Unit: 35- Developing Individual, Team and Organization
Added on 2020-11-02
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Unit: 35-Developing Individual,Team and Organization
Table of ContentsIntroduction...................................................................................................................4LO-1..........................................................................................................................5P1. Determine appropriate and professional knowledge, skills and behaviours thatare required by HR professionals.................................................................................5P2. Analyse a completed personal skills audit to identify appropriate knowledge,skills and behaviours and develop a professional development plan for a given jobrole in an organisation with special to the case study Whirlpool..............................7M1. Provide a detailed professional skills audit that demonstrates evidence ofpersonal reflection and evaluation..........................................................................10LO-2........................................................................................................................12P3. Analyse the differences between organisational and individual learning,training and development, with reference to the case study Whirlpool..................12P4. Analyse the need for continuous learning and professional development todrive sustainable business performance in the United Kingdom with specialreference to the case study Whirlpool....................................................................13M2. Apply to learn cycle theories to analyse the importance of implementingcontinuous professional development....................................................................15D1. Produce a detailed and coherent professional development plan thatappropriately sets out learning goals and training in relation to the learning cycle toachieve sustainable business performance objectives...........................................17LO-3........................................................................................................................19P5 Demonstrate an understanding of how HPW contributes to employeeengagement and competitive advantage within a specific organisational situation.................................................................................................................................19M3 Analyse the benefits of applying HPW with justifications to a specificorganizational situation...........................................................................................20LO4. Evaluate ways in which performance management, collaborative working andeffective communication can support high performance culture and commitment....21
P6. Evaluate different approaches to performance management (e.g. collaborativeworking), and demonstrate with specific examples of how they can support high-performance culture and commitment....................................................................21M4. Critically evaluate the different approaches and make judgements on howeffective they can be to support high-performance culture and commitment.........23D2 Provide valid synthesis of knowledge and information resulting in appropriatejudgements on how HPW and mechanisms used to support HPW lead to improvedemployee engagement, commitment and competitive advantage.........................24Conclusion..................................................................................................................26
IntroductionToday’s business organizations are chasing after rapid growth to become the leaderin the respective industry. They are now much more concern about theirperformance level. Every organization is going for improving productivity, efficientteamwork, effectiveness in management and competitiveness. In this report, theprocess of developing individual, team and organization of Whirlpool will bediscussed elaborately. The practice of high-Performance Working (HPW) will help itto improve professional development. As the HR consultant of Whirlpool, I’mresponsible for preparing a report consists of the techniques of improvingcollaborative working and effective communication which ensures the improvementof performance management.
ToThe President,Confederation of British Industry, UKSubject: Developing individuals, teams and organisations.Dear,LO-1P1. Determine appropriate and professional knowledge,skills and behaviours that are required by HRprofessionals.The skilled professionals in the organizations are brought by the HR department ofthe respective organizations. Most of the organizations want to get the experiencedprofessionals who can better adjust to the culture and the requirement of theorganization.The knowledge of the employees that are required by the HR professionals are asbelow:Employee Engagement: The employees of an organization like Whirlpool are toperform several activities whereas their engagement is required most to have the in-depth knowledge and implement the experience for the performance.Learning and Development:Employees after joining an organization go throughthe different process for their learning and development. So the employees need tohave traits to adjust themselves in the workshops and public speaker in the seminar(Bratton and Gold, 2017).Recruiting & Staffing:Since the HRM is concerned with the hiring process theemployees who are selected or who will be selected must have knowledge of therecruitment and selection process.The skill of the employees that are required by the HR professionals are as below:
Communication skill: To transfer information from one employee to anothercommunication is the key to the organization. Through the social media, phone callsor text message the communication skill of the employees can be implemented. Presentation skill: The presentation of the employees is another vital part ofcommunication that is a more formal way of disseminating information and ideas(Mathis et al., 2017). The employees of Whirlpool are required to have presentationskill to present the offer to the clients and customers.Leadership skill:The skills that are required from a leader to direct a team wherehe is assigned on. To apply the power given to a leader of a team, the leader shouldhave certain skills and trait to maintain the team.Conflict management skill:Conflict is defined as the dispute between or amongthe employees that may hamper companies in achieving goals. The employees ofWhirlpool should have the skill of managing conflict within the organization.The behaviour of the employees that are required by the HR professionals are asbelow:Energy & Enthusiasm:The durability of the employees of Whirlpool in theworkplace and their willingness will make them more effective & efficient in theworkplace and help them work for a longer time if needed.Self-motivation:Thought motivation is more or less given by the manager, theemployees can themselves motivate to work properly in the organization may resultin the attainment of business objectives (Bratton and Gold, 2017).Mutual trust: Another behaviour is required from the employees is mutual trust thatindicates the dependency on each other that will be based upon mutual trust of theemployees.
P2. Analyse a completed personal skills audit to identifyappropriate knowledge, skills and behaviours and develop aprofessional development plan for a given job role in anorganisation with special to the case study Whirlpool.The staffs who are recruited in the organization have a diversified store of skill,knowledge and behaviour. The HR manager is solely responsible for themeasurement of their skills and takes corrective actions for the improvement (Mathiset al., 2017). A skill audit is a tool of HRM that measures the performance of theemployees in order to know the skill level of the employees working in Whirlpool.Personal skill audit in order to identify the innate knowledge, skill and behaviour thatthe HR professionals will look forward to the development are as below:Communication skill:As it is described earlier that the communication skill of theemployees working in Whirlpool is to disseminate information and idea is importantin case of the communication within and outside the organization during theperformance Training & Development Skill: The skills that employees are assumed to have arethe abilities and knowledge of the training and development and the process of it. Ifthere is an executive who has a higher level of expertise and experience will bechosen to provide training on behalf of Whirlpool (Bratton and Gold, 2017).Presentation skill:A skill that is related to the communication skill of theemployees. The deals that are made in case of B2B or B2C buying the HR managerof whirlpool will assign the best-suited candidate who has a good understanding ofpresentation.Knowledge:The store of the employees includes knowledge along with the skills ondifferent aspects. To make any strategic decision to take competitive advantage overthe rivals the employees (Ivancevich and Konopaske, 2013). Because theemployees are required to have some knowledge about the market in the sectorWhirlpool is operating a business. It allows Whirlpool to required moreknowledgeable employees.Behaviours:Behaviour is the expression or reaction of the individual of a certainstimulus. The ethics of the employees and confidentiality of employees are included
in the behaviour of the employees (Mathis et al., 2017). The employees of Whirlpoolare supposed to have moderate behaviour to the clients or the customers with whomthe business is dealt.Continuous Professional Development Plan: continuous professionaldevelopment is a process that is mostly used by HR executives whereas theprofessional skills, behaviour and knowledge are noted down (Mathis et al., 2017).On the basis of the skill level that an individual inside Whirlpool occupy theemployees are gone through some processes to make them learnt of certain thingsthat they lack. The professional development process for Whirlpool will be as below:Figure: Professional Development ProcessSource: Self
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