Performance Measurement at Whirlpool

This assignment examines various performance measurement techniques suitable for Whirlpool Corporation. It delves into the behavioral, result-oriented, quality, and mixed rating scale approaches, outlining their characteristics, advantages, and potential application within Whirlpool's context. The analysis emphasizes how these methods can contribute to enhanced employee engagement, organizational growth, and competitive advantage.

Developing Individual,Team
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
P1 Examine the appropriate knowledge,skills and behaviour needed by HR officer............1
P2 Perform a personal skill audit to identify appropriate skills and knowledge....................2
TASK 2............................................................................................................................................5
P3 Differentiate between organisational learning and individual learning............................5
TASK 3 ...........................................................................................................................................8
P5 Contribution of HPW to employee engagement and competitive advantage...................8
TASK 4............................................................................................................................................9
P6 Approaches to performance management.........................................................................9
REFERENCES..............................................................................................................................12

INTRODUCTION
Development can be referred to advancement of a human being on social and economic
grounds. Organization and team development is the use of business resources to improve
efficiency and expand productivity (Barber,2012). Whirlpool is the world renowned company
which deals with kitchen and home appliances which got established in 1991. They are
concerned with business which mainly deals in microwave, air conditioner, refrigerator, purifier
and many other electronic devices.
This report acknowledge discussion about the appropriate behavior, knowledge and skills
which are needed by HR professional in the organization. It also evaluates the skills which HR
officer contain and not possess in their personality so that they can develop it. Along with this
there is a discussion about the importance of continuous learning in driving effective
performance. Moreover, contribution of HPW in the employee engagement and competitive
advantage is also come to known. Lastly, there is a presentation of various performance
management approaches which business can choose on the basis of their structure and process.
TASK 1
P1 Examine the appropriate knowledge,skills and behaviour needed by HR officer.
Human resources is the most important part of every organization, they are responsible to
manage the employees who perform various activities in establishment. In small firms HR have
to undertaken multiple task such as compensation, training ,advisory and administrative work as
compare to the large firms in which employee only perform the work related to recruitment and
appointment of the individual (Bolman and Deal,2017). Whirlpool want to provide innovative
product related with household appliances so that families can lead comfortable life. It only
possible when the HR fulfill his duty correctly in the organization especially, the recruitment of
appropriate candidate for the post. Description about different capabilities and skills which are
possessed by HR manager are discussed.
Skills required by HR in the personality are as follows :
Conflict solving skills : HR should have the skill of mediation and negotiation in their
personality so that problem facing by the employees does not hamper the working of the
establishment. For the development of whirlpool’s it is necessary that every employee work
comfortably in the organization. HR of respective organization should have conflict solving

skills so that they resolve the issues between employer and employee or in two employees so that
ideal employee relations could be sustained.
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Communication skills : Communication is the ability through which employee able to
convey their ideas and information within the organization (Burke and Noumair,2015). HR
professional of whirlpool should possess this skill so that they can interact with the employees in
a correct way to inform them about the expectations with them. By the help of this skill human
resource manager able to conduct training and exit interview properly.
Knowledge required by HR to carry firm activities are described briefly below :
Knowledge of legislation : There are various types of legislation present in the
environment linked to business activity such as health and safety law ,minimum wages act and
most important employment law (Coghlan and Brannick,2014) . HR should have basic
knowledge of these laws so that in case of any mishap where quick decision needed it can be
taken. By the follow of these laws whirlpool able to develop good relation with their employees
which help them to achieve business objectives effectively within schedule time.
Knowledge of management theories : HR have to perform various duties in the
organization such as training and development, performance measurement ,calculation of salary
and compensation , exit interview all these things can only be possible when the HR have ideal
management knowledge. HR working for Whirlpool should know the motivational theories so
that they are able to encourage an individual to perform a effective work in the organization.
Behavior needed by HR to present in the company are described below :
Curious : HR should be curious to adopt the changes of the environment so that it can
help in the growth of the organization (Cummings and Worley,2014). When whirlpool HR have
the curious mind they keep on identifying new ways performing their duties and learn something
so harmony in internal business environment could be maintained.
