Performance Measurement and Evaluation Techniques

This assignment discusses various performance measurement and evaluation techniques used by Whirlpool, including skill, practice, behavior, quality, attribute, and collaborative working team approaches. It also highlights the importance of HR managers' skills, practices, and behaviors in influencing organizational effectiveness. The report concludes that individual and organizational learning, training, and development are crucial for enhancing employee productivity and overall organizational success.

Developing
Individual,Teams And
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Knowledge, skills, behaviours required by HR professionals..............................................1
P2. Develop a professional development plan for a given job role............................................2
TASK 2............................................................................................................................................5
P3. Differences between organisational and individual learning, training and development.....5
P4. Need for continuous learning and professional development..............................................6
TASK 3............................................................................................................................................7
P5. Characteristic and practices of high-performance working .................................................7
TASK 4............................................................................................................................................9
P6. Different approaches of performance management: ............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................13

INTRODUCTION
It is a relation between the effectiveness of the individual, team and organisation that
warrant a business and continuously improve and expand the individual and collective
capabilities of its employees. High performance working organisations are perform work 'above
the line' and retain themselves to a effective level of obligation, ownership and accountability
(Berry, 2011). It is a improvement and growth in which motivate and encourage positive power
to the teams and individual to fulfil the objectives of the organisation. In this report chosen
company is Whirlpool founded by Emory Upton and Louis Upton in 11 November, 1911. This
company deals in home appliances. In this report consist characteristic, knowledge and
behaviours of the Human resource management and how to create professional development plan
for improving roles and duties of HR. In this also include individual and organisational learning
and training or development and its difference. In this consist continuous learning and
professional development and characteristics and practices of high performance working in
contribute the competitive advantage and employee engagement. At last, considered the different
approaches of performance management.
TASK 1
P1. Knowledge, skills, behaviours required by HR professionals
Human resource described those persons who are employed for an organisation or
company and different department liable for maintaining resources related to the workers.
Human resources simply means employees of the organisation who work for the company and
get salary (Bolman and Deal, 2017). Whirlpool company making a department that is human
resource department which perform many things like finding, recruiting, screening, selecting,
training and development, employees benefit program etc.
Skills of HR managers
Communication skill: HR managers perform many function including recruitment,
selection, training and development, employee relations, individual development plans,
performance appraisal etc. HR managers manage all these functions and doing all these process
in systematic way. And for completing these functions HR manager needs good communication
skills. For examples- in Whirlpool, HR includes lots of paperwork which should filed in
systematically way i.e. legal documents etc.
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Maintaining employee relation: In any business relationship with employees are main
aspects of the organisation because if employees relation is good then they work effectively. So,
HR managers should maintain good relations among employees. If HR managers of Whirlpool
have an effective skills of maintaining the good relations among employees then their motive can
easily completed and their will be good working environment in the organisation because of
good employee relationship.
Training and development skill: HR managers are liable for providing employees
development possibilities in respect to increase performance and maximise the value. So its
required to HR managers having good skills of providing effective training and development to
the new and existing employees (Chaskalson, 2011). Managers of Whirlpool have a superior
quality of giving training to their employees and increase their productivity towards achieving
the company's goals.
Coordination skill: A leader must be good coordinator, that help in effective
management within company. They are liable to communicate effectively with other team
member to transfer useful information from higher authority. The HR manager must have proper
coordination skill so that every task is completed in a effective and efficient manner.
Time management skills: In companies leader are important part that are responsible to
complete a given project on fixed time. If not possible then there is mismanagement within
company an that decrease the productivity of company. The leader must have skills to manage
time and complete task on predefined time frame. Time management will help HR in better
coordination of activities.
Knowledge of HR managers
Knowledge of administrative activities: . HR managers of Whirlpool have a different
knowledge like sales figures, financial reports, employee activity and other relatives activities of
operations. They should have knowledge about all administrative process which came under
their department.
Knowledge of benefits program: knowledge of explaining that how external and internal
policies affect ERSP, pension plans and other programmes. Having knowledge of discussion
about procedures and programmes, implication, preventative measures, violations with
managers and colleagues in various departments.
Behaviour of HR managers:
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Confidentiality: The leader of company gather useful information that help them to take
useful decision in order to increase the performance of company and employees. The make
different report and maintain data of every related activity. They are responsible to maintain the
privacy about report and statement. With the hidden information they are able to execute
different plan to improve the hindrances of company.
