training and development is
also stated in this report. High performance working contribution in employee engagement and
competitive advantage are tactics which benefit human resource to enhance working of
employees with aid of performance management tools that are comparative, collaborative, result,
behavioural and so on.
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