Human Resources and Management Studies

This document provides a compilation of human resources management (HRM) related studies, including articles and research papers on various aspects of HRM such as leadership, team dynamics, environmental HR practices, work-based learning programs, organizational change, enterprise architecture, systems leadership, project management career development, and more. It also includes online references to essential human resources skills and the importance of continuing professional development.

Developing individuals,teams
and organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse the skill, knowledge and behaviour required by HR professional of organisation..3
P2 Perform a personal skill audit and develop a professional development plan.......................5
TASK 2............................................................................................................................................7
P3 Difference between organisational learning and individual learning....................................7
P4 Examine the need of continuous learning and professional development for sustainable
performance................................................................................................................................8
TASK 3............................................................................................................................................9
P5 HPW contribution to employee engagement and competitive advantage.............................9
TASK 4..........................................................................................................................................10
P6 Explain different approaches to performance management with specific example............10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Development is very important for the success and growth of each and every person of
organisation. In society, everyone wants growth in their personal and professional level in order
to achieve desired goal (Anagnostopoulos, Byers and Shilbury, 2014). The respective project
study is based on whirlpool, who is big manufacturer and marketer of the home and kitchen
appliances. The respective enterprise manufacture washing machine, refrigerator, Air
Conditioners and microwave oven to make life easy for society people. This report states that
human resource of organisation contain some advance skills and knowledge in order to achieve
organisation goals. Individual should remind that their professional development is the route
through which improvement in the performance of team and organisation can be possible.
TASK 1
P1 Analyse the skill, knowledge and behaviour required by HR professional of organisation
Whirlpool company is world largest home appliance maker. Its headquarter is located in
Michigan, United states of America. Organisation learning depends upon the group of people
and management where as individual learning is based on the person himself. It also laid the
different approaches through which performance of individual and its team is measured. For
development of individual and its team, it is very essential that HR officer should contain
appropriate skills ,knowledge and qualities. HR professional need to described all things in order
to evaluate and maintain the performance of the individual. Due to all these things they are able
to achieve individual and organisational goals in given time period (Mellor and et. al. 2011). If
HR professional is efficient then they are able to encourage his subordinate towards performing
work. Human resource person perform various task in the organisation in order to achieve
desired result such as of recruiter, technical advisor and evaluator.
Continuous professional development ( CPD) is a planned and life long process where
organisation develop the knowledge and skills in the individual either formally or informally in
order to deliver a effective services to customers and the community. It is important for
individual because it ensure their continuation in the business. It is a continuous process which
take place in a organisation through the professional career of individual.
Knowledge required by HR in the arrangement are described below-

 Legal procedures : HR professional should have the basic knowledge of different laws,
legal procedures and government rules and regulation for performing their work in
effective manner. They should know the employment law and other relevant laws so that
business does not have to face any kind of problem when they make strategies and
policies related to manpower (Tynjälä, 2013). Whirlpool follow all rules and regulation
which is needed for them and their employees for high productivity and performance.
They use safety act in order to protect their employees in the premises.
 Management Theories : If human resource officer have knowledge of different
management theories than they can apply it to various plan and policies, resource
allocation to different department and assigning remuneration. These theories provides
the basis of carrying out day to day work. In whirlpool, HR manger have all the
management knowledge which is needed to perform their activities.
Skills need by HR in the undertaking to perform its day to day operations are given below-
 Multi tasking : In big organisation HR have to perform one single task which is
recruitment, selection and compensation duties. But generally in most of the enterprise,
they have to undertake various tasks in the organisation such as
retention ,training ,advertisement on online platform, opening new bank account, hiring
new individual and so on. Whirlpool HR officer also perform many activities at a time
with full spirit in order to make their strong presence( Wesselink and Wals , 2011).
When they perform multiple task so from this it can be analysed that they have ability to
deal with different situations in better manner.
 Conflict management : High productivity in the organisation can be achieved when the
employees of organisation work together but they are fail many times because of conflict
between employees. At that time, it is the duty of the HR officer to addresses the
grievances of employees and managers in different workers. HR professional should have
negotiation,mediation and patience skills in order to help different individual of the
organisation. In Whirlpool, HR mangers solve the problem in the workplace with
maturity and respect for everyone.
 Coordinating – In an organisation, manager have skill and ability to make coordination
among all their employees for doing work and achieving desired goals or targets in

