Developing Individuals, Teams and Organisations

This report examines the key aspects of developing individuals, teams, and organizations, focusing on the role of HR in fostering a positive and productive work environment. It analyzes the skills and knowledge required by HR professionals, explores the differences between individual and organizational learning, and highlights the importance of high-performance working in enhancing workforce engagement and achieving competitive advantage. The report also evaluates various approaches to performance management, providing valuable insights into effective HR practices for organizational growth and success.

Developing Individuals, Teams and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determining the appropriate professional knowledge and skills required by HR.................1
P2 Analysing the personal skills for audit and developing the development plan......................3
TASK 2............................................................................................................................................5
P3 Analysing the differences between individual and organisational learning .........................5
P4 Analysing the needs of continuous learning and professional development for the
sustainable development of an organisation...............................................................................7
TASK 3............................................................................................................................................9
P5. Determining value of HPW in workforce engagement as well as in competitive
advantages...................................................................................................................................9
TASK 4............................................................................................................................................9
P6 Evaluating the different approaches to performance management .......................................9
CONCLUSION..............................................................................................................................10
REFERENCES:.............................................................................................................................11

INTRODUCTION
Human resource management is basically a process of managing the people in the
organisation in a very efficient way. It includes recruitment, selection, imparting training and
development to new as well as to existing employees, performance appraisal. Human resource
management is termed as the backbone of an organisation therefore this is the reason, there,
various skills and appropriate knowledge is required to become a HR of the firm. The report will
be including the skills required and the way it can be used in order to manage people, need for
training to employees and the benefits it imparts to the organisation. Human resource is a
dynamic role to play for the smooth running of an organisation.
TASK 1
P1 Determining the appropriate professional knowledge and skills required by HR
The main factor which is needed by a HR is an extension that can be used to deal in every
situation by a HR of the organisation. Not only knowledge is required to become a successful
HR with this various skills and tactics are also needed to support and guide individuals in the
organisation for effective functioning of the firm (Argyris 2017). As a consultant of HR at
Whirlpool following appropriate knowledge and skills are recommended :-
Illustration 1: Human resources
(Source- Human Resources, 2018)
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 Ability to speak- For being a successful HR professional, the ability to speak in a crowd
is considered is one of the key skills of a HR. To be able to speak and make the
presentation in the public with confidence makes an individual different from others.
Those who are good at speaking takes time to improve for making the good presentation.
It is very important for a HR to communicate and discuss the things with the employees
as well as with the employers, and if an individual lacks in this skills then there is no
scope to be successful as a HR.
 Ability to read people- It is yet another key skill required for becoming a good HR. most
of the individuals might have developed the skills and if not then it should be developed
for a HR to effectively manage the team at its organisation (Bolden, R., 2016). A HR
should sense the things going on in the employees mind and should judge the body
language of an individual in order to fill the gap between the employees and itself in
order to become friendly in the organisation.
 Skill of being a Multitasker- For an HR, there are so many roles which should be played
one after the other. On one hand there can be some personal issues which have to be
solved by Hr on another there are recruitment process which should be carried out
effectively for the development and growth for the organisation. Adding to it there are
various strategies which have to be made by the HR like retention of employees,
engagement of employees in different activities of the organisation etc. therefore a HR is
called a successful one when he fulfils all the tasks at one go in the effective manner.
 Be a Critical Thinker- A HR should be a critical thinker who can effectively makes the
things disciplined and clear, a rational decision, open-mindedness and the decisions taken
should be based on evidences by past or present situations (Bolden, R., 2016). To be a
professional HR, it needs to balance the things with the complex situations with that of
simple ones and always take time in order to think in the combination. The thinking
needs to be based on inside as well as outside the box. There are different types of
employees who comes from various backgrounds and experiences, therefore in order to
deal in the professional manner, a HR needs to cultivate that working environment which
can work together for the accomplishment of organisational goals and development of the
organisation.
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 Organisational skills- A HR needs to be an organised one in order to give a good
impression to its employees. It is needed for a HR that the work done needs to be in such
a manner that it keeps oneself ahead from rest others. For a professional HR an
organisation is the place of the best interest of working and needs to develop a routine in
order to understand the work which should be done. The nature of HR needs to be in such
a way that it motivates the managers to approach every case arising in the organisation
with good planning and efficiency. HR requires to be ensured that all the information
related to employees in the organisation should be clear and accessible and each meeting
needs to be priorly scheduled with the thought that employees should be given
responsibilities to work and there requires the commitment of employees to the managers
(Chen and Fong 2015).
 knowledge HR professional should posses the knowledge of training and development
programs i.e. what kind of training should be given to employees and that too when it is
needed by the employee. HR should posses the knowledge of pay rolls and employee
attendance. HR should posses the knowledge of total employees working in an
organisation.
 Behaviour: HR professional should be purpose oriented and HR action should spaek
louder than words, HR professional should be Versatile and should be adaptive with the
situation. HR should be honest and trustworthy.
P2 Analysing the personal skills for audit and developing the development plan
The HR of Whirlpool is having the following qualities and skills for the profile of human
resource manager which are the strengths also:-
Interpersonal skills- HR of the entity have many hats to wear at the same time which requires
the very strong inter-personal skills which can be easily depicted by the individual. It is the
responsibility of a HR to deal with various types of individuals on its job profile. This quality is
very well embedded in the nature of the HR of the organisation. The questions put up by the HR
relating to the particular concern, attending the meeting of organisation etc., is addressed and
relates in such a way that can be understood easily by the individuals against the question has
been arisen, so that the employment sector of the organisation can work in the efficient way.
Leadership skills- A good leader always inspires and motivates its employees same is done by
the HR of Whirlpool, the examples has been set in order to inspire the employees to follow
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(Govindan and Murugesan 2015). The HR is also a trust worthy one, the employees trusts the
decisions made and always follows the assigned task by the leader.
Weaknesses- There are various skills like problem solving, expertise in every managerial thing
and ethics. These are the skills which are not present in the HR of Whirlpool can be termed as
weaknesses as these are very essential for the job for which the individual is working.
Opportunities- Various hiring of HR has been introduced in the in UK, therefore it is one of the
great opportunity for the HR, furthermore there are many newly opened organisation which
offers the opportunity to work with the clients around the globe, therefore the HR can apply for
that and get selected on the post and can become a successful HR of the organisation by using
the skills present in the individual (Griffith and Macartney 2014).
Threats- With various opportunities there are different threats for the individual, for the HR of
Whirlpool the biggest threat is one of the colleague only who is more expert in the field and can
grow better than the individual and even can replace from the post.
PERSONAL DEVELOPMENT PLAN
Skills Personal
Audit
Questionna
ire
1 2 3 4 5
Managemen
t
Good to
complete all
the task in
time

