Developing Individuals, Teams and Organisations

This report explores the essential elements of developing individuals, teams, and organizations, focusing on the role of HR professionals. It examines the skills, knowledge, and attitudes required by HR professionals, analyzes the differences between individual and organizational learning, and highlights the importance of continuous learning and professional development for business success. The report also delves into high-performance working and its impact on employee engagement and competitive advantage, along with various approaches to performance management.

DEVELOPING INDIVIDUALS,
TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse adequate and professional understanding, skills and attitude required by HR
professionals................................................................................................................................1
P2 Personal skills audit to analyse appropriate knowledge, skills and behaviours and
developing PDP...........................................................................................................................3
TASK 2............................................................................................................................................4
P3 Evaluation of differences between organisational and individual learning, training and
development................................................................................................................................4
P4 Requirement for continuous learning and professional development to drive success of
business.......................................................................................................................................6
TASK 3............................................................................................................................................8
P5 Understanding of how HPW contributes to employee engagement and competitive
advantage.....................................................................................................................................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management...............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Development is an essential need of business organisation for sustainable and successful
business structure. An organisation grow and develop consistently only if its employees,
individuals and managers are developing continuously (DeNisi and Smith, 2014). This report
presents the professional skills, knowledge and behaviour required by HR professionals.
Personal skills audit is carried out to determine the skills, behaviour and developing adequate
knowledge, behaviour and development plans for different job roles. Gaps between
organisational and individual learning training and development for increasing effectiveness is
analysed in this report. Continuous learning and professional development for sustainable
business performance illustrated subject to case scenario. There is a case scenario of Whirlpool
HPW Case considered to define the concept of HPW that how it contributes to employees
actions and competitive advantage with in specific organisational situation. Diverse approaches
and performance management culture is used for better performance culture and commitment.
TASK 1
P1 Analyse adequate and professional understanding, skills and attitude required by HR
professionals
A HR expert can be characterized as a person who enlists and deals with the staff
individuals from organization in a successful way (Ford, 2014). There are type of obligation of
sorting out roles and responsibilities, management of projects, recognition, training and
development faced by HR professionals. Human resource department support the organization to
maintain long term existence. HR professional seeks for proper ability, information and
conduction of projects and tasks with the motive that helps to execute business activities in an
appropriate way.
Knowledge of HR professionals
Administration knowledge: The HR supervisor are supposed to realize management
skills how to deal with the representatives of the organization since this is an essential aspect of
their responsibilities. Whirlpool organisation must have the capacity to deal with the employees
in diverse business situations. With proper management and support form HR department
employees be able to work in a more proficient way and it enhance efficiency too.
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Training: The HR professional of an whirlpool must required to know the procedures
and formation of training methodologies as this will enhance the current abilities and attributes
of employee's.
Legal Knowledge: It is particularly beneficial for a HR superiors to know about the legal
norms, laws and controls so they can utilize it while confining the guidelines and arrangements
of the organization like health and safety, payment protection rules, termination and placement
policies. It will be extremely useful for whirlpool to pursue all the legal formalities levied by
government. Knowledge regarding legal norms also important to maintain ethical environment
with in organisation.
Behaviour of HR proficient
Friendly and Fair behaviour: The HR administrator of organization are expected to
behave decently and friendly with in organisation. Information and task are executed properly
with friendly atmosphere with the goal. Employees of Whirlpool also considered in this and kept
with sound situation inside the organization.
Honesty: This will incorporates about acknowledgement of professionalism in behaviour
where individuals can perform properly. In any circumstance, it is expected form each HR
professional or employee of Whirlpool to deliver their task with honestly and integrity. They
need to carry on confidence in nature.
Discipline: HR of an Whirlpool is required to have self control as this will help in
fruition of the assignments decidedly. It is essential for them be impartial while providing their
administrations as this will to maintain professionalism (Jiang and Liu, 2015).
Aptitudes or skills of HR experts
Viable Communication Skills: It is analysed that if an entity is efficient in terms of
delivering the information among employees accurately then task and projects will also be
attained in desired deadline and time line. In this way, it is the obligation of HR managers to
make an open and effective workplace in Whirlpool so the representatives feel stress free and
fulfilled work environment.
