Developing Individuals, Teams and Organisations

Developing individuals manager of Whirlpool, Teams and Organisations INTRODUCTION 1 TASK 11 P1 Professional knowledge, skills and behaviours that are required by HR professionals 1 P2 Personal skills audit to identify knowledge, skills and behaviours and developing a professional development plan3 TASK 25 P3 Differences between organisational and individual learning, training and development with learning cycle theory. 5 TASK 311 P5 HPW contributes to employee engagement and competitive advantage 11 TASK 413 P6 Different approaches to performance management which can

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 Personal skills audit to identify knowledge, skills and behaviours and developing a
professional development plan...............................................................................................3
TASK 2............................................................................................................................................5
P3 Differences between organisational and individual learning, training and development with
learning cycle theory..............................................................................................................5
TASK 3..........................................................................................................................................11
P5 HPW contributes to employee engagement and competitive advantage........................11
TASK 4..........................................................................................................................................13
P6 Different approaches to performance management which can support high-performance
culture and commitment.......................................................................................................13
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
The developing of individuals, teams and organisation is very important for all types of
business and company. The success of firm depends upon expansion ability and improving
capabilities of individuals and group collectively. The performance of business can be improved
by developing employees in organisation. For profitability and sustainability, firm depends on
ability and capabilities of manpower. The given assignment is related with Whirlpool which was
established in November 11, 1911 at Benton Charter Township, Michigan, United States. It is
multinational manufacturer of home appliances at America. Report will discuss about
knowledge, skills and behaviours required for HR professional in an organisation. The discussion
is also about personal skill audit which analyses knowledge, skills and behaviour of individual
(Amabile, 2012). Through this, strength and weakness can be found and to overcome that
professional development plan is prepared. The difference between organisational and individual
learning, training and development is discussed. The learning cycle theory is analysed for
importance of continuous professional development in business. High performance working
contributes to employee engagement and competitive advantage and different approaches are
used for performance management which support high culture and commitment.
TASK 1
P1 Professional knowledge, skills and behaviours that are required by HR professionals
To manage the work properly, HR of Whirlpool need some essential knowledge, skills
and certain behaviour. This is requisite to manage workplace and handle the crisis situation in
company. Some of those are discussed as below:
Knowledge
This refer to awareness, understanding and familiarity of facts, skill, descriptions and
information about someone or something acquired through learning, experience, education,
perception. It is practical and theoretical understanding of particular subject. The knowledge
required by HR professional of Whirlpool are: HR management knowledge: It means HR should have proper management knowledge
of the company. They should be aware about roles, duties and responsibility to be
performed. Whirlpool HR manager should know their task to do in stipulated time
(Berry, 2011). This increases good human resource management in business.
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 Trend analysis and trend prediction: HR should have knowledge about current trends
and their prediction. They should be updated with present trends and accordingly act.
Whirlpool provides training and development about analysis and future prediction to their
employees (Ford, 2014). Technical knowledge which is specific to the sector: Whirlpool requires technical
knowledge to perform task. As it is home appliances so it requires more technician
professional. This knowledge helps to work effectively and efficiently.
 Change management: The business runs in dynamic environment so HR should know
changing need of demand and supply. The human resource manager of Whirlpool should
easily adopt change management in business for running and success of business.
Skills
It is the ability to perform work with intent to results given in specific time and energy. It
is divided into domain specific and general skills. They are expertise in particular task and
perform work. The skills required for HR professional are described below: Good team work: This is the most important skill requires in HR for company. Every
work is done with help of team member so HR should able to make good team and assign
work to complete in time. Whirlpool need team work skill for carrying out activities. Research skills: This means doing research on specific things or topic on regular basis to
know about changing needs (Gibbs, 2013). This skill should be possessed by HR in
company to perform work with the competitor and achieve competitive advantage at
Whirlpool. Communication (written and verbal): HR should be able to communicate with each and
every member of company. Communication can be written and verbal basis. The
manager of Whirlpool should communicate their subordinate properly so that they do
work with perfection and timely. Negotiation skills: Negotiation is also skill required by HR professional. While
conducting interview, this skill plays an important role for selecting candidate through
negotiation. It is done in terms of salary and work.
 Organisational and coordination: The aim of every organisation is to earn maximum
profit with minimum output. For this, members should be coordinated to each other for
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doing work. It helps in achieving goal and objective at Whirlpool (Goetsch and Davis,
2014).
