Analyzing Team Collaboration and Leadership

The provided assignment involves analyzing various studies and articles on team collaboration, leadership, and performance management. The texts cover topics such as distributed leadership, team development, corporate learning, and stakeholder engagement. The assignment aims to understand the importance of effective teamwork, different leadership styles, and strategies for improving employee engagement and organizational success.

Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1. Professional knowledge, skills and behaviours that are required by HR professionals........3
P2. Personal skill audit to find out appropriate knowledge, skills and behaviours and develop
a professional development plan for a job role...........................................................................4
TASK 2............................................................................................................................................7
P3. Differences between organisational and individual learning, training and development.....7
P4.Determine the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................7
TASK 3............................................................................................................................................7
P5. How HPW contributes to employee engagement and competitive advantages within a
particular organisational situation...............................................................................................7
TASK 4............................................................................................................................................7
P6. Different approaches to performance management and demonstrate with specific
examples......................................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................7

INTRODUCTION
The primal to prosperity for any company is effectual operating of the groups and
individuals within the division. The quality in public presentation of groups are the building
areas for extremely graded institution. This assignment is about the factuality of processing
single and group of Whirlpool (Alqudah and Razali 2016). Whirlpool is the largest producer and
supplier of home products. It has headquarters in United States, Michigan and Benton Charter
Township. This document consider cognition, abilities and demeanour needed by HR
professionals and the components to be advised when utilizing and evaluating comprehensive
acquisition and improvement to actuation property business concern execution. It also precise
endeavour of HPW to worker engagement and competitor benefits .
TASK 1
P1. Professional knowledge, skills and behaviours that are required by HR professionals
To minimize the competition in the world in is essential to a business person or a
company to make improvement in the skills and knowledge, skill and behaviour regarding with
time. If an organisation assist all these three thing then it can make improvement development
and powerfulness of employees. So the individual who is responsible for maximizing the
performance of a company in the HR manager. To chose or select an qualified employee, HR
manager of the firm will used appropriate skills, knowledge and behaviour so that they can hire a
well qualified employee which help in attaining organisational set objectives in less period of
time. As per the described information of the assignment as an HR consultant of the Whirlpool I
have to present the report at the annual confederation of British Industry workshop as an HR
consultant of this company. The major role and function of HR manager is to offer and arrange
all the required resources to the workers so that they can make improvement in their
performance, knowledge and skills to make contribution in the company to increase the
productivity (Boughzala and De Vreede, 2015). So there are some required skills, knowledge
and behaviour are as following which are required by the HR professionals:
Knowledge
It refers to the learning and ability of learning new things which are helpful and effective
for the personal and professional growth of individuals.

Contract Law- It is a legislation under which an agreement between private parties
creating mutual obligations enforceable by law. The basic elements needed for the agreement to
be a legally enforceable contract are mutual assent, adequate consideration, capacity and legality
(Cheng and et. al., 2016). It is important to have information about these things so that when the
organisation face any issues, the HR professionals have knowledge about them and help in
solving them.
Training and development techniques- There are various techniques and methods which
are used by the management and HR professionals of Whirlpool to used to provide training and
development of their employees. For example, on the job training, off the job training, coaching,
online classes and others.
Skills
They are as following:
Communication skill- It is the process of sharing and transferring the information to one
person to other. In Whirlpool, with the help of communication skill, the HR professionals can
deliver information to other workers who are working within. To transfer information, they can
use oral and written communication, in oral communication they can hare their views by direct
interaction, seminars, conferences etc. But in written communication, they can use email,
message, memo and others.
Problem solving skill- It indicates to the quality and ability of an individual to resolve
issues and problems of the company or an another person. In Whirlpool, with the help of this, the
HR professionals can provide solution to the employees when they are working in a team.
Behaviour
Ethics- The behaviour of the HR professionals should be good so that it could solve all
the issues the ethics of several employees. It is the responsibility of HR manager to transfer
appropriate information to the right people at correct time. It help in showing ethics of a person.
Confidentiality- It refers to the protection of personal information. With the help of this
behaviour the HR professional can keep the client's information between client and himself also
(Gallant, Sherry and Nicholson, 2015). For this in Whirlpool, individuals files and information
are locked and secured.