Accountable : HR professional should take the responsibility about the actions so that it
get completed in the effective and proper manner. Whirlpool’s HR should take accountability
and responsibility for the decision making by them in the organization whether it create profit or
loss.
P2 Perform a personal skill audit to identify appropriate skills and knowledge.
Personal skill refer to the skill, capability and weakness which HR contain in their
personality in order to fulfill their obligation at personal and professional level. By the help of
personal audit skill individual can acknowledge their strength & weakness which must be
developed so that external environment can be faced effectively (Darling-Hammond and
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McLaughlin,2011). Whirlpool needs to develop such environment which can provide employees
opportunity for enhancement of their skills. By the help of personal skill audit I am able to know
my merit and demerit which are present in my personality so that the weakness can be removed
in order to perform a task effectively.
Skill audit
Skills Rating by me Rating by others Variance
Communication skills 7 9 -2
Patience level 5 8 -3
Multi-tasking 5 3 2
Database handling 7 4 3
Decision-making skills 6 2 4
HR Software 8 5 3
Strength Weakness
 My communication skills is good due
to which able to convey right message
to the employee which help them in
carrying out their activities effectively.
 I am very patient person due to which
able to create good relations and
linkage with the employees
 Difficulty in using the HR software
which was present, to remove the
difficulty of the working.
 Unable to handle large database as not
efficient in working at the computer.
 Puzzled at the time of handling multiple
task which is to be done by every HR
of the organisation.
 Decision making skill is not at the
exceptional level due to which
sometimes lose the capable candidate
for the post and affect many more
things.
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5

Personal development plan : It is path through which individual able to enhance their skills
which was necessary to perform business activity. In general term, it refer to the objective which
person want to achieve for their growth in the short or long term (Hitt and et. al., 2011).
Learning
target
Present
proficiency
Target
proficiency
Opportunities Judging
attainment
Time period
Multi-tasking 2 5 Through
handling
different task
outside the
organisation at
a time
individual able
to develop this
feature.
When start
performing
multiple task
at time with
full efficiency.
3 months
Database
handling
3 5 Through
taking
computer
knowledge
this skill will
get develop in
the HR.
When able to
handle the
database of the
organisation in
a correct
manner in
such a way
that it can be
used by
anyone in the
organisation.
4 months
Decision
making skill
4 5 By taking
small scale
decision in the
when decision
is providing
large benefit
2 months
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organisation
and personal
life which
does not create
damage to me
or the person
related to that
decision.
to the
organisation.
HR software 3 5 By involving
in different
technical
courses this
knowledge
will develop
which help in
carrying
different
activities.
When able to
calculate
salary, leave
details and
compensation
of individual
in the
organisation.
3 months
TASK 2
P3 Differentiate between individual learning and organisational learning
Learning refers to process via which individual are able to make modification in their
behaviour and the personality (Huczynski and Buchanan,2010). Whirlpool should gave
opportunity of continuous learning to their employees through events and programs so that they
can perform work effectively in the premises. Organisational learning is the broad and long
process in the establishment whereas individual learning is only the part of organisation learning.
Individual learning Organisation learning
It is done by the individual himself for the self-
improvement in their knowledge and skills.
It is undertaken by the organisation in order to
familiarise their employees with the working
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culture.
This types of learning is done by the individual
for their personal development.
While this learning take place in the business
for the upliftment of the organisation as a
whole.
Individual learning remain with the person
through their life
Organisation learning is incorporated so that it
bring positive influence on productivity and
profitability of the business.
It based upon the individual interest,
knowledge and mindset.
Efficiency of the this type of learning depends
upon the group of people who are involved in
that type of learning.
In individual learning, gain the knowledge by
own so that able to develop on personal and
professional grounds.
In organisation learning, business person
transfer the ideas and knowledge to the
employee which help them to perform them
effectively.
