Performance Management Strategies for Employee Retention

This assignment focuses on the importance of performance management in achieving business goals and promoting employee retention. It discusses various strategies used by managers to motivate and encourage employees, including reducing skills gaps through training and development classes. The assignment also explores the impact of bureaucracy on individual creativity and how it can be mitigated through team contextual influences. Furthermore, it highlights the significance of trust and knowledge sharing in diverse global virtual teams.

DEVELOPING TEAM
INDIVIDUAL AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determining appropriate and professional knowledge, skills and behaviour that are
required by HR professionals.................................................................................................1
P2 Personal skills audit to identify appropriate knowledge , skills and behaviours for
developing a plan of given job role........................................................................................3
TASK 2............................................................................................................................................7
P3 Difference between organisational and individual learning in training and development7
P4 Analysation of need for continuous learning and professional and development to drive
sustainable business performance...........................................................................................9
TASK 3 .........................................................................................................................................11
P5 Understanding of HPW in contribution to employee’s engagement and competitive
advantage in specific organisational situations....................................................................11
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management with a specific examples................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
The developing individual, teams and organisation is an essential criterion to gain growth &
success in personal as well as professional career. It involves to make appropriate strategies or
policies which are capable to achieve desired goals and objectives with better outcomes.
Moreover, development of individuals, teams and organisation are inter connected as
effectiveness of a person results into completing targets of team and efficient efforts of several
groups facilitate to increase ability of company (Pinjani and Palvia, 2013). The present report is
based on Whirlpool Corporation which is an American multinational manufacturer and marketer
of home appliances, headquartered in Benton, Charter Township, Michigan in United States.
This assignment will focus on the knowledge, skills and behaviour possessed by HR
professionals to manage whole working environment. Furthermore, importance of organisation
and individual learning is evaluated to increase productivity of employees. In addition to this,
concept of performance management with some approaches to motivate workers also described
in brief.
TASK 1
P1 Determining appropriate and professional knowledge, skills and behaviour that are required
by HR professionals
There are various kinds of organisations which are running in present scenario and
required well skilled and efficient staff members to complete their required task on regular basis.
It includes to focus on specific targets to generate desired outcomes in order to attain goals of
business which facilitates gain growth of business. In addition to this, Whirlpool can be
considering as an American multinational company which deal in electronic products including
home appliances. They have better skilled work force and organisation system with advanced
technology which provide support to earn desired profits successfully (Knowledge and skills
required by HR professional. 2016). Moreover, this company has around $21 billion of annual
revenue along with approximately 92000 staff members. At the other hand, an HR professional is
required to bear efficient abilities in terms of managing and getting correct work by people
through utilising their knowledge as well as experience. Thus, some of skills, knowledge and
behaviour of HR professional are explained further –
Skills to be possessed by HR professionals
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Skills can be described as special abilities of an individual which helps to conduct task
properly with achieving desired targets. In context of Whirlpool Hr professional, few of them are
given below -
Leadership and managerial skills – The management skills are helpful in managing
overall activities among staff members and give proper instructions to fulfil their roles as per
respective designations. It is essential to allocate different targets to people as per their field of
expertise so that they can give their best which facilitate to achieve desired outcomes in an
appropriate manner. In contrary to this, leadership skills are beneficial in order to motivate a
person to boost up their efficiencies along with influencing them by effective personality traits. It
involves effective way of thinking and style of working which are helpful to make employees
convinced to obey guidelines properly as they trust their superior (Amabile, 2012).
Strong communication – This can be described as effective communication so that
people get clearly the actual views to fulfil them accurately. It involves the criterion of
conveying every information to staff member should be clear and short which is easy to
understand. However, it is helpful for workers to properly know about desired guidelines and
complete them in more effective as well as efficient manner along with generating better results.
Integrity- It shows the quality of being honest at workplace and consists strong moral
principles. Having this quality, a manager can develop an effective team and gain their trust to
accomplishment a project.
Confidence- Having a proper and adequate amount of confidence, HR manager can
motivate and encourage staff members to give high contribution in business growth.