Motivational skills: It is an essential attribute must be sustained by HR professionals and
executives to motivates employees for better performance. As they try to provide numerous
solutions to employees as per circumstances in Whirlpool where the employees feels positive
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and deliver their deliverables on time. HR should attempt to induce the employees with the
organisational goal and engage them with organisation for long time.
Leadership abilities: HR of an Whirlpool is required to have administration aptitudes as
this will help in guiding other representatives and employees to complete the work with self
motivational spirit.
P2 Personal skills audit to analyse appropriate knowledge, skills and behaviours and developing
PDP
Individual aptitude review can be characterized as a technique through which a
distinctive individual can distinguish their qualities and shortcomings in an appropriate way. It
encourages them in realizing that in which fragment they are solid and where they require greater
improvement. This will help a worker in creating themselves and turned out to be more effective.
Personal ability review as per the following :-
Qualities: I have great correspondences abilities since I am ready to speak with my
kindred partners in an appropriate way. Additionally, my Information innovation aptitudes as a
HR professional are also effective. My knowledge in respect of employee relations, staff
satisfaction and engagement process program, communication skills will help to utilize different
sorts of programmings while at the same time doing my HR obligations.
Shortcomings: My critical thinking abilities some times derive the key formation of task
and create complexity for the tasks in more contingent way. I frequently confront issues while
investigating in excess of one arrangement with the end goal to tackle an issue.
Strength
 Communication skills for effective execution of information
 Risk tackling skills and management
Weakness
 Less computability while forecasting for future trends
 Lack of summarising capacity in contingent situations
My personal skills audit as a Manager are determine as:
Requirement Personal audit (Rating from 0
to 10)
Description
Knowledge:
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Administration
Employment
6
7
I have lack of knowledge
about administrative
functioning of company.
I was unable to provide
training to the employees due
to large number of employees.
Critical thinking aptitudes
Listening abilities
4
4
There are different sorts of
circumstances in an
association where
representatives battle with one
another or some other issue
emerge, so it is fundamental
that the HR supervisor should
realize how to fathom the issue
so they can deal with the
circumstance appropriately.
There are circumstances where
the seniors pass on different
sorts of essential data and if
the HR chief will be feeble in
listening then they won't have
the capacity to comprehend the
circumstances that are going
ahead in the organization.
Thus, they ought to create it to
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improve things.
Behaviours:
Team work
Ethical behaviour
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6
I have ability to work in team.
I do not behave in an ethical
manner.
Herein, below professional development plan is mentioned below:
Objectives
(What need to
learn)
What will I do to
achieve this
What would be
hurdles in
achievement of
goals
How progress will
be monitored
Time scale
Administration I have to acquire
knowledge about
the concepts of
administrative
which support to
handle tough
situations.
I will not be able
to understand
about concept
administration of
so I need training.
To monitor
progress I have to
take the
responsibility of
managing task
individually.
3-4 months
Communication
skills
This can be
accomplish by
improving the
way of talking
which support in
Lack of interest To measure
progress I have to
make sure that are
employees
performing task in
5 months.
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making decision. proper manner or
not.
Critical thinking It can be only
attained when I
have proper focus
on business and it
objective
The physiological
barrier can be the
major issue in
achieving this
goal.
This can be
measure by
evaluating that
decision are
helpful to attain
outcome
2 months
Ethical
behavioural
It is achieved by
getting detailed
knowledge about
the business
ethics.
The problem can
be stage fear.
It can be measure
by making sure
that I follow all
rules and
regulation while
performing any
task.
3 months
Team working This can be
achieve by
making sure that
each member of
company first
think for
objective of
company rather
that self interest.
The major
problem can be
due to
mismanagement
within company.
The progress will
be completing of
task on desired
time frame
1 months
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TASK 2
P3 Evaluation of differences between organisational and individual learning, training and
development
It is necessary for each organisations to launch various types of educational and learning
programs for individual and organizational prospectives. It is improve efficient and make
sensible to taking effective decisions for company (North and Kumta, 2018). These several
programs and events are provided by HR managers to boost up of employees skills. It will help
to organisation for achieve objectives and goals and increase productivity of the company. The
HR manager of Whirlpool should also develop a training events for those employees that are
helping to organisation to effective productivity.