Need of training and development : It is first step which was taken place in the organisation
and undertakes activities and which focuses on improving performance of individual
(Katzenbach and Smith ,2015). It also done for the old employee to remain update about the new
methods. Whirlpool provide should provide training to their employees so that they can perform
task effectively in the business operations through enhancement of their skills and capabilities.
There are various matter which present the importance of training and development to the
employees.
Reduce labour turnover : Training have the capacity to develop a confidence in the
individual as it provide security to the employees at the workplace. By providing training to
employees whirlpool able to decrease their turnover as the staff feel more valuable and
respectable in the organisation.
Increase productivity : By providing training to their employees whirlpool able to
develop the skills and knowledge of their staff which increase the capacity of working resultant
increment in the productivity.
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Technology update : Technology is changing at a very fast speed, in this scenario
worker need to learn new techniques. whirlpool’s should update knowledge of their employees
regarding technology so that they can enhance their efficiency.
P4 Requirement for continuous learning and professional development for driving sustainable
business performance.
Process of further elaboration of skill-set in consequence to changing business
environment in terms of new developments. Continuous leaning is required due of the following
reasons:
Remain pertinent : It allow an individual to remain updated and relevant. This help a
person not to feel left behind and ensure awareness of up to date trends and its adaptations in the
business environment (Marquardt,2011). It is also needful to an individual in Whirlpool, so that
they can function effectively and being valuable in highly developing technological world and
incorporate efficiency in their operations.
Proactive rather than reactive : Lifelong learning help to adopt sudden and unexpected
changes and direct an individual in unpredictable situations to accept new opportunities and step
out of their comfort zone. During work crisis in Whirlpool, employees will feel proactive for
may participate in the major restructuring which has been going on in the organisation.
Innovation : With constant learning an individual actively participate in all business
operations and continuous enhancement in knowledge will be helpful in identifying innovative
or relevant ideas and suggestion for better results of organization. In Whirlpool, continuous
learning will provide their employees to make active participation in business activities with
innovative ideas and improve their position in the market.
Behavioral change : This process of learning results in open mindedness and build
different perspective and attitude towards something already known (Nahavandi,2016). The
more knowledge will help in seeing different aspects of or sides of same situation and help them
understand more deeply. With lifelong learning employees at Whirlpool will feel more confident
and have positive perception for business situations.
Professional development refers to an arrangement of specialized training, formal
education, and advancement of occupational learning that contribute in improving professional
skills, knowledge, abilities and overall efficiency of business world.
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Increases retention : Professional development offers an employee with long term
growth in same organization which directly influences retention rate of an organization. With
this program Whirlpool company can retain their qualified and deserving employees through
providing long term career opportunities for growth and development in their organization.
Develop confidence : By providing professional development training opportunities it
allows all employees to build confidence in their work and job role (Obiwuru and et. al., 2011).
This also help them feel confident about the task they are about to fulfill in the organisation. By
professional development plan Whirlpool can develop and raise confidence among their team
and employees.
Easy career growth and development planning : Professional development session is a
great tool for the organization as it assist a business in promoting their existing employees rather
then hiring new staff from outside. However with this employees at Whirlpool also feel having
long and successful career in the company, as it sharpen skills of their employees.
Improve efficiency : Professional development program not only work on skills of
employees it also gives opportunity to learn from other colleagues in training. While discussing
or sharing experiences and thoughts, employees of Whirlpool will get a chance to learn new
ideas and perceptions, which help to improve their efficiency while performing operations.
TASK 3
P5 Contribution of HPW to competitive advantage and employee engagement
HPW refers to practices that are done for improvement within organization's capacity
with purpose for efficiently selection, hiring, development and retain high performance of
individuals. Different organizations uses various HPW system in their organization for specific
time period. HPW practices highly contributes in employee engagement and competitive
advantage of the company. Some common high performance work practices are:
Reward system : Equal and fair distribution of rewards help in motivating and
encouraging employees. Rewards are distributed on the basis of individual performances, team
performance and overall organization performance (RaoSavsani and Vakharia,2012). When
employees at Whirlpool will feel appraised and rewarded for team performance their
contribution and engagement with the other team members will increase to become more
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productive and generate quantitative outcomes. This will directly impact the company's
competitive advantage and market share.