Behaviours
Behaviour is the action and manner developed by organism, individual, system with
surrounding or environment. It is the way in which people act with another. The behaviours
required by HR professional can be described below:
Reliable- The behaviour of employees should be reliable. They should believe on others
for performing task. In context of Whirlpool staff should be reliable on others for group or team
assignment which increases knowledge and skill.
Cooperative- It is important for staff to be cooperative. Everyone need to help each other
for achieving goal and objective. This is required in every organisation to have cooperative
behaviour of manager as well as staff. Whirlpool also require such for effective running of
business.
Right Attitude- All the manager should possess right attitude with their employees and
staff for doing work. This helps in working efficiently and effectively with others. Whirlpool
also possess this behaviour for achieving goal and objective.
Self Control- Every individual should be able to control themselves. There are many
activities which need to be controlled by staff. Whirlpool manager do self control for working
effectively.
Ethical Behaviour- The moral values, belief and behaviour in ethical way is called
ethical behaviour. Whirlpool requires for ultimate goal and objective.
P2 Personal skills audit to identify knowledge, skills and behaviours and developing a
professional development plan
Personal skill audit is the process of recording and measuring skills and capability of
group and individual. Learning need analysis is the review for development and learning
requirements which is designed to handle and support teams, individuals and organisational
development. It helps in evaluating skills, behaviour and knowledge of employees to meet the
gap needs. The purpose of LNA is to assess attitudes and skills of staff to find current and
anticipated gap.
The main reason for audit is to find knowledge and skills of an employee’s required by an
organisation (Levi, 2015). Every company conduct personal skill audit to know about their staffs
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knowledge, skills and behaviours towards the organisation. It also helps in finding strength and
weakness of worker and improving them with different professional development plan.
The benefits from skill audit are: valuable and valid workplace skills, helping to improve
knowledge, reducing training and development cost as efforts focus on development.
The disadvantages from skill audit are: cost increment, harassment of staves, fraud
chances, insufficient considerate, unsuitable changes.
By the help of personal skill audit an individual knowledge, skill and behaviour is
identifies. My personal skills audit as a job role of product approval senior engineer is
determined as:
Requirements Personal audit (rating
scale: 0-10)
GAP
Trend analysis and
trend prediction
7 I need to focus more on current scenario
and trends prevailing in market.
Change
management
5 I require to enhance knowledge about
changing policy, rules and regulation of
management.
Communication 7 I need to develop my writing skills
along with speaking for the
communication.
Research skills 6 I don't do research on the given topic
which is gap for result achievement.
Right Attitude 6 As a engineer, I needs to focus on
keeping right attitude at workplace or
with workers as well.
Self Control 4 For me, self control is crucial. In this I
focus on developing positive attitude
towards the activities and at the same
time also control my self to improve
performance.
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I identified my strength and weakness from the personal skill audit. The strength helps in
achieving goals and objectives for business. Similarly, weakness loses opportunities in firm
which need to be improved.
Strength Weaknesses
Trend analysis and trend prediction Communication
Change management Research skills
All the knowledge and skills mentioned above are essential and this analysis help me in
analysing my performance. With the help of this analysis I can monitored that which skill is
strong which is weak so that can make improvement in that. I have proper information about
change management an d trend analysis but I am weak in communication and research skills. So
there is a gap generate related to lack or improvement of these skills so it is essential to fulfil the
GAP that have been identified after learning needs analysis for which, the methods of personal
development plan is opted. I overcome my weakness by the help of personal development plan
which is described below:
Objectives:
What do I want
to learn?
What will I do to
achieve this?
What would be
the hurdles in
achieving my
goals?
What will my
success criteria
be)
Target dates for
review and
completion
(mm/dd/yy)
PROFESSIONAL DEVELOPMENT PLAN
Communication Reading books,
learning grammars
and speaking
English.
Confidence I can improve by
taking public
speaking class
and participating
more.
20/11/18
Research skills The sample test
paper, google
scholar should be
use to gain
information.
Guidance I need to search
proper books,
sites to find
matter about topic
and work
15/11/18
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accordingly.
Trend analysis
and trend
prediction
By making
focusing and
concentrating on
current scenario
and trends
frequenting in
market.
Guidance I require to
analyse
magazines, online
sites so that I can
get information
about trend.
10/11/18
Change
management
With the help of
books and by
getting information
about the change
management
through internet
etc.
