Analysis of Organizational Development

This assignment involves analyzing various research papers and case studies related to organizational development. The content covers topics such as leadership team coaching, developing collective transformational leadership, self-organizing Agile teams, conceptualizing communicative leadership, and more. The assignment requires a deep understanding of organizational development concepts and their applications in real-world scenarios.

Developing teams and
individuals

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Skills knowledge and behaviours of HR................................................................................1
P2 Personal skill audit and professional development plan for a job role...................................3
TASK 2............................................................................................................................................5
P3 Organisational learning, individual learning, training and development...............................5
P4 continuous learning, professional development and their importance...................................7
TASK 3............................................................................................................................................8
P5 HPW contribution in employee engagement and competitive advantage..............................8
TASK 4..........................................................................................................................................10
P6 Different approaches to performance management..............................................................10
CONCLUSION..............................................................................................................................11
References......................................................................................................................................12

INTRODUCTION
Developing teams and individuals is one of the essential function of human resource
management. It is necessary to identify employees skills and talent and develop them, in order to
attain organisational goals (Baldwin, 2016). It is a process or way to improve performance by
providing solutions to problem, creating new ideas, etc. In this project Whirlpool company has
been taken for the study. Further, knowledge , skills and behaviours of HR are also explained.
Personal skills audit of of knowledge and behaviours is mentioned with own reflection.
Organisational learning, individual learning and their importance is also discussed in this project.
Further, continuous learning and comparison of training and development is also elaborated.
Along with this contribution of high performance working in employee engagement and
competitive management is also explained. Performance management and its approaches are also
mentioned in this report.
TASK 1
P1 Skills knowledge and behaviours of HR
Role of HR:- Role of human resource professionals in an organisation is very important
and typical, as it helps in developing teams and individuals. In this modern business era they
provides innovative ideas and perform their responsibilities by achieving firm objectives. They
provide services as planning partners in the market. They helps in developing, identifying and
executing business objectives (Baldwin, 2012). One of their important role is recruitment and
selection of employees to fill open positions in the firm by hiring right candidates. The HR
should carry out both internal and external activities. In Whirlpool the HR should posses
following skills, behaviour and knowledge which are described under.
Knowledge:- Knowledge is information, facts, awareness, data, skills, etc. which is
gained through experience or education. The HR should have knowledge about:
Human resources knowledge:- The HR must have appropriate knowledge of personnel
operations and principles for selection, training, recruitment, negotiation, compensation,
employees relations and all information about organisation systems (Bolman and Deal, T.E.,
2017). In context to Whirlpool having all this knowledge will make business operations effective
and easier.
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Customer service:- An effective HR should have proper knowledge of all those
processes which are useful for personal and customers services. It involves – assessment of
consumer needs, evaluation of their satisfaction and assembling services quality standards. The
HR of Whirlpool should have appropriate knowledge about customer services.
Training and education:- They should have appropriate knowledge and information
about programme methods, way to teach and guide individuals, training design, training effects
standards, etc. In context to Whirlpool, the HR should posses all this knowledge to train
individuals.
Skills:- Skills are those qualities which helps a person to perform a task. It refers to the
talent or things that supports an individual to handle various functions.
Listening:- Active listening and giving full attention to individuals in the organisation is
one of the essential skill (Drotz, and Poksinska, 2014). It involves asking questions,
understanding employees and not disturbing at wrong times. In context to Whirlpool the HR
should listen to employees problems and response them effectively.
Critical thinking:- An effective HR must have ability to think deeply, reasoning, in
order to identify solutions weaknesses and strengths and solving problems with approaches. In
context to Whirlpool, having critical thinking will help to overcome problems.
Communication:- Communication is one of the essential skill. The HR should
communicate information in both verbal and written form with employees in the organisation. In
context to Whirlpool, the HR should communicate information effectively with employees.
Behaviours:- Behaviour refers to the manner in which a person or individual acts or
behaves to a specific situation.