Reliability: The leader are responsible to maintain the consistency and validity of all task
and information processed within company that will result in the reliability of records. This
involves the repeated trials and statistical method. This will help the HR to make the plans for
the future.
Ethical behavioural: The main role of ethical leader is to determine the actual
differences among right, wrong and other strive to set the correct and proper conduct in
company. In companies, ethical means to have the principal of honesty and fairness in relation
with other employees and customer of company. HR manager must follow the ethical behaviour
so that organisation perform and goal of the organisation is increased.
P2. Develop a professional development plan for a given job role
Personal skill audit is a appraisal of weaknesses and strength of a person. It is a activity
of recording and measuring the skills and ability that a individual has and assist in improving the
productivity and performance to execute activities more efficiently. There are definite ability that
a HR manager of Whirlpool should have such as time management, ability decision making
power, conflict solving communication skill etc. As per the required skills, I'm making a
personal audit plan in respect to analyse my strength and weaknesses related to HR position:
Sr.
No.
Requirement Personal audit(rating
scale: 0-10)
GAP
1 Skills
Communication skill:
Training and development skill:
7
6
The communication skill
is less because there was
less participation in co –
curricular activities.
There is lack of training
3

Coordination skill:
Time management skills:
8
7
and development skills
because training sesions
were not attended.
The coordination skill is
up to the mark which
means things can be
coordinated easily.
There is some
improvement required in
this.
2 Knowledge
Knowledge of administrative
activities
Knowledge of benefits program
6
7
More administrative
programmes can be
attended to improve.
Such types of
programmes can be
attended for the
development.
4 Behaviour
Reliability:
Ethical Behaviour:
Confidentiality
9
7
8
The reliability is very
good.
Ethical behaviour can be
improved by increasing
the knowledge regarding
ethics.
Need to improvement in
decision making by
making participation in
conferences, seminars etc.
4

Following are the strength and weakness as per my personal audit :
Strength Weaknesses
 I am good at solving conflicts and
issues that can rise among workers.
 My communication ability are good as
I'm perfect at communicating and
sharing information with others
persons.
 I am excellent at time management
which assist in maintaining the time of
group members for completing work
within a granted period of time.
 My IT skills and decision making
ability are not so good
 I'm overconfidence types of individual
which is a major disadvantage for me.
Personal development plan: It is an activity of developing an action plan that assist a person in
determining its imperfection and techniques to get over these. My personal development plan as
an HR is as follows:
Sr.
No
Learning
Objective
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
completi
on.
2jan – 10
may
1 Information
Technology
To raise my IT skills and
knowing about several
technology and tools that
assist me in performing
work more efficiently.
As acquiring education
from online tutorials and
The hurdles can be lack
of computer skills and
unwillingness to attend
the lessons . Lack of
concentration.
Group
Member
s
Opinion
of
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IT department assist in
increasing and improving
my perceptive of several
techniques and tools used
in organisation.
Colleagu
es and
IT
manager
s
2 Decision making
quality.
I require to increase my
education which assist
in rising my decision
making ability.
For rising and
increasing this I
continue to take
direction from my
managers and also try
to join training system
from top level
management.
Adminis
trator of
upper
level
will
asses my
work
action.
Upper
level
administ
rator.
6-7
months
TASK 2
P3. Differences between organisational and individual learning, training and development
Organisational learning:
Organisational learning describes the operation of transferring, retaining or creating
knowledge with an enterprises. This is a best way of improving and developing the knowledge.
learning involves reflecting on various experiences and questioning of the underlying assumption
that previous processed based on. It is focused on applying knowledge for an purpose and
assume and learn from the procedure and outcomes (Darling-Hammond and McLaughlin, 2011).
Success and failure both develop irrational learning. In this study chosen organisation is
Whirlpool, it is exercise organizational learning rates that are affected by company's individual
proficiency, techniques of coordination, technology, and improvements in the structures. It
happen as a function of experience within the company. Organisational learning can be done
with the help of various research and from the help of teams.
6

Individual learning: It is a process in which a person maximizes its skills and
knowledge. Individual learning is a method in which a person performs measure their works.
With the help of this learning the employee acquire knowledge or different skill through
effective study, guidances and experiences. This process start with interest, engagement and
motivation of the learner. In Whirlpool manager select an education system for individuals to
lead them towards their performance and assuring that employees are getting proper instruction
and resources for effective learning. There are some ways in which individual learning can be
done which include self learning which learning through research, learning from experience,
learning from others or learning from own mistakes.