Confidence and
guidance
I need to read
books related to it
and use online
sites to gather
information
related to this
topic.
25/11/18
Right Attitude By communicating
and interacting with
my senior authority
to keeping positive
attitude.
Over
confidence,
communication.
For this I need to
attend various
seminars, and
motivational
activities.
01/12/18
Self Control With the assistance
dealing with
clients, seminars
and many more
events help me in
controlling my self
at workplace.
Motivation,
confidence
I need to develop
my confidence at
workplace by
communicating
with my
subordinate and
senior manager.
15/12/18
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TASK 2
P3 Differences between organisational and individual learning, training and development with
learning cycle theory.
It is the process of gaining knowledge, values, skills or preferences. The capacity of
learning is possessed by humans and even some machines. Some people requires a continuous
learning that is they learn from their past experiences and repetitive learning experiences usually
lasts for a longer duration of time.
Kolb's learning cycle theory
This theory was given by David A. Kolb in 1984. It is divided into two parts includes
learning cycle and learning styles.
Learning cycle
This is divided into four parts which are described below:
Concrete Experience
In this cycle team, individual and organisation are given task. Here, individual have to
learn rather than watching or reading. The people learn from new or existing experience. These
helps in making team, discussion, problem solving and practical exercises (McCormack, Manley,
and Titchen, 2013). In context of Whirlpool, this style is needed for solving out problems
through group.
Reflective Observation
It means taking time from doing task and stepping back and viewing the things done and
experienced. The open questions are asked and vocabulary is important for discussion. The
important task is inconsistency between understanding and experience. This helps in observation,
feedback from others, learning and quiet thinking. Here, Whirlpool employees learn from
experience and perform the task (O'leary, Mortensen and Woolley, 2011).
Abstract Conceptualisation
It is the relationship between understanding and events interpret. In this stage, learner do
comparison of done, reflect upon and already known things. It is taken from models, learning,
theory, observations, ideas from colleagues etc. It helps in facts, given theories and present
models. In the context of Whirlpool, each and every work comparison is done and help taken
from different models, observations and theories.
Active Experimentation
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This is the last stage of learning cycle in which learner put things into practice. The
planning plays an important role in this stage. All the relevant content should be applied in
practical situation. It helps in getting solution through case studies, using play role and use real
problems. The employees of Whirlpool apply the learning into practical approach to get solution
for problems.
Learning style
This style is divided into four parts which is described below:
Diverging
Individual of such learning look things differently and prefer watching work than doing.
They are emotional, imagination capacity, open minded and work in groups. Here, learning is
concrete and reflective. In Whirlpool, there are number of employees who view problems
differently and apply skills for solving.
Assimilating
They have all clear information and exploring new analytic models and theory. They
prefer in concept and apply in people. Under the context of Whirlpool, each and every should
have clear information about things happening in company.
Converging
They are problem solver and applying theoretical knowledge into practical. They use
technical skills to solve out problems with new idea and are unemotional. All the employees of
Whirlpool solve problem together and apply knowledge in it (Pinjani and Palvia, 2013).
Accommodating
They prefer doing things practically and take new challenges for solving issues. This is
very important for Whirlpool to take new opportunities from marketplace and through practical
knowledge solving it.
Organisational learning
It is process of transferring knowledge, creating and retaining inside organisation. This
helps in improving performance of company with the gaining of experiences. As experience
gained creates knowledge and ultimately leads betterment of firm. It includes developing
relations with investor and increasing product efficiency. Knowledge has four units including
group, inter organisational, individual and organisational. Organisational learning can be
measure with learning curve and it varies according to rates (Schaubroeck, Lam and Peng, 2011).
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Learning curve shows relationship about producing products and services, increasing efficiency,
reliability, productivity, quality improvement. It has research, mistakes and competitors through
which organisational learning can be improved:
Research- Organisational learning require research work for improving themselves. It
assist in getting new learning and knowledge increment. It should be done on frequent basis.
Mistakes- OL helps to learn from mistakes done in past and present. It helps in improving
themselves.
Competitors- One can learn from its competitors. It enhance performance and increase
productivity.
Individual learning
It is capacity to create knowledge through personnel reflection about outside sources and
stimuli gaining knowledge and experiences from external sources and environment. It is way of
teaching in which instruction learning, ability and interest depends upon each learner and is also
called individualised instruction. It is very important for development of staff at workplace. The
company should conduct program for individual so that they can improve themselves with the
changing market need and demand.
