Analysis of Case Studies and Research Papers

This assignment requires a detailed analysis of a collection of case studies and research papers from various disciplines. The cases include topics such as corporate social responsibility, work-related stress, workplace learning, competence profiles for educators, person-centred care, work-based learning programmes, project management career development, surgical checklists, leadership and team dynamics, systems leadership, inclusive practice, virtual teams, environmental HRM practices, transformational leadership, and enterprise architecture. The assignment asks to identify a suitable title, meta title, and meta description, and provide a summary of the cases analyzed.

Developing individuals,teams
and organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse the knowledge ,skills and behaviour required by HR professional.........................1
P2 Determine personal skills audit and professional development plan.....................................3
TASK 2............................................................................................................................................5
P3 Differentiate between individual learning and organisational learning, training and
development................................................................................................................................5
P4 Examine the need of continuous learning and professional development to drive effective
performance.................................................................................................................................6
TASK 3............................................................................................................................................7
P5 Define HPW and contribute employee engagement with an organisation context................7
TASK 4............................................................................................................................................8
P6 Different approaches to performance management...............................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Every person want development in their life whether it is individual,team and the
business itself. Developing an individual and team is an important part of job. Whether person is
a team leader or an experienced manager. By development of business,manager able to attain
desired position in the marketplace. This improvement is only for new joiners but also for those
people who are already performing at working premises (Anagnostopoulos Byers and Shilbury,
2014) . This project is based on Whirlpool company which is an American multinational
marketer and manufacturer of domestic appliances such as washing machine,microwave
oven,fridge , cooking appliances and so on. This project highlights the importance of high
performance work practices which able to increase organisation productivity. It informs that for
the development of organisation is is necessary that HR have required knowledge and skills so
that they can carry day to day operations. In addition to it also laid that continuous professional
development can be possible by life long learning. It also throw the light on various approaches
of performance management.
TASK 1
P1 Analyse the knowledge ,skills and behaviour required by HR professional.
HR professional require to have various skill,knowledge and capabilities so that they can
achieve enterprise objectives in efficient manner. If HR will be able to fulfil their activities on
time than only it can't motivate other employees of the arrangement. Each and every department
of the organisation support business to achieve its goals. HR have to perform multiple duties in
the organisation like advisor, technical specialist, recruiter so that business can acquire its
desired outcome.
Continuing professional development (CPD) is a life long process where instructor try to
develop personal and professional skill ,knowledge and practices for their empowerment and for
employees. These skills can be gained formally or through training or informally or can also be
achieved by simply watching someone (Mellor and et.al. 2011)
Knowledge need by HR professional are given below :
Customer service : Human resource officer should know how can they provide
satisfactory services to the customer. Effective services can be provided to them only by
evaluating their needs and wants, this basis should be known by human resource professional.

For providing effective services whirlpool always remain connected with different kinds of
clients so that they can able to provide qualitative product and post sale services.
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Legal knowledge : It is not necessary that HR have the full knowledge of the law but
they should have the primary knowledge of different laws which is necessary for the organisation
working. They have the basic information of health and safety law,data protection act ,minimum
wages act ,equal pay act etc. so there is no injustice with the employees within organisation
(Tynjälä, 2013) .. Whirlpool follow all the rules and regulation which was imposed by the
government for the protection of people.
Management theories : HR officer would have the knowledge of different management
principles and theories. So that they can apply it to planning of activities,human resource
allocation, in making different strategies ,adopting different leadership style and controlling
human actions so that business able to fulfil its operations effectively. In whirlpool HR have the
knowledge of management principles which help them to carry out its day to day activities.
Skills required by human professional to operate organisation work are as follows :
Discretion : HR manager have the personal information of every worker who is
employed in the organisation so that it can be used for the knowing more to employee. It a
human resource responsibility to keep the information privately for protecting from another. If a
information reach to some wrong person hand than it can hurt the employee with it. Whirlpool
remains their employees information protected due to which their staff able to work without
stress and tension and contribute to arrangement growth ( Wesselink and Wals , 2011).