Difference between organisational learning and individual learning:
Basis Individual learning Organisational learning
Meaning This process concentrate on
increasing the performance and
productivity of an individual.
Organisational learning focuses
more on grouping system therefore
work toward developing ability and
creates understanding among the
manpower of Whirlpool to increase
their work performance.
Objective It deals with the personal
development of the employees.
It deals with the all over requiremnt
of the company.
Main focus It is concentrate on individual's
personal growth and development in
the whirlpool.
While it is copes with the entire
needs for alteration of the whirlpool
company.
Analysis:
If companies and keep on focusing of individual and organisational learning then there will be
increasing performance and productivity of employees and company. They will have more
skilled and professional worker in their company that will do work with more potential and in
less time that help to increase the productivity.
In companies are not able to trained and develop professional skills in their staff member
than performance of company will reduces. The business project will not be completed on time.
Training:
7

Training is an activity of improving performance, capacity, productivity and capability of
workers in an enterprise. Whirlpool also provides training to their present employees for keeping
their initial skills and knowledge, update and modify their quality throughout practical life
(DuFour and DuFour, 2013). They are giving training to their new workers for learning the
ability and skills-sets for performing the particular activity or work.
Development:
Development is a procedure of scientific and technical knowledge to meet special needs
and objectives. Whirlpool give education of both theoretical and applied aspects of an invention
discovery, concept and design. In this, they develop overall factors or behaviour of an employee
like, physical, sociological, economical educational and psychological (Esposito Berlin and Lal,
2012). If Workers are effectively developed, then business also develop and can simply fulfil the
objectives of the company. This company giving development education time to time for keeping
the knowledge and modify the skill of existing workers.
Difference between training and development:
Basis Training Development
Meaning Training is a process of providing
education program to the new
employees and increase their
knowledge for a particular job.
Development is a process of
overall growth of an employee
such as educational, sociological,
psychological and economical
knowledge.
Main focus It is focused on the particular task
and role.
It is focused on a particular
individual.
Time period Managers of Whirlpool mostly
provide training for short period
of time.
While it is provided for long time
of period with ongoing goals.
Needs Training provides for the present
needs.
While it is a process of future
needs in which Whirlpool
forecasting the needs and
demands of future and according
this provide development an
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individual .
P4. Need for continuous learning and professional development
In companies, manager are more focused to make their staff member learn new and
effective techniques in order to overcome any problem that may reduces their performance
efficiency. They applies learning styles that were developed by Peter honey and Alan Mumford.
There are different learning style according to Honey and Mumford such as activists, theorists,
pragmatists and reflectors. That are discussed below:
Activists: They are the people those learn something new by doing task ans activity.
Theorists: In this kind of leadership the learner requires models, ideas and truths that have a
certain end goals that help in participate in the learning procedures.
Pragmatists: These kind of learning are related to the conceptual ideas and experimenting with th
fresh ideas and approaches to check their learning.
Reflectors: This kind of learning is related to gaining knowledge by watching and experiencing
about what happened. The learner closely gather information, discuss viewpoint with manager.
Continuous learning:
It is the voluntary, self-motivated and ongoing knowledge. Learning is a maximisation of
skills, abilities and knowledge through improving quality and learning. Continuous learning
viewing subordinates experience as practices, potential learning, re-examining assumption,
values, policies and methods. Whirlpool requires to invest in keeping individuals talent and also
develop their talent (Flint, Zisook and Fisher, 2011). So, company can keep subordinates well
disciplined and up-to-date for follow the changing condition of the business. This is very
essential part to the growth of the business.
Advantages of continuous professional development- There are several advantages of
continuous learning which will be beneficial in increasing and maintaining skills and knowledge.
some of the major include-
 Developing new skills and gaining competitive edge- new skills can be developed with
the help of continuous learning and it will also help in achieving competitive edge.
 Keeps up to date with the industry- continuous learning will be helpful in learning new
things to be updated with the time.
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 Networking with peers- continuous learning will help in increasing the network with
peers by sharing information . By this new ideas and experiences can be learned.
Barriers of continuous – there are several barriers of continuous learning some of them are
mentioned below.
 Time- continuous learning is quite inflexible and insufficient and it is also a time
consuming procedure.
 Blind leading the blind- In this sometimes there is no proper guidance given to the learner
because the teacher might also not know the topic.
 Concepts- The basics and concepts in this might also not be clear due to which learning
can be affected.