Formal and Informal learning
Formal learning is the structured way and organised environment including education
institution, training or job. It is designed for education in resources, time and objectives. It is
learning through perspective, certificates, degrees and presentation study.
Informal learning is the education which is out of limitation or beyond and traditional
learning environment such as college or university. It is learning from projects or going on daily
life activity (Seibert, Wang and Courtright, 2011).
Kirkpatrick’s Training Evaluation Model
This theory is divided into four levels of evaluation including:
Reaction
In this level, employees are trained and feeling for the importance of training. It helps in
measuring reaction which enables the audience view regarding training and improving in future.
Every employees of Whirlpool should be provided with training for knowing about new products
and services.
Learning
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It is the knowledge gain through study and experiment. All the specific objectives should
be included in session. Thus, this help for improving in future which has not done in current.
Whirlpool also gives training and improves their employees (Seibert, Wang and Courtright,
2011).
Behaviour
It helps in evaluating the changes in behaviour of trainee by applied training in above two
stages. It includes applying of information in real situation. If trainee has not learned then
training is ineffective.
Results
It is the final results of training. It includes outcome or result which organisation have
achieved for employees and business. Thus, achievement of goals and objectives by the company
took place.
This model is used for individual and organisation learning. As this is divided into four
level which start from reaction and end with results. As both learning requires sequence to learn
anything. It assists in increasing productivity and profitability and sustainability.
If individual and organisation learn on continuous basis then their knowledge, skills and
behaviour increases. They will enhance productivity and profitability.
Similarly if individual and organisational don't learn then they remain outdated about
new technology. Their skills cannot improve and results in low productivity.
Differences between Training and Development
Training is learning process, short term in nature job oriented and focus on present
scenario. Similarly, development is educational process, long term in nature, career oriented and
focus on future scenario. Training and development helps in improving efficiency of firm, team
and individuals. It is very important for corporation to provide training and development session
for their staffs and employees to achieve goals and objectives. The differences are as follows:
Basis of Differences Training Development
Meaning It is considered as learning process
where employees and staff get
chance to improve and develop
knowledge, skills and competency
It is educational procedures that
focus on overall growth of
workers and employees.
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according to requirement of jobs.
Term It is based on short term goals of
organisation.
It is based on long term goal of
business.
Orientation Training is required for job
orientation.
Development is required for
career orientation.
Objectives The main objectives of training is
improving work performance of
working force.
The main objectives of
development is preparing staff
for taking future challenges.
Aim It has aim related with particular job. It has aim related with general
and conceptual knowledge.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous Learning
It is the ability to improve and create knowledge and skill for performing work and
adopting changes need at workplace. The people who want to learn on continuous basis take
initiative and implement new thoughts, ideas and creativity. They focus on developing aptitude,
practical commitment and learning more. It helps in building both personal and professional
value for individual and groups. It involves viewing experiences for policies, assumptions,
values, methods and practice learning (Werner and DeSimone, 2011). It helps in organisation to
achieve vision and mission of company. It helps in preparing for unexpected, boosting profile of
individual, sparking new ideas and confidence increment. Whirlpool wants their staffs and
worker for learning on continue basis for improving themselves.
Professional Development
Professional development is the way to learn and maintain qualifications of
professionalism including conferences, learning opportunities informally. It is intensive,
collaborative and evaluative stage. The entire individual participates in professional development
programs and activities. This has following approaches including technical assistance,
consultation, mentoring, coaching, lesson study, case study methods. It helps in developing
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personality and professionalism of individual for carrying out task. Whirlpool conduct classes for
improving skills in firm to achieve target (Williams, Muller and Kilanski, 2012).
The need or benefits of continuous learning and professional development for
sustainability are as follows:
Improve capabilities and efficiency
Continuous learning and professional development helps improving capabilities and
efficiency of an individual and group. The firm should evaluate performance of staff on regular
basis for improvement. Whirlpool has improved a lot from past year because of new technology
and frequent activities conducted for employee performance. This help in achieving target made
by business. Every worker should focus on increasing existing capacity and work doing
efficiency. This leads to sustainability of individuals at workplace and profitability of company.