Job Rotation : Job rotation is a systematic movement of employees from one role to
another within an organization in order to make every individual or member of team responsive
for overall result of their performance. This method will give everyone equal chance and
opportunity to learn and develop their skills according to the current situation in Whirlpool. This
will also help in increasing their encouragement and engagement in organization's task as well as
team work. Better results from team work will generate growth in organization's performance
which will automatically influence competitive advantage of the company.
Mutual Respect : In a company or team when all the members will have respect and
feeling of togetherness for each other will increase their mutual understanding and relations.
However in Whirlpool this technique will push employees to actively participate in business
operations. When members of a group of team will understand each other it will increase their
mutual coordination and engagement in their task. When employees of Whirlpool will be more
engaged their contribution in competitive advantage of the company will be fulfilled.
TASK 4
P6 Approaches to performance management
It is done of employees is done to evaluate individual contribution of all employees in
growth and success of a firm and further communicated with employees during their appraisals
based on their performance. Performance appraisal refers to the judgment of employees, provide
them feedback depending upon their performance and create a positive effect on them for future
development. Performance of employees of Whirlpool depends upon many important factors
such as compensation, profile, company policies, job satisfaction, reward and bonus system, and
technology. These factor also determine employee overall development of organization
productivity. There are various approaches that can be implemented to measure employee's
performance in an organization such as:
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(Source: Different approaches of measuring performance, 2017)
Comparative approach : Comparative strategy is used in firms that have small group of
employees with similar job profiles. It involves ranking of an employee's performance as
compared to other members of the group, on the basis of highest to lowest performers. The
Whirlpool should use this technique at department level to measure overall business performance
on individual and organisational level.
Attribute approach : Attribute system involves rating of employees on the basis of a
specific parameters or traits like teamwork, communication, problem solving, creative and
innovative etc.(Woodcock,2017). Here the employees are rated on basis of their performance in
terms of low, medium or high on the set of specific parameters with the use of mixed rating
scale. With this approach, Whirlpool can examine the skills of its employees and their
contribution in the company. This will also help to provide developmental training to its
employees.
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Illustration 1: Different approaches of measuring performance

Behavioural approach : It consists of ordination of perpendicular scales carrying
assorted attribute of tasks. This can be done by using BOS method or BARS method . The
scales are based on the parameters that are decided together by all employees, after than
employees are ranked to their performances. Whirlpool can use BARS or BOS approach to
determine behavioural characteristics off their employees to resolve its related issues on each
level of the company.
Result Approach : A simple and straight-forward strategy, where an organisation rate
their employees depending on performance results of employees. There are two techniques lies
under result approach like balanced score card technique, productivity measurement and
evaluation system. These two technique contribute in motivating employees as well as
organisation's growth. By implementing this approach Whirlpool will be able to observe overall
outcome of the organization's performance and participation of their employees in it.
Quality approach : This technique aims at improving customer satisfaction by no or less
chances or errors and achieving constant improvisation in services. This approach focus on both
individual as well as organisational factors. In this method, employers are assigned to take
regular feedback of employees from their managers, colleagues, and clients to resolve
performance issues. This technique will help to improve quality of products as well as
employee's characteristics and traits. This will result in enhancing customer satisfaction and
company's market share.
Each of these approaches are different in characteristics and suitability from which
Whirlpool can select any one or a combination of these approaches depending on their business
goals and management type. So to manage organisation as well as employees performances
Whirlpool should use mixture of the above approaches. This will increase their competitive
advantage and customer satisfaction as well.
CONCLUSION
From the above report, it is concluded that business growth is highly influenced by higher
productivity and enhanced competitiveness among the employees and organization. Along with
this, it has analyzed requirements of specialized skills, characteristics and their appropriateness
as well as their importance in business growth. However the aim of this report is to highlight that
continuous learning is really beneficial for individuals as well as organization. In addition to this,
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report also exhibits different managerial approaches to measure performance of individuals and
contribution of high performance practices in employee engagement and organizational growth.
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