Evaluating Approaches for High Performance Working

The assignment evaluates different approaches for high performance working, including quality approaches, comparative approaches, and high performance working. It discusses the importance of HR professionals' skills audit and development plans, learning cycle theories, and high performance working approval. The document provides a detailed analysis of these approaches and their benefits, making it a valuable resource for students and professionals in the field of business and management.

Developing Individuals, Teams
and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1 HR professional require professional knowledge, skills and ability ...............................1
P 2 Personal skill audits to determine proper knowledge, skills and behaviors also develop a
professional development plan for a given job role. .............................................................2
M 1 Personal reflection and evaluation for professional skill audit ......................................4
LO 2.................................................................................................................................................4
P 3 Differences among organizational as well as individualized learning ............................4
P 4 Needs for continuous learning and professional development ........................................5
M 2 Apply learning cycle theories ........................................................................................6
D 1 Learning goals and cycle achieving sustainable business performance objectives ........7
LO 3 ................................................................................................................................................7
P 5 HPW approval to employees’ involvement and competitory advantages........................7
M 3 Benefits of applying HPW .............................................................................................8
LO 4 ................................................................................................................................................8
P 6 Various theories of managing performance ....................................................................8
M 4 Evaluating different approaches ..................................................................................10
D 2 Appropriate judgment of HPW .....................................................................................10
CONCLUSION .............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Developing individual, team is one of crucial aspects to bring success to an enterprise. It
is the process of equipping and assisting employees in the company to create self-awareness
about their work. This help an individual to achieve its personal objective and firm to accomplish
their common goals. Team development refers to the process of improving and measuring
performance of group in the organisation. Initiative helps an individual to understand one another
and aim at achieving goals of the firm.
This report is about Whirlpool company which is an American multinational
manufacturer of home appliances and deal in electronic products. Thus, for achieving aims and
objective of organisation its essential to develop professional knowledge and skills in employees
of company.
Also, study discuss about how behaviour of individual affect workers’ performance in the
firm. The report will identify knowledge, skills and behaviours of employee required to be posse
by them in order to attain sustainability in business.
LO 1
P 1 HR professional require professional knowledge, skills and ability
Human resource manager of an organisation plans, direct and coordinate all
administrative functions of a company. The HR of Whirlpool need to bring improvement in their
strategies so that they can achieve goals of organisation. Human resource professional also look
after recruiting, interviewing and hiring of new employees in the organisation. Thus, serve as a
link between company’s management and its employees (Yost, Ciliska and Dobbins, 2014). To
accomplish all the above functions human resource manager requires professional knowledge,
skills and behaviours are as following:
Skills:
Communication: This is the most important skill required by HR professional for
restructuring of all the activities of organisation as they act as a link between employees and
other managers in an organisation. Thus, its responsibility of HRM to communicate all required
information of business to employees. Human resource professional of Whirlpool need to be
comfortable in speaking clearly so that they communicate well with employees.
Multi-tasking: For reconstruction activities in organisation and strategic changes to
preserve the company, HR professional required this skill at every level. According to the case
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study, manager should not only focus on effectiveness but in all the areas of organisation
(Quendler and Lamb, 2016). It's the responsibility of HR professional to work in all dimension
of the company and solve problems of the workers.
Conflict management: HR professional are required to have knowledge about conflict
management, so that they can solve grievances between different employees or with any member
in the department. This is the core duty of HR manager to understand problems of their workers
and find appropriate solution to it. Hence, Whirlpool company is conducting various training and
development program for restructuring of their organisation and to enhance the performance of
their HR professional and they solve the problems of employees more easily.
Professional knowledge:
Service delivery: The HR of Whirlpool’s has to deal with employees every day so they
should have proper knowledge about different distribution channels of organisation. Thus,
should have knowledge about payroll system, employee benefits and career advice. Therefore,
for restructuring of organisational activities it essential for HR to have professional knowledge
about service delivery so that they can guide the employees in right direction (Richards, 2016).
