Organizational Development & Performance

The assignment delves into the crucial role of organizational development in enhancing workforce capabilities. It emphasizes the significance of providing employees with developmental classes to boost their knowledge base. Furthermore, it examines various performance management approaches used by businesses to measure employee performance effectively and align individual contributions with organizational goals.

UNIT 35
Developing Individuals,
Team and Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Appropriate and professional knowledge, skills and behaviours that are required by HR
professionals................................................................................................................................1
P2 Personal skills audit and professional development plan .....................................................3
P3 Differences between organisational and individual learning; training and development......1
LO2..................................................................................................................................................1
P4 Requirement for continuous learning and professional development to drive sustainable
business performance .................................................................................................................2
LO3..................................................................................................................................................4
P5 Role of HPW in employee engagement and competitive advantage.....................................4
LO4..................................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
In competitive markets, the success and growth of any enterprise depends on its
capability to continuously enlarge and enhance the individual abilities. Developing employees
means maximising the performance capacity of their firm. Beside this, role of human resource
management in each and every company is to develop teams, organisation and individual's
growth (Aarons, Hurlburt and Horwitz, 2011). It is identify as an essential and important part for
the company to increase their profit and sales. Main motive behind conducting this report is to
identify the requirement of appropriate knowledge, skills and behaviour for HR manager. In this
study, given organisation is Whirlpool, which is an American multinational manufacture of home
appliances. This report is divided into different tasks which covers personal skills audit and
professional development plan for a job role of human resource. Continuous learning and high
performance working is discussed in this assignment. At last, key elements of performance
management is also includes in this study which help an enterprise to maintain employees
turnover and accomplish better results.
LO 1
P1 Appropriate and professional knowledge, skills and behaviours that are required by HR
professionals.
In Whirlpool, there is requirement of Human resource professional who can easily
increase profit and sales of the company. Beside this, there are need of appropriate knowledge,
behaviour and skills for HR Professional which are determined as under:
Knowledge: It is refer as a understanding and information regarding a subject or job role.
Beside this, HR professional should has knowledge about contract law, training and development
techniques (Bolman and Deal, 2017). These knowledge are required by Human resource
professional which are described as under: Contract law: HR professional must has knowledge regarding the contract laws which
will help them to maintain reputation of company at market. There are some main lows
which are related with the process of human resources management such as hours of
working, equal opportunities act, minimum wage act, data protection act and so on.
Along with this, knowledge about all acts assist the human resource manager to retain
long lasting relation with Whirlpool.
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 Training and development techniques: This is define another knowledge that must
require by the HR Professional. There are many techniques such as job rotation,
coaching, job instructions, committee assignments, internship training, case study
method, incident method, role play and many other (Choi and Ruona, 2011). All these are
important and essential for the human resource manager to achieve better outcomes
within predetermined time period.
Skill: It is a type of activity or work which needs special knowledge and training.
Appropriate and good skill help an individual to solve conflict and communicate all information
to the person. There are some skills which are highly needed by the HR professional of
Whirlpool, some are discussed as under: Communication: It is identify as an effective and main skill which must has human
resource professional of Whirlpool. With the help of this skill, HR manager is able to
communicate all information to their staff members. Problem solving: This is another skill which is also needed by human resource
professional in order to solve difficult issue in an easy manner (Hartnell, Ou and Kinicki,
2011). This skills enable workers to evaluate issues, analysis problem severity and assess
the effect of alternative solutions. Leadership skills : With the help of this skill, HR professional can easily guide and lead
their employees in a systematic manner. Thus, it will be essential for the human resource
professional to accomplish long term goals and objectives within predetermined time
period.
Behaviour: It is identify as a range of actions and mannerisms made by artificial, system or
organisms in conjunction with their environment. It covers the other organisms or systems as
well as the physical environment. Behaviour of HR professional should be confident and ethics
which are explained as under: Confidentiality: In the Whirlpool, there are different number of policies which are
mainly related with employees including performance appraisal, performance
measurement and so on. All these type of policies or strategies have to kept confidential.
Thus, it is a role and duty of human resource manager in order to kept such type of things
in a confident way.
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 Ethics: In whirlpool, HR professional must has ethical behaviour which will help them to
overcome negative effects in a such manner. This is more essential and significant
because in the organisation large number of employees are working and having different
cultural valuers, geographical background and so on.
 Team work: It is another behaviour which is required by HR professional to work with
collaborative. Team work behaviour support the HR professional to maintain employees
turnover and achieve better results.