P2. Personal skill audit to find out appropriate knowledge, skills and behaviours and develop a
professional development plan for a job role
Professional development plan- This plan is also known as an employee development plan or
an individual development plan. This plan can be used by the management of Whirlpool to
document organisation's goals and design strategies to meet these aims and objectives (Hawkins,
2017). With the help of this plan, the management of the company can assist employees in career
and personal development. The main objective of this plan is to help the employees to reach long
and short term career goals to make improvement and development in current job performance.
Requirements Personal
audit(rating
0-10)
GAP Remedial
action/ strategy
Deadlines for
remedial
action
Knowledge
Contract Law 7 Requirement to
make
improvement in
contractual law
knowledge.
To make
improvement in
this, with the
help of external
short law courses
1.5 months
Training and development 8 To get
information
about different
methods and
techniques of
training and
development.
To join online
classes and
programmes or
training and
development
seminars and
conferences to
gain knowledge
about different
methods of
training.
3 months
Skills
Communication 9 Requirement to To make 1 month

make
improvement in
writing skills.
improvement in
this skill with the
help of reading
books, coaching
classes and
others.
Problem solving 7 There are
requirement to
make
improvement in
this skill.
This skill can be
improved by
solving several
case studies
related to
different case.
2 months
Behaviour
Ethics 6 Need of
improvement in
sharing
appropriate
information with
employees.
To gain
information
thorough internet
about appropriate
manner and way
of data transfer.
Ongoing
Confidentiality 7 Requirement to
make security in
data and
information
protection.
Make
improvement and
refresh
knowledge by
reading books.
Ongoing
Personal skill audit- It indicates to a way and manner for a person to find out strengths and
needs to develop in a healthy atmosphere. It is important and crucial to identify the strengths and
weakness of a specific person. It is helpful for recognising the flaws at and every level of the
process. So the HR professionals of Whirlpool are responsible to see those areas where is

demand of audit process (Healey, 2017). With the help of this process, the employees of the
company can get information about their weakness and they can make improvement within them.
Objectives Very good Good Adequate Little or no
experience
Information technology
Use of Microsoft office word √
Use excel spreadsheet
Use a database √
Use specialist HR software √
Use the internet √
Use e-mail
Use power point √
Communication Skill
Drafting contracts of
employment
√
Taking notes of disciplinary
hearings
√
Write reports √
Produce material to support
presentations
√
Delivering a training session √
Resolving disputes/complaints √
Interviewing √
Advising on HR issues √
Problem solving skills

Make good use of verbal
reasoning skills
√
Able to handle complex data and
make selective use of
information
√
Explore more than one solution
in order to solve a problem
√
As per the defined PDP and skill audit, it can be analysed that there are few skills
like communication skill , problem solving and others are beneficial to me because with the help
of these plan I can monitor my strengths and weakness and make improvement. It will helpful to
my personal and professional growth and development.
TASK 2
P3. Differences between organisational and individual learning, training and development
Organisational learning: It is a process of generating, structuring and sending information
inside the company. Whirlpool, establishes with developing on daily basis and with certain time
period it is a learning guides about all aspects which will improve the structure of whirlpool
(Housley, 2017). The way it measures learning process comprises the relation of increase in
product and service productivity, quality, quantity and production cost of whirlpool.
Individual learning: In this process, which helps in understanding the organisational learning at
whirlpool. Importance of individual learning is connected to all members so that proper
management of work can be done. This consists of over all development of employee including
working speech, mental level and physical health of individual.
Difference between organisational and individual learning:
Basis Organisational Individuals
Definition In this method, whirlpool accumulate
and provide a learning process for all
employees.
In this method individuals are trained
but, categorised by their departments
not all members have to be trained
in all divisions.