Individual learning
All individuals learn whether they are sensible or non sensible. It is a cardinal demand of
creation. It is characterized as the capability to build knowledge for individual re flexion about
external sources and stimuli and through the individual re elaboration of individual experience
and knowledge in light of action with environment and others.
Organisational learning
Learning is the way to to create new knowledge and improve that for future. In
organisational learning managers and leaders are give priority to learning of integral, it is the
process of designing, continuing and transferring knowledge within an organization. It will
improves experience with learning skills that are able to create knowledge (Oliver, Foot and
Humphries, 2014). This knowledge using on broad level like as covering of any topic that are
help to improve organisation. It make priority to understand that how and why learning us
important for organisations.
Basis Individual learning Organisational learning
Focus In this individuals focus on their
own separate tasks and they are try
to complete particular targets on
specific time period. It helping to
achieve better outcomes.
The organisation leaning focus on
all employees learning skills of
the whirlpool. They are contribute
to improve efficiency of
employees and increase
productivity. All employees
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helping to achieving the
objectives and aims of the
business.
Control In this policy control of individuals
with the help of applying rules and
regulation. Bur they are to make
more efficient so they are remove
these policies and do efficient
work with learning skills.
In whirlpool, organisational
leaning control with the help of
culture, vision, technology while
implementing the strategies of the
company. It is helping to achieve
the objectives and goals.
Difference between Training and development
Basis Training Development
Meaning It is a program that help
organisation to emphasise the
knowledge of employees and
managers.
It is a organized activity that
helps the manpower of the
organization to learn and grow
with practical situations.
Focus It will focus on individuals to
conduct specific tasks. It helps
employees to keep focusing at one
task at one time.
It will focus on that weak points
of the employees that need to be
develop regarding to
organizations. And it will help to
address and fulfil future tasks.
Terms It will taking particular time It takes long time and always
useful in organization.
Motivation It motivates to accomplish goals
and objectives.
It helps to improve self
motivation for growth.
P4 Requirement for continuous learning and professional development to drive success of
business
Learning is an essential procedure through which employees of an organisation enhance
their skills and knowledge to improve their productivity (Rienties and Kinchin, 2014). It can be
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named as the procedure which help in changing the conduct of a human tendency and knowledge
with the assistance of proper framework. This will help as a part of their identity and expert
advancement and getting the higher position inside the company.
Professional improvement: This will be formed as the procedure which includes
advancement of the abilities and information of a worker to viably accomplish their individual
and authoritative objectives. Each individual of these exercises help individual to introduce their
distinctive image with others and improve an incredible nature.
Kolb learning theory
This concept takes a shot at two distinct dimensions that can be connected to the diverse
scope of activities. The diverse perspectives which are incorporated under this are characterized
as follows:
Dynamic experimentation: This will about the phase which incorporates about the real
utilization of the learning to saw the outcomes which they accumulated in real.
Intelligent of the new experience: This will incorporates about assurance of significance
of the experience which they got in past.
Objective experience: This will incorporates about the formation subject to various
circumstance identified with existing background.
Specific conceptualisation: This will gives about the ascending of new thought and
about acquire alterations idea (Robbins and O'Gorman, 2015).
CPD is vital as this will incorporates about keeping up and upgrading of learning and
abilities. This will move toward becoming forward as per the ongoing patterns and calling.
Benefits
 Help in professional working of employees
 Give the chances to an business to procure huge number of advantages
Limitations
 It requires to exhaust large measure of assets to constantly upgrade aptitude
 it is a slow process that navigates negative effect upon imagination
The administration of Whirlpool chose to change in their approaches because of having
inner administration issues (Thorpe, 2016). Presently, they centre around constant learning and
expert advancement foundation which help in inspiration of workers and turn them as important
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piece of company. The commitment of constant learning and advancement in feasible business
execution can be appreciated for better development and change. These are defined as follows:
Ability: The part of persistent learning and expert advancement help in this issue through
making the idea of diligent work among the representatives who gives their full commitment in
trouble circumstances as well. This will aid the additional edge to an association while they
contending with their rivals in market to give their best in market and support for longer term
perspective.
