Developing Individuals, Teams and Organizations | Assignment
Added on 2020-12-31
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Developing Individuals, Teams and Organizations1
Table of ContentsIntroduction............................................................................................................................................................3LO1. .......................................................................................................................................................................3P1: Knowledge, behaviours and skills required by HR professional ..............................................................3P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role............................................5LO2. .....................................................................................................................................................................10P3 Analyse the differences between organisational and individual learning, training and development...............................................................................................................................................10P4 Analyse the need for continuous learning and professional development to drive sustainable business performance.................................................................................................................................12P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organisational situation...................................................................................16LO4. .....................................................................................................................................................................18P6 Evaluate different approaches to performance management................................................................18Conclusion............................................................................................................................................................192
IntroductionThe word development is very important whether its school or organisation. developmenthelps the organisation to stand lonely in a competitive business environment. Therefore, it isnecessary to manage and monitor the development of individual, team and organisation within aworking environment in order to achieve the targets and goals in a systematic manner. Thisreport is based on case study of Whirlpool which is American based organisation deals in homeappliances all over the world. This report will discuss on various skills, knowledge andbehavior which is necessary for HR manager. This case study will also assess the skill audit ofpersonnel, individual and organizational learning along with training and development whichenhances the individual and organizational performance. This report will also evaluate the roleof high-performance work and performance management within the organisation for enhance orimprove performance and also helps the organisation in a sustainable development.LO1. P1: Knowledge, behaviours and skills required by HR professional HRM role in company is to maintain peace and harmony of company and attainmaximum utilization of resources. The human resource manager roles and responsibilities arefall into three main areas like staffing, benefits and employee compensation and designing ordefining the work to the employees. The main purpose of human resource management is toenhance the productivity of an organization by improving the efficiency of its workers.Therefore, the Human Resource Manager plays an important role in the organization whichhelps to Whirlpool to hire or recruit the skillful and knowledgeable candidates for theorganization growth and success (Bratton and Gold, 2017).In the organization like Whirlpool, the Human resource manager will require to have abasic and good knowledge of human resource and how to manage it in an effective mannerwhich enhances the productivity of the business operations and assists the organization inachieving their goals and objectives in a timely manner. 3
Following are the skills required by Human Resource Manager in the cited organisation:Communication skills: The main skill of HR Manager is facilitating communicationbetween employees and employers. HR manager of Whirlpool is responsible for developing aneffective and better communication system within the organisation in which employees caneasily communicate with the employers with the help of HR manager (Collings, et. al., 2018).Communication is an essential part for smooth functioning of business operations as it assist inopen communication between managers and employees. Apart from that it helps in reducingconflict among employees which indirectly improve motivation level of employees.Problem solving skills: In order to run business operations in an effective manner, theHR manager must ensure that employee with different personalities can work together andaccomplish organization's goals and objectives. Whirlpool’s HR need to have this skill to solvethe problems of an employee and provides them solution to their problems. This will help inimproving motivation level of workforce which results in their improving performance. Following are the knowledge required by HR manager in the cited organisation:Personnel management: The HR manager of an organisation must have knowledgeregarding personnel management which is basically based on information like recruitment andselection, staffing, workforce planning, training and development, etc. This is important forWhirlpool’s HR manager to focus on effective results of in business operations and morecooperative working within the organisation while selecting or hiring best candidates for theorganisation (Ballantyne and Povah, 2017).Legislation knowledge: The HR manager must acquire the knowledge of different legalor employment laws, codes, precedents and procedure of courts, etc. With this knowledge theHR manager of Whirlpool organisation can maintain and create ethical working environmentbetween employees and also in teams.HR should have proper knowledge of all the legal lawswhich are set by the management and local government as it would help them to avoid any legalissues which could be imposed after breach of code of conduct. For instance, if workplaceenvironment is according to company and government policies then employees will feelmotivated which leads to increase in efficiency and effectivity. 4
Following are the behavior required by HR manager in the cited organisation:Ethical behavior: The Human Resource Manager of Whirlpool should have ethicalbehavior to prevent and manage issues among employees and organizations. The HR managershould be more principled or decent at work. The HR manager of Whirlpool should have ethicalbehavior on corporate issues and also take ethical decisions within the organisation as it helps inmaintaining sustainability of firm for long term. For instance, HR professional should recruitemployees according to their working performance and interview instead of favoritism as itincrease demotivate level in the mind of employees which will persuade to decrease in overallproductivity of company.Privacy: The HR manager of Whirlpool should have confidential nature to manage andrecord the information related to the organisation and its workers. They maintain the records insuch a manner which are not disclosed outside the organisation. HR professional should makeall the information regarding employees confidential as if it does not then it will increase unsafefeeling in the mind of employees which will affect their performance in a negative way.P2. Personal audit skill for professional development planThis is very important for the organisation to have some qualified skills andknowledgeable workers or candidates within the workplace to manage different problems. Theskill audit is necessary in the organisation to determine the skills and capabilities in the workers.The HR manager of Whirlpool require to conduct personal skill audit to understand the lack ofskills which is rise in the workplace. Personal skill audit is legal document which providesinformation about skills which are strong and weak. These skills are required at work place toperform operations in effective and relevant manner. Personal skill audit of HR personnel is asunder-Sr.No.SkillsandCompetenciesPersonal QuestionerSelf-assessedScoreScore fromothersVariancesComments1Coordination How effective am Iwhenwith78-1Good5
colleagues? 2InformationTechnology SkillsHow effective am Iwhen I work oncomputer? 871Bad3Active listeningHow good my activelistening skills iswhilecommunicating withteam member? 79-2Good4Communication skillHow good mycommunication skillsis when coordinatingwith my colleaguesand team members?981Bad5Conflict resolutionHow good am I whenhelping other tosolve their conflict?792BadDecision makingFrequency of takingright decisions incritical situation?871Bad7Leadership How well I managedmy team work whileworking?68-2GoodAbove table shows skills which are required. There is self assessment and assessment byothers. There are some positive as well as negative digits. Negative digits shows strong skillsi.e. coordination, active listening and leadership skill. While positive digits shows weak skillsi.e. IT, communication, conflict resolution, decision making skill. The skills that are measuredthrough positive and negative variances, they show developed and under developed skill.Negative sign shows that this skill is improved or developed and positive sign shows that thisskill need to improvement an development. For example, Coordination, Active listening andLeadership are some skills that are defined by negative sign it means they are improved anddeveloped. Information Technology Skills, Communication skill, Conflict resolution, Decision6
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