Communica
tion
Good to
present in-
front of
people.

Self-
motivation
Positive an
open-
mindedness

4

Teamwork Good to get
along with
others

Computer Good to use
Microsoft
products

Leadership Good in
giving
instructions
and decide
the jobs of
group
members

Problem
Solving
Good in
handling
situation
 
What do I
want/need to
learn?
What will I do to
achieve this?
What resources
or support will I
need?
What will my
success criteria
be?
Target dates for
review and
completion
Improve problem
solving skills
I need to take the
guidance from the
superiors in order
to deal with the
issues occurring
suddenly.
I The resources
would be Books,
data of previous
managers and
internet. I should
participate more
in yoga to
increase more
concentration
My success
criteria would be
that I will set
parameters for
problems solving
skills like to
check the end
results of
problems solved
6-9 months
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power. within a given
time frame.
Improve
efficiency and
effectiveness in
every task
I should de-clutter
the workplace and
should remain
engaged in doing
the variety of
tasks and keep
organised all the
time. I Should
focus on the areas
where the
individual are
most expert at in
order to apply is
more efficiently
to the
organisation
(Kang and
Ritzhaupt 2015).
Books of
professional
management,
internet.
The success
criteria would be
to check every
task is done
properly, I need
to check the short
coming of every
tasks and try to
remove them.
6 months-1 year
TASK 2
P3 Analysing the differences between individual and organisational learning
Individual learning Organisational learning
Individual learning can be elaborated as the
ability to build knowledge with the help of
Organisational learning is defined as the form
of learning which is totally based on
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individual reflection and based on the needs of
an individual.
application of knowledge for a specific purpose
and learning from the particular process or
outcome of an organisation.
The modes of learning are basically divided
into three parts that is accretion, structuring
and tuning.
There are two ways of organisational learning
at Whirlpool, one is looking and learning at the
firm as a whole and second is learning by the
purpose of specific task or can be termed as
cognitive approach (Kerzner and Kerzner,
2017).
Individual learning always begins with the
interest of an individual, engagement and
encouragement of a learner.
Organisational learning begins with detecting
and correcting the mistakes by imparting the
training to the individual of the organisation or
to new ones.
Main purpose of this learning is to gain the
knowledge and understanding with the help of
experiences, study or instructions on the
individual level.
The purpose served by the learning method at
Whirlpool is to impart the training to existing
as well as to new employees of an organisation
in order to increase the efficiency of the
organisation and to accomplish the desired
goals in the efficient manner.
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P4 Analysing the needs of continuous learning and professional development for the sustainable
development of an organisation
Continuous learning is considered essential for employees as well as for the organisation
in order to gain success in today's competent market. There are few organisations who provides
different kind of financial support to the employees in order to impart the learning and training
sessions and some organisations provide it after making the benefit (Müller and Vom Brocke
2016). Whirlpool gives the training to its employees before only in order to gain more by the
work of skilled employees. Therefore, following points will show the need for continuous
learning at Whirlpool which is beneficial for the organisation and for employees both:-
Increase in productivity- With the various programs of continuous learning, employees at
Whirlpool, feels happy at the workplace when they feel that their superiors are taking care of
success and goals of an individual. It leads to higher retention of employees. Whirlpool fosters
continuous learning, therefore enjoys the higher retention of employees at the organisation.
Happier employees can work more efficiently thereby is very much helpful in increasing the
productivity of the organisation. Lack of advancement opportunities to the employees, has been
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Illustration 2: Professional development skills
(Source: Professional development skills, 2018)