Maintenance of standard
With the help of continuous learning and professional development, individual can
maintain its living as well as working standard. Every employees work for living and fulfilment
of needs and demands form their job profile. This motivates them to perform effectively and
efficiently. Whirlpool takes responsibility for their staff improvement as well as their way of
living or standard. This reflects image and goodwill of company in the environment. It also helps
in sustainable driving for Whirlpool (Amabile, 2012).
Adopting market change
The environment is dynamic and accordingly company need to act. Every firm preplan
for adopting change need of market. The plan, policy, rules and regulation should not be fixed
for any business. They should be changeable to cope up with changing environment. Thus,
continuous professional development helps in adopting market change which leads sustainability
of business (Berry, 2011).
Enhancing knowledge and confidence
The continuous learning and professional development leads to building knowledge
among individuals and rising of confidence level for solving issues & problems. Whirlpool has
developed a lot, created market image and goodwill with the help of manpower's knowledge.
Thus, firm need skilled resources, confident staff for performing business activity. It also create
sustainability among competitors and value. Every individual should be given opportunity to
improve and enhance knowledge with high communication and confident skill.
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There are barriers of continuous professional development such as lack of
communication, not improvement of performance and productivity decline. This also decline
sustainable business performance in any organisation. As CPD is on going activity in firm for
improving performance of workers and manager. The Whirlpool's performance also decline
because of CPD lacks.
TASK 3
P5 HPW contributes to employee engagement and competitive advantage
High Performance Working
High Performance Working (HPW) is the practices which improve capacity of an
organisation effectively in order to hire, select, retain and develop high performing employees. It
is developed within business for high work performance and better work productivity. It has four
subsystem which are: engaging staff, acquiring & developing talent, empowering the front-line
and aligning leaders. This helps to enhance skills and knowledge of individual and group for
achieving organisational goals and objectives. This leads to employee engagement activities and
competitive advantages achievement.
Employee Engagement
It is the intent in which staff feels passionate for the jobs and committed to company for
doing efforts. It can be measured both in qualitatively and quantitatively terms which describes
relationship between employer and employee. Through this, the positive result comes for
performing task. The high staff engagement leads to better results. It is very important for
maintenance and achieving results (Ford, 2014). Each and every staff should be included in
engagement activities for improving themselves for future course of action.
Competitive Advantage
It is the characteristics which allow company to perform outstanding from its
competitors. It is the position of business from its competitive market place. Every employee
should work efficiently and effectively for achieving high advantages. It can gain through high
working performance by staffs. It is very important for sustainability to face competing world.
Thus, contribution of employer and employees requires must for result achievement.
The contributes of HPW to employee engagement and competitive advantage are as
follows:
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Employee attitude
HPW helps employees to feel and initiate for more responsibility for enhancing and
improving products, processes and services. Here, the innovation level increases which leads in
taking more initiative. This also helps in bringing new goods and service at market with short
period of time. It brings positive mentality of employees and higher engagement within firm. In
context of Whirlpool, employee perform well for achieving goals and objectives (Gibbs, 2013).
Better organisation
Organisation has unique strategy from its competitors which reflect attractiveness of new
customers and employees. It increases focus, discipline and corporate responsibility feeling
among staff. Thus helps in creating goodwill and reputation both in community and society.
High performance working contributes for maintaining healthy relationship internally and
externally. There is high exchange of ideas, creativity among each other through employment
engagement. Here, Whirlpool creates good image among its consumer for home appliance goods
through working performance. Thus, there is high chance of good organisation for sustainability
in competitive environment.
Better financial results
With the help of high performing working, better results in terms of finance can be
achieved. The employee engagement activities increase productivity and efficiency of staff
which leads achieving financial results. The company rises along with market share grows. All
the cost, budgets are control with effective planning. The main objective of any business is to
earn maximum profit with minimum cost (Goetsch and Davis, 2014). Thus, Whirlpool has made
proper planning of market and manpower for achieving better financial results as it has grown a
lot from past years.
TASK 4
P6 Different approaches to performance management which can support high-performance
culture and commitment
Performance Management
It is the activities which ensure goals in efficient and effective manner of company. It
focus on performance of department, employee, organisation and building process for goods or
services. It is the duty of HR to facilitate and improve performance of staff by building good
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working environment and providing opportunities for participating in planning & decision
making process. It leads to motivation for worker to perform well. It is important for current time
situation for cutting out throat competition and leadership battle in an organisation. It is
systematic and continuous process through which overall performance of individual as well as
organisation improves (Levi, 2015).