Multi tasking : In big enterprise HR work is limited to supply efficient work force to the
organisation with proper training and compensation. While in most of the arrangement HR have
to perform multiple duties at a time like retention programs, advertisement, compensation
opening bank account, applying new policies and so on. In the whirlpool, HR professional
perform many activities in the organisation with full passion and efficiency so that business able
to achieve its desired result. They remain patient when authority complains about the recruitment
process.
Decision-Making : HR manager should have the skills of the decision-making so that it
can take decision on effectively in a schedule time. Decision should be taken by considering the
benefits of the employees and the organisation not on the basis of only own benefit. Adopting
new policies of leave and compensation should be done after taking suggestion from the
employees not forcing on them. Effective decision in respect of employees and organisation able
to increase organisation performance and reputation in outside world.
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Behaviour that are required by human professional are discussed below :
Adaptability : HR head need to make alteration in the business rapidly and timely so that
business able to grab opportunities prevailing in the market. They should adapt new things and
method by own as a proactive not accommodate in the business because of the situation demand
it as reactive (Manley Hills and Marriot, 2011). This type of changes help the whirlpool business
to achieve its long term success and creativity.
Equality : Every organisation and its operating authority should follow the equality
principle in their enterprise otherwise it give rise to conflict and dissatisfaction among the
colleagues for each other. This type of conflict create a negative effect on their performance. To
sustain the growth whirlpool and it human resource department should treat all employees in a
same way like every individual of the undertaking.
P2 Determine personal skills audit and professional development plan
Personal skills audit should be done by every individual so that they would be able to
know what they contain and what they need to generate for survival in outside environment (Ions
and Minton,2012). There are generally many characteristic which individual contains from his
birth because of his family background and some they develop by facing different situations of
the life. They develop these kinds of skills by seeing other individual of the society. By the help
of these characteristic individual able to fulfil his commitment of personal and professional life.
Strength Weakness
 Make person to work in the team is
my biggest strength.
 Communication skills is good which
help organisation to convey important
decisions to the all departments of the
organisation.
 My listening skills is very good due to
which people able to convey their
problems to me.
 Not effective in taking quick decision
because hugely rely on deep analyses.
 Unable to handle multiple work at a
time which is the basic need of this
profession.
 Difficulty in handling HR software
which make human resource people
work easy.
 Difficulty in convincing people
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Personal development plan
Learning
objective /goal
Current
proficiency
Target
proficiency
Development
opportunities
Time scale
Decision making
skills
3 5 By making small
decision related to
employee which
does not create
big effect on the
working of
organisation and
the employees.
3 months
Multiple task and
handling skills
2 5 Through
participating at
various social
event outside the
organisation
( Madter, Bower
and Aritua, 2012).
2 months
Learn new
technology
3 5 By taking classes
or different
courses which
help me to
upgrade my
knowledge
regarding soft
wares.
3 months
Negotiation skills
4 5 By involving
more with high
authority of
2 month
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organisation.
TASK 2
P3 Differentiate between individual learning and organisational learning, training and
development.
Learning is the process of a acquiring new knowledge, skills and behaviour. It is to be
noted that by learning previous concepts are modified according to the business environment.
( Mahajan,2011). It help person to face any situation of life with courage. Under organisation
learning, people can inspect any topic as it a dependent activity where as individual learning is
independent activity where individual have to perform its task by own. Organisation learning
take place to improve the business performance while individual learning open opportunities of
the society for the people.
Individual learning Organisational learning
Individual learning based on the individual
itself not on any other.
Organisational learning is all about group
development as various staff members come
closer to learn things in a single team.
It is undertake by a person while performing
his/her job to increase their knowledge and
skills.
It is perform in the organisation to maintain a
balance between employee and employer.
This learning take place only on the single
level of the organisation.
This learning take place on different level of
the enterprise.
This type of learning improves slowly as it
depends on individual interest and minds.
This type of learning get improved rapidly as
the organisation grabs new things from outside
environment.
Individual learning established for self
enhancement without considering about other
members.
Organisation learning take place to increase the
amount of profit.