Goal oriented:- An effective HR should understand the aim of business in proper
manner. They should be creative and have ability to achieve organisational goals. In context to
Whirlpool, being purpose oriented will help in attaining desired objectives.
Decisive thinker:- The HR should have capacity to evaluate information speedily, as it
helps in effective decision making (Ellison, Gibbs and Weber, 2015). In Whirlpool having
decisive thinking will be beneficial for taking decisions.
Courageous:- The HR must have confidence and courage to face the challenges risen in
the organisation. In context to Whirlpool, being courageous and confident will help in solving
high level challenges and achieving great success.
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P2 Personal skill audit and professional development plan for a job role
Personal skill audit is measurement and recording of employees ability and skills which
helps in improving their performance and productivity to perform daily operations effectively
(Erez et. al., 2013). It an individuals assessment of strengths and weaknesses. In context to
Whirlpool, the HR manager should posses various skills such as – decision-making ability,
communication skills, time management, problem solving skills, innovation, etc. According to
requirement of all these skills a personal audit plan of my own skills is mentioned here , in order
to identify personal weaknesses and strengths.
Sr. No. Skills Self-assessed
score
Others score variances
1 Problem solving 6 9 -3
2 Confidence level 7 6 1
3 Team building
capacity
6 7 -1
4 Decision making 7 8 -1
5 Time
management
capability
6 7 -1
6 Communication
skills
7 8 -1
7 Information
technology skills
8 6 2
( In the table positive deviations are my weaknesses and negative deviation are my plus points.)
According to personal audit my strengths and weaknesses are mentioned under:
Strengths Weaknesses
I am good in solving issues between employees
in the organisation.
My confidence level is low. It is not good for
me.
My communication skills are effective, as I can My skills related to information technology are
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share and communicate information among
employees Hawkins, P., 2017).
not good.
I am good at decision making, as I can take
appropriate decisions in difficult situations.
Personal development plan:- Personal development plan is a process of establishing goals
and objectives determining values, planning, etc. It determines an individuals weaknesses and
provides techniques to develop them (Erez et. al., 2013). As HR of whirlpool my personal
development plan is below:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
improve
ment
Time
requi
red
Evidence
1 Information
Technology
My IT skill is
not so good
which affects
my
performance at
workplace.
To increase
my IT skills
and
intending
information
about
different
technologies
and tools
which helps
in improving
my
performance
level.
Getting
education
through IT
department
and online
instructors
will help me
in increasing
knowledge
about
technologies
and making
better
performance.
Unit
Members
6-7
mont
hs
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2 Confidence
level
My confidence
level is low , as
it not good ,
which arises
many
hindrances in
participating
new things.
I need to
increase my
confidence
level which
assist in
improving
my
participation
in
organisation
al activities.
For improving
and increasing
my
confidence I
will take
directions
from my
managers and
active
participators
in the
organisation.
Top level
administr
ation and
colleague
s.
5-6
mont
hs
TASK 2
P3 Organisational learning, individual learning, training and development
Organisational learning:- Learning is process of gaining new knowledge and rising
individuals. It is the method of possessing, creating, fetching and increasing knowledge of
employees in the firm. Organisational learning refers to those activities which develops
knowledge, insights and improves performance of employees working in the organization. It
involves better understanding and education experience to improve their performance level
(Hawkins, 2012). In context to Whirlpool, organisational learning will improve employees
knowledge level and performance.
Individual learning:- Individual learning refers to the process through which individuals
gain new information and improve their knowledge level. It is the capability to build knowledge
with own reflection about different sources through personal experience and environment. It
involves deep understanding via personal instructions. It begins through learner's interest,
motivation and involvement. With individual learning one can improve its academic
performance,as it increase confidence and motivation. Further, it helps in identifying weaknesses
and strengths of individual (Hoda, Noble and Marshall, 2012). In context to Whirlpool,
individual learning help employees in assisting social situations and building morale.
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Difference between organisational learning and individual learning:-
Organisational learning Individual learning
Organisational learning deals with entire
organisation's needs, in order to make changes.
While,Individual learning deals with personal
improvement and development.