The different approach of performance management in context of Whirlpool is described
below:
Collaborative working
It is situation where more than two people attempt to learn and work together. It is
referred as group of people working collectively for solution, understanding and meaning to
develop output or product from learning. As this approach requires team member to have
common goal for the assigned task and work accordingly. For example, if employees of
Whirlpool work together then they can focus on goal and objective and achieve it in better and
effective manner.
Comparative approach
The ranking of an employee performance with others in group is called comparative
approach. Ranking is done from highest to lowest. Under this approach, forced distribution,
paired comparison and graphic rating scale is used for measuring performance. Here, training is
given to high performer for promotion and low are given chance to improve themselves. As this
is suitable for small firm with same profile (McCormack, Manley and Titchen, 2013). Thus,
Whirlpool is large company with more employees having different job criteria so it is not
suitable to adopt this approach. For example, with help of this approach employees of Whirlpool
get encourage and motivation towards better work performance and focus on improving them in
effective way.
Attribute approach
When employees rated on some set parameters such as innovation, teamwork,
communication, creativity, problem solving and judgement. The graphic rating and mixed rating
scale is used for measuring employees’ performance. The disadvantages of this is based on
subjectivity and rely on evaluator. It only calculates best and worst performers. Whirlpool cannot
use this approach because there are large numbers of employees working so is difficult to find
best and worst (O'leary, Mortensen and Woolley, 2011). For instance, employees should possess
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attributes and skills for performing work. If they have attributes then they can perform any type
of task. As it is difficult to analyse worst and best work performance from large number of staffs.
Behavioural approach
It is the oldest technique for measuring performance. The Behaviourally Anchored
Scaling Rate (BARS) and Behavioural Observation Scale (BOS) are two scales in this approach.
BARS include vertical scale from five to ten called anchors and are ranked accordingly. BOS
consist description of an employee’s behaviour for measuring performance. It is reliable and
accurate approach. The disadvantage is voluminous data which is difficult for managers to
remember. In the context of Whirlpool, this approach is not suitable to measure performance
because of more number of departments with large employees. The manager cannot rank their
staff in better manner because it is very difficult to analyse behaviour of employees. There is no
such tool which provide accurate results.
Result approach
It is the simplest and straight forward approach in which organisation employees are
rated on the basis of worker performance. The Balanced scorecard and Productivity
Measurement and Evaluation System (ProMES) are two techniques for this approach. In balance
scorecard, there are four techniques which include financial, learning & growth, customer,
internal & operations. ProMES is the techniques for motivating employees and enhancing
productivity with feedback. This approach is best for Whirlpool as it considers external
environment for measuring performance of an employees. The main objective of Whirlpool is to
achieve set result in effective and efficient manner. This can help business to earn maximum
gains and profits along with more improvement in skills and knowledge.
Quality approach
It improves customer satisfaction by removing issues, errors and omission. It considers
both system and person aspects. The staffs take feedback from manager and try to solve out with
personal and professional traits. This approach helps in assessment of system & employee,
multiple sources for evaluation, solving problem through team and considering internal and
external factors. Under the context of Whirlpool, this is not suitable approach because it requires
each and every factor which is not possible (Pinjani and Palvia, 2013). It is very important for
organisation to solve issues and problems of consumer and provide them satisfaction in better
manner. This can leads to rise in goodwill and brand value of staffs.
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Apart from above there are some more approaches such as:
Team work motivation- The team work helps in creating motivation which improves
performance of business. The individual should work in team for achieving result fast.
Financial reward- In order to performance at Whirlpool employees should be given
financial reward and should be motivated.
Feedback Monitor- All the activities and work should be monitored and if any feedback
then should be informed and improve performance level at whirlpoo.
CONCLUSION
From the above assignment it can be concluded that human resources requires
professional knowledge, skill and behaviour for the business. The report also includes personal
skill audit for knowledge, skill and behaviour. From this audit, the strength and weakness of
employee can be found and to overcome such personal development plan is prepared. Learning
helps in improvement of knowledge, skills and behaviour of employees which motivate them to
achieve goals and objectives. The high performance working contributes for employee
engagement and competitive advantage at a company.
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Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gibbs, G., 2013. Reflections on the changing nature of educational development. International
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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.
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Levi, D., 2015. Group dynamics for teams. Sage Publications.
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healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
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Academy of Management Review. 36(3). pp.461-478.
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