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Training and development : It a process whose main aim is to improve the performance of
individual and the group. Training is very necessary for the new employee because through this
organisation able to make them familiar with the organisation. It also done for the existing staff
for sharpening of skills,changing of attitude and increasing the knowledge so that business
performance get improved (Barnett and McCormick, 2012). Whirlpool use this training process
to improve its employee performance. Training and development is very essential in the
business in the following way :
Reduce learning time : Due to systematic training, time of trial and error get reduces. It
means that if the person learns from the trial and error than he would not able to learn rights
methods of performing work and take more time as compare to normal training.
Quality improvement : In today's scenario employees are more conscious about the
quality and their needs always keep changing. Customer can be satisfied by providing qualitative
product by providing continuously training to workers. The respective company use training so
that they can able to provide good quality product to their customer.
Technology update : The workers need to learn new techniques to use advance
technology. Through the process of continuous training and development employee can be
updated about new methods and procedures.
Whirlpool use training and development techniques so that they it reduces the time of
learning which people take in trial and error method, It also helps employees in learning new
technology which able to provide customer qualitative services and product.
P4 Examine the need of continuous learning and professional development to drive effective
performance.
Continuous learning is the expansion of the skill and the knowledge from the existing
characteristic. It make person capable to perform its duties effectively. At individual level,this
learning is about increasing the ability by continuously upgrading the skills and knowledge. At
organisational level this learning is important for the success of the organisation because it help
in facing changing economic condition ( Jenny and Bauer, 2013).
Professional development is the learning which individual earn or maintain through
getting academic degrees, by attending conferences and meetings and so on. Whirlpool should
take care that their employees continuously passed through continuous learning and professional
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development so that they can able to achieve organisational objectives. There are various reasons
for which respective organisation should follow lifelong learning and professional development
Prepare for the unexpected thing : Continuous learning help individual to face any
unexpected changes which can be rise anytime without any prior intimation. For example : if the
person lose his job due to any reason than they can get another job in new enterprise with the
help of this type of learning. It helps person to come out of his comfort zone and try new
opportunities.
Increase confidence : Learning new things develop a feeling of achievement in the
individual and he or she get confidence about his own abilities. Due to all this they are ready to
take new challenges and explore the environment.
Retention rate : Employees never retain to one organisation for not so long period
because according to them there development is not taken place in their respective organisation
By the help of continuous learning enterprise can retain employees for the longer period.
Retention is necessary for every business because every time they are not able to appoint new
employee and spend huge money on their training and development ( Macdonald, Burke and
Stewart,2017).
Increase loyalty : When individual able to learn something in the organisation than he or
she thinks about the arrangement growth and success. Highly skilled and educated employees
take the organisation to the new height. The workers also their dedication towards organisation
when they care of individual priorities and issues.
Honey and Mumford Model: Activist: These kind of individuals are basically learn numerous things by doing their
own. They are open-minded who believe in implementing new ideas effectively in their
working practices. Theorist: These kind of individuals are basically learn numerous things on the basis of
different models and theories. They believe in collecting information in deep manner by
its effective analysis. Pragmatist: These kind of learners are acquiring informations through real world
practices. These are not attracted toward abstract action or concepts. They experiment
with distinct techniques, seas and theories as well as take time to analyse their practices
associating with reality.
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 Reflector: They are individuals who reflect each aspects of their observation and
understanding practices. They learn through observing several aspects.
Whirlpool through undertaking this concept and classifying their staff member as per the
model, can successfully manage their learnings and continuous professional development.
Employing the distinct learning techniques, the company can enhance their outcome in
significant manner.
Kolb individual learning theory -
 Converging – These kind of individual are basically believing to learn numerous things
by practical implementation of different aspects. They are believing in experimental
approaches.
 Diverging – These type of individual basically learn several aspects by their own
observation that they can manage in a meaningful manner. They enjoying to doing things
in a creative manner.
 Assimilating – These kind of learners are basically work to analysing fact behind each
and every situation. They are majorly focuses in research practices that assist in gathering
information regarding learning practices.
 Accommodating – These learner are believing in taking risk by analysing different
approaches and aspects.
TASK 3
P5 Define HPW and contribute employee engagement with an organisation context.
