Developing Individuals, Teams and Organisations: Assignment
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Added on 2020-12-09
Developing Individuals, Teams and Organisations: Assignment
Added on 2020-12-09
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DevelopingIndividuals, Teamsand Organisation
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3A) Determination of knowledge, skills and behaviour required by HR professionals...............3B) Personal skills audit to identify and develop a professional development plan.....................5C) Professional development plan for Jane Cambridge..............................................................5E) Need of continuous learning and professional development..................................................9TASK 2............................................................................................................................................9i) Contribution of HPW in employee engagement and competitive advantage........................10ii) Different approaches of performance management..............................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13APPENDIX....................................................................................................................................14
INTRODUCTIONGrowth and development is a vital element of every organisation to achieve highperformance of individuals in an organisation. Development of individuals and team enhancesthe overall performance of organisation by providing them motivation, training and equippingthem with the required skills, knowledge and competence (Ford, 2014). Today, every businessenterprise understands the need of continuous learning and development for individuals at thelevels. Present report is based on Whirlpool which has a global presence and provides goods andservices across different parts of the world. It deals in manufacturing and selling of electricalhome appliances. This report provides an insight into the knowledge, behaviour and skillsrequired by HR professional and ascertain the differences between organisational and individualtraining, learning and development. It also includes the role of high performance work practicesin employee engagement and competitive advantage for the enterprise.TASK 1A) Determination of knowledge, skills and behaviour required by HR professionalsIn an organization, mangers seek to sophisticated person for operating business plans andprocedures. Human resource department has powerful job responsibilities that play importantroles for maintaining organizational behaviour. Whirlpool's managers consider on best skills,knowledge and behaviour of HR professional to solving existing problems among employees.Moreover, they assist in making perfect compensation plans, conflict resolution, promotion,incentive scheme, training programs and so on (Levi, 2015). Here focusing on major skills,knowledge and behaviours of HR manager in context of Whirlpool:SkillsCommunication: This is a soft skill of a person which helps in communicating witheffective manner within an organisation. HR professional uses this talent for handling formalmeeting by explaining verbally which addresses to better understanding of related subject.Secondly in Whirlpool, managers conduct interviews, best presentations and operate teamactivities smoothly. Conflict Management: People in human resource department, provide amplecontribution in resolving employees problem and disagreement of group (Pinjani and Palvia,2013). In respect of Whirlpool, HR coordinators solve work related conflicts by listening3
carefully every problems in detail. This skill established a harmonium relationship between allemployees and employer within an enterprise. Decision making: HR mangers involve in different decision making programs in acompany by providing accurate information of employees. In respect of Whirlpool, they provideassistance in solving existing work related problems and makes modification in working plans.Such changes gives sufficient flexibility to workers at work station and encourage to bestperformance.KnowledgeEmployment Laws: It highlights to legal relationship between workers and employerwithin an organization. This legislation gives consideration to employee harassment,discrimination, selection process, safety measures and many such practices (Knowledge andskills required by HR professional, 2016). In Whirlpool, HR managers should know aboutemployee related laws for conducting working activities without facing unwilling problems. Thissolid understanding assist in applying rules on particular circumstance in appropriate manner.Additionally, a manager needs to have a proper HR degree.Reward Management: This concept refers to pay roll knowledge along withimplementation by HR professionals. It conducts monetary and non monetary terms to increaseemployee's enthusiasm toward their job. In context of whirlpool, human resource managersanalyse every worker's performance and provide best incentives accordingly. This knowledgebuilds a better reward management structure which assist in attaining organizational goalstimely.Recruitment: By this knowledge of staffing helps in recruiting to right person for rightposition at a perfect time on bases of an organisation demand. It gives addressed to a plannedprocess which includes sourcing, attracting and matching people's skills according to job profilerequirements (Seibert, Wang and Courtright, 2011). In respect of Whirlpool, HR managersshould concern on manpower planning whenever working burden increase and need to hire bestperson. This knowledge can fulfill organisational long term as well as short term need in timelymanner.BehaviourTransparent and trustworthiness behaviour: It leads to better understanding of everysubject among all employees. Here, a HR manager does work as leader with behaviour and4
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