HR Professional's Knowledge and Skills

This assignment requires students to analyze a given list of resources related to human resource management, including books, articles, and online sources. The student is expected to find a suitable title, generate a meta title with a prefix, create a meta description for SEO, and write a summary about the assignment, highlighting specific details and information.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviours that are required by HR Professional..........1
P2 Analyse personal skills audit to develop a professional development plan...........................3
TASK 2............................................................................................................................................5
P3 Difference between organisation and individual learning, training and development..........5
P4 Analyse need for continuous learning and professional development for sustainability.......7
TASK 3............................................................................................................................................8
P5 HPW contribution to employee engagement and competitive advantage.............................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management used by HR professional.......................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Individual need to have adequate skills and capabilities to perform and have ability to
work in team. They even need to have potential to implement innovation and creative ideas in
organisation to conduct business operations in better manner. This help management to have
skilled and competent members to accomplish goals and objectives within defined time period
(Fuggetta and Di Nitto, 2014). Present report is based on Whirlpool, which is a multinational
firm which is conducting business in electrical sector. This assignment defines HR professional
skills, knowledge and behaviour to conduct business activities effectively. It is essential that HR
professional conduct personal skills audit to develop professional development plan. Along this,
difference between organisation and individual learning and training and development are
acknowledged is also defined in this report. This help HR to asses requirement of continuous
learning and professional development on functioning of system. Besides this, HPW and
performance management approaches are used by HR professional for employee engagement
and competitive advantage.
TASK 1
P1 Professional knowledge, skills and behaviours that are required by HR Professional
HR professional plays essential role in each and every organisation to manage and sustain
workforce to execute business operations properly. For this, recruitment, staffing, training and
development, performance appraisal and compensation are various activities conducted by them.
This help HR professional of Whirlpool to have sufficient manpower to carry out activities and
achieve objectives timely. Along this, company have talented and qualified staff which provide
quality products and services to buyers.
HR professional require to have following skills which are stated beneath:
Communication skills: This is essential capability which HR professional require to
have to manage and direct employees to conduct activities in proficient manner. In Whirlpool,
HR professional have good interaction capabilities which define that they provide data to the
required employees about objectives and objectives are necessarily to be attained by them
(Goetsch and Davis, 2014). Along this, they also provide them instruction and guidance to
members to make them perform tasks effectively and deliver quality electronic items to people.
1

Conflict management: It is another skill which define that HR professional establishes
relations with subordinates to acknowledge issues and problems faced by them, thereby provide
them appropriate solutions. This help management of Whirlpool to retain skilled and competent
people and also make them perform tasks effectively.
Team building: It is efficient ability which HR professional require to have to manage
employees and make them perform tasks effectively in group. For this, Whirlpool has branch
globally which require construction of team by HR professional to conduct business activities
properly and deliver quality and good feature electronic products to buyers (Huang, 2014).
HR professional need to have professional knowledge which are described below:
Management: HR professional of Whirlpool require to have information about different
management concepts, theories to manage workforce properly. It is essential that they have
capability to select appropriate candidates to perform tasks effectively. HR professional require
to use appropriate management theories to make team function effectively and overcome issues
that were faced in respect to decline of performance.
Government laws: HR professional of Whirlpool even need to have accurate and
complete knowledge about rules and legislation which are formulated by authorities. It is
essential that policies and strategies are formulated in respect to government laws for making
system function legally. Along this, HR professional require to have knowledge about
transparency law and fairness in business activities which help them overcome issues which
were faced about fall in sales and market position (Macdonald and Poniatowska, 2011).
HR professional require to possess appropriate behaviour to manage workforce are stated
below:
Ethical behaviour: HR professional of Whirlpool require to provide positive working
environment to subordinates. Along this, they even formulate code of ethics to direct members
and make them perform activities in systematic manner. This also help them to overcome issues
between team members and motivate them to perform tasks effectively. Company faces problem
about market reputation and working of team for which HR professional require to make
transparency in system by providing information to members about duties that require to be
performed.
Accountable: HR professional of Whirlpool is responsible to have adequate manpower
in firm to execute activities effectively. Executive of Whirlpool provide duties to members and
2