Knowledge to be possessed by HR professionals
The knowledge can be explained about proper information about specific area with the
help of personal experience as well as theoretical study. However, an accurate knowledge
provide support to make more correct decision in quick manner to solve any issue in respect of
maintaining profitability of business concern (O'leary, Mortensen and Woolley, 2011).
Business Knowledge – The business knowledge is required to establish own business-
concern because proper information is necessary which facilitate to inform about correct area of
investment to earn profits. In context of Hr professional of Whirlpool, they are required to
appoint an appropriate person at that position by thoroughly examine their knowledge level in
business field because their decisions will result into profits or loss of business.
2

Laws and regulations of Government – This refer to various kinds of legal rules and
laws which are established by government authorities and they are needed to be followed by
every organisation (Ford, 2014). It is necessary for HR professional of give company to remain
update about changes or modifications in legislation of country. Meanwhile, it is mandatory for
firm to obey strictly overall laws otherwise license to run business can be cancelled by legal
authorities (Goetsch and Davis, 2014).
Team work- As an HR manager, a person should possess knowledge how to develop a
strong team. This would aid them in resolving conflicts among workers and collaborate in group
activities.
Training and Development- It is most essential knowledge that managers of Whirlpool
need to be developed. This would aid them to determine type of training need to be given to
employees to reduce their weaknesses and skill gap.
Behaviour required by human resource professionals
The behaviour of an individual can defined with their attitude, way of talking and style of
interacting with other people. It is necessary for HR professional of selected company to remain
polite and positive while talking to staff members to motivate them.
Ethical behaviour – This include basically the “code of ethics” while making decisions
in order to organise peaceful and healthy environment for employees. It is supportive to
influence workers for obeying new policies in proper way and they can perform in correct
manner.
Decisive Thinker – The HR professional is required to be decisive thinker make ideas
based on practical facts which are supportive to sort out several critical problems.
Self control- In order to manage workers belong to different culture, it is necessary for
managers of Whirlpool to have a self-control. Through this kind of behaviour, they can develop a
good communication with workers and influence them towards business objectives.
P2 Personal skills audit to identify appropriate knowledge , skills and behaviours for developing
a plan of given job role
Personal skill audit is a technique to measure skills and abilities of a person in own
manner. Through this process, people who are associated with organisation can judge own
effectiveness i.e. in which area they need to develop own abilities. To work as an HR manager in
a large organisation like Whirlpool, it is essential for a person to measure own abilities and level
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of performance also (Seibert, Wang and Courtright, 2011). In this regard, I have also use skill
auditing process to evaluate own strengths and weaknesses. This would help me in determining
the need to take training and development classes for increasing my abilities. Thus, in this
manner, through personal skill audit, the main strength and weaknesses of mine are describes
below:-
Strengths: Present company is known for its innovations and development of electronic
products. Therefore, for this assistance, I help other workers in getting familiar with new
technologies. This would reflect that I have effective IT skills and knowledge. Similarly, I am
also good in managing time through which every project is completed successfully in given span
of period.
Weaknesses: Whirlpool has large working place where thousands of workers are
working with each other. Therefore, it sometimes arise various situations where I feel unable to
take decisions to resolve such issues. In addition to this, to develop collaboration among workers
and influence them towards business objective is also difficult. So, it reflects that I need to
develop my communication skills also.
Therefore, to overcome from my weaknesses, I have developed personal development
plan as shown below:-
As per HR professionals, personal skills audit has been comprehended as below:
PERSONAL SKILLS AUDIT
Requirements Personal audit (Rating scale:
0-10)
GAP
Knowledge
Administration
Legal or regulation
Employment
Training
Health and safety
Communication system and
procedure
6
8
5
4
5
7
I don't have updated
knowledge about legal rules.
I have not attended training or
learning sessions so that
present technical knowledge is
not much better.
I am able to express my views
effectively but not follow
proper procedure due to lack
4

of information.
Skill
Coordination
Mathematical skills
Technical
Communication
Time management
Problem solving skills
Strategical skills
Team work
Analytical skills
6
4
5
7
3
6
3
5
6
I do not have perfect ability to
coordinate with team but
perform task on desired time.
I can solve problems by taking
proper time but not able to sort
out them immediately.
I do not have strategic skills
due to which team work is not
much effective.
