Importance of HR Professionals and Development

The report concludes that HR professionals have a crucial role in helping individuals work effectively in teams towards organization objectives. With management skills and knowledge of personnel and human resource, they can manage workers properly. The document also emphasizes the importance of employee creativity, proactive behavior, team building, and collaborative working for high-performance teams.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Knowledge, skills and behaviour that are required by HR professionals..............................1
P2 Personal skills audit to develop a professional development plan.........................................3
TASK 2............................................................................................................................................3
P3 Different between organisation and individual learning, training and development.............3
P4 Continuous learning and professional development to drive sustainable business
performance.................................................................................................................................5
TASK 3............................................................................................................................................5
P5 HPW contribution to employee engagement and competitive advantage ............................5
TASK 4............................................................................................................................................6
P6 Different approaches to performance management to support high-performance culture and
commitment.................................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Developing is essential technique through which an individual enhance their capabilities
to work in an organisation. Human resource divide people into team for execution of business
operations effectively and accomplishment of objectives. For this, they require to posses
capability to direct and coordinate employees(Amiable, 2012) This report is based on Whirlpool
which is multinational firm that provides variety of home appliances and electronics. In this
assignment knowledge, skills and behaviour required by HR professionals is stated. In addition
to this, learning and development affect on driving sustainable business performance is specified.
Besides this, high-performance working contribution to employee engagement and competitive
advantage is explained. Furthermore performance management, collaborative working and
effective communication support high-performance culture and commitment is defined in the
report.
TASK 1
P1 Knowledge, skills and behaviour that are required by HR professionals
Human resource responsibility is to manage workers for having sufficient manpower in
an organisation. Staffing, training and development are various activities which are conducted by
them to recruit new candidates and make staff members competent to perform tasks effectively.
For this, HR professional of Whirlpool require to posses appropriate knowledge, skills and
behaviour to execute HRM practices which are defined below:
Professional Knowledge: Knowledge refers to information in respect to facts, theories
and concepts that HR of Whirlpool require to apply them in practical. These are different
knowledge components which are stated below:
 Personnel and Human resource: It is essential that human resource have knowledge
about process and principles for recruitment, selection, training, compensation, labour
relations and other HR practices. This help HR professional of Whirlpool to conduct
staffing and development activity for having skilled and competent people in firm(Berry,
2011).
 Government law: HR professional even require to have knowledge about legal codes,
court procedures and precedents, political process. It is necessary that designing of
system and policies are made in respect to government rules and regulations. Thus,
1

human resource of Whirlpool conduct business and activities legally. This benefits them
to position firm superior than other rival brands.
Professional skills: Skill is capability and competency of human resource to perform
tasks properly. Thus, these are abilities that HR professional of Whirlpool possess to train and
collaborate team members are as follows:
 Management of personnel resources: Human resource require to have skill to manage
staff members by making them motivated and inspired towards their duties(Ford, 2014).
HR professional of Whirlpool have good communication through which they are able to
make employees function effectively .
 Time management: HR profession need to have competency to properly utilise their
time and perform their work. Schedule and plan is constructed by human resource of
Whirlpool which help them to formulate series of action. This help HR manager to
specify time limit to employees in order to perform task in a systematic and organised
manner.
 Complex problem solving: In a firm, there are diverse people employed by human
resource. It is necessary that HR of Whirlpool have ability to identify issues and conflicts
faced by team members. This aid them to solve future complexities by examining options
and executing appropriate solutions.
Professional behaviour: Behaviour is pattern by which human resource act with others
in an organisation(Gibbs, 2013). It is essential that HR of Whirlpool behave properly with team
members to make them function effectively. Thus, these are various behaviour aspects which are
mentioned below:
 Integrity: Human resource need to be ethical and honest for conducting their job
properly. HR of Whirlpool duty is to coordinate and collaborate employees to work in
team for achievement of organisational objectives and goals. This is international firm, so
all branches working are connected for utilisation of resources in efficient manner.
 Flexibility and initiative: HR require to be adaptable to make changes in system and
policies in according to market conditions. They need to have willingness to accept
challenges for conducting business operations effectively. Whirlpool is multinational
firm, so human resource need to be flexible to create innovative and creative ideas. Thus,
they are able to compete with competitors and enhance brand image and market position.
2