conduct performance appraisal which help them to have complete information about
performance and capabilities of employees. Along this, they even need to appraise employees to
encourage them by giving recognition to their work and results (Pakdil and Leonard, 2014).
As in context of case study of Whirlpool HPW which specifies “company crisis” scenario
which was organised in 2011. In this, North America region members have taken part in seminar.
For this, team members was informed by HR about cross-functional collaboration and innovation
that will be made in system to improve productivity. For this, survey was conducted in which
core dimensions were used by manager to acknowledge capabilities of members from their
performance. Shared commitment to firm, vision and extraordinary goals, shared accountability
for results, transparent communication, constructive conflict, mutual respect and solidarity are
various attributes which were used in competition to determine effective team. These are all
criteria in which NAR team of Whirlpool stood first, as they were engage in HPT assessment
activities. Along this, management even acknowledge changes that require to be made in system
to improve functioning of team and firm.
Thus, management of Whirlpool consider all transformation and alterations that were
required for enhancing companies performance and market position.
HR professional of Whirlpool have conducted research which state improvement in
work processes of firm with help of changes that were made in system and business operations.
They shifted their concern to operational issues. Meeting were organised at interval of three to
five months to make appropriate decisions and utilise their time by giving importance to urgent
activities. Along this, employees requirements and need are given value which help management
to have dedicated staff which execute activities effectively. With help of off-site meeting,
superior acknowledge strategic issues and overcome them timely. Thus, this help administration
to maintain firm's reputation as leading electronic company (Serrat, 2017).
P2 Analyse personal skills audit to develop a professional development plan
Personal skills audit helps HR professional to identify knowledge, skills and behaviour
that HR require to posses to have adequate workforce to execute business activities effectively.
In current situation of Whirlpool, HR professional have good communication skills, team
building, conflict management capabilities. This help them to have skilled and competent staff
members which provide quality products and services to buyers. Along this, employer even
3

require to take sessions to improve their skills and knowledge to manage and conduct activities
in more better manner.
Strengths: Whirlpool is large company which help me to learn new things and increase
capabilities to perform activities in effective manner. Along this, I also gain knowledge to work
in dynamic culture that is company require functioning in according to market conditions. This
benefits me to enhance by abilities and formulate innovative and creative ideas for betterment of
firm.
Weaknesses: I even have certain problems which are related with changes in system that
is advanced technologies are implemented to provide innovative products to buyers. Along this, I
have to attend continuous learning programs to update my skills and knowledge. This consumes
time and money which affect on decision-making activities. My another major weakness is my
communication skills as I feel hesitated to talk with my people which is required for me to
overcome by taking effective participation in organisational discussion session. This helps me in
developing my skills so that it is easy for me to take clients and offer them appropriate services.
Along with this team building is considered to be the most essential aspect which is required for
me to develop as to making effective team so that proper working environment can be created.
Professional development plan: It is written document which is constituted by HR
professional to specify information about tasks, training sessions, evaluation, time frame are also
specified in this plan. Thus, these are objectives to improve communication skills and other
abilities for enhancing their skills and knowledge which are determined by me.
Professional Development Plan
Objective Current
proficien
cy
Target
proficiency
Current situation Development activities Time
scale
Communic
ation skills
3.5 5 I have good interaction
skills that is
information is given to
employees about tasks
and targets which
require to be achieved
by them.
For improving
communication skills,
seminars and expert
talks on YouTube help
me to increase
confidence and
speaking ways.
These
skills
take
around
60 Days
after
having
4

effectiv
e
commu
nication
with
experts
and
taking
appropr
iate
sessions
on
YouTu
be.
Team
building
3 5 It is essential for me to
distribute members
into department to
utilise resources
properly and achieve
objectives timely.
Seminars and lectures
are tools which help
me to improve abilities
and learn ways to listen
to people patiently.
After
taking
appropr
iate
seminar
s and
lectures
, the
time of
30 Days
are
enough
to
develop
my
team
buildin
5