Contract Law: HR professionals must have knowledge about different contracts laws
such as employment law, health and safety act, labour law etc.
Training and development techniques: HR professionals must have knowledge
regrading different techniques of training and development. With the help of this, they are giving
the best training to employees.
Behaviours:
Courage to challenge: The HR professional should have positive behaviour and ability
to deal with challenges by showing up confidence to speak up skilfully. This helps in the process
of restructuring activities of Whirlpool.
Ethics: HR professional should have ethics of company. They also make sure that
employees are also having these business ethics.
P 2 Personal skill audits to determine proper knowledge, skills and behaviours also develop a
professional development plan for a given job role.
Personal skill audit:
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It is process of determine failing and declarations of single and needs to evolve healthy
atmosphere.
Strengths
I effectively understand all guidelines of tasks
and projects.
I give advice to my team member for
completing work.
I make decision for implementing strategies.
Weaknesses
I am unable to manage my time for completing
work, so that I will focus on my work and
achieve target.
I am unable to take decision easily.
My communication and presentation skill is
very weak.
I have weak leadership skill
Opportunities
I have opportunities to increase my multi-
tasking skills with using different soft wares.
I have opportunity of solving problems and
conflicts in organization.
Threats
I am emotional kind of person, so that I cannot
see any types of injustice.
I feel uncomfortable to talk among large
audience.
Professional Development Plan
S. No. Skills Achieve Time frame Job role
1 Time management Through follow
instructions given
by leaders, I will
achieve this skill.
Within 1 week, I will
grow this skill.
This skill helps me
in managing my
work and
increasing my
performance in
Whirlpool.
2 Leadership Through taking
training, I will
attain leadership
skill.
I will grow this skill
in 1 month.
This skill helps me
in solving issues
which has occurred
in team work and
lead them in
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appropriate manner.
3 Decision making I will achieve
decision making
skill through
following different
techniques and
taking advice from
my superior.
I will develop my
skill in 1 month.
This skill will help
me,
In implementing
the strategies,
policies and
achieve goals and
aims.
4 Communication skills I will accomplish
communication skill
through adopting
theories and
methods.
I will fulfil my skill
in 1 week.
This skill helps me
to increase
effective work
performance in
company.
M 1 Personal reflection and evaluation for professional skill audit
From professional skills audit I have understood that it’s very important to communicate
message clearly to employees so that work can be done properly. I have developed good
speaking skill which has helped me to give clear instruction to worker and make them
understand situation in right way. Also, service delivery skill has help me to give proper advice
to employees so that they can bring improvement in their work. Thus, it has help me to solve the
problems of workers more effectively.
LO 2
P 3 Differences among organisational as well as individualized learning
Organisational learning Individual Learning
It is the procedures of designing, using as well
as sharing knowledge within organization.
It is procedure of developing skills and
knowledge of individual.
For organisational learning, there are many
approaches.
With the help of training methods, increasing
individual learning.
It allows for teams to learn accurate relating to Through follow theorise and methods,
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particular projects. individual increases their capabilities.
It is important in flexibility of business
(Quendler and Lamb, 2016).
With the help of Learning cycle theory,
increases experience.
It is beneficial for increasing productivity and
profitability.
It is good for increasing motivation and
confidence.
It is advantageous for creating culture and
decreasing workers turnover.
It is beneficial for improving individual's
performance.
It helps to increase satisfaction level of
employees.
It gives positive attitude for solving problems.
It assists enhancing ability of team. It assists increasing capacity of individual.
Through organizational learning, employees
are improving of mind set.
Through learning, individuals' increases ability
to respond the changes.
It helps to creating and sharing ideas between
team members.
It helps to increase communication and
presentation skill.
Difference between training and development:
Training Development
Training is brief time period procedures in
which workers develop their skills as well s
knowledge.
However, development is lengthy period
activity in which workers increase capabilities
for achieving goals.