Honey and Mumford learning style- This learning style is basically based four different learning
style which are activist, theorist, pragmatist and reflector. According to honey and Mumford
learning style all these four things help in learning new things to increase the skills and
knowledge of the learner.
professional development:
It is about the code of ethics and conduct. It is the duty of professionals to keep worker's
skills and knowledge effective for providing the good quality of work or can meet the demands
and needs of consumers. Whirlpool providing the training programme and education for raise the
qualities and abilities of the team members for attaining the group objectives. Professional
development assist to maintain and build the morale of the group persons.
Importance of continuous learning:
Boost profile: When individuals continuous learning then they grow in their career and
keep improving and start to receive trust and recommendations from their managers and
colleagues. Employees of Whirlpool start their self as continuous learning and increase their
knowledge as well as quality and capability day-by-day.
Competence leads to confidence: Learning new and different things provides the
individuals different feelings of accomplishment that is boost the confidence of individuals
capabilities. Individuals are ready to take more challenges in the company.
Sparks new ideas: Continuous learning maximising the skills and generate the innovative
thinking. In whirlpool, if individuals are learn continuously then this assist them to find
innovative result of the problems. This also provides the chances of earn more money.
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Change perspective: This opens the mind and thinking and modify individuals' attitude
by forming on what they already know. In this company, if individuals learn more and more,
better they get ideas more sides of the smilier issues and situations and helping them to
understand deeply.
Importance of professional development:
Efficiency: Professional development teach employees to how to do things effective. By
learning new skills, effectiveness and efficiency are recognised.
Ability to lead and influence: If employees of Whirlpool earn knowledge with the
confidence and in qualitative manner, then the capability to influence and lead turn less
subjective. These opportunities give a means for more significant contribution in the company.
Linking continuous learning with sustainable business performance- continuous learning is
inter- related with each other. If continuous learning is not done properly than business
performance will be affected . This is because if new ideas are not generated in the business than
organisation might not grow and sustainability might also be affected. This can only be done
from continuous learning so both the concepts are inter- connected with each other.
TASK 3
P5. Characteristic and practices of high-performance working
High performance working :
High performance working is a procedure of making a environment and culture where is
open line system of communication, transparency and trust are exists. HPW is a formulation
which negotiate the business and its goals is referring the more effectual employees for fulfil the
advanced levels of performance (Ford, 2014). Whirlpool can attain advanced level productivity
through with the processes, policies and series of practices and if these programs are combined
jointly then they can effectively improved and maximise the performance of workers.
Characteristics of high performance working organisation:
This type of organisation describe that how an enterprise increase its utilization from
available resources. It s a procedure in which they united industry and customers. Whirlpool
must adopt this model for raise the workers productivity and attaining the business goals. There
are several characteristics which are mentioned below:
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Measurement and feedback: Managers of Whirlpool evaluate and measuring the
performance of their subordinates and giving feedback of their working performance. If their
working condition is weak then managers provide training and education for improved
performance of activity.
Clear management: Managers are the important fundamental of high performance
working organisation. They make positive working environment for workers to effective
performance of work (Hsu and et. al., 2012). For example, give them education and training to
create their potential, effectively tell the objectives to the workers, assist them to interpret their
critical work and task.
Collaboration: Employees are the superior advantage of the high-performance working
organisation. And they know about how to effectively collaborate. If the level of collaboration is
broad in the Whirlpool company, and employees are achieving their performance objectives,
then the environment of the workplace is mostly positive.
Practices of high performance working:
High performance practices is main essential to organisational growth. A growing area in
HR practices and management systems focus specially on enhancing performance of work.
Organisation that implement and adopt these practices are considered like high performance
working organisation (Hu and Liden, 2011). In this include some examples of HPW practices
such as realistic job previews, recruit the knowledgable people, shared commitment towards
vision, flexible and current job specification and job description, daily base performance
appraisals, employee innovation and suggestion programmes etc. There are some practices which
are as follows:
Shared commitment towards vision of Whirlpool: This organisation considered their
employees in decision-making process and also identify every potential which can extreme
contribute towards betterment of company (Leonard and Rayport, 2011). It aid in authorize and
motivating the subordinates, which established the best environment of job place and create trust
among them.
Recruitment the knowledgable candidates: Whirlpool adopt a effective method and
strategy for choosing the right persons for the right place from the different number of
applicants. It recruit the candidates on the basis of, interpersonal ability, knowledge and
qualification. This organisation must be select person having capability and quality to perform
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business's activities more effectual and can contribute toward the profit maximisation and growth
of the organisation.
