Developing Individuals, Teams and Organisations

This report examines the importance of developing individuals, teams, and organizations within the context of Whirlpool Company. It analyzes key HR functions, including professional knowledge, skills, and behaviors required by HR professionals, the differences between individual and organizational learning, and the need for continuous learning and professional development to drive sustainable business performance. The report also analyzes the contribution of high-performance working to employee engagement and competitive advantage, and explores different approaches to performance management.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviours that are required by HR professionals.........1
P2 Completed personal skills audit to identify appropriate knowledge, skills and behaviours
and develop a professional development plan............................................................................2
TASK 2............................................................................................................................................5
P3 Differences among organisational and individual learning, training and development........5
Difference between individual learning and organisation learning............................................6
P4 Need for continuous learning and professional development to drive sustainable business
performance.................................................................................................................................7
TASK 3............................................................................................................................................8
P5 HPW contributes to employee engagement and competitive advantage within a specific
organisational situation...............................................................................................................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management...............................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Development is necessary in company whether it is of team or an individual. It helps in
increasing capabilities, knowledge, skills and work towards attaining the organisational
objectives. This present report is based on Whirlpool company and it is an American
multinational marketer as well as producer of the home appliances (Belbin, 2012). Under
mention report will discuss about the professional knowledge, behaviours and skills which are
needed through HR professionals at workplace. Difference among individual and organisational
learning will be mention here. In given report will be mention about requirement for the
continuous learning as well as professional development to drive for sustainable performance of
business.
TASK 1
P1 Professional knowledge, skills and behaviours that are required by HR professionals
In an organisation, human resource plays a necessary role in enhancing development as
well as productivity of business. It is responsible for recruiting, screening, interviewing,
performance appraisal, motivation etc. They handle payroll, handle employee relation, training
and benefits. In Whirlpool business organisation, HR manager execute the policies at workplace
by including its staff members. There are different professional skills, knowledge and behaviour
required in HR professional mention below:
SKILLS OF HR PROFESSIONAL
Communication skill- It is critical skill for those people which are working in human
resource. It is necessary that human resource professional should have better communication
skill to interact with the stakeholders. In Whirlpool company, HR professional should develop
the healthy working environment and communicate with staff in positive manner.
Leadership skill- Leader plays a necessary role in guiding or directing people at
workplace. HR professional of Whirlpool company need to have the effective leadership skills to
guide its team members so that they can work in right manner and enhance organisation
performance (Blandford, 2012).
Decision making- For an organisation, HR employees make many decisions from hire
staff to resolve issues among employees. It is necessary that HR professional of Whirlpool
company should take the fair decision in favour of company or staff members.
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BEHAVIOR OF HR PROFESSIONAL
Critical thinking- It is essential that HR professional should develop the new methods as
well as thoughts to enhance effectiveness of staff members so that they can give their effective
contribution in attaining specific aims.
Influencer- Under this, it is important for Human resource professional to behave like
influencer or skilled person at workplace because they can control staff members at workplace in
positive way.
Collaborative- In this, HR professional of Whirlpool should motivate employees to work
together and combine their strengths. It will be helpful in attaining organisational goals with in
given period of time (Bolden, 2016).
KNOWLEDGE OF HR PROFESSIONAL
Legislation knowledge- At workplace, legislation plays a necessary role because at the
time of performing any activities or tasks, company should follow all legislations. Government
developed many legal rules for an instance Health and Safety Act, Discrimination act, Equal
employment act etc. These acts are helpful in making the relationship among employees and
managers better.
Management- Under this, it is necessary that HR should have the proper knowledge
about the management and business. It should be aware regarding responsibilities as well as roles
of management in company in a better or effective manner.
P2 Completed personal skills audit to identify appropriate knowledge, skills and behaviours and
develop a professional development plan
Skill audit refers to process for measuring along with recording skills of group or an
individual. Main aim behind conducting the skill audit is to determine knowledge or skills which
company needs and currently has. With the help of this, company can determine skill gaps in
better manner. Through personal skill, an individual can know about its strengths and
weaknesses in better manner (Holden and et. al., 2012).
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Requirements Personal
Audit
Rating
(Scale 0-10)
GAP Remedial
Actions/Strategy
Deadline for
remedial
actions
Communication
skill
9 Due to lack of
confidence I did not
communicate with
people properly.
I have to take classes
and improve my
communication
skills.
1 months
Leadership skill 4 I am unable to provide
proper guidance to
employees in
company.