Behaviour
Confidence
Confidentiality
Reliability
Ethical behaviour
Initiative
Self- control
Consistent
Accurate
Cooperative
Team work
Commitment
Integrity
7
8
6
5
3
5
4
5
6
7
6
5
I have better confidence and
habit to make sensitive
information confidential.
I have cooperative nature
which helps to work in team to
complete targets successfully.
I have ability to take initiative
on required level against
wrong aspects in terms of
removing them.
.
5

Professional Development Plan:
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)
Management
skills
By working under
supervision of
professionals, I
can observe how
they take quick
decision and
formulate
strategies to
implement the
same within
workplace in
adequate manner.
This would aid
me to understand
how to influence
workers towards
achievement of
business
objectives and
gain their high
contribution.
Time
management
I will prioritise
my works and
give commitment
to work under
seniors with full
enthusiasm.
03/01/19
Develop ethical
behaviour
I need to work
under a group to
Guidance I need to join
some classes
(meditation) for
Ongoing
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understand how
to keep patience
and behave with
others ethically at
workplace
controlling my
anger and behave
patiently with
others.
Knowledge I need to grab
about
compliances,
health and safety
laws etc. to
develop effective
HR policies
Attentive I need to keep
update my
knowledge about
legislative laws
and ethical HR
policies by
reading blogs and
attending
workshops
Ongoing
TASK 2
P3 Difference between organisational and individual learning in training and development
The learning can be described as to earn knowledge and information about practical
concepts or theoretical model which helps to make correct decisions in future (Hirst and et. al.,
2011). It also includes to generate technical skills by learning in order to solve relevant threats or
modify the same for increasing its efficiency for achieving more outcomes. Moreover, individual
learning provide support to complete desired tasks of team in correct way along with generating
proper results. At the other hand, organisation learning is beneficial in respect of completing
goals in respect of achieving growth and success of business. in case of Whirlpool company,
they are required to boost up efficiencies of individual which facilitate to increase capability of
overall organisation to improve sales and profits.
Difference between individual and organisational behaviour
Basis Individual learning Organisational learning
Definition This involves about learning levels of
every single person working in given
organisation according to their individual
qualification or practical experience of
The organisational learning refers to
overall skills of people working in
Whirlpool company having
efficiency to complete required task
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life. Every person has different
specialised field and able to perform in
the same in perfect manner comfortable
along with creating maximum outcomes.
of every operational section and
others to attain better results.
Different types of skills in
differentiated fields of staff members
facilitate to indicate organisational
learning which are helpful to achieve
growth of business successfully.
Example For example, learning on individual basis
proves beneficial for me to develop my
personal career and grab effective
opportunities for own growth in life.
On organisational basis, this types of
learning facilitate to remove skill gap
of employees and become efficient
to earn organisational goals
successfully. For instance, the
criterion of make employees aware
about advanced technical
environment is easy and helpful to
increase profitability by reducing
duration of production.
Impact of
learning
By observing others at workplace, I can
learn from how they perform an activity. I
can take their suggestion for improving
and enhancing my performance level as
well as achieve a good position in
business.
In context with businesses, when it
comes to know any particular
employee fails to give effective
performance as per desired manner.
Then without blaming them,
management used to analyse reason
behind same and organise programs
accordingly for improving their
performances. This would help in
boosting morale of other people at
workplace also.
Training – This training refers to learning process which is provided to new employees
and for specific reason like providing information about fresh technologies. Moreover. Training
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programs are helpful for short term and carried out for completing particular purpose in given
company. Impacts of training consist the criterion of increasing knowledge and capabilities of an
individual which is beneficial for their future career. However, increased knowledge level and
abilities of employees will provide support to achieve desired profit targets of an Whirlpool
Corporation. Moreover, training programs are favourable for individual and organisation because
it improve capabilities of both of them to attain future objectives for gaining success. For
example, if an organisation organise training sessions regularly then it is beneficial for personal
growth of staff and suitable for company to gain competitive advantage.