Aim Main goal is to restructure whirlpool
workings and make them smooth with
increase in production and revenues
Main goal is to develop all member's
in their fields to avoid any mistakes
or confusion.
Number of
Individuals
Plenty Few divided by their field.
Training: It is supreme opportunity which helps in expanding knowledge at whirlpool. These
are good for attaining basic information about company and later process it to use while working
at whirlpool. This method is time consuming and money costing in nature but is a great
investment for future (Jelphs and Dickinson, 2016). Trained employees at whirlpool will render
good services and better experience to customers which is going to provide monetary benefits.
Development: This process is to help whirlpool make new changes in their rules, norms, policies
and conditions which have become a barrier in development of company. It works to improve the
qualitative and quantitative efficiency at whirlpool (Liljenberg, 2015). In case of any disputes
within the company at any hierarchy of whirlpool is also solved by this method.
Difference between training and development in organisation:
Basis Training Development
Meaning This process is to make all members
at whirlpool well developed in their
fields. This procedure is time taking
but is considered as investment.
Development at whirlpool is very
important to keep employees up-to-
date. New technologies should be
known to all individuals
Aim To achieve goals of increase in
revenues and improving working
quality.
Development at whirlpool provides
path towards main aim of company
plus its essential for solving issues
in company(if any).
Number of
Individuals
Many All member's

P4.Determine the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning
It indicates to the practice which is accepted by individuals regularly in context of
making expansion and improvement in their skills by collecting and gathering new skills and
knowledge. In Whirlpool, it can be monitored as a strategy which is crucial to attain prosperity in
life. In this organisation, the HR manager of the company can organised various continuous
learning program with the help of seminars, workshops and others. It will be helpful to make
enhancement and improvement in the skills and abilities of employees which help in success and
growth of the firm.
Professional development
It refers to the process of making improvement in the capabilities of employees by
organising training and learning sessions within the firm. It also indicates to the development of
the employees affiliated to their particular job role (Mosadeghrad, 2015). In Whirlpool, the HR
manager of the company should organise some professional development programs so that the
workers can make improvement in their skills and knowledge and make contribution in the
growth of the firm. It help in increasing the productivity level of the company up to a certain
level. If the employees perform well due to enhancement in personal and professional skill, they
can get various promotion opportunities.
Significance
The importance of professional development and continuous learning as following to
drive sustainable business performance of Whirlpool:
Filling up the skill gap more effectively- It is the first essential of continuous learning
and personal development that it is useful and effective to fill up the gap between the skills or
knowledge appropriately among the people (Payne and Calton 2017). Therefore, the
management of Whirlpool can conduct some continuous and performance development sessions
and programs to make enhancement in the skills and knowledge of employees. It will be helpful
for the company because if they make improvement in their skills then they can make
contribution in the growth of the firm.
Useful for gaining competitive edge in the market- In Whirlpool, effective continuous
learning and professional development culture will provide output faster time to marketplace for

products and services. To get fast response and feedback from customers as well as it will also
lead in fulfilling future needs in the market. So the HR manager of this company should insure
at a specific period of time that the employees are making improvement in their abilities at
continuous basis. It help in making long term sustainability of the organisation at the market
place.
Beneficial for creating effective working environment- In Whirlpool, when the
employees get chance to make improvement in continuous learning and develop their
professional the it will be helpful for making improvement in the workforce productivity. In
context of this, it will also useful for creating more innovative workplace.
As per the defined information, it can be analysed that continuous learning and
professional development is helpful for driving sustainable business performance of Whirlpool
(Raes and et. al., 2015). It is also effective form making improvement in the skills and
knowledge of employees so that they can use them at personal and professional level.
TASK 3
P5. How HPW contributes to employee engagement and competitive advantages within a
particular organisational situation
High performance working define as practice which is completed by the organisation in
hiring, choosing, training and retaining workers so that all over productivity of the firm would
improved. In Whirlpool, with the help of HPW, the management of the company can make over
the appropriative atmosphere for the where where they can explore their skills and do their work
with more effectiveness (Schuchmann and Seufert, 2015). There are several kind of HPW
practices which can be utilized by the management of Whirlpool to make improvement within
the efficiency of the firm, they are as following:
High employment involvement- In an organisation, the culture and environment of the
firm create impact on the quality of workers. Appropriate working conditions influence and
encourage the employees to work hard in bad situation. In Whirlpool, the management of the
firm should make working environment healthy and friendly so that the employees of the firm
can perform their responsibilities and duties in appropriate manner and make their contribution
in the growth and development of the firm.

