Developing Individuals, Teams and Organisations

This report analyzes the importance of developing individuals, teams, and organizations within the context of Whirlpool's restructuring. It explores key HR functions, including professional knowledge, skills, and behaviors, organizational learning, training, and development, high-performance working, and performance management approaches. The report analyzes how these elements contribute to employee engagement, competitive advantages, and sustainable business performance.

UNIT 35 DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Professional knowledge, skills and behaviours that are required by HR professional in the
organisation............................................................................................................................1
P2. Personal skills audit to identify appropriate knowledge, skills and behaviours to develop
professional development plan