g skills.
Conflict
HR
professiona
l
2.5 5 In have constructed
friendly relations with
employees which help
me to acknowledge
issues and problems
faced by them to
provide appropriate
solutions.
Study HR professional
concepts and theories
to anticipate different
means and methods to
solve conflicts and
make members work in
team properly.
45 Days
Henceforth, professional development plan helps individual to asses strengths and
weakness to utilise opportunities and increase in career. For this, learning programmes and
development sessions to improve skills and knowledge in according to new and higher job
position. Thus, people is able to overcome their weaknesses and enhance capabilities to conduct
activities in creative and unique manner.
TASK 2
P3 Difference between organisation and individual learning, training and development
Market have intense competition which define that individuals require to learn and take
training sessions to improve their skills and capabilities to conduct activities in innovative
manner. Along this, organisation exist in dynamic environment which changes with time. For
this, HR professional require to make transformation in system and implement advanced
technologies to conduct business operations in according to conditions prevailing in market
(Ford, 2014).
Individual learning: It is refer to process which is conducted by person to learn and
enhance knowledge. This help individual to formulate innovative and creative ideas which are
used to execute work in unique manner. For this, online and offline training sessions and
learning classes are undertaken by person to improve their capabilities to execute tasks in
effective manner.
Organisation learning: This concept define that company require to have skilled and
competent members which are able to conduct work and accomplish goals and objectives within
6

defined time period. HR professional and superior need to have capability to direct members
and encourage them to perform tasks in proficient manner. Besides this, employees require to
have technical knowledge and abilities to execute activities and complete targets timely.
In context of Whirlpool, executive have branches in different nation which define that
HR professional require to utilise resources that is funds, material and manpower efficiently. For
this, company require to sustain its position in market and brand value in respect to rival firms. It
is necessary that HR professional have capability to manage workforce and provide duties to
members in respect to their skills and knowledge (Goetsch and Davis, 2014).
Thus, training and development programmes is developed by HR professional of
Whirlpool to enhance abilities of employees and make them competent to perform activities in
better manner. Along this, staff members also gain knowledge to implement innovative ideas in
firm to manufacture quality electronic products and with advanced attributes and features in
according to needs and requirements of people. This help company to establish competitive
advantage in respect to rival brands to sustain market position and image in market.
Differentiate between organisation learning and individual learning:
Basis Organisation learning Individual learning
Definition This tactic define that HR
professional require to have
competent members to conduct
activities effectively. For this,
training and development
sessions are conducted to
enhance skills and knowledge
of staff (Hirst and et. al.,
2011).
It is process which is related
with manager conducts
performance appraisal to
acknowledge capabilities of
employees. This help them to
provide learning and
information to person about
duties and tasks to make them
perform activities effectively.
Purpose HR professional aim is to
improve capabilities of
employees so that they are able
to work with latest
technologies and manufacture
Individual motive is to work in
organisation and enhance their
skills that is problem handling,
technical knowledge to move
up in career.
7

innovative products.
Training Development
Training is short term process which is refer to
enhancing technical and mechanical skills and
knowledge of members. This help HR
professional to conduct business activities
effectively and make staff work with advanced
technologies.
Development is long term activity which
comprises activities that are conducted by HR
professional to enhance theoretical and
conceptual knowledge of employees to have
complete in formation about management
concepts and system process (Levi, 2015).
P4 Analyse need for continuous learning and professional development for sustainability
Continuous learning define that an individual require to improve skills and knowledge to
conduct activities in effective manner. Organisation is exist in environment which is dynamic
which define that HR professional require to execute business activities in innovative and
creative manner. For this, HR professional require to conduct training and development sessions
and to enhance capabilities of members and make them competent to construct innovative and
creative ideas for betterment of system. Thus, HR professional and subordinates are able to
develop their professional skills, knowledge and behaviour to execute work in proficient manner
and accomplish targets timely.
Continuous learning is determined as the ability to continually increase and improve an
individual’s skills and knowledge in respect to perform essentially and adapt the appropriate
changes as per the requirements of workplace. Continuous learning is required for each
individual to develop their personal as well as professional skills. Kolb’s learning style is the
most appropriate learning style theory. This theory is propounded by David Kolb in the year of
1984. The learning styles evaluated through Koln are depend on two major dimensions like
Active/ reflective and abstract/ concrete.
The Converge: This type of learning is effective in solving problems. In this individuals are
concern on applying their learning on some practical issues. In this people are concern on prefer
technical tasks and conduct experiments with new ideas. People from converge are considerably
highly skilled in the practical application of ideas.
8