Development: Advancement of new aptitudes permits the representatives of an
association execute their new thoughts into their working and give something profitable
consequently. Sustainability can be determined by an association just in the event that they
improve and give new items and administrations to clients. To give their best and acknowledge
advancement in their working requires to embrace the methodology of consistent learning and
expert improvement. This will give the chance to an organisation to achieve their coveted targets
inside stipulated for specific time period.
Enhancements of execution: One of the fundamental and favourable position which can
be achieved through the acknowledgement of the arrangements of persistent learning. It is elite
of employees. Learning help to make new abilities which give help to discover new
arrangements in troublesome occasions. High measure of inspiration can be produced by
association through sorting up new focuses for workers and formation of aggressive condition
inside an association. It would provide effective flow of responsibilities and skills for assessing
the organisational need that is important for sustainable business.
Importance: This will empower them to accomplish the adaptability in nature and
perform assignments according to the necessity of an association. The pattern of constant
learning helps the representative of Whirlpool to got changes their conduct and abilities over the
period as per the necessities. Those associations can continue in market for longer duration that
are acknowledged to advancement and convey the administrations as indicated by the frequency
of market.
Importance of implementing continuous learning
In whirlpool, this approach is implemented by manager in order to motivate the entire
team working in different department and also evaluate there performance to make possible
changes. CPD mainly helps employees to develop self confidence and credibility which support
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to perform allotted task in desired manner. It is also crucial because it guarantee that employees
can continue to be competent in their profession that benefits them to make a meaningful
contribution in order to attain the desired result of respective company.
TASK 3
P5 Understanding of how HPW contributes to employee engagement and competitive advantage
High performance working is tied in with creating society when there is trust, open
correspondence and straightforwardness. It is considered as a methodology executed towards
association administration (Gominah, 2014). As HR specialist of Whirlpool, Annual
Confederation of British Industry workshop inspect distinctive routes under which duty and elite
culture is upheld through execution administration, better correspondence and community
oriented working. In setting to Whirlpool, it is require to embrace the high working execution as
it is important when organization requires to draw in its staff individuals and increase aggressive
advantages as correlation with its staff individuals.
Distinctive commitments of High Performance Working as follows:
Constructive Conflicts: Under this, contention is an after effect of different philosophies
towards accomplishing similar destinations. It ought to be useful means end goals ought to be
infer better methodology to achieve the set points and destinations. The contention at work
environment builds up the negative effect on profitability and additionally development of
business. It will help employees, individuals and staff members of whirlpool to think of the
different and better systems which are essential for improve development of business and
establish the structure more competitive.
Shared allegiance to organization's vision and remarkable objectives: It will help in
draw in the staff individuals to accomplish the vision and objectives that will help in increment
their execution level and efficiency. It is basic that vision of organization ought to be obvious to
all workers so they can locate the better approaches to accomplishing them inside given period.
Then again, it will help in activate employee engagement of Whirlpool to increase focused get
competitive advantages as staff individuals put their potential to achieve phenomenal
destinations.
Performance reward: This is a successful strategy which is about fortune of
remunerations to the representatives based on their exhibitions inside an association as this will
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spur them to perform hard inside an association (Hunter and Saunders, 2012). The connection of
this HPW practice with an association can be comprehended from the way that this will help in
maintenance of representatives for long duration. That viewpoint naturally enables an association
to get the upper hand in future.
TASK 4
P6 Different approaches to performance management
In each business association, it is basic for a representative is to conveyance their best
outcomes through their imaginative aptitudes and information. It is considered as progressing
procedure of correspondence among an administrator and a worker that should be possible
consistently (Khumalo, 2015). The fundamental rationale behind doing as such is to achieve
generally speaking points and goals of an association. Administration of execution of
representatives is one of the essential goals of administrator that are working inside Whirlpool.
The estimation can be made dependent on generally speaking worker commitment and
commitment they conveying to the development and maintainability of the organization. There
are different methodologies through which the HR of Whirlpool would gauge execution of
representatives. These are talked about beneath:
Diverse Approaches of Measuring Performance
Behavioural methodologies: By the assistance of this specific methodology,
administrator can examine the conduct of representatives towards their work or organization.
