Unit 35 Developing Individuals, Teams And Organisation - Assignment
Added on 2020-12-26
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UNIT 35 Developing Individuals, Teams andOrganisations
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................11 Professional knowledge, skills and behaviours that are required by HR Professional.......12 Analysing completed personal skills audit and prepare the personal development plan....33 Difference between organisational and individual learning, training and development.....4Difference between training and development.......................................................................6Basis ......................................................................................................................................64 Importance of continuous learning and professional development that helps to Whirlpool.65 Describing the process that how HPW which contributes into employee performance. ...76 Evaluate the different approaches to performance management.........................................8CONCLUSION .............................................................................................................................10REFERENCES .............................................................................................................................11
INTRODUCTIONDeveloping team and individuals is the process of enhancing working practices incorporate world to meet the best possible action plan. Development is the positive process whichis most required in the company growth. High performing teams are the building blocks of top-class organizations. The aim of present report is to identify knowledge and skills which arerequired to achieve the high performance in an organization activity. Study will be based on thecase study of Whirlpool HPW Case. The focus of the study is on determining difference betweentraining and development within the working environment. Further, it will be explaining aboutcontinuous learning and professional sustainable business performance with long lasting effects.Overall, study will be based on the case study of Whirlpool that will be describing severalprofessional and professional skills to enhance the productivity of employees. The whole studywill be depended on the scenario which culminated in 2011, North America Regional staff ofWhirlpool who are responsible for executing organizational and strategic to sustain theWhirlpool embarked upon a major restructuring. 1 Professional knowledge, skills and behaviours that are required by HR Professional.Human resource Nonprofessional is the most crucial source for the Whirlpool. HRprofessionals needs high range of professional skills and knowledge in order to meet theWhirlpool requirements (Boer and et.al., 2017). They always need to explore new ways of working in order to encourage the bestproductive level. Questioning attitude towards the work helps to learn something new andproductive. It is very much required for an HR role (Bolden, 2016). Whirlpool HR alwaysrequired to be more attentive, productive to work better than individual and collectively in orderto keep the working environment positive and motivated towards Whirlpool goals.HR Professional skills Vision: To know what exactly Whirlpool wants to accomplish and rationale behind it. Itis the most crucial term that HR needs to understand. This is the quality that every HR shouldhave in their profession to forecast the things decent. It will help Whirlpool to enhance employeeperformance towards the working criteria (Fagerholm and et.al., 2015). It is the role of HRmanager to keep the Whirlpool environment positive and motivated. This is the most necessaryneed which needs to be having by manager. In order to improve team functioning Whirlpool1
employees require adopting some major functioning level such as focusing on resolving the mosturgent operational issues which affects overall business. Negotiation: Negotiation is the another core skill of HR manager; it is itself tend tends tohave an image problem. This skill must be posing by every manager to convene in order to favorin Whirlpool interest. Whirlpool HR manager negotiate its employees in order to make the bestperforming goals. Constructive Conflict: Constructive conflict is the process that Whirlpool needs to adoptfor encouraging new ideas and innovation among employees. HR managers are plays a morespecial role in constructive conflict in order to reduce stressfull conflict among team members. Itis the another HR professional skill that HR adopts in order to fulfill the needs of employees orWhirlpool. HR is the responsible person to take responsibility of managing the issue betweentwo conflicting parties of Whirlpool. It is the foremost responsibility or role of HR manager tokeep environment friendly and positive. This skill helps to fulfill Whirlpool objective in morespecific manner. Change Management: Change management is the most severe concern these days, dueto which Whirlpool employees facing lack of understanding and uncertainties during the work.HR should have power to adopt uncertain changes and make employees happy and stable (Grantand Maxwell, 2018). It gives strong bonding and enhance the trust among whirlpool employeestowards the Whirlpool. Transparent Communication: HR manager also need to have the best communicationskill which is required in Whirlpool. Beside, Good communicator have also one unique skill tounderstand the things in more proper manner. This transparent communication can help toenhance the team high performance process and increase productivity chances. Innovative and productive: in order to reduce team performance Whirlpool requiresadopting innovative ideas and goals in order to fulfill the Whirlpool objectives and goals. Respect and Solidarity: this is the nother skill that Whirlpool manager should have tomake sure quality work. Employees needs to give first priority to its company after their personalinterests. Professional Knowledge required by HR HR also needs to have proper knowledge of different areas of HR department such asStaffing, Training, Mentoring, Career planning and development, balance scorecard, assessment2
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