Contribution of high performance working with employee engagement- high performance
working help in the employee engagement. The points for this is discussed below-
 Egalitarianism and engagement- This type of work environment reduces status and
power. Due to this productivity can be improved because people will work in teams.
Employees will be willing to work.
 Knowledge and development- high knowledge and development will help in proper
employee engagement . This will also lead to growth of the employee
 performance reward linkage- employee and organisation must be aligned together.
Rewards are directly connected with the performance and employee engagement.
TASK 4
P6. Various formulation of performance management:
Performance management:
Performance management is a procedure in which administrator and subordinates work
together to appraisal, display and plan individuals' overall efforts and goals of the organisation.
It is non-stop process of, on-going coaching, providing feedback and, assessing progress and
setting goals to assure that subordinates are meeting business objectives and goals. whirlpool
company's performance management, involve activities and task that make sure about the
achievement of company goal (Leonard, 2011). This management focus on the performance of
an employee, department, and organisation and also focus on the process of the product or
service.
Different approaches of performance management:
Appraise the performance of the workers is the keystone of Whirlpool company's
management. Company's administrators are measure the subordinates performance by assessing
how much contribution of the persons is develop the organisation's growth. This is conveyed to
the workers at the period of their performance valuation. Appraisal describe the valuation of
subordinates performance and providing the response about their performance and developing a
positive result on future performance. Workers performance are based upon such factors like,
bonus system, work profile, job satisfaction, technology, conductive work environment, and
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company policies. There are some approaches which ascertain the employees productivity are as
under:
Comparative approach: Comparative approach include ranking system on individual's
performance in comparison to others. Employee's ranking depend upon the best to the worst
performance. Here are several methods in this approach such as paired comparison, graphic
rating scale and forced distribution (McCleskey, 2014). For example: a team of top performers
comprise 10% , a team of average performers comprise 40%, some other team of effective
performers comprise 40% and a unit of worst performer consist the 10%. After that, appreciated
the top performers and providing proper education to the lower performers for effective
performance.
Result approach: This method is easy and straight-forward concept in which Whirlpool
rate their subordinates on the basis of subordinates performance outcomes. This approach
involves the four aspects such as learning & growth, operations & internal, customer and
financial. In this includes two types of techniques Balanced Scorecard Method and Productivity
Measurement And Evaluation Systems.
Behavioural approach: This approach is the oldest measurement method. In this
approach include a chain of vertical scales for the various attribute of the job. In this consist two
types of method Behavioural Anchored Rating Scale and Behavioural Observation Scale.
Quality approach: This is focus on improving the users satisfaction by decreasing errors
and mistakes (Salas and et. al., 2012). This technique takes into intellectual both people and
system factor. Administrator of Whirlpool take feedbacks on the daily basis of the employees
from its consumers, peers etc. this approach mainly depend upon the Kaizen process.
Attribute approach: Attribute approach are give rank on the basis of a special set of
parameters to the employees. In this include two types of methods such as Mixed Rating Scale
and Graphical Rating Scale.
Collaborative working team:
These types of team requires an employees of interpersonal, problem solving and
communication skills that is requires for a team to work together in achievement of a predefined
goals.
Motivating: This process is related to providing different opportunities to employees and
other staff member that will defiantly increase the performance and productivity of worker.
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These opportunities helps in motivating team member so that they work with full potential in
favour of company.
Monitor: This method includes the process of observing and guiding the team member in
order to increase the efficiency and effectiveness. The manager of company closely examine the
activities and task performed by each staff member that will help them in finding the issue in
their performance.
CONCLUSION
From the above report it has concluded that skills, practices, behaviours of the HR
managers are influence the effectiveness of whole organisations. In this, they develop a
professional development plan for the enhancing the effective role and performance of HR
managers. Individual and organisational learning properly maximise the overall development of
the employees as well as organisation and training and development also increase the
productivity of the employees. Professional development and continuous learning employees
learn something on regular basis and enhance their productivity. High performance working is
develop transparent environment in the organisation which help the employees to fulfil the
advanced level of performance. At last consist the different approaches of performance
measurement in which they appraise the employees and give reward to the best one and motivate
the lower performance employees.
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REFERENCES
Books and Journal
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Online
Kolb - Learning Styles, 2013. [Online]. Available through: <
https://www.simplypsychology.org/learning-kolb.html>. [Accessed on 28th November
2017].
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