Training focused on present conditions. Beside this, development is focused on future
aspects.
It is organized regarding job oriented. As compared to this, it is planning relating
career oriented.
The aim is to improve employee performance. In contradicting, the aim is to prepare worker
for future challenges.
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Training and development activities and organizational learning individual learning are
applied in Whirlpool organization so that their employees gets motivated and will develop skills
which needs to be improved so that they work hard to achieve organizational objectives of the
organization. For example- in whirlpool’s organization HR practices needs to be improved
therefore, by regularly developing training and development programs and also organizational
learning employee gets motivated and also work hard in completing challenges.
P 4 Needs for continuous learning and professional development
Constant learnedness as well as professed improvement is needed to cause property
enterprise execution. It is needful to increase knowledge, capabilities and competitive advantages
of company. Constant teaching is the key abilities to identified professional need and individual's
skills. It is explored by investigation, measurement, enquiry and other types of learning.
Therefore, employees of Whirlpool need to continuous learning for manage sustainable
development of their business (Quendler and Lamb, 2016).
Professional development is needed for developing strategies, modifying techniques and
methods which is used in business, improving decision making and increasing productivity,
sharing information, improving feedback. It is needed for increasing retention, building
confidence and credibility, make easy succession planning and improving efficiency.
Increasing retention: Through professional improvement, employees are better
performing and planning of their career. They are also managing performance by continuous
learning. With the help of constant learning, workers are developing their skills and abilities.
Build confidence: Continuing learning and development helps to build confidence and
credibility of employees at workplace. Therefore, workers are interested in their organizational
activity and helps to improve productivity of Whirlpool. To build confidence, employees gain
knowledge and experience. (Spreitzer and Porath, 2012).
Improving efficiency: Company provides continuous learning of their employees for
improving efficiency at workplace. It is responsibility of firm that giving professional
development for improving efficiency of employees at workplace. In order to professional
development, employees increase knowledge and abilities for better working in company. From
developing skills, workers are interested in many activities of handling performance of
organisation.
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Increasing operations: Employees are effectively working on transaction of company by
professional development. With help of continuous learning, organization can increase
sustainable growth. Whirlpool use different techniques, methods and theory in operations at
workplace (Moss, Gibson and Dollarhide, 2014).
Decision making ability: Employees increases their ability to make decisions from
professional development and continuing learning. Through effective learning, employees
completed their working on time. Effective decision making ability, improve performance of
employees’ Professional development also helps in resolving the conflicts.
Taking feedback from people: In respect to consider continuous learning and
development, the chosen enterprise must be taking feedback from another people. As a result, it
helps to reduce issues and problems which occur to perform several activities together (Richards,
2016). Feedback upgrade growth and development of staff at workplace. Feedback or suggestion
from people helps employees in increasing their knowledge about the present trends.
Personality development: Continuing learning and professional development helps to
increase personality development and achieve goals. With the help of professional development,
an individual's creating personality and increasing knowledge. It is also improving behaviour and
attributes for better working (Ahmadi and et.al., 2018).
M 2 Apply learning cycle theories
Organization follows experiential learning cycle theory for implementing continuous
professional development. This concept involves four stages that is concrete experience,
reflective measurement, ideal conception and active experiment. With the help of this theory,
formations of new concepts, creating new ideas and increasing experiences. It assists to rising
new thoughts and alteration in existing conception (Kolb, 2014). There is another learning theory
which named Honey and Mumford learning style. This theory involves determine learning style
and seek out possibilities using this style. There are four styles that includes activist, theorist,
pragmatist and reflectors.
Another theory of learning cycle is HONEY and MUMFORD theory under which
individual will develop their learning style and also carry out opportunities which helps them to
develop that style. To develop that learning style, individual have to develop learning capabilities
by which helps them in becoming all rounder learner.