P2 Personal skills audit to develop a professional development plan
Person skills audit is an activity through which competencies and capabilities of an
individual and group are measured and recorded. It is effective process which help human
resource to ascertain knowledge and skills required by an organisation(Goetsch, 2013) and
Whirlpool business is globally, so HR professional require to posses traits for directing team
work. Thus, these are my strengths and weaknesses which are stated below:
 Strengths: Human resource role and responsibility is to manage workforce for
achievement of organisation goals and objectives. I have good management skills in
respect to personnel resources. This help in having sufficient employees for conduction
of business operations effectively. Along this, quality home appliances and services are
delivered to buyers which aid in increment in brand image and market reputation. My
major strengths are Management of personnel resource, Flexibility and initiative as well
as effective knowledge of Government law. Through this, I can manage my professional
skills properly.
 Weaknesses: An individual will not be able to be competent in all skills. There are
development chances for enhancement in traits to make appropriate decisions beneficial
for organisation. My weakness are proper time management which affect on business
activities. Market conditions are dynamic which keeps on varying, so it is necessary for
HR professional to plan every single work to execute it in effective manner. Besides this,
another weakness is solving complex problems for execution of business activities
effectively. Diverse people are working in team, so there are large amount of conflict and
issues between each other. Major weaknesses that requires to overcome are Time
management and Complex problem solving that create conflicts in my workings
practices.
Professional development plan: It is a formal means by which an individual sets the
goals, strategies and outcomes of learning and training. It clearly define time frames, activities
and outcomes to meet the defined goals, and specify dates for review and meetings with line
managers (Davis, 2014). This is created by the HR professional of Whirlpool working closely
with staff member to identify necessary skills and resources of themselves. Thus, support
employees in their career goals and the organization's business needs.
Professional development plan
3

Skills Current
proficiency
Target
proficiency
Objective/ Goal Development
opportunities
Time scale
Time
management
3 5 Plan are framed
for execution of
business
operations in
sequence for
completion of
targets within
specified
deadline.
In order to
manage time, I
will break tasks
into small
sections and
given duration to
each one. By
repeating this
process in regular
manner, I am able
to manage
activities
properly.
45 Days
Complex
problem
solving
2.5 5 In an
organisation,
conflicts arise
between team
members which
affect their work.
Besides this, they
also face various
issues and
problems in
respect to
business and its
policies.
Study
management
books to
acknowledge
different theories
and concepts
which can be
used to provide
appropriate
solutions for
making workers
function
effectively.
30 Days
4

TASK 2
P3 Different between organisation and individual learning, training and development
Organisation learning: This is being considered as an approach that an organization
develops where knowledge related programmes are being planned while looking at functions and
culture. Organizational learning happens in all of the business activities which define that
management gives employees chance to learn new things. In Whirlpool, learning plays a crucial
role when it comes to gain competitive advantages at the same time.
Individual learning: An individual learns new skills and ideas as they work in an
organisation and these may help an individual in improving their productivity at work. This
expertise that the individual gains at his workplace is known as individual learning. By providing
training and workshops, Whirlpool motivates its employees to invest more of themselves into
their work. This causes their productivity levels to rise and achieving the results that are vital for
any successful entity.
Difference between organisation and individual learning:
Basis Organisation learning Individual learning
Scope It has a narrow scope as the
main focus is on individuals,
to help them gain expertise in
their field of work and
increase their productivity.
This has a wider scope as
main focus is on team
learning, to help them work
as a group in an effective and
efficient manner.
Impact Individual learning help
individuals to gain
independence to think about
their things on their own,
improve confidence in
working through a problem
and in practising self control,
both in staying focused on
the task at hand, and in
having the willpower to
Organisational learning helps
individuals in learning to
listen to and respect others'
ideas, getting to a deeper
level of understanding by
discussing their perspective
with the team and dividing up
tasks and delegating
responsibilities among
5

avoid any distractions. everyone.
Training and development: These are two different programs used in human resource
management to equip employees with skills and knowledge to handle the various tasks of an
organisation. HR professional of Whirlpool require skilled and competent people for conduction
of operations effectively. Besides this, I also need to have capability for directing and inspiring
team members. For this, training and development sessions are taken by me to enhance skills and
knowledge to redesign system and policies.
Difference between training and development:
Basis Training Development
Definition Training is process of
equipping employees in a
specific organization with
specific skills, competency,
and knowledge so that they
can be able to handle various
tasks.
Development is activity
through which organization
equip employees with skills
and knowledge to extent that
they can have steady growth
and they can handle any job
that is offered by agency.
Purpose This practice is mostly done
with new employees so that
they can familiarize
themselves with the specific
operations of the entity.
It is undertaken to help
individual employees within
premises of organization so
that they can develop a general
understanding of overall
operations of company.
Number of people involved Training involves a large
number of people who are
usually assembled in a
workshop or seminar so that
they can be taught a specific
skill that will enhance their job
Development does not involve
a group and mostly includes a
single person who is equipped
with skills, competence, and
general knowledge to handle
various tasks within the
6