Development – This can be described as continuous process for which developments
events or seminars are conducted by Whirlpool company to achieve new opportunities on regular
basis. However, these are supportive to sustain strong position of organisation among
competitors along with attaining more profit share of market (Berry, 2011). Meanwhile,
development impacts positively on employees by increasing their work experiences on
innovative software and machines which is beneficial for their bright future. Moreover, the
developmental aspects are helpful for Whirlpool Corporation to improve quality of their products
in order to gain customer satisfaction and goodwill of bran in market. For example, development
aspect of applying new technology in organisation is favourable for increasing knowledge and
experiences of staff whereas it will facilitate to increase productivity as well as profitability of
company.
P4 Analysation of need for continuous learning and professional and development to drive
sustainable business performance
Continuing Professional Development (CPD) can be defined as a vital component under
modern business strategy. Through implementing this concept in business, not only workers get
satisfied from their jobs but also, company can benefits to drive business towards high success
and growth. CPD refers to a training and development opportunities that make employees of a
company able to develop and enhance their existing skills as well as increase knowledge as per
requirement of business. This would help in achievement of their career goals and objectives
more easily.
Continuous learning can be defined as process by which individuals learn from their
surroundings at workplace. By observing others who are experienced in a particular field, people
can develop own knowledge and abilities (McCormack, Manley and Titchen, 2013).
9

Professional development is defined as training program which is organised in order to
develop skills of staff members who are unskilled or less experienced.
Therefore, to increase efficiencies of business, HR managers use both platforms to
develop skills and knowledge of workers. It helps in in driving sustainable position of business
as well as increasing performance also. According to given scenario of Whirlpool, in order to
restructure its organisational culture, its managers give opportunity to employees to reduce their
weakness and enhance skills by working under guidance of professionals and get training as
well. In addition to this, its managers also provide organisational training to reduce skill gap
between workers which is occurred due to different educational background (Ford, 2014). This
will aid Whirlpool in getting high retention of employees and their cooperation in achievement
of business success and growth.
Advantages of learning process mentioned below:
Abilities lead an employee to become confident: When workers get chance to work
under professionals and get training also, then it enhances their skills and abilities. It increases
confidence level of them also through which they can do any work or face challenges more
easily. It also motivates and encourages employees to work harder and give their high
contribution in completing a task in given span of time.
Growth of an individual and organisation: By providing learning sessions, HR
managers also give opportunity to employees to grow skills and abilities. This would help them
in make career bright and face future challenges more efficiently.
Kolb Honey and Mumford learning styles:
It was given in 1984 by David Kolb which includes four different learning styles. As per
this theory, it has examined that every individual prefer a certain learning styles- Activist,
Pragmatists, Theorists and Reflectors. Individuals who learn by doing an activity in own manner
are known as activists. They are generally open minded and need to get into an action while
learning. In place of this, people who used to evaluate the concept behind every actions, come in
the category of theorists. While pragmatists do experiments with ideas, theories and techniques
to evaluate what they have done in reality. Other than this, reflectors are observers who learn by
watching others.
Concrete Experience: Here, learners garbs new experience by encountered themselves in
different-different situations.
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Reflective Observation of the New Experience: It includes learners who grab ideas by
observing other persons.
Abstract Conceptualization: Here, learners enhance knowledge by own experiences.
Active Experimentation: It includes those learners who applies their ideas directly under
workplace to see its results.
TASK 3
P5 Understanding of HPW in contribution to employee’s engagement and competitive advantage
in specific organisational situations
The High performance working can be described as procedure to manage ad develop
healthy workplace for staff members in order to make them comfortable to perform which results
into better working. It is helpful to involve employees to take responsibilities of completing tasks
on desired time with appropriate outputs. At the other hand, better performance of staff members
provide help to make products or desired quality which facilitate to grab competitive advantage
by Whirlpool company. For this process, managers of respective company used to provide fair
and equal treatment to staff, for getting their contribution in achievement of business goals. By
giving flexible working hours, increasing autonomy over task-level decisions-making,
developing effective communication and all, help Whirlpool in enhancing worker's level of
performance and getting their commitment towards providing satisfaction to customers. In
addition to this, high performing working involves several activities to achieve business
objectives in following described few ways –
Team building – This refers to establishment effective teams in order to conduct
different production procedures in terms of completing desired tasks properly. Team building is
beneficial to divide single tasks into several parts and allocate to member of group which helps
to conduct overall procedure perfectly with better cooperation as well as coordination. In context
of given company, they should organise efficient groups according to their field of expertise in
order to gain high performance working from people (Schaubroeck, Lam and Peng, 2011).