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D 1 Learning goals and cycle achieving sustainable business performance objectives
There are many skills includes time management, leadership, conflicts resolution and
decision making. These abilities are helped to me for achieving objectives of sustainable
performance. With the help of training, I am following instructions for increasing skills and
knowledge. Development plan is help me to make decisions, resolution of conflicts.
LO 3
P 5 HPW approval to employees’ involvement and competitory advantages
High presentation working is theory that aim is to impact workers involvement as well as
seriousness in relation to achieving sustainable business execution. High performance work
system in an organization helps them to create positive organizational culture in which
employees get motivated to work and also provide their best possible work in getting targeted
future needs of the Whirlpool organization. Under this various approaches are developed by
organization to get the best possible work from employees.
Employee Engagement: High presentation working (HPW) is strategy to manage
Whirlpool’s that objectives to re-create more effectively participation and commitment. This
system helps to accomplish high level of execution and created to increase discretion attempts by
workers put into their work as well as usage of their skills. There are many practices of HR to
support of HPW which are includes annual appraisal, formal feedback from superiors as well as
customers, revaluation vacancies in terms to business plan of action, reassessment of training
needs of workers. These practices helps to engage more employees (Shirokova and et.al.,2016).
With the help of HPW, employees easily involve in solve problem. This system helps to gain
success of organisation and contributing in productivity.
Competitive advantages: The competitive advantages mean good financial result. With
the help of HPW, increase employees' engagement and competitive advantage. High
performance working system is also linked with competitive advantages. HPW helps
Whirlpool’s to compete with their competitors and attain significant advantages. This system
helps to engage more employees in organisation and they are helping to face competitions. With
the help of HPW, employees are involved in competitions. (Qin and et.al., 2014). This system
helps to increase creativity of employees, so that workers are fully confident for competitions.
The values of organization include to face competitive advantages. It helps to utilize values of
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company for effective competitions. Therefore, decision making strategy successfully adopted
among different competitions.
In this context, Whirlpool is manufacture company which provides home appliances.
However, there is lack of team functioning so that company ensures that changes in HPW.
Through modification of HPW, organization increases positive team work and gain competitive
advantages. Therefore, this system helps to increase sales, costs and market share (Tachizawa,
Gimenez and Sierra, 2015).
M 3 Benefits of applying HPW
The benefits of HPW is increased employees’ performance, abilities and knowledge.
Therefore, Whirlpool follows HPW system for improving team work at workplace. They also
follow for higher labour productivity as compare to competitors. It helps to engage more
employees and face competitive advantages. HR practices support this system for success of
business (Ahmadi and et.al., 2018.).
LO 4
P 6 Various theories of managing performance
Performance management is a process to plan, monitor as well as review by manager for
employees. It is operation of setting goals, assessing progress, ongoing coaching and feedback to
ensure that workers are achieving objectives and goals of career. The objectives of this process is
to advance and modify effectiveness of employees at workplace. This process helps to increase
productivity and performance of employees in organization. It is also improving communication
between employers and workers. Business managers use performance approaches also to find
performance appraisals of the employees of the organisation and they disclosed it at the time of
their performance appraisals. An performance of employee depends on number of factors such as
conductive work environment, work profile, bonus system, job satisfaction, technology,
compensation etc.
Approaches of performance management:
Measurement of performance is important approach for improving employees’ execution
in the organization. Businessman usually measures action and assesses contribution of staff in
growth of organization. This is conveyed to worker at the time of their performance appraisal.
Workers performance depend upon various elements such as conducive work atmosphere, work
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profile, compensation, incentive system, job satisfaction, organization plan of action, practical
application (Moss, Gibson and Dollarhide, 2014).
Whirlpool follows different approaches to attain significant results and goal with
assessing action of their workers. Five major strategies are:
Effective communication: It is technique of managing performance of employees in the
organization. With the help of this, workers are working together effectively and comfortably in
team.
Comparative Approach: It is strategy of measuring performance of workers. In this
approach, employees are rated by highest to lowest. There are various methods for comparative
approach such as paired comparison, graphic rating scale, force distribution techniques.
