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[PDF] Developing Individuals, Teams and Organisations | Whirlpool

   

Added on  2021-01-03

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Developing Individuals, Teamsand Organisations

Table of ContentsINTRODUCTION ..........................................................................................................................1TASK 1............................................................................................................................................1P1 Identify appropriate skills, knowledge and behaviour required by HR professionals ..........1P2 Develop a professional development plan ..........................................................................3TASK 2............................................................................................................................................5P3 Difference between organizational and individual learning .................................................5P4 Evaluate need for continuous learning and professional development .................................6TASK 3............................................................................................................................................7P5 Demonstrate how HPW contributes employee engagement..................................................7TASK 4............................................................................................................................................8P6 Different approaches to performance management...............................................................8CONCLUSION .............................................................................................................................10REFERENCES..............................................................................................................................11

INTRODUCTION An organization requires a set of distinct knowledge and skills for its growth and survivalin market. It is vital for a company to get correct range of individuals who; with their potentialand ability contributes effectively towards achieving organizational goals and objectives. Bothemployers and employees are considered as an asset of business, hence it is essential to keepthem motivated so as to extract best out of them (Aarons, Hurlburt and Horwitz, 2011).Personnel Development develops a learning environment that bridges the gap between presentand desired stage of employees and also conducting various training programmes so as to makethem self-dependent and competent enough to deal with future contingencies in an effectivemanner. The given report is based on “Whirlpool” which is an American multinationalmanufacturer. The report covers different approaches to performance management, designingprofessional development plan, need for continuous learning and lastly how high performer workpractices of Whirlpool contributes towards employee engagement.

TASK 1P1 Identify appropriate skills, knowledge and behaviour required by HR professionals Human Resource Department primarily deals with the process of employee developmentthat is held in every organization. Generally, it includes arranging various training anddevelopment session for workers with an aim of improving their knowledge and skills. Successand growth of any business enterprise depend upon the contribution of employees towards firm'sgoals and objectives. Set of knowledge and competencies of each person is distinct from oneanother and becomes the reason for motivating them towards the accomplishment of definedtasks. During 2011, when Whirlpool undergo crisis, North American Staff of Whirlpool haddecided to do major restructuring. Although, the team was aware of the fact that restructuring ofcompany would require timely decision-making, well-informed, effective, efficient and cross-functional collaboration (Bolman and Deal, 2017). As the firm highly depends upon its team forhigher productivity and innovation which was at that moment of time was not sufficient forthem. Thus, the need for improving the skill, knowledge and behaviour of each individual arisesin Whirlpool. Skill: It can be define as an individual's ability so as to deal with present and future contingenciesin a systematic manner. Knowledge: Any information, fact or skills acquired by a person through education or experienceis termed as knowledge. It is regarded as both practical and theoretical concept of understandingsomething in a better way and take appropriate decisions accordingly. North American Region team of Whirlpool has decided to measure the skills, knowledgeand behaviour of its team on the basis of 5 core dimensions namely transparent communication,shared accountability for results, vision and extraordinary goals, mutual solidarity and respectand constructive conflicts (Choi and Ruona, 2011). Considering these five dimensions, NARStaff became the first one to engage its employees in the assessment process of HPT and toexecute the important changes that ensure High Performance Working. However the skills,knowledge, ability and behaviour of each individual must be different from one another. The roleof Whirlpool’s HR professional is to ensure optimum utilization of person's skills and knowledgeand try to extract best out of them. For doing it effectively and systematically, HR manager mustpossess adequate skills, knowledge and behaviour which are discussed below: Skills:

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