one of the main reason for them to leave the jobs more frequently in various organisations, but
with the ways of continuous learning and employee advancement techniques in the organisation
can benefits it in the loyalty and engagement of employees in different activities of the
organisation (Norman and Pierce 2015).
Creation of new roles- Existing training and knowledge are not always required, therefore it is
essential for the organisation like Whirlpool to acquire the new techniques of continuous
learning at organisation for employees in order to train the employees according to the new
trends which can help ion creating of new job profiles and can open the ways for employees to
enter into new different fields where they can excel in a much better way then the existing
profiles in the organisation. It has been ensured that every employee at the organisation carries
the necessary potential skills with them, the need is just to trail the skills in a way that can prove
beneficial for the organisation in enhancing the financial condition and improving the image in
the market by being a tough competitor.
Kolb's learning theory: works in four stage of learning cycle that an individual can use during
learning process
1. Concrete Experience: An individual gains new experience or make a reinterpretation of
its existing experience.
2. Reflective observation: here the individual checks the inconsistencies that is between
experience and the understanding, i.e. what is the difference between what an individual
has experienced and what has it understood.
3. Abstract Conceptualization: in this stage a reflection gives rise to new idea or an
individual makes modification in the existing idea as the individual has learned from its
experience.
4. Active Experimentation: at this an individual applies its ideas to the world.
Honey and Mumford's learning style: According to this theory an individual can adopt four
learning styles
1 Activist: An activist are the kind of people who learn by doing its self, i.e. they gain the
experience by doing.
2. Theorist: a learner understands by the theory behind the actions. They use model,
concepts and also the fact to engage their learning process.
3. Pragmatist: These type of learners put theory into practice in the real world.
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4. Reflector: These type of learners learn by observing others and think what will or
what has happened.
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TASK 3
P5. Determining value of HPW in workforce engagement as well as in competitive advantages
High performance working will be effective and helpful as per making appropriate operational control and execution of the workforce in
proper terms and management. Therefore, it will be helpful in bringing competitive advantages within organization as well as enable them to
meet challenging external issues. Whirlpool on the other side has issues relevant with internal administration over work and workforce. Thus, in
relation with having appropriate control over operational activities, implications of high performance working will be effective in bringing
specific execution.
High Performance Working: This technique is being implicated by the professionals in organization with a motive to improve
efficiency, performance and bring promptness for retaining targets. Analyzing the duties and performances performed by workforce. Evaluating
their skills, talents and tendency to perform the work will be effective in bringing the qualitative control over each issue in business (Griffith and
Macartney, 2014). The importance of this technique in appropriate employee engagement and internal competition can be contributed such as:
 Improved HR practices: Plans made by the HR department which will be adequate and helpful as per meeting the gains and managing
the operations of the firm. HR manager recognizes ability of employees in performing tasks and making operational efforts which will be
adequate and effective in reaching the targeted aims. They analyses their issues and suggested the alternative solutions which brings
satisfaction to them. Ascertaining the skills and qualification to perform the duties the HR manager will make strategic plans such as
shifting employees from one department to another as well as give them various responsibilities to operate practices (Norman, Gardner
and Pierce, 2015). Whirlpool will be effective and helpful in having the appropriate strategic directions with determination of the job and
duties being performed by the business professionals.
 High workforce participation: there will be rise in the performance performed by the workforce and employed in the organization.
HPW considers records of each employees and the activities performed by them in the most positive manner. Determination of the
strength and ability to perform the tasks will be most motivational and effectual as per bringing the suitable development of performance
initiatives in Whirlpool. Commitment of employees towards organization will be appropriate in bringing the best competitive
environment in operations (Madera and et.al., 2017). Efforts and dedication plays an important role in improving the efficiency and
productivity of organization.
 Rewards and recognition: Performance, efforts and dedication paid by the employees in relation with achieving the personal and
professional goals. HPW will be suitable techniques which brings the top-level manager and appropriate determination of the activities
and efforts made by employees to appreciate them with various rewards (Griffith and Macartney, 2014). Strategies which have been
developed by Whirlpool such as rising their pay-off, reducing workload, promoting them etc. Thus, these are the changes which will be
effective and helpful in making appropriate changes and operational improvements. Moreover, it creates competition among workforce
as per performing tasks and making qualitative efforts which will be indicative and helpful in meeting goals in right time.
TASK 4
P6 Evaluating the different approaches to performance management
It is very important for Whirlpool to measure the performance of the employees and is considered as the backbone of the organisation.
The associates of the business normally measure the performance of its employees by assessing the contribution made by various employees
towards the growth of the organisation. Employee gets the information about their performance measurement at the time of performance
appraisal. Performance appraisal can be defined as evaluating the employees, providing the appropriate feedback and then creating the positive
impact for their future performance in the organisation (Posavac, E.J., 2015). The performance of individuals in the organisation depends on the
following factors:-
 conducive work environment
 work profiles of employees
 compensation and bonus offered
 satisfaction in job
 policies of company
 technological up gradation
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Whirlpool uses different types of approaches in order to measure the performance of its employees. These are as follows:-
Behavioural approach- It is considered as the oldest approach to measure the performance of employees in an organisation. In order to measure
the performance of employees there are various vertical scales introduced for different job description. This approach can be applied by using
BARS technique. The scales in the approach are based on various parameters which are normally decided by all the employees in an
organisation and then the employees are ranked on the basis of that parameters. Whirlpool has been using the technique as it benefits the
organisation with a more specific description of employee's behaviour in regard to the frequency of effective performance.
Results approach- This is one of the simple and a straight forward approach can be effectively applied by Whirlpool in which employees are
ranked by the organisation according to the results of the performance. This approach is very effective in order to motivate the employees for
enhancing the productivity and measurement of feedback. The main merit of using this approach by Whirlpool is that it involves the strategies
into operations of organisation with a holistic view.
Trait approach- This approach aims at the emotions, habitual patterns and thoughts of behaviour of the employees in the organisation. The
technique is used by evaluating the various aspects of an individual. It is mainly focussed on identification and measuring the characteristics of
personality of the employee in a more descriptive manner. It is one of the best technique cab be used by a manger of Whirlopool as it evaluated
an individual in various situations also, that means an employee is judged in various situation and its behaviour in different challenging
situations of the organisation.
CONCLUSION
The report above presented in order to clear the concept of developing individuals, team and organisations. There are ways and skills
which have been covered, can be used by a HR in order to effectively manage the team at organisation. The ways in which different individuals
from various backgrounds react in the organisation and the skills of HR which are appropriate and can be used to fix the issues as well as
interpersonal skills which can be used in such a manner that satisfy the employees at work and organisation as well. The study revolves around
the hope of ability of the organisation which can be enhanced by the working style, knowledge and skills of HR at the organisation and the
ability of HR to cope up with the issues arising day-to-day in the organisation which can create a healthy working environment foe employees
that benefits both the employees and the organisation. Furthermore, the research paper includes the difference between individual and
organisational learning and the way it can benefit the organisation in the form of its growth.
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Illustration 3: Performance management
(Source: Performance management, 2016)