I have to read books
related with
leadership to
improve my skill and
lead team.
3 months
Decision making 5 I cannot maker instant
decision for problems
arise in organisation
because of lack of
knowledge about
solution providing.
I should participate
in decision making
at organisation to
improve my skills.
4 months
Critical thinking 9 Sometime I cannot
think properly related
with problems due to
which solution cannot
be taken.
I have to enhance my
knowledge and skill
for improving
critical thinking in
organisation.
1 ½ months
Influencer 9 Due to lack of
knowledge about matte
I could not influence
my team for betterment
of organisation.
I should participate
in different activities
and learn the tips to
influence employees
for betterment of
2 months
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organisation.
Collaborative 9 Due to overconfidence
I do not listen to my
subordinate which
makes work worse.
As working in team I
should listen to each
and every employees
to get best result.
2 ½ months
Legislation
knowledge
6 Lack of updated laws
and legislation, I could
not take proper
decisions.
I have to learn many
books related with
laws to improve my
legislation
knowledge for better
decision making.
5 months
Management 9 I am not capable
enough to do proper
management of
organisation due to
large structure of firm.
In order to improve
management skill I
have to go through
books, learn the
ways to manage
various activities.
3 ½ months
From personal skill audit, the strength and weaknesses of individual are identified which
are given below:
Strengths Weaknesses
Communication skill
Critical thinking
Influencer
Collaborative
Management
Leadership skill
Decision making
Legislation knowledge
In order to overcome weaknesses Professional Professional Development plan is
prepared. Professional development is learning for maintain the professional credentials like
attending conferences. Informal leaning opportunities etc. Personal and professional
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development refers to formal means through which a personal set its aims, strategies and also
outcomes of training and learning. The main aim of personal and professional development is to
manage own learning as well as development in career. In addition to this, professional
development plan document goals, competency development, needed skills and objectives which
employee will require to attain for support the continuous improvement. It is developed through
manager of Whirlpool company to determine essential resources as well as skills to support
career goals of employees and needs of business.
PERSONAL DEVELOPMENT PLAN
Objectives GAP Hurdles Success Criteria Target Dates
Leadership skill Lack of proper
guidance and
knowledge.
Unable to identify
proper leadership
style in an
organisation.
I should identify
proper leadership
style and applies
in an
organisation.
10th January, 2019
to 11th March,
2019
Decision making Lack of
coordination with
staff members.
Involvement is
very less with
employees.
I should involve
each and every
members in
decision making.
10th January, 2019
to 10th March,
2019
Legislation
knowledge
Lack of
knowledge about
updated and
current laws and
regulation.
Inappropriate
knowledge about
laws and
regulations.
I should go
through books
related with laws
and regulations.
10th January, 2019
to 15th April, 2019
TASK 2
P3 Differences among organisational and individual learning, training and development
Learning refers to process of acquiring or altering knowledge, skills, preferences and
behaviours. It is relatively and measurable change in the behaviour by instruction, study and
experience.
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Individual learning- Learning is work- based and self- directed process that is leading to
enhancing adaptive capacity. It is defined as learning that gained through an individual itself.
Individual learning is helpful in enhance the skills, knowledge and core competencies of a
person. An individual leaning leads to the personal development. At the time of working in
company, staff members gets the different opportunities by which they can enhance or develop
their core competencies as well as knowledge. Whirlpool company provides training to its staff
so that their skills can be improved and they can give better performance. Its a process in which
people the things by themselves (Huczynski, Buchanan and Huczynski, 2013). As learning is a
self-directed process. The employee learn through observing other employee at work, customer
interaction, involved in daily activities etc. The employee of whirlpool learn by themselves to
improve their performance in the company.
Organisational learning:- In this process the leader & manager give priority learning is
a essential part of a Whirlpool company through which employee are develop and organisation
working can become better. If the organisational learning will be better then it will help in
enhance productivity as well as development of business (Katzenbach and Smith, 2015).
Difference between individual learning and organisation learning
Basis Organisational learning Individual learning
Orientation The organisational learning is based
upon the goal orientation as it work
at large scale.
The individual learning is based
on the task orientation as in this
individual person is working on.
Skill development In organisation learning skills are
develop by the group trainings.
In individual learning the skills
are develop by the own training
Training:- Its process by which get to learn the specific knowledge & with the help of
training employee can improve the skills which help them to improve the current performance of
the employee. The whirlpool provide appropriate training to its employee which help them to
achieve the targeted goals. The training will help an individual in enhancing their skills and
perform activities in better manner. In context to organisational learning, training is helpful in
perform all activities with in given period of time.