proper manner. Whirlpool manager require to focus on their team performance and
efficiency level which support them in gaining higher income and revenue.
Behaviour required by HR in the enterprise are as follows -
 Curious : Today's environment is changing very rapidly so there is need to make
effective changes time to time. The rate of alteration in the business environment need
HR to respond properly in a time manner to cope up with existing situation. HR of the
organisation should have curious mind which make them able to think ahead of the time
and also set different vision to move organisation forward.
 Equality : Organisation and the higher authority should keep a record of each person
that whether they are following equity principle or not. If equality is not followed in the
organisation then it will create dissatisfaction among employees for each other. This will
create a very wrong effect on the performance of worker and the organisation (Ions and
Minton,2012). For an organisation growth, whirlpool's human resource should see that
their all employees are treated in a similar way so that no acknowledgement is created in
the organisation.
P2 Perform a personal skill audit and develop a professional development plan
Personal skills audit is carried out to know what skills and knowledge individual contain
to perform different work and what they have to develop in upcoming future for the growth of
their career. There are certain qualities which individual possess from its birth due to its family
background and upbringing where as some features are those which individual get develop after
facing different situations of life. The characteristics can be acquired by just simply seeing any
person of the society. According to the case study, the whirlpool need to align their individual
behaviour or attitude by newly developed expectation of team members. All kinds of skills help
people to fulfil his personal and professional obligations.
Strength Weakness
 Able to make person work in the team.
 Communication skills is great which
make able to convey serious discussion
and decision to various employees of
the undertaking.
 Ineffective in handling HR software's
which are available to increase work
efficiency.
 Decision making skills is not effective
take huge time which require quick

 Listening skills is so good due to which
employees never hesitate to share their
views with me.
decision.
 Unable to convinced people because of
understanding their problem (Madter,
Bower and Aritua, 2012).
 Difficulty in understanding and
adopting new technology.
Personal development plan
It is the procedure of developing and creating action plan which are based on values,
beliefs, awareness, reflection and planning and goals setting for personal development. In
Whirlpool organisation, HR manager use this personal development plan.
Learning
objective/goal
Current
proficiency
Target
proficiency
Development
opportunities
Time scale
Decision making
skills
4 5 Taking small
decision in the
organisation
related to
subordinate
which does not
affect business.
2 months
HR software 3 5 By taking classes
at personal level.
3 month
Negotiation skills 2 5 Including more
with the top
management so
that able to know
how they manage
people at different
level( Mahajan,20
1 month

11).
Technical
knowledge
3 5 Learning new
techniques within
organisation and
outside
organisation.
2 months
TASK 2
P3 Difference between organisational learning and individual learning
Learning is a continuous process which people never stops. Even at the older age,
individual should learn new skills so that they can be efficient. Learning is done to do addition in
the present skills and knowledge (Barnett and McCormick, 2012). Learning develop the
capability through which individual able to get success in every phase of their life. Individual
learning take place so that person can perform effectively in organisation and outside
environment while organisational learning undertaken to improve the employee performance so
that directly enterprise can grow. Since whirlpool's had faced crises in 2011, they need to
promote organisational as well as individual learning. This assist them in accomplishing the aim
of strategical & corporation-al changes. In this regard, Whirlpool should focus on understanding
below mentioned concept :
Organisational learning Individual learning
Organisation learning take place to increase the
amount of total productivity and profit.
Individual learning take place for the self
enhancement without focusing on the other
members of the team.
It is dependent activity under which people can
enquire about their matters.
It is a independent activity in which individual
perform all the things by own.
This type of learning take place at every level
and different department of the organisation.
This type of learning undertakes at a single
platform in the business.

Training and development : It is the first step which business takes after appointing
new employee. The main aim of this process is to make employees familiar with the business
structure and working style. It become very important globally for the preparation of the worker
for performing new jobs( Jenny and Bauer, 2013). Training is the method through which
Whirlpool can enhance their productivity and performance which contribute in recovering them
from past crises. Through the use of this approach Whirlpool able to increase knowledge, skills
and capabilities of their employees so that they can achieve enterprise targets. They should
conduct various training and development programs so that there is a improvement in employees
and the teams.
Training and development is very essential in the Whirlpool because -
 Quality improvement : In today 's time people is more quality conscious and their
demand are keep changing. To provide good product there is a need of continuous
training in company for satisfying the customer.
 Reduction in learning time : If the person learn the things from the proper training than
they would able reduce the time which involved in trial and error. This will take shorter
time and also tell people of Whirlpool, the right way to perform different
activities( Macdonald, Burke and Stewart,2017).
 Technology update : In today 's time technology is changing at a very fast. The worker
of Whirlpool should learn new techniques in order to work effectively. This requirement
can be fulfilled by the help of the training process to update the employee about the new
methods and procedure.
P4 Examine the need of continuous learning and professional development for sustainable
performance.
Continuous learning is the regular development of the skills and knowledge. At
individual level continuous learning is expanding ability by regularly upgrading skills and new
techniques. Continuous learning helps in successfully adapting changing work environment and
life necessities. At organisational level, life long learning is essential for the success of the
organisation as it exist in changing environment. On the other hand, Professional development
ensures that knowledge of the individual remain up to date. Changes are going on rapidly in
comparison to earlier days. So an enterprise is needed to be aware about the changing trends and
direction. This helps them in sustaining current performance level.