Human resource practice- HR department is the most important function to hire
qualified employees for organisation. In Whirlpool, Human resource department of the company
hire and recruit well qualified and skilled employees for the company. They organised training
and learning sessions and programs to the employees so that they can make improvement in their
skills and learn new things. It will be helpful for the workers because with the help for it they can
help in organisational future success as well as themself also.
Reward process- It indicates to a motivational process under which motivation provided
to them by analysing their performance. In Whirlpool, the management of the company conduct
performance appraisal process and monitor and rewarded the workers according their
performance. In its reward system, they provide bonus, promotion, training, gifts, foreign trips
and others (Thorpe, 2016). It help in motivating employees so that they can do they work with
more effectiveness and increase the profitability and productivity of the organisation.
TASK 4
P6. Different approaches to performance management and demonstrate with specific examples
Performance management is the a most important function which is performed by the HR
of a company (Tian, Risku and Collin, 2016). It include the various activities such as ceaseless
progress assessment, execution of continuous and professional devolution programs, feedback
for reinforced performance and provide reward for effective workforce performance.
Approaches of performance management
There are several approaches of performance management like comparative, attribute,
Behavioural, quality and result. These approaches can be used by the management of Whirlpool
to make improvement in the performance culture. Some of the approaches of performance
management are as following:
Comparative approach- Within this approach, the management of the company make
comparison between the employees who are working on same job role. For example, X and Y
are two employees and they are working on same job role in Whirlpool, then the management of
the organisation make comparison among them on the basis of their performance and skills. It
will be helpful for increasing the competition level in the company so that the employees and use
Attribute approach- this approach of performance management evaluates performers
towards a predefined set of characteristics and skills like, problem solving, decision making,

team work and others. For example, In Whirlpool, the management of the company can monitor
the performance of the employees on the basis of their skill and traits. If an employees have
various skills in comparison to other then the individual 's performance is good.
Result approach- Within this approach, the performance of the workers are monitored by
the management on the basis of rank. For example, In Whirlpool, the management of the
company can provide rank by evaluating their performance and work which is done by them.
With the help of this approach the organisation can make improvement in the level of
productivity of the firm.
As per the defined information it can be summered that the management of Whirlpool
should use these approaches to make improvement in the productivity and profitability of the
company (Alqudah and Razali 2016). These approaches of performance management will be
help in gaining competitive advantages and supporting high performance culture of the firm.
CONCLUSION
As per the beneath information it can be concluded the core purpose of HR recruiters to
be knowledgable, skill-full, quick thinkers and motivational human beings in nature for running
a business organisation. One shall also contain knowledge about the work, methods of acquiring
skills of employees and prepare a scheme for running business efficiently. This report has
accumulated the difference between individual and organisational learning plus has differentiated
training and development. Here, brief analysis of understanding business is provided by
explaining several methods and organisational structure to understand the workings, priorities,
aim, objectives and ultimate goals of company. This report also consists, several scenarios which
appear in any organisation consisting confusion, disputes and their solutions. Several technique's
to induce management skills and individual development of all member's on their field basis and
over all development as an employee is also described in this report.

REFERENCES
Books and Journals
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Boughzala, I. and De Vreede, G. J., 2015. Evaluating team collaboration quality: The
development and field application of a collaboration maturity model. Journal of
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Cheng, C and et. al., 2016. Transformational leadership and social identity as predictors of team
climate, perceived quality of care, burnout and turnover intention among
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Gallant, D., Sherry, E. and Nicholson, M., 2015. Recreation or rehabilitation? Managing sport
for development programs with prison populations. Sport management review. 18(1).
pp.45-56.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Healey, P., 2017. Development plans and markets. In Connections. (pp. 157-167). Routledge.
Housley, W., 2017. Interaction in multidisciplinary teams. Routledge.

Jelphs, K. and Dickinson, H., 2016. Working in teams 2e. Policy Press.
Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
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Mosadeghrad, A. M., 2015. Developing and validating a total quality management model for
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Payne, S. L. and Calton, J. M., 2017. Towards a managerial practice of stakeholder
engagement: Developing multi-stakeholder learning dialogues. In Unfolding stakeholder
thinking. (pp. 121-135). Routledge.
Raes, E and et. al., 2015. An exploratory study of group development and team learning. Human
Resource Development Quarterly. 26(1). pp.5-30.
Schuchmann, D. and Seufert, S., 2015. Corporate learning in times of digital transformation: a
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Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
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Online
Approaches of performance management. 2019. [Online]. Available Through:
<https://www.hr.com/en/magazines/all_articles/effective-performance-management-
process-five-appr_i3t1jcg4.html>.