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Development:- Its is a process by which company develop the skills & knowledge in
employee to the extent that they can do any job that which is offered by the company. Through
this employee see the growth in them (Langkamp Bolton and Lane, 2012). it is related with
overall grooming of an individual or organisation. In context to individual learning, person have
better knowledge and capabilities to understanding things and give their better performance. On
the other hand, through this Whirlpool can make effective or positive decisions.
Difference between the training and development
Basis Development Training
Aim & Objectives In development of employee
organisation aim is develop the
conceptual framework for its
employee.
In training of employee companies
aim is to equipped the knowledge
& skills.
People are
involve
In development small number of
people are involve or single person .
In training there are large number of
people involve in a workshop or in a
seminar.
Focus Through, development the employee is
able to handle the future task.
By the training employee is able
handle the immediate task and the
specific task.
Term Its a long-term process, as it includes
understanding of operations.
Short-term process, through this
employee gained few skills only.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning refers to an ability to develop as well as improve knowledge and
skill of an individual in context to perform in an effective manner as well as adopt changes at
workplace. At individual level, it is regarding expand ability to learn through upgrade skills
regularly along with maximising knowledge. At organisation level, continuous learning is
necessary behind making business successful due to changing in economic situations. It will be
helpful for staff members of Whirlpool company to update about the new tools as well as
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technologies for enhance efficiency of business operations (Manley, McCormack and Wilson,
2013).
Professional development refers to learning for earn as well as maintain the professional
credentials. It is process of make improvement as well as enhancing capabilities of staff
members by access to training related opportunities at workplace. It is helpful in bring more
support to a person for attain career objectives.
Kolb learning style
This learning style is related with experience of the life. It treats reflection as internal part
of the learning. Under this, different steps are mention below:
Concrete experience- It is concerned with creation of the situation that is related with
the existing experience.
Reflective of the new experience- This step is related to determination of significance of
experience which got in the past.
Abstract conceptualisation- It helps in rising new ideas and also make some changes in
concept.
Active experimentation- It is related with actual application of knowledge to determine
outcomes which they collect in actual (McCormack, Manley and Titchen, 2013).
Under this, management of Whirlpool company decide to make change in its policies
because of some internal management problems. In order to motivate staff members, focus of
Whirlpool firm is on professional development as well as continuous learning. In addition to this,
contribution of continuous learning and professional development to drive the sustainable
business performance mention below:
Enhance performance- By accepting policies related to continuous learning is helpful in
make performance of employees better. Learning is concerned with develop new skills that helps
in find new and effective solutions in complex time. Whirlpool company can generate high
motivation level with the help of setting new targets for staff and develop competitive working
environment at workplace (Rae and Wang, 2015). It will be helpful in enhance performance level
of employees as well as organisation.
Competence- In order to attain sustainability at marketplace, Whirlpool firm need better
concept with its rivals at market. Professional development and continuous learning both are
helpful in developing nature related to hard work between staff members.
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TASK 3
P5 HPW contributes to employee engagement and competitive advantage within a specific
organisational situation
High performance working refers to developing culture where there is openness,
transparency and trust. It is defined as enhance empowerment of staff , incentives, skills and also
knowledge which motivate them to attain higher performance. If company will provide the
positive working environment to employees then they will work in a better manner and try to
give their better performance. The main focus of high performance working is to engage staff
members and gain the competitive benefits (Raes and et. al., 2015).
In context to Whirlpool HR consultant, Annual Confederation of British Industry
workshop examine various ways in which the high performance as well as commitment is
supported by performance management, collaborative working and positive communication. It is
necessary for Whirlpool firm to adopt high working performance so that employees can be
engage and forts can get competitive benefits. The contribution of High Performance Working to
employee engagement and competitive advantage mention below:
Employee attitude- High performance working is helpful for employees to feel more
responsible for make improvement in existing services or products. It is necessary that manager
of Whirlpool firm should encourage employees for innovation. Through this, they can bring new
concept and focus towards achieving organisational objectives. In this, employer of Whirlpool
company will motivate the staff and also encourage them to participate in the employee
engagement activities. From this, employee will give their better performance and through this,
Whirlpool can get competitive benefits.