Certain procedures like BARS (Behaviourally Anchored rating scale or BOS (Behavioral
perception scale) can be thought about by the Whirlpool to quantify the component of their
staffs. This would upgrade greatest endeavours from staffs and they can achieve upper standard
before other while working all the more adequately inside an association. The scale under these
estimations are responsible with worker's assents. In this way, this used to convey clear thoughts
in regards to their conduct capacity and abilities.
Comparative methodology: The examination is totally founded on the terms of high and
low execution. This specific strategy went for positioning the general execution of one worker
with another representative of the gathering. Whirlpool can cause realistic rating scale,
constrained circulation apparatuses to decide worker's development possibilities. While, they
could ensure that specific prizes for the best entertainers which can rouse them to work harder.
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Results approach: Whirlpool can make utilization of this apparatuses, for example,
Balance scorecard strategies and profitability estimation and assessment framework for accepting
more significant results in not so distant future time. In this methodology, director used to give
preparing dependent on their general execution results. It very well may be measure by gathering
fundamental criticism from the representatives about their general execution. This would change
over plans towards increasing better focal points as money related markers.
Collective methodology: Every made reference to approach is joined in this specific
methodologies. Whirlpool can mix the technique according to their authoritative prerequisite and
make utilization of them to their worker more able. Utilizing diverse courses of action and
inspecting these approaches would assist the representatives with keeping expanding their
execution regardless of whether the business condition turns out to be more powerful (Different
approaches of measuring performance. 2017).
One to one approach: This will give the chance to actually control the worker and
resolve the issues which they are confronted. It is one of the viable methodology as this will help
in recognizable proof of the issues which are related with the workers in provoke and better way.
This will persuade the workers as they turn into the critical piece of an association. This will help
in formation of elite work culture.
Thus it is stated that all the above discussed approaches are beneficial for large
companies like whirlpool's that help them to maintain a healthy working environment that aid to
achieve the defined objective. Such as Comparative Approach is used by Whirlpool to make
comparison between the performance of employees of the company and rewarded them
according their performance. Collaborative Approach is used in company which enable manager
to assign work to employees in a group task reduces the changes of error. So with the help of it
they can make improvement in their performance.
CONCLUSION
The above report summarises the knowledge skills and behaviours essential for HR
professionals. It is observed that the factors are considered while implementing and evaluating
the learning and development to drive sustainable business performance. High performance
working is analysed with reference with competitive advantages are considered in this report.
Ways are evaluated with effective communication and methods are also synchronised with
respect of managing the sections for better change.
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REFERENCES
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level performance: A review, a proposed model, and new directions for future research.
The Academy of Management Annals. 8(1). pp.127-179.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gominah, T., 2014. GUIDE FOR BUILDING A SUCCESSFUL SPORT MARKETING
STRATEGY: Case study GBK Football Club Kokkola.
Hunter, M. I. and Saunders, M. J., 2012. Service led design: planning the new HR function.
Gower Publishing, Ltd..
Jiang, J.Y. and Liu, C.W., 2015. High performance work systems and organizational
effectiveness: The mediating role of social capital. Human Resource Management
Review. 25(1). pp.126-137.
Khumalo, N. N. Y., 2015. A review of the alignment between the Integrated Development Plan
and the performance management system of Capricorn District Municipality(Doctoral
dissertation, Stellenbosch: Stellenbosch University).
North, K. and Kumta, G., 2018. Knowledge management: Value creation through organizational
learning. Springer.
Oliver, D., Foot, C. and Humphries, R., 2014. Making our health and care systems fit for an
ageing population. King's Fund.
Rienties, B. and Kinchin, I., 2014. Understanding (in) formal learning in an academic
development programme: A social network perspective. Teaching and Teacher
Education. 39. pp.123-135.
Robbins, P. and O'Gorman, C., 2015. Innovating the innovation process: an organisational
experiment in global pharma pursuing radical innovation. R&D Management. 45(1).
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Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
Online
Different approaches of measuring performance. 2017. [Online]. Available
through:<https://www.projectguru.in/publications/wp-content/uploads/2016/12/fig-1-2-
e1480933987611.png>
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