After the crises at Whirlpool, employees get demotivated and depressed. This as a bad
result, lowers their efficiencies, capabilities and confidence level. Therefore, for improving these
all qualities, Whirlpool should make proper care that their employees get involved in continuous
learning and professional development so that business able to achieve its desired target
(Shevlin,Winter and Flynn,2013).
There are various things due to which whirlpool need to undergo with continuous
learning and professional development such are as follows-
 Build Confidence : It increases the confidence of people in their working due to which
they are ready face any challenges of the society. Professional development assist in
building strong confidence in individual regrading their work. This make whirlpool
employees more confident to explore new business opportunities prevailing in the
external environment.
 Ready for unexpected thing : Continuous learning help people to face difficulties of
their life. It also help the individual in finding new jobs when they lose their present post.
By the help of these skills employee come easily out of his comfort zone and explore new
things prevailing in the market. In whirlpool when they provide continuous learning to its
staff then they can face any adverse situation for the benefit of the organisation.
 Retention rate : Employees generally not retain to one post because they think that their
development is not happening at that profile. Continuous learning help the business to
retain employees for longer period in the organisation because it develop new skills and
capabilities in the employees through meetings, feedback and training programs(Au and
Marks, 2012) . When the respective organisation continuously provide learning to its
employees they they remain loyal to the business and give their best for its development.
 Generate new ideas : When people develop the new skills then their mind gets open and
they find innovative solutions to their problems. New skills help employees to explore
new opportunities prevailing in the society. The concerned organisation by the help of
these kind of activities get the different ideas for the growth of their business.
Kolb's Learning Theory
This theory is developed by David Kolb in 1984 in which they defined learning styles
and learning cycle. This concept is formulated to involves the acquisition of abstract concepts
that can be applied flexibly in a range of situation.

The Experimental learning cycle
There are four stages of this cycle which are included within it, they are as following:
Concentrate experience- This stage refer to particular experiences which is learning
through specific situations and related people. In Whirlpool, it can be beneficial for the
development of the firm.
Reflective observation of the new experience- It indicates to observe and analyse before
making a judgement by viewing the environment from different perceptions and aspects. In this
stage, the management monitor the meaning of the things so that they can determine the task and
work.
Abstract conceptualization- It describe about logical analysis of thoughts, ideas and
acting on intellectual understanding of a situation. In Whirlpool, within this stage, the
management of the company use effective ideas according to the situation and requirement and
make development in the business.
Active experimentation- It refers to the ability and competency to get things done by
influencing employees and events through action. This stage is a risk taking stage in which
employees taking risk and manufacture good and services according to the needs and demands of
the customers.
Learning styles
Diverging- It refer to the approach which emphasizes the innovative and imaginative to
do things. This learning style consist concrete and reflective elements which can be used by the
management of Whirlpool in such activities like brainstorming and cooperative groups.
Assimilating- This style consist abstract and reflective elements which pulls a number of
different observations and thoughts in to an incorporated whole. In whirlpool, this style can be
used to design and develop projects and experiments.
Converging- In Whirlpool, this learning style can be followed by the management to
monitor the practical application of thoughts and solving issues. It include abstract and active
components which are useful to resolving technical problems over interpersonal issues.
Accommodating- This learning style consist concrete and active components which can
be used and followed by the management of Whirlpool to solve issues in an intuitive, trail and
error manner.