Effective coordination among team members is helpful to increase effectiveness of products and
services which facilitate to customer satisfaction. However, improved customer services is
helpful to attract new clients along with retaining the current ones. Moreover, delivery of
11

effective products will provide support to gain competitive advantage in Whirlpool and that will
become possible due to team building in organisation.
Share duties – The sharing of roles or duties is beneficial to reduce burdens of single
person and facilitate to complete required targets in proper manner. The given organisation can
distribute duties among employees so that pressure of working can be decreased and great
performance working can be attained by staff members. Meanwhile sharing of duties is
responsible for increasing focus of employees which reduce chance of occurring mistakes in
producing products and delivery of the same. It is favourable to satisfy customer by services
which encourage other people to prefer the Whirlpool brand for purchasing desired products to
fulfil their actual requirements. However, working with appropriate concentration will help to
provide extra to consumer as compare to competitive forms that facilitate achieve competitive
advantage. The criterion of sharing duties provide support to make brand extra effective and
satisfactory for customer than other competitors which helps to attain competitive advantage in
market.
TASK 4
P6 Different approaches to performance management with a specific examples
Performance management can be defined as a process by which employers and managers
of a company can develop plan. Through this plan, they can develop techniques to monitor
progress and recognise contribution of workers in achievement of business objectives. In context
with Whirlpool, its HR managers use various approaches to measure overall performance of
workers in business. Through this process, they can also give appraisals and other benefits to
motivate employees to work at their level best (Pinjani and Palvia, 2013). Some major
approaches of performance management that a company can adopt are explained as below:- Collaborative approach: In this technique, a company can determine sharing skills of
workers and how much they co-operate others in completing a common task. For
example: Using this approach, HR managers of Whirlpool can measure team-sprit under
individuals in order to develop an effective team. Therefore, giving rewards to those
workers who help others in complete their task, help in developing collaboration under all
workers also.
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 Comparative approach: Under this approach of performance management, an
organisation can measure skills and abilities of workers on comparison basis. For
example: Managers of Whirlpool can compare contribution of each worker in
achievement of business success and growth. Further after comparison, employee who
gains highest points will get promotion at workplace. Therefore, this leads to encourage
others also to show their efforts.
 Team culture: As per this technique, a company can measure performance on the basis
of team-culture. It includes belief, behaviour and attitude shared by each team members.
For instance: In Whirlpool, managers monitor how team-members co-relate with each
other and help in completing a task on time. On the basis of behaviour and personal
attitude, this company has provided rewards so that other workers can motivate to give
high contribution in team development.
Apart from measuring performance level of employees, managers of Whirlpool also used
to make communication with workers on timely manner. This would help in analysing what
workers are expected from company and how their performance level can be improved.
Therefore, by taking feedback of staff members, management of respective company make
effective strategies to develop job satisfaction under employees. Along with this, to get high
commitment of workers and entails them about business expectation, HR managers also make
proper planning. Under this process, they develop SMART objectives (Specific, Measurable,
Attainable, Relevant and Time-bound), for identifying key performance indicators. This would
help in providing customised as well as meaningful expectation among employees. It entails
them in what manner they have to perform for enhancing reputation of business.
CONCLUSION
From this mention assignment it has been comprehended that to work in a large industry,
every individual has to develop own skills and knowledge in regular manner. With this
assistance, HR managers of an organisation play an important role in developing abilities and
productivity of workers on individual and team basis. They organise effective training and
development classes to reduce skills gap between workers and get their retention for long period
of time. Furthermore, to encourage and motivate workers to give their high contribution in
achievement of business, managers also use various approach of performance management.
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REFERENCES
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pp.186-206.
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.
Academy of Management Journal. 54(3). pp.624-641.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
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Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
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Psychology. 96(4). p.863.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
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Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Williams, C. L., Muller, C. and Kilanski, K., 2012. Gendered organizations in the new
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Online
Approaches for measuring performance of employees. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Knowledge and skills required by HR professional. 2016. [Online].Available through:<
https://workology.com/top-5-work-hr/ >.
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