High performance working system is a approach which enterprise adopted to make their
employees more involved in the arrangement working. There are several indication which shows
that high performance working system help the business to improve its performance . It is very
open and transparent which help organisation to encourage its staff. This help the respective
company to survive for a longer period of time in external environment . As every organisation is
depend on its staff similarly whirlpool is also rely on their employees if they are performing
work effectively than business would be able to achieve its desired goal. Whirlpool should use
different approaches for implementing HPW in a better manner (Shevlin,Winter and
Flynn,2013).
By the help of below points this concept is better understand :
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Mutual relations: High performance system make relationship between employer and
employee, and also with other people of organisation. No one person can able to achieve
organisation goals it can be achieved by the help of all employees. To achieve desired result
business person come together with the same spirit. When all person moves in one direction than
their relation automatically improved. By the help of this respective organisation able to involve
it employees more in the organisation.
Mutual respect : Every place have some topper which motivate other individual on the
bases of their achievement. Low performer always ready to take help of them in their working
because according to them high performer have some ability which they don't have. Presence of
high performer in whirlpool indulge other employees in the organisation and increase the
productivity and performance.
Employee engagement – These kind of aspects assist in determining coordination
between different employees who works to share similar goal of a firm. In whirlpool, these kind
of business activities assist in attaining business targets. For this, manager and leader of firm
needs to improve communication practices between employees.
Competitive advantages – In a economy, each and every organisation is working to
attain higher competitive advantages for the betterment of their success path. In this procedure,
employees engagement works effectively.
High performance working can be effective procedure that aid in managing employees
engagement in Whirlpool so that firm can attain desired advantages from competitive
environment. In this procedure, internal and external stakeholders play a most important role as-
 Internal stakeholder – These are the existing factors of Whirlpool who works to
attaining desired goals and objectives of firm. Internal stakeholder can be employees and
investor who works for higher performance activities.
 External stakeholders – High performance working activities assist in attaining
effective growth of firm as well as higher competitive advantages.
HPW help business to manage employees conflicts which arises because of presence of
unclear roles and responsibilities. HPW involve person more in their working and decrease the
issues with everyone (Au and Marks, 2012).
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TASK 4
P6 Different approaches to performance management
Performance management is the process which is undertaken in the business to check
whether business is able to achieve it goal or not. As per the given case study whirlpool is
responsible to hire best skilled employees so that business can get the right direction towards
their objectives. Performance measurement should be take place in a definite time so that
business be able to know the problems and can rectify it on time. Generally performance is
measured on the basis of employee contribution towards firm success. Evaluation ground should
be made clear to the employee so that in future by concerning it he or she can improve its
performance.
Basically performance is measured to know the skills,knowledge and the abilities of the
employees so that proper training can be provided to them for improving their work in the
organisation. Here are the six approaches which enterprise can use to know its employees
performance which are as follows-
Collaborative Working : It is also known as joint or partnership working. It covers a
variety of ways which two or more arrangement can work together. In this comparison of work is
done on the basis of group achievement not on individual achievement. It involves huge cost and
time as compare to other methods because it involve more than one person( Clair and Milliman ,
2017).
Comparative Approach : This approach evaluate the employees performance on the
basis of same individual in that group. Comparative approach used various techniques to
evaluate individual performance such as forced distribution technique and paired comparison. It
is generally undertaken in the case of small firms where employees work under same post.
Result Approach : Enterprise rate the employees on the basis of the result in the
organisation. This is very simple and straight forward due to which many organisation apply it
into their day to day operations. Result of individual is evaluated by the help of two approaches
which is Balance scorecard technique and productivity measurement and evaluation system.
Because of this approach employees motivated to enhance productivity and performance.
Attribute Approach : Employees are evaluated under this on the basis of their
characteristics. Attribute of individual evaluates by the technique of graphic rating scale in which
employees are scaled on the basis of lowest to highest and mixed rating scale in this employees
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are rated on high ,medium and low parameters (Mittal and Dhar,2015). Subjectivity is biggest
disadvantages of attribute approach.
Behavioural Approach : It is based on the principle how employees behave in a
particular task. It was calculated by the series of vertical scales according to different kinds of
job. Behaviour of individual is evaluated on the basis of behaviourally anchored rating scale
(BARS) technique or behavioural observation scale (BOS) technique. This approach is applied
where business need accuracy and reliability.