Organisational learning is a learning process or
activity to improve employees knowledge.
While, individual learning is an organisation's
form.
It involves less efforts, as it is learning in
organisation.
It involves more efforts, as it is learning at
personal level.
Training:- Training is an essential element in human resource management. It refers to
development of specific skills through practices and instructions to achieve desired targets. It is
an effective tool which helps employees in performing daily operations efficiently. It is a process
of improving employees skills and talent to perform a specific job. In context to Whirlpool,
training is very important for employees to perform organisational operations and to improve
productivity (Johansson, Miller and Hamrin, 2014). In organisation providing training through
different programmes will help in increasing individuals and organisation's knowledge ans skills.
Development:- It is appropriate use of technical and scientific information to attain
particular goals and desires. It refers to a process of growth or innovative information. In other
words development means improving individuals skills and knowledge level to, in order to
complete desired targets . It means making effective utilisation of employees potential. In
context to Whirlpool, development of employees will help in improving their morale and
company's image. Providing effective development measures will help in improving individual
and organisational performance through various techniques.
Difference between training and development:-
Training Development
Training needs instruction, in order to improve
employees skills and knowledge.
While, development needs education to
improve skills of leaders or employees.
It is a short time method. While, it is a long time and continuous process.
Training is needed to meet employees present While, development is for meeting future
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requirements. objectives.
Its purpose is to improve additional skills. Development's purpose is to improve overall
personality of employees.
Training is a job oriented process as, it
improves skills for performing a job.
While, development is a career oriented
process because it improves skills in a
particular field.
P4 continuous learning, professional development and their importance
Continuous learning:- Continuous learning is of two types – at individual level and
organisation level (Katzenbach, and Smith, 2012). Ability to learn and improve knowledge and
skills is said to be learning at individual level. Increasing skills and information to identify
changing environment and innovative developments is continuous learning at organisational
level. In context to Whirlpool, continuous learning is essential to adapt changes in the business
environment.
Importance of continuous learning:- Powerful learning increases knowledge level
which helps in making good decisions. It helps in determining specific problems and gives
supportive solutions to them. One more advantage of constant learning is that it update
organisations with current tends and evolution. It helps in adapting unexpected changes in the
environment. Further, it provides advance career growth and improves employees performance
at workplace(Luthans, Youssef and Avolio, 2015). It grants new opportunities to individuals by
acquiring different skills and provides effective solutions to issues. In context to Whirlpool,
continuous learning will improve organisational performance by obtaining new ideas. Further, it
will motivate employees and increase their confidence level which helps in leading new projects.
It helps in sustaining in business world by acquiring employees skills and knowledge, as it
provides effective solutions to critical problems.
Professional development:- Professional development is a process of improving skill
sets, capability, efficiency and knowledge level with the help of new professional learning,
special training and information gained through education. It involves logical skills improvement
which is essential to analyse information about individuals performance. In other words it is a
process of learning to continue professional growth. It is concerned with improving employees
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capabilities ans skills working in the organisation. There are various approaches to professional
development – group discussions, coaching, technological resources, lesson study, reflective
supervision and mentoring. In context to Whirlpool, professional development is essential, as it
helps in improving management skills to perform daily operations and attain desired objectives.
Importance of professional development:- As professional development is helpful in
improving skills and knowledge of individuals in an organisation – it has many advantages. It
prepares employees to take higher obligations and helps in giving better performance. It helps in
availing new opportunities in the organisation. With the help of advance knowledge and skills it
improves productivity level of employees. It encourages individuals self-confidence and keep
them up to date with self development. It helps workers in attaining organisational goals
effectively and efficiently with various innovative ideas (Panahi, Watson and Partridge, 2012). It
helps employees in achieving desired position which they want. In context to Whirlpool
professional development will help in improving organisational performance. In order to sustain
in this competitive business era professional development training is essential for employees. It
results in career growth of employees, as it increases their efficiency. With improved skills and
talent they are able to support colleagues and it will upgrade their status in the organisation. By
this way it helps business in attaining sustainable performance.