The Diverger: This kind of abilities are lie in some specified area of concrete experience and
reflective observation. This mainly considered as the opposite strength of the converger.
Individuals with this kind of learning style are good at analysing the big picture and managing
smaller bits of information into a meaningful whole.
The Assimilator: This can be determined as the people who are skilled in the criteria of reflective
observation and abstract conceptualization. People with this learning style are more interested in
abstract ideas than in people, but they are not mainly concerned with the practical applications of
theory.
The Accommodator: Individuals with this kind of leaning style are strongest in concrete
experience and active experimentation. This style is mainly the opposite of the assimilator style.
Accommodators are doers and they are performing experiments and carrying out the plans in the
real world.
In context of Whirlpool which is multinational firm which have outlets globally require
to conduct business activities effectively. For this, HR professional need to have skilled and
competent members which are able to perform operations and deliver quality electronic products
to buyers to sustain position and goodwill in market. Continuous learning and professional
development are both essential tactics which plays essential part in firm (McCormack, Manley
and Titchen, 2013). These are two tactics which helps HR professional to conduct training and
development sessions to enhance knowledge and skills of staff to make changes in electronic
items and provide advanced feature products to people. Along this, as Whirlpool is international
firm which conducts operations at large level provide learning to members to work in company,
thereby acknowledge new methods and techniques.
TASK 3
P5 HPW contribution to employee engagement and competitive advantage
High performance working refers to practices which are conducted by HR professional
for improving organisation functions in respect to conditions prevailing in market. For this, top
personnel responsibility is to have sufficient and skilled members to perform activities
effectively. Along this, HR professional need to have complete information about capabilities
of employees to provide them tasks and targets in according to their skills and knowledge. For
9

this, training and development are conducted by HR to improve skills and knowledge of staff
members to make them perform tasks effectively and accomplish targets within defined time.
High performance working is considered to be the set of management practices which
attempts to design an environment within a business in which employees has greater
involvement and responsibility is high. High performance working is also considered as the
human resource practice that helps the organisation in promoting their employees in the basis of
analysing their working capabilities. Human resource is considered to be the most essential
element which has huge influence on the operations on the firm or its working environment.
Appropriate amount of employees engagement are effective for the firm to attaining higher
competitive edge through offering effective customer services.
These are various activities of HPW or high performance working which helps HR
professional of Whirlpool to improve employee engagement and establish competitive advantage
are stated beneath(O'leary Mortensen and Woolley, 2011):
Human resource practices: It is essential that HR professional have skilled and
competent members to execute business activities effectively and accomplish goals and
objectives within specified time. For this, HR professional of Whirlpool conduct recruitment,
staffing, training and development, performance appraisal. This help them to have talented
subordinates which conduct activities in innovative and creative manner. Along this, they even
provide quality electronic items to buyers to maintain company's position and reputation in
market.
Team building: It is essential procedure of HPW which define that HR professional
construct and maintain relations with employees to make them perform tasks effectively. It is
important that in Whirlpool, members are divided into team for execution of activities in better
manner. This also help company to deliver quality and good feature electronic products to
consumers (Pinjani and Palvia, 2013).
Performance appraisal and rewards: High performance working is conducted by HR
professional of Whirlpool to acknowledge capabilities of employees in respect to their work and
outcomes. Finance and non-finance rewards are provided to staff members to motivate them and
inspire to perform activities effectively and deliver quality products to buyers.
High performance working is approach which helps HR professional of Whirlpool to
have appropriate skills and competent members to execute business operations effectively. Along
10