 Reliability: This identify to the degree to which various raters provide consistent idea of
the same behaviour. Inter-rater reliability can be applied for interview process. It can also
be called inter-observer reliability when adverting to observational research.
P2 Personal skills audit and professional development plan
Personal skills audit is identify as an effective and essential way for a person in order to
identify their strengths and requirements to develop in a healthy environment. It has been proven
more valuable for people to support themselves on the career track chiefly ambitious
entrepreneurs and managers (Herrmann and Herrmann-Nehdi, 2015). With the help of personal
skills audit, an individual is capable to identify their appropriate skills, behaviour and
knowledge. My personal skills audit as a job role of human resource professional are determined
as under:
Requirements Persona
l audit
(rating
scale: 0-
10)
GAP Remedial
action/strategy
Deadlines
for
remedial
action
Knowledge about
Contract low
8 I need to improve
my knowledge
regarding contract
low.
I attend low
classes which will
help me to
improve my
knowledge about
the contract low.
2 Months
Knowledge regarding
training and
development
9 I require to
enhance
knowledge about
In this, I attend
different training
classes and
3 Months
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techniques the techniques of
training and
development.
conference which
also help me in
identifying
appropriate
techniques of
training and
development.
Communication skills 9 I require to
enhance my report
writing and
another skill
related to
communication.
To enhance such
skill, I read some
books, articles,
journals etc.
On-going
Problem solving skill 7 I need to improve
my problem
solving skill I try
to understand
everyone' s
interests.
½ months
Confidentiality
behaviour
8 Need to behave
politely a familiar
which will help
me in maintaining
strong relation
with the company.
3 months
Ethical behaviour 7 I need to enhance
my ethical
behaviour by
understanding
different lows and
regulations.
4 months
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From the above given table, it has been concluded that my strong and weak points. As per
personal skills audit, I am capable to improve my weakness in an effective and systematic
manner. According to above table, my SWOT analysis are determined as under:
Strength Weaknesses
 My knowledge regarding techniques
of training and development is good
which will help me to retain
employees turnover in the Whirlpool.
 I am able to communicate all
information in an easy manner to my
juniors. Thus, there is no conflict and
misunderstanding which will be
beneficial for growth and success of
my and organisation.
 I am capable to maintain privacy by
developing different policies related
performance measurement and
performance appraisal.
 My knowledge and understanding about
the contract low is not much better
which impact on my performance while
contracting with my juniors.
 I am not able to solve all issue in
effective manner which will highly
effect on my performance and
productivity at workplace.
 In Whirlpool, I am not able to provide
equal right and equality to the
employees which highly effects on
business sales and goodwill.
Threats Opportunities
 Improper understanding about the
contract low is big threats for me
which impact on my future growth in
the Whirlpool.
 Poor skills in solving all issues
effectively which is also shown as big
threats for me when I dealing conflict
situation.
 My communication is my big strength
as well as opportunity also because it
will help me in recoding all
information about business easily.
 With the help of different techniques of
training and development, I am able to
manage workforce and increase their
skills and knowledge about the
business.
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Thus, with the help of SWOT analysis, I am easily know my strength, weakness, threats
and opportunities. I also identify different ways to overcome my weakness through prepared
personal skills audit. Therefore, as per this, my professional development plan described as
under:
Benefits from skills audits: Skill audit is more beneficial and essential for the individual to
identify their weakness and strength. It is also essential for analysing ways to overcome
weakness in a proper manner.
Disadvantages without skills audit: Without this, an individual is not able to achieve personal
and professional goals. Without this, they can not identify their weak point as well as ways to
overcome such weakness in a systematic manner.
Personal Development Plan
OBJECTIVES:
What do I
want/need to
learn?
What will I do to
achieve this? Or
What resources or
support will I
need? (reading,
shadowing,
coaching, project,
formal training,
other
What would be
the hurdles in
achieving my
goals
What will my
success criteria
be? / How the
progress will be
monitored?
(workshop
feedback, class
feedback, tutor
feedback, by
applying to work
etc)
Target dates for
review and
completion
PROFESSIONAL DEVELOPMENT NEEDS
Knowledge about
Contract Low
I will improve
such type of
knowledge by
attending
different class
related to low.
I am face
different issue
while I achieve
my goals such as
lack of
conference,
embracing etc.
Proper knowledge
about the Lows
will assist me in
maintaining long
lasting relation
with the
company. In
1 Months.
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monitored my
progress with the
help of feedback
from my tutor.