Force distribution technique includes ranking of workers in groups. This ensures rewards
for top performer. By providing proper training and direction for promoting higher managerial
positions of the highest performers for lower performer, giving chances for further improvement.
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Illustration 1: performance approaches
(source: approaches for measuring performance of
employees,2017)

In paired comparison method, comparing one performer with other and allot score 1 for the top
performer.
Attribute Approaches: In this theory, workers are ranked on base of particularly fixed of
factors like problem resolving abilities, team work, interaction, opinion, creativeness and
inventions. For measuring performance, Whirlpool use graphic rating scale method. This method
express rating scales of workers from lowest to highest (Moss, Gibson and Dollarhide, 2014).
The limitation of this approach that it is not accurate for identifying highest and lowest
performers. The benefit of this concept that organization will easy adopt at workplace for
employees.
Behavioural Approaches: This is one of the oldest measurement techniques of execution.
This method belongs of order of straight scale for various attribute of activity. This can be done
utilizing BARS (Behavioural Anchored Rating Scale) technique. This consist of five to ten
vertical standards. It is method to give particular description with frequency in relating to
worker behaviour and effective performance. BOS (Behavioural Observation Scale) is advanced
variation of BARS.
Result Approaches: It is simple method wherein company rate workers on the basis of
their performance. Balance Scorecard techniques is type of result approaches is first type of this
concept. This method focuses on four views such as fiscal, clients, transactions, learning and
development. Productivity measurement and evaluation system is second type of method. Last
type is feedback which help to evaluate workers action. Benefit of result approach is transformed
schemes into transactions with more universal aspects. It takes into mentation outside situation of
job like clients, learning and development (Ahmadi and et.al., 2018).
Quality Approaches: This method is to given direction for improving customers’
satisfaction, decreasing fault and achieving continuous services creation. This concept takes into
consideration both individual's and system elements. This approach particularly centres on use of
Kaizen process in terms to endlessly improves the business procedures. The benefits of this
approach involved appraisal of both worker and method, resolution difficulties through team
work, use of multi sources to measure action and engagement of both internal and external
elements. Through this concept, supervisors take daily basis feedback of employees for their
performance. On the basis of personal and professional traits of workers, employees are gives to
tasks.
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M 4 Evaluating different approaches
Comparative approaches are beneficial for giving higher managerial positions, however
this approach is more advantageous to support high performance culture and productivity of
employees in the organization. This approach helps to solve problems, effective team work and
proper communication between employees. The advantage of quality approach is customer’s
satisfaction, however this method is more beneficial for engaging more employees in the
organization (Shirokova and et.al.,2016).
D 2 Appropriate judgement of HPW
High performance working is system for engaging more employees, their commitment
and involvement in competitive advantage. HPW leads to increasing labour productivity and
improving employee engagement. As per my point of view, this system helps to increase ability
and knowledge for facing competition. As per my opinion, this system helps in succession
planning.
CONCLUSION
From this report, it can be concluded that requirement of appropriate businessman skills,
knowledge and behaviour by HR professionals audit and their development plan (PDP).
Furthermore, report summarised about personal reflection and evaluation of skills audit which
helps to increase individual performances in positive manner. Moreover, it can be also concluded
that individual's learning, needs of continuous teaching and professional growth helps to
maintain effective results at workplace. Report included learning cycle theories in term of
implementing continuous development and develop plan in relation to achieve objectives of
sustainable business performance
Furthermore, report articulated about high presentation working(HPW) approval to
employees’ involvement as well as competitory benefit in specific situations. Report also
discussed about different approaches to manage performance and high performance cultures as
well as commitment. Study analysed different theories of identify significant advantages at
workplace.
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REFERENCES
Books and Journals
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Dey, A., Giri, I.,2017. Approaches for measuring performance of employee.[ONLINE].
Available through <https://www.projectguru.in/publications/approaches-measuring-
performance-employees/>
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