TASK 3
P5 HPW contribution to employee engagement and competitive advantage.
High performance work system is adopted in the corporation in order to improve the
working of an individual. This system was indulged in the arrangement so that employees take
more interest in their working. It is very open and transparent system due to which it was
adopted by many organisation. There are various proofs which show that it help in enhancing
organisation performance. Every organisation is depend on their employees for performing the
work similarly whirlpool is also depend on their staff for achieving their desired position.
Whirlpool should use different methods in order to implement the HPW in their work. This helps
them in recovering from the company crises which was occurred in 2011. In this context, North
America Regional Staff can take below mentioned steps so as to make strategical changes at
their workplaces :
Mutual relations : Due to high performance system in organisation there is
establishment of relations between different employees. Single person is unable to get
organisation goal single headedly so they require team ( Clair and Milliman , 2017). To achieve
enterprise objective, they all move in same direction which improve their relations. It help the
concerned company i.e. Whirlpool to make employees more involved in their working.
Mutual respect : Every class has one topper who motivate other students of the class on
the basis of their achievement. In the similar way high performer of Whirlpool should encourage
low perform as they think that if they would able to perform that kind of work why can they. In
whirlpool high performer, involve employees more in their organisation and enhance
productivity.
In an organisation, individual have to develop a commitment and dedication towards his
goal and desired business target. The high performer staff of whirlpool should engage themselves
with another person in order to improve themselves and the other persons working. High
performance team help business to improve its overall organisation performance and meet
desired result.

TASK 4
P6 Explain different approaches to performance management with specific example.
Performance management is a much broader term and the process which aim is to ensure
that goals are achieve effectively (Mittal and Dhar,2015). This study say that whirlpool should
hire skilled employees so that their organisation is able to achieve its desired result. It is regarded
as a systematic process under which performance of business is automatically get improved
when the efforts are made to improve the performance of individual. Business and its authority
should evaluate individual performance within schedule time so that effective measures can be
adopted. Business authorities generally measure the worker performance on the basis of their
share to the enterprise success.
Performance is measured in the organisation to know the capabilities and the problems
of the employees so that by adopting effective measures or training it can be improved. Here is a
brief description of various approaches which human resource manager use to evaluate the
performance of the employees
Comparative approach : In this approach employees performance is compared with the
the individuals of the same group. Under this approach evaluation is done on the basis of forced
distribution technique and graphic rating scale technique. This system ranks employees on the
ground of categorisation group rather on their individual performance.
Result approach : In this approach employees performance is measured on the ground
of their ultimate performance. This method use balance score card and productivity measurement
and evaluation system. Due to this employees get motivated to perform better and efficient for
enhancing business production.
Attribute approach : In this approach employees performance is measured on the basis
of their qualities such as problem-solving, team work , cooperation ,coordination and innovation.
Under this approach performance is evaluated by using graphic rating scale and mixed rating
scale. The major disadvantage of this method is that it heavily rely on the behaviour of evaluator.
Quality approach : In this approach employees performance is measured on the ground
of their services to the customer . In this assessment is perform not only for the employee but
also include system. It uses kaizen theory in order to improve the productivity and performance
of the organisation.

Behavioural approach : In this approach employees performance is measured on the
basis of their behaviour in particular project (Lankhorst,2013). Under this approach evaluation is
done by using behaviourally anchored rating scale and behavioural observation scale. It is
beneficial in the case when business need accuracy and reliability. Disadvantage of this approach
is the large data which manager have to remember.
For example : An enterprise where all the employees are working without any kind of
motivation and training leave the organisation frequently. In comparison to the person or
individual whose performance is continuously evaluated in order to know their skills and
capabilities and problems. These types of workers always remain dedicated and loyal towards
organisation because every time they learn something new in the business. They support the
business by increasing their performance. In whirlpool HR always evaluate the performance on
time to time so that they can know in which area there employees needs encouragement.
CONCLUSION
From the above report, it is concluded that organisation need to develop
individual ,knowledge and skills in order to increase the productivity and performance of the
person. This report focus on the high performance work practices in order to achieve the
individual and organisation objectives with the help of professional skills and knowledge. It
informs that continuous professional development make employee's engagement in the
organisation. When individual and its team achieve growth and development then only they are
able to positive contribution for the sustainable performance of the organisation. Through this
importance of evaluation of performance is known. When the business analyse the performance
of their individuals on time to time than only they are able to provide valuable feedback for the
desired target. It talks about the different approaches of performance management which
organisation use in accordance with their system.

REFERENCES
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Online referencing

5 Essential Human Resources Skills . 2018. [Online]. Available through
<https://www.villanovau.com
/resources/hr/essential-skills-human-resources/#.W3e2P_F96b8>.
The importance of continuing professional development. 2014 [online] available through
<http://continuing professional development. org/why-is-cpd-important/>