this, company is also able to deliver quality electronic products and services to consumers to
sustain its position and brand value. Whirlpool is multinational firm which have branches
worldwide require to have skilled staff to conduct activities and deliver innovative and creative
products to buyers. It is essential that in organisation, strategic changes are made in system to
conduct business activities effectively and in according to market conditions.
TASK 4
P6 Different approaches to performance management used by HR professional
Performance management is activity which is conducted by HR professional to develop
their skills and knowledge and of subordinates to enhance productivity and performance of
organisation. For this, HR construct and maintain record of employees to have adequate
workforce in firm. Along this, they even conduct performance appraisal to examine performance
of staff to acknowledge their capabilities (SeibertWang and Courtright, 2011). Thus, positive
working environment is provided to employees to make them work in proficient manner. HR
professional of Whirlpool formulate recruitment plan which define information about job
description and skills required by members. Along this, they even provide guidelines and
direction to staff to attain goals and objectives within defined deadline. After this, performance
monitor activities are conducted by HR to conduct training sessions to improve skills and
knowledge of subordinates. These are various approaches which are used by HR professional of
Whirlpool are stated beneath:
Collaborative working: This refer to partnership and joint working which help HR
professional to utilise resources efficiently. For this, employees are provided duties and
distributed in team to make them perform tasks effectively and complete targets timely. In this,
HR professional of Whirlpool maintain relations with staff to make them work with each other.
This help them to coordinate efforts of workers to deliver quality electronic products to buyers.
Along this they even require to overcome conflicts and issues between team members by
providing them appropriate solutions. This help company to have skilled and competent staff for
longer time (Day and et. al., 2014).
Behavioural approach: This tactic define that HR professional of Whirlpool require to
construct friendly relations with employees to acknowledge problems and motivate them to
perform tasks in proficient manner. For this, ethical codes are formulated by them to provide
11

guidelines and regulations to members to make them perform tasks in team and overcome
chances of conflicts.
Effective communication is considered as an essential element that has a huge influence on
the operations of the firm directly. In an organisation communication is required to fill the gab
among organisational employees and their higher authority. Effective communication channel
helps in building appropriate collaboration among organisational employees so that work can be
done in effective manner. Effective communication channel provides an easy path way to share
data and information in effective way so that the implementation of operations is done in
appropriate manner.
CONCLUSION
From the above assignment, it can be comprehended that individual require to have
capability to work in organisation. HR professional formulate department and distribute
members to make them perform tasks in team. For this, HR professional and subordinates require
to have professional skills, knowledge and behaviour to conduct operations and accomplish
objectives and goals timely. This help them to frame professional development plan to improve
capabilities and implement innovative and creative business ideas. Organisation and individual
learning are two different tactics which help HR professional and members to acknowledge
continuous learning and professional development benefits in system functionality. HPW and
various approaches are used for performance HR professional of employees to provide quality
products to customers to sustain position and reputation in market in respect to competitors.
12

REFERENCES
Books and Journals
Amabile, T., 2012. Componential theory of creativity. pp. 3-4. Boston, MA: Harvard Business
School.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual
teams. Information & Management. 50(4). pp.144-153.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review. Journal
of Applied Psychology. 96(5). p.981.
Day, D. V. and et. al., 2014. Advances in leader and leadership development: A review of
25years of research and theory. The Leadership Quarterly. 25(1). pp.63-82.
Fuggetta, A. and Di Nitto, E., 2014, May. Software process. In Proceedings of the on Future of
Software Engineering (pp. 1-12). ACM.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Huang, G. B., 2014. An insight into extreme learning machines: random neurons, random
features and kernels. Cognitive Computation. 6(3). pp.376-390.
Macdonald, J. and Poniatowska, B., 2011. Designing the professional development of staff for
teaching online: an OU (UK) case study. Distance Education. 32(1). pp.119-134.
Pakdil, F. and Leonard, K. M., 2014. Criteria for a lean organization: development of a lean
assessment tool. International Journal of Production Research. 52(15). pp.4587-4607.
Serrat, O., 2017. Building a learning organization. In Knowledge solutions (pp. 57-67). Springer
Singapore.
Online
Knowledge and skills required by HR professional. 2016. [Online].Available through:<
https://workology.com/top-5-work-hr/ >.
13