Problem solving
skills
In order to
improve such
skill, I need to
face different
issue.
In the Whirlpool,
there are some
problem which is
highly effect on
my performance
and productivity
directly.
With the help of
this skills I am
able to overcome
all issue which
arise in the
organisation.
With the help of
different class and
workshops I
easily monitored
my progress
effectively and
essentially.
½ months
Ethical behaviour In order to
enhance such type
of skills, I reading
different books
which will further
help me to
maintain decorum
in the
organisation.
In this I face
different issues
such as lack of
trust of my
employee, tutor
and so on that
will reduce my
confidence level
in the
organisation.
With having
proper and ethical
behaviour in the
organisation, I am
able to easily deal
with all situation
in an easy
manner.
2 Months
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LO2
P3 Differences between organisational and individual learning; training and development
Individual learning
Individual learning is a process through which an individual can enhance its knowledge,
skill and abilities. It is essential for enhancing competencies and knowledge of an person by
learning through various techniques (Hislop, 2013). Individual can implement this knowledge at
workplace which contributes in success of a association. Whirlpool can polish their employee's
learning by training methods.
Organisational learning
Organisational learning means create and enhance knowledge of an organisation. It is a
technique of learning through which Whirlpool can create and improve its knowledge for
sustainable development.
Difference between individual learning and organisational learning
Basis Individual learning Organisational learning
Meaning Individual learning means to
enhance knowledge which is
relevant to current trends.
Organisation learning means to
take actions through which
organisational efficiency can
improved.
Objectives Its main objectives to work
according to current trends
which helps to achieve career
goals and objectives.
Objectives of organisational
learning is to improve
performance of overall
organisation.
Training
Training is a process through which knowledge of individual can be polished. This can be
done with different training programmes organised by managers of Whirlpool (Katzenbach and
Smith, 2015).
Development
Development is a activity of polishing skills, knowledge of employees as compared to
current skills. Development programmes are basically for top level personnel of Whirlpool.

Difference between training and development
Basis Training Development
Consider as Training is considered as
reactive process.
development is considered as
proactive process.
Focus on It focuses on current market
trends.
Development is focuses on
future career growth.
Process It is a one time process. It is a continuous process.
Individual learning Organisational learning
Self – learning(research): It will help an
individual to increase their learning and
achieve better outcomes.
Through Research: With the help of research
organisation learning is also increase.
Learning from experience: Past year
experience also help an individual to enhance
their learning effectively.
From mistakes: Mistake is also a main part that
help in maximisation of organisation learning.
Learning from others: Another learning is also
a main factor for the individual to maximise
their learning and accomplish long term
objectives and goals.
If individuals and organisations learn what will be the results With the help of
organisation and individual learning company can easily achieve better results and outputs within
predetermined time duration.
P4 Requirement for continuous learning and professional development to drive sustainable
business performance
Continuous improvement means actions taken to improve knowledge of employees.
There are man changes which are taking place ion external environment, so it is essential to learn
them. This helps to compete with external environment. Continuous learning is process through
which knowledge of individual can be polished according to external environment.
2

Professional development is a technique to improve knowledge, skills, competencies of
employees according to job profile. This is important and significant for organisational as well as
employee's motivation (Landy and Conte, 2016). There are many job positions in organisation
such as production, sales, marketing, research, etc. Hence there is requirement of different
professional skills for performing best art job place. These are important and signifiant for
development in future, there are some alterations in working style, so with the help of training, it
is relevant to train personnel. This is effective for attaining goals and objectives. This is relevant
and efficient for maintaining good image in industry.
Need of continuous learning and professional development
Up to date knowledge- Contentious learning is essential tool which helps to perform
operations with upgraded knowledge. This is relevant and signifiant for attaining targets. With
the help of professional development, it is easy to maintain sustainability in context to external
environment (Nahavandi, 2016). Managers of Whirlpool must motivate employees to work with
latest techniques.
New and innovative way of working- Continuous learning programme are conducted, so
employees have knowledge related to external changes. This helps to work with new and
innovative manner. This is significant for working long term in industry. Whirlpool can work
with latest technique ans hence it edge in getting customer satisfaction.
Increase retention- These days, workers also want to work within latest environment.
Managers of Whirlpool use different training programmes, conferences, etc. which helps to
provide satisfaction to employees and hence long term relations can be achieved. Hence this
helps to be competent to external firms in industry (Penuel, and et. al. 2011).