TASK 3
P5 HPW contribution in employee engagement and competitive advantage
HPW:- It refers to high performance working which is all about creating culture in the
organisation with trust and transparency. These work practices are employee management plan
of action which increases organisations profits and efficiency. Applying these tactics in
Whirlpool will increase productivity, employee engagement, build consumer trust, satisfaction
and gain performance and profits. It involves three wider areas – high individual involvement,
reward and loyalty and human resource activities. Implementing high performance working in
Whirlpool will help in earning high profit, reduce staff turnover, job satisfaction, increase
creativity and innovation in the organisation.
Characteristics of high performance working :- It is a process of bringing customers and industry
together. In Whirlpool the company should posses following characteristics:
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Collaboration:- Workers of an organisation are the best strengths of high performance
working. Effective employees know very well how to collaborate in the workplace. In context to
whirlpool, having broad level of collaboration among employees will help in attaining
performance goals and create a positive environment at workplace (Pinjani and Palvia, 2013).
Feedback and measurement:- It is the managers responsibility to measure and analyse
subordinates performance and provide improvements which are required. In context to Whirlpool
the manager should evaluate employees performance and in case of weak performance they
should provide education and proper training for improvement.
Clear management:- For effective performance of employees, managers creates positive
environment at workplace. They are considered essential key of high performance working in the
organisation. In context to Whirlpool the manager should provide proper training and education
to employees in order to achieve desired objectives and improve their performance. Objectives
must be communicated effectively and help them in interpreting complex projects.
High performance working practices:- In order to grow an organisation high
performance work practices are essential. The human resource management make effective
efforts to enhance high performance working. It involves – recruitment of talented people, job
description, flexible job specification, realistic job previews, performance appraisals, instruction
programmes, innovation, etc. Some HPW practices are explained below:
Recruiting talented and knowledgable people:- In order to recruit right candidates at
right time and right place, Whirlpool uses various effective strategies and techniques. It select
employees according to their skill, qualifications, knowledge, creativity, capability, etc. The
company must select individuals considering all these qualities, as to improve organisational
performance, increase their productivity, profit and growth.
Suggestion programmes:- In whirlpool, to improve organisational performance or
proper utilisation of employees skills and knowledge the company must organise suggestion
programmes (Ramthun and Matkin, 2012). In these programmes ideas should be provided for
performing daily operations, attaining desired objectives effectively, and proper utilisation of
resources.
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TASK 4
P6 Different approaches to performance management
Performance management:- Performance management involves constant identification,
development and measurement of employees performance in the organisation. It is a current
communication process of managers and workers, in order to establish strategies and objectives.
It is one of the complex and essential function of HR (Turner, 2014.). It includes different
activities – frequent communication, combined goal setting, constant progress appraisal,
coaching and response for better performance, providing achievements and implementing
development curriculum for employees (Somech and Drach-Zahavy, 2013). In context to
Whirlpool, performance management will help in improving whole organisation's performance
with an appropriate team.
Different approaches to performance management:- There are different approaches
and strategies to performance management which can be used by organisations to measure
employees performance. The main five approaches are explained under:
Comparative approach:- This approach involves standing of employees activities in
compare to others in the team. They are ranked on the base of advanced to last performer. In this
approach performance can be measured through different techniques such as –graphic rating
scale, paired comparison and forced distribution technique. This system provides ranks to
employees according to categorisation rules instead of performance. Thus employees on high
rank gets more pay in compare to lowest workers. In context to whirlpool, this approach will
help in determining employees performance level according to ranking ((Katzenbach and Smith,
2015).
Attribute approach:- In attribute approach employees are charged according to specific
set of factors like – communication, trouble solving skills, teamwork, innovation, creative
thinking, opinion etc. The workers are rated according to mixed rating scale and graphic rating
scale ( Palvia, 2013). This method is simple and easy to understand. In context to Whirlpool, the
advantage of attribute approach is it can be easily understood and limitation is that it only help in
identifying good and bad performers.