performance. It is a group
based practice.
organization. It is an activity
involving single person.
P4 Continuous learning and professional development to drive sustainable business performance
Continuous learning: It is an ongoing process of increasing knowledge and upgrading
skills of employees. It acquire new knowledge stock, skills that very helpful in their promotion
and increasing incentives. Many of employees gather knowledge from you-tube and google so if
company provide them flexible environment for learning by coaching, library, mentoring then it
will help in becoming good learners to them.
Professional development: This is also learning process in which professional learn
through case study, semester long course, coaching, reflective supervision and professional
schools. Whirlpool create a better environment to their professionals for further education,
developing new technologies, and learn more about related subjects by professional learning
communities and conducting action research.
Need of professional development in Whirlpool for increasing growth of company:
Higher employee retention: Constant learning ensures to employee's retention by
providing job satisfaction and increasing their competences in their functional area. Whirlpool's
management organize training sessions and opportunities time to time for improving worker's
skills and knowledge stock, it supports high enthusiasm of employees that fascinate to work for
long term.
Encourage problem solving: Professional development programmes emphasizes to
mutual understanding that create better harmonium relationship between employer and
employees. Whirlpool company encourages to who are working in their organization for less
argument and create healthy atmosphere by continuous learning programmes.
Improved performance: These sessions helps in all short and technical skills that
improves employee's performance within an organization. Whirlpool's manager supports to
professional learning for building high morale and confidence by increasing level of performance
and providing more job opportunities.
Kolb's Experimental learning styles – Kolb's learning method is an experimental
learning process through experiences or through reflection on doing a particular task. This
theory is typically represented by four stage learning cycle, are as follows:
7

Concrete Experience: It determines a new way of experience as well as situation in the
existing environment. It also help an individual to learn from the specific experiences that are
indirectly related to them.
Reflective observation of the new experience: It basically determine the work criteria,
its importance in an working environment. As well as relates the inconsistencies between the
experience and understanding level of an individual.
Abstract conceptualization: It help to encourage the new ideas, or modification in the
existing criteria of abstract concept. As it helps the person to learn from experiences, knowledge
as well as understanding criteria of concept.
Active Experimentation: It helps the learners to apply their concept as well their ideas
to different individual. As to know the reaction of their ideas as well as over come the deviation
into it.
Continuing professional development (CPD) – In an organisation individual needs to
pay their maximum professional development practices so that they can attain desired career
goals and objectives as well.
Barriers of CPD Lack of confidence: Sometimes employees of organisation having lack of confidence
and they feel hesitated in discussing their issues to senior employees. Main reason
behind these practices are lack of interaction and discussion.
 Lack of motivation: It is main barriers for learning which reduce the performance level
of the employees at workplace. It negatively affect the entire activities of the company in
negative manner. Thus, manager of the company needs to provide better motivation at the
time of their learning activities. This will help sin enhancing their productivity at
workplace.
TASK 3
P5 HPW contribution to employee engagement and competitive advantage
‘High performance working’ (HPW) is about creating a culture where there is
transparency, trust and open lines of communication for all. Whirlpool has eroded the traditional
hierarchical structure and instead created a structure where employees are happy, motivated and
8

share and understand the vision of the organisation. The management of the organisation have
developed a series of processes, practices and policies which when integrated together result in
improved performance of employees(Hirst, 2011).
HPW contribution to Employee engagement and Competitive advantage
 Transparent communication: To build high talent acquisition company need to hire
transparent employees within an organization. It gives a clarity in all plans and goals to
all workers. Whirlpool's manager should engage to their employees in straight
communication by weekly meetings which will involves to all teams. Transparent culture
is initiative for mutual understanding that create health environment for high-
performance. However, better working of people is helpful to achieve customers
satisfaction which facilitates to gain competitive advantage by grabbing more profit
share.
 Shared accountability: It's all about set expectations, invite commitment, measures
performance, and provide feedback. Sharing duties essential for contribute full potential
and macro management for high performance. Whirlpool's managers should clear all
expectations of sharing accountability, schedule and goals to their employees. Managers
should recognize employee's talents and provide them fit job role and responsibilities
raise the level of performance. Moreover, sharing accountability will provide support to
reduce pressure of work which helps to achieve desired goals in appropriate manner and
facilitate to make strong position in market competition in order to gain competitive
advantage.
 Team Building: A self motivated and participative team always highlight to better
results along with high performance of employees. Supportive team leaders assist in
mission vision clarification and maintain open communication by providing instant
response on every problems. They excite to employees for attaining goals on time by
tracking their outcomes. Whirlpool should create a better environment for employee so
they can work in team with supportive manner. It will help in reducing all recurring
errors and resolving conflicts an make them self directed. This association of team
building will increase employee's competence so consequently it gives address to high
performance. In addition to this, effective team building provide support to focus on
activities of particular task individually which facilitate complete the same in appropriate
9