REFERENCES:
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Kang, Y. and Ritzhaupt, A.D., 2015. A job announcement analysis of educational technology professional positions: Knowledge, skills, and
abilities. Journal of Educational Technology Systems. 43(3). pp.231-256.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
Madera, J. M and et.al., 2017. Strategic human resource management research in hospitality and tourism: A review of current literature and
suggestions for the future. International Journal of Contemporary Hospitality Management. 29(1). pp.48-67.
Müller, O. et.a., 2016. Towards a typology of business process management professionals: identifying patterns of competences through latent
semantic analysis. Enterprise Information Systems. 10(1), pp.50-80.
Norman, S. M., et.al., 2015. Leader roles, organization-based self-esteem, and employee outcomes. Leadership & Organization Development
Journal. 36(3). pp.253-270.
Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge.
Posavac, E.J., 2015. Program evaluation: Methods and case studies. Routledge.
Online
Human Resources, 2018. [online]. Available through:
<https://www.mba-institute.org/MBA_Certified_Human_Resources_Professional_Training.php>
15 Professional Development Skills, 2018. [Online]. Available through: <http://www.teachhub.com/15-professional-development-skills-modern-
teachers>
Performance Management, 2016. [Online]. Available through: <https://www.slideshare.net/ParasuramanWickramar/performance-management-
66433776>
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