Behavioural approach:-It is one of the oldest techniques of performance management.
The Behavioural approach exist of vertical scales series for various job dimensions. By using
BOS(Behavioural Observation Scale) and BARS(Behaviourally Anchored Rating Scale)
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technique it can be completed. The scales are parameters supported which is known as anchors.
The employees are given rank by their performance on these anchors. In context to Whirlpool,
this approach is appropriate for accuracy and reliableness. One of the disadvantage is the
manager have to remember large information.
Result approach:- It is a simple concept approach. In this approach employees are rated
according to their performance results. Technique to measure individuals performance in this
method is Balanced Scorecard. It concentrates on customer, growth & learning, financial,
internal & operations perspectives. In context to Whirlpool, the result approach is that it helps in
converting plan of actions to operations (Ellison, Gibbs and Weber, 2015). The limitation is it
lacks concentration on human resource features.
Quality approach:- This approach concentrates on satisfying customers and reducing
mistakes and attaining constant service improvement. In this method both system and person
factors are considered. It uses Kaizen process for improving organisation processes. In context to
Whirlpool this method will help in - workers and system assessment, uses various sources for
performance evaluation solve issues by group work.
CONCLUSION
From the above project report it is concluded that human resource management skills and
behaviour are essential to improve teams and individuals in the organisation. Organisational
learning and individual learning both are important at their levels. Further, training and
development has vital role in increasing employees skills and productivity. Along with this
continuous learning and professional development helps organisation sustaining in the modern
business world. High performance working increases creativity, productivity in the firm and
reduces employees turnover. Performance management is essential for measurement of
individuals performance. It has different approaches which helps in rating employees by their
performance, results, behaviour, qualities, etc. Further personal skill audit helps in identifying
employees strengths and weaknesses. By this way all these points helps in developing teams and
individuals.
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References
Books and Authors
Baldwin, M., 2016. Critical reflection: Opportunities and threats to professional learning and
service development in social work organizations. In Social work, critical reflection and
the learning organization. (pp. 51-66). Routledge.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Drotz, E. and Poksinska, B., 2014. Lean in healthcare from employees’ perspectives. Journal of
health organization and management. 28(2). pp.177-195.
Ellison, N.B., Gibbs, J.L. and Weber, M.S., 2015. The use of enterprise social network sites for
knowledge sharing in distributed organizations: The role of organizational affordances.
American Behavioral Scientist. 59(1). pp.103-123.
Erez et. al., 2013. Going global: Developing management students' cultural intelligence and
global identity in culturally diverse virtual teams. Academy of Management Learning &
Education. 12(3). pp.330-355.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Hoda, R., Noble, J. and Marshall, S., 2012. Developing a grounded theory to explain the
practices of self-organizing Agile teams. Empirical Software Engineering. 17(6).
pp.609-639.
Johansson, C., D. Miller, V. and Hamrin, S., 2014. Conceptualizing communicative leadership:
A framework for analysing and developing leaders’ communication competence.
Corporate Communications: An International Journal. 19(2). pp.147-165.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Luthans, F., Youssef, C.M. and Avolio, B.J., 2015. Psychological capital and beyond. Oxford
University Press, USA.
Panahi, S., Watson, J. and Partridge, H., 2012. Social media and tacit knowledge sharing:
Developing a conceptual model. World academy of science, engineering and
technology. (64). pp.1095-1102.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual teams.
Information & Management. 50(4). pp.144-153.
Ramthun, A.J. and Matkin, G.S., 2012. Multicultural shared leadership: A conceptual model of
shared leadership in culturally diverse teams. Journal of Leadership & Organizational
Studies. 19(3). pp.303-314.
Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation
implementation: The role of team composition and climate for innovation. Journal of
management. 39(3). pp.684-708.
Turner, J.R., 2014. Handbook of project-based management(Vol. 92). New York, NY: McGraw-
hill.
Williams, C.L., Muller, C. and Kilanski, K., 2012. Gendered organizations in the new economy.
Gender & Society. 26(4). pp.549-573.
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