manner by generating better outcomes. It will render help to improve their profit share
than other competitors which results into attaining competitive advantage.
TASK 4
P6 Different approaches to performance management to support high-performance culture and
commitment
Performance Management is a process where employer and employees works together to
make planning, monitor employee's performance, target, and overall contribution of them within
an organisation. It assist to company in developing clear job description, key results area,
selecting right group of people by appropriate selection process. Whirlpool’s manager identifies
the training and development programmes requirement by measuring the outcomes against the
set of targets and objectives. To encouraging and improving employee's performance
Whirlpool’s manager applying these approaches:
Collaborative working approach: Performance management is a on going process of
monitoring and coaching to employees. Through this approach manager of a company can
encourage teamwork as part of culture and unite with each other. This approach increase
collaboration in working place(Levi, 2015). For instance, Whirlpool company using this method
by providing specific assignments to engage their employees for raise their working standards. It
creates transparency in organizational goals, objectives and day to day decision that assists in
culture collaboration. If workers will be having an collaborative approach with each other, then it
may improve overall performance of Whirlpool.
Comparative Approach: It involves rating system system which is based on highest
performance to lowest towards with categorization rules. whirlpool’s managers ensure rewards
and promote to best performers and provide training and guidance to employees for high
positions. On other low rank employees are given further chances to better performance or
dismissed from the the company. This type of culture if adopted by every single employee in
whirlpool then it may lead to improve performance level of both employees and company as
well.
Attribute Approach: Through this method employees receive performance rate on such
parameters: innovative ideas, creative work, communication skills and so on. It includes graphic
rating system that indicates performance in 1 to 5 scale (lowest to highest). whirlpool’s manager
10

analyse employee's attribute by this approach and help them in improving their problem solving
and working skills. This help management to have skilled employees which conduct tasks in
efficient manner. Thus, high performance work culture is created for delivery. Special
characteristics of employees will aid employees in reaching to an all new level where they will
perform much effectively and efficiently as well.
Behavioural Approach: This is the traditional method in which includes a vertical scale
for different dimension of job. It can be accomplish by Behavioural observation Scale which
involves five to ten scale that is based on anchors or Behavioural Anchored Rating Scale that
provide more specific and close description about employee's performance (Woolley, 2011). HR
make employees motivated and inspire which result into creation of good performance culture in
Whirlpool.
Result Approach: This technique is based on employee performance outcomes in an
organization. whirlpool’s manager consider on four major perspective into this method such as
customer, learning ability, growth, internal and operational work effectiveness. It refer four steps
firstly To identify objectives and goals, secondly clarify to objectives while thirdly is how
effective in performance analysing fourth and last step is to provide feedback. It improve internal
growth and effectiveness as well as external.
Quality Approach: This approach mainly consider on decreasing recurring problems
and errors for improving customer satisfaction in target market. whirlpool’s manager assess to
both system and organisational employee's effectiveness to provide better quality product to
their potential customers(Palvia, 2013).
Feedback Motivation Monitor -
Therefore from above approaches, HR profession of Whirlpool uses comparative
attribute, behavioural. quality and result. Whirlpool company can create a high performance
culture within organisation by using these above techniques. All these methods allows to
gathering information about employee's strength and weakness so company can be enable to
provide individual guidance and group training for their highest performance. After knowing and
improving employee's skills company can eligible to
CONCLUSION
From the above report, it can be concluded that development helps an individual to work
in a team for attainment of organisation objectives and goals. HR professional have management
11

of personnel resource skill which help them to manage workers properly. Personnel and Human
resource, government law are knowledge aspects which aid HR to frame policies. Organisation
and individual learning, training and development benefit firm to have skilled members.
Employee Creativity, their proactive Behaviour and team Building help human resource in high-
performance working. Collaborative working help HR to make employees work in team
effectively.
12

REFERENCES
Books and Journals
Amabile, T., 2012. Componential theory of creativity (pp. 3-4). Boston, MA: Harvard Business
School.
Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gibbs, G., 2013. Reflections on the changing nature of educational development. International
Journal for Academic Development. 18(1). pp.4-14.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual
teams. Information & Management. 50(4). pp.144-153.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review. Journal
of Applied Psychology. 96(5). p.981.
Online
Approaches for measuring performance of employees. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Knowledge and skills required by HR professional. 2016. [Online].Available through:<
https://workology.com/top-5-work-hr/ >.
13