Kolb's Learning Cycle
Learning cycle is a process through which employees can learn and know actions and
enhance knowledge of personnel. There are different events which have result in either positive
or negative but this provides knowledge and experience to workers of Whirlpool. This can be
understood through Kolb - Learning Styles model.
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(Source: Kolb - Learning Styles, 2013)
Concrete experience- As per this element, there must be use of past experience in order to
learn new ideas. Person learn properly with the help of past experience.
Reflective experience- In this step, person think about past experience and tries to remove
same errors in near future (Robbins and Judge, 2012).
Abstract experimentation- After analysing changes, individual conclude it. This helps to
perform operations in effective manner.
Active experimentation- At last plan is done to make best use of knowledge and
experience. This helps to give positive impact at business operations.
For example: With the use of Kolb - Learning Styles, company can
Barriers of Learning
Learning is not overnight process. There is requirement of process planning. This helps to
enhance knowledge and work according to external environment. But there are some problems
which arise while learning (Shin and et. al. 2012). They are discussed as under-
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Illustration 1: Kolb - Learning Styles

Physical Barriers- Physical barriers includes problems which may arise due to health
issues. This includes low blood pressure, pain, eye sight issues, etc. which affects learning ability
of employees.
Economical Barriers- Economical barriers includes issues due to financial factors. This
affects learning ability of employees.
Overcoming the Barriers of Learning
There are some measures which has to be considered by managers of Whirlpool in order
to deal with them are as under-
 Organisational environment must be cool and calm. Example: It will support an
organisation to achieve long term growth and success in given time period.
 There must be proper language of trainer as well as employees. It will support an
enterprise to improve their performance in continue basis.
 Training must be according to job role of employees. It must not be upper or lower level.
In this business has stable profit which will essential for the long term growth and
success of an organisation within predetermined time period.
LO3
P5 Role of HPW in employee engagement and competitive advantage
High performance working :
High performance working is a way to create good environment within organisation
through which employees can communicate in transparent and trustworthy manner (Von Krogh,
Nonaka and Rechsteiner, 2012). This is important and significant for attaining goals and
objectives within specified time. Hence this helps to improve performance of Whirlpool in
respect to other competitive firms.
Characteristics of high performance working organisation:
characteristics of high performance working are as under-
Clear management: Management of business activities must be clear and effective. This
is relevant for attaining goals and objectives. Managers of Whirlpool must provide appropriate
knowledge related to working style, so this helps to attain goals with best quality.
Financial efficiency: There is requirement of some financial funds which helps to
perform business operations in effective way. Burt while working with high performance
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working style, so they get financial stability in their commercial activities. This can be done
with the help of proper planning.
Practices of high performance working:
While managers of Whirlpool are working with high performance working techniques, so
there are some practices which has to be followed (Wates, 2014). They are discussed as under-
Shared commitment towards vision of Whirlpool: There are some goals and objectives
for which Whirlpool is working in industry. It is essential that managers has to plan business
operations in such way through which vision and mission of Whirlpool can be achieved. This
helps to maintain long term sustainability in industry and customer satisfaction can be achieved.
Managers of Whirlpool must interact with employees so they have knowledge regarding working
styler and aims which has to attained. This can be done when employees are engage in decision
making process.
Solutions of conflict: At work place, there are possibilities of some conflict which may
arise among employees or employer and employee. When high performance working techniques
are used, then it is relevant to resolve conflicts. In order to maintain good relations among
employees, managers of Whirlpool must be plan some entertainment activities. Managers must
interact with employees so their mindset can be judged. This helps in employees engagement at
workplace and creates satisfaction among them.
Give some examples: In the organisation, there are different number of employees. In this
manager not play essential role which will create conflict among all staff members. Beside this,
business shout try to provide effective work environment to the employees, so which can support
an organisation to attain long term goals and targets.