Transparent communication- At every stage, positive communication is required among
the employee and manager. Staff should be aware about the strategies of company to giving
better strategic direction to business. If at workplace, communication will be clear among all
employees, then they will work together and focus also will focus towards give high
performance (Ryan and O’Connor, 2013). If the communication at all level of Whirlpool will be
transparent then there will not be any dispute arise. All staff members will work together and
focus on attain set objectives with in given period of time. It will be helpful for Whirlpool in
gaining the competitive benefits in better manner.
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Performance reward- It is one of the effective technique of motivation and engage
employees. Whirlpool firm gives reward to employees on the basis of their performance.
Through this, employees will be sustain at workplace for long period of time and Whirlpool for
can gain the competitive benefits.
TASK 4
P6 Different approaches to performance management
Performance management refers to process of developing better working environment
under which persons are enable to perform better by using their abilities. Its main focus is on
performance of staff, organisation and department to develop product or service. It is ongoing
process that gives accountability, documentation and feedback for better performance outcomes
to assure that teams and employees are meeting with strategic objectives of company.
In Whirlpool company, it is necessary for staff members to give better outcomes by using
their better knowledge as well as innovative skills. In this organisation, measurement is made
according to performance and contribution of staff members towards sustainability of business.
Whirlpool firm use various approaches for measuring performance level of its staff. There are
different approaches related to performance management mention below:
Comparative approach- It consists ranking of performance of staff with respect to the
other in group. Under this, employees are ranked according to high to low performance. In
addition to this, there are different methods of comparative approach such as graphic rating
scale, forced distribution technique and paired comparison. Among all of these methods,
Whirlpool company uses forced distribution technique to identify potential growth of staff
members. Through this, company will rewarded the top performer and it will be helpful in
enhance their motivation level.
For an example- Whirlpool company use ranking method for measure performance of
employees. Through this method, all employees will know about their performance level and
those staff members whose performance is not good, will try to make improvement. For this,
manager will give their training and through this high performing culture will be developed at
workplace.
Collaborative approach- This approach is helpful in managing the conflict by providing
positive outcomes. Whirlpool organisation can apply this method on the basis of need of firm
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and it needs to be more assure that employees should be competent. It helps employee in
enhancing their performance in positive or changing business environment.
For an example- If manager will motivate its employees to work together and make
solution of their conflict then they will be satisfied their job and focus on develop the high
performance culture in Whirlpool firm.
Behavioural approach- It is one of oldest technique of performance management. It
includes series of the vertical scaled for various dimensions of job. Through using this approach,
manager of Whirlpool company can analyse behaviour of staff members towards work. It can be
done through using the Behaviourally Anchored Rating Scale (BARS) and Behavioural
Observation Scale (BOS). For better performance, manager denote the frequency in context to
measure performance of all employees. It will be helpful in increase more efforts of employees
and achieve high standard (Strode and et. al., 2012).
Quality approach- The main focus of this approach is on make improvement in
satisfaction level of consumers through minimising errors as well as attaining continuous service
improvisation.
For an example- If Whirlpool company will enhance skills and performance of its staff
then they will be focus on producing high quality of services on thee basis of needs of
consumers. Through this, positive performance culture will be developed at workplace.
From above mention approaches of performance management, Whirlpool firm can use
Qualitative approach that helps in motivate firm to produce high quality of products or services.
It will be helpful in attract more consumers and also generate high revenue (West and et. al.,
2014).
CONCLUSION
It has been concluded from above mention report that HR professional needs to have the
better knowledge as well as skills to recruit talented staff and enhance productivity of business.
Personal skill audit is helpful in know about the strengths and weaknesses. There has been
discuss about the individual and also organisational learning. Both are helpful in enhance skills
and core competencies of company as well as an individual. In this mention report studied about
the different approaches related with the performance management.
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REFERENCES
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measuring RCC at individual, team and organisation levels. Australian Journal of
Primary Health. 18(1). pp.62-67.
Huczynski, A., Buchanan, D. A. and Huczynski, A. A., 2013. Organizational behaviour (p. 82).
London: Pearson.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Langkamp Bolton, D. and Lane, M. D., 2012. Individual entrepreneurial orientation:
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Rae, D. and Wang, C. L., 2015. Entrepreneurial learning: past research and future challenges. In
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Raes, E. and et. al., 2015. An exploratory study of group development and team learning. Human
Resource Development Quarterly. 26(1). pp.5-30.
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development teams: An empirical study. Information and Software Technology. 55(9).
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Online
Approaches for measuring performance of employees. 2019. [Online]. Available
through :<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
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