Quality Approach : The main aim of this approach is satisfying the customer and
improving the service so that business get succeed. It provide multiple ways through individual
performance is evaluated. For improving the performance they continuously take feedback of
employees working with managers,peers and clients. It includes both system and person in their
evaluation (Lankhorst,2013).
Effective communication – These are required factors that assist in managing employees
relation in an organisation. On the basis of these practices employees can share issues and
problems for resolving conflicts from organisation.
For example : One organisation where there is no performance management employees
continuously performing the work without any motivation and training there chance of leaving
get increases as compare to the organisation where employees performance is continuously
monitored and they provide proper training and development programs to increase the employees
skill. Due to this employees become loyal to the organisation and support by increasing their
performance. Whirlpool always evaluate their employees performance time to time to remain
motivated towards work.
CONCLUSION
Contribution of each and every individual is necessary in organisation without it business
not able to grow its business. Individual can provide effect performance to the organisation only
when he or she get effective training and development. It defines that individual development
depends upon the worker himself and organisation development is based on the manager and the
higher authority of the enterprise. Continuous learning is essential to adapt the changes of work
environment and to face life. It also tells about the reason for which evaluation is done in the
organisation. the performance is evaluated so that employees and organisation get the valuable
feedback which can use to improve future performance . It also conveys different approaches of
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performance management which arrangement use it on the basis of suitability and business
structure.
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REFERENCES
Books and Journals
Anagnostopoulos, C., Byers, T. and Shilbury, D., 2014. Corporate social responsibility in
professional team sport organisations: Towards a theory of decision-making. European
Sport Management Quarterly. 14(3). pp.259-281.
Mellor, N., and et .al. 2011. ‘Management standards’ and work-related stress in Great Britain:
progress on their implementation. Safety Science. 49(7). pp.1040-1046.
Tynjälä, P., 2013. Toward a 3-P model of workplace learning: a literature review. Vocations and
learning. 6(1). pp.11-36.
Wesselink, R. and Wals, A.E., 2011. Developing competence profiles for educators in
environmental education organisations in the Netherlands. Environmental Education
Research. 17(1). pp.69-90.
Manley, K., Hills, V. and Marriot, S., 2011. Person-centred care: Principle of Nursing Practice
D. Nursing Standard. 25(31).
Ions, K. and Minton, A., 2012. Can work-based learning programmes help companies to become
learning organisations?. Higher Education, Skills and Work-Based Learning. 2(1).
pp.22-32.
Madter, N., Bower, D.A. and Aritua, B., 2012. Projects and personalities: A framework for
individualising project management career development in the construction industry.
International Journal of Project Management. 30(3). pp.273-281.
Mahajan, R.P., 2011. The WHO surgical checklist. Best Practice & Research Clinical
Anaesthesiology. 25(2). pp.161-168.
Barnett, K. and McCormick, J., 2012. Leadership and team dynamics in senior executive
leadership teams. Educational Management Administration & Leadership. 40(6).
pp.653-671.
Jenny, G.J. and Bauer, G.F., 2013. The limits of control: A systemic, model-based approach to
changing organisations towards better health. In Salutogenic organizations and change
(pp. 167-187). Springer, Dordrecht.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
Shevlin, M., Winter, E. and Flynn, P., 2013. Developing inclusive practice: teacher perceptions
of opportunities and constraints in the Republic of Ireland. International Journal of
Inclusive Education. 17(10). pp.1119-1133.
Au, Y. and Marks, A., 2012. “Virtual teams are literally and metaphorically invisible” Forging
identity in culturally diverse virtual teams. Employee relations. 34(3). pp.271-287.
Clair, J. and Milliman, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Mittal, S. and Dhar, R.L., 2015. Transformational leadership and employee creativity: mediating
role of creative self-efficacy and moderating role of knowledge sharing. Management
Decision. 53(5). pp.894-910.
Lankhorst, M., 2013. Introduction to enterprise architecture. In Enterprise Architecture at Work
(pp. 1-10). Springer, Berlin, Heidelberg.
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