LO4
P6. Evaluation of different approaches of Performance Management
Performance management is identify as an effective process and activity which which
business managers and workers work with each other. It is refer as an important aspect which is
followed by Whirlpool in order to manage performance of their employees as well as achieve
better results within predetermined time duration (Wates, 2014). Performance management is
also essential and effective for the workforce to work with properly and easily. Thus, it is more
important for the success and growth of company as well as also help them to maintain
employees turnover. It will also support high performance culture and commitment. For
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example: highly satisfied employees can work with easily and support their co-workers to
maintain decorum of the organisation (Aarons, Hurlburt and Horwitz, 2011). Measuring
performance of workers is the backbone of any business's management. Owners of the
organisation is commonly measure worker performance and productivity level by assessing how
much contribution the workers is making to the organisation's growth and success. This is sent to
the workforce at the period of their performance appraisal. It is refers to the judgement of
workers, giving them with valuable comment and developing a positive impact on future
performance. Therefore, performance of an employees depends on a different factors including
conducive work environment, work profile, compensation, bonus system, job satisfaction,
company policies, technology etc. There are some key approaches of performance management
which are determined as under:
Collaborative work: It is identify as an effective and essential way of working which is
follow by company. With the help of this, company can easily retail long term relation with the
employees and achieve better outputs within predetermined time period.
Team work: In this, human resource manager of company work in a team which will also
help an organisation to reduce conflict among staff members.
One to one meetings: With the help of this method, business manager can identify
performance of their employees by meeting with other. Thus, it is essential and important for the
company to achieve better outputs within predetermined time duration.
Feedback: It is another way of measuring employees performance effective. In this company
manager collect feedback from the employees about business culture, environment and many
other.
Comparative approach of measuring employees performance: With the use of this
approach, Whirlpool manager can easily measure performance of their workers in ranking basis.
In this, employees are ranked as per the highest to lowest performer. Beside this, company use
some techniques to analysis performance such as paired comparison, forced distribution tool and
graphic rating scale (Bolman and Deal, 2017). For example: a group of upper performers
represent 10%, a team of average performers make up 40%, another team of great performers
comprise 40%. Lastly, a unit of low-level performers represent the remaining 10%.
Attribute approach of measuring performance: It is another important and essential
system of measuring employees performance. Beside this, workers are rated as per the specific
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set of parameters including problem solving skills, judgement, creativity, innovation,
communication and teamwork (Approaches for measuring performance of employees, 2017). To
measure workers performance, manager of the Whirlpool can use graphic rating scale and mixed
rating scale which will further support an enterprise to achieve better results and maintain long
lasting relationship with the employees.
Behavioural approach of performance measurement: This is refer as an oldest
techniques of performance measurement. There are different techniques of performance
management which is used by Whirlpool such as BARS, BOS and so on. All these are help an
organisation to maintain employees turnover and accomplish long term goals and objectives
within predetermined time duration (Choi and Ruona, 2011).
Result approach of measuring employees performance: This is another important and
useful approach which is follow by the manager of Whirlpool to measure employees
performance systematically. In addition, it is a straight forward and simple concept, wherein
enterprise rate their worker according to their employees performance result. In order to measure
employees performance according to such approach, Whirlpool use balance scorecard which
mainly emphasis on four perspectives such as financial, customer, internal & operations and
learning and growth.
Quality approach of measuring employees performance: This is another and essential
approach which is used by Whirlpool in order to measure employees performance in a effective
and systematic manner (Aarons, Hurlburt and Horwitz, 2011). Main focus of this approach is
enhancing satisfaction level of customers by decreasing errors and accomplishing continuous
service improvisation. This approach is beneficial for both system factor and person. It is more
effective approach because it support in solving issue through teamwork.
Therefore, all these approaches are essential and effective for the employees because it
help them to work with collaborative and communicate all information in a proper manner. With
the help of all approaches, Whirlpool can easily maintain employees turnover and attain long
term goals and objectives in given time period.
CONCLUSION
From the above mentioned report, it can be concluded that growth of any teams,
organisations and individual is depend on the responsibility of HR Professional. For improving
success and growth of company and its teams and employees, human resource manager required
8

appropriate skills, knowledge and behaviour. In this, they identify some strength and weakness
and ways to overcome all weakness in an effective and proper manner. Along with this, company
need to provide training and development classes to their employees which will further help in
increasing knowledge of workers. In order to measure employees performance, business use key
approaches of performance management which will support an enterprise to attain goals and
objectives in given time period.
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REFERENCES
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John Wiley & Sons.
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implications for human resource and organization development. Human Resource
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Hartnell, C. A., Ou, A. Y. and Kinicki, A., 2011. Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's
theoretical suppositions.
Herrmann, N. and Herrmann-Nehdi, A., 2015. The Whole Brain Business Book: Unlocking the
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organization. Harvard Business Review Press.
Landy, F. J. and Conte, J. M., 2016. Work in the 21st Century, Binder Ready Version: An
Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
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Wates, N., 2014. The Community Planning Handbook: How people can shape their cities, towns
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<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
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