Developing Individuals, Teams and Organisations Behaviours

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................1
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................3
TASK 2............................................................................................................................................6
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................6
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................7
TASK 3............................................................................................................................................8
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................8
TASK 4............................................................................................................................................9
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high-performance culture and
commitment............................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Individuals are the people who work to achieve specific targets. There are different goals
and targets which individual wants to achieve. It is essential that they must possess some skills
and knowledge which helps to attain targets. In organisation it is the responsibility of top level
managers to make strategies which are competent to environment. Developing individual helps
to develop effective teams and ultimatelty growth of organisation is possible (Aarons, Hurlburt
and Horwitz, 2011). HR managers has to frame different policies which helps individual to work
in effective and efficient manner. This report is based on Whirlpool which is an American
multinational manufacturer and seller of home appliances. It is headquartered in Benton Charter
Township, US. In this report there is discussion about employee’s knowledge, skills and
behaviour, factors implemented to drive sustainable business performance, ways in which HPW
contributes to employee engagement and competitive analysis, role of performance management,
collaborative working and effective communication for high performance, culture and
commitment.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
HR professional is the person who deals with employees. There is requirement of
different personnel in performing business operations. It is essential to select best candidate from
crowd, so this is responsibility of HR managers. Whirlpool is a brand in home appliance, they
have varieties of product according to consumers. This is because employees are aware of their
roles and responsibilities and give their best. HR manager also plays vital role in improving
performance of overall association. HR managers must have some skills which helps in selecting
employees which are competent for organisation.
CPD model- CPD model stands for continuous professional development. This model
helps to provide knowledge about skills and competencies of employees. This model is effective
for motivating employees to develop their skills, so they can perform business operations in
effective way. In this model analysis is done of skills, knowledge, competencies to accomplish a
task (Bolman and Deal, 2017). Through this model, HR managers are able to frame policies
which are competent for market trends. Managers of Whirlpool apply this model in order to
guide, lead and motivate employees. This helps organisation as well as employees to improve
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performance and polish skills respectively. This model also helps to analyse requirement of
training to upgrade knowledge.
HR Skills
Performance management- HR managers of Whirlpool must measure performance of
workers. This helps them to know which responsibility is better for them. There are possibilities
to implement changes which are effective and significant for market growth and development.
There are benchmarks set by managers, so performance of employees is evaluated in order to
know difference between actual performance and benchmark (Choi and Ruona, 2011).
Coordination- There are different departments in Whirlpool having different roles and
responsibility. It is responsibility of HR managers to make balance in activities of different
departments. This helps in reduction of processing time and overlapping of activities.
HR Knowledge
Law and government- HR manager of Whirlpool has to deal with different employees
having various queries. There are different rules and regulations associated with employees,
which are acknowledged to workers by HR manager. Hence HR manager must have knowledge
about laws and government related facts.
Economics and accounts- Economics helps organisation to maintain economic condition
of Whirlpool. It is responsibility of Whirlpool HR manager to acquire knowledge about demand,
supply laws, etc. which helps to achieve economics to scale. Apart from economics, HR manager
must have knowledge about accounts.
HR Behaviour
Technology savvy- Behaviour of HR manager of Whirlpool is most essential to make
same brand image in industry. This helps to make changes in working style (Decuyper, Dochy
and Van den Bossche, 2010). HR managers must create good and effective relations with
workers which help them to accept technological changes. HR manager must use latest and
updated techniques through which data of employees can be properly maintained.
Solution oriented- There are different problems arise in Whirlpool related to personal or
professional life of employees. So HR manager must listen to problem or analyse results which
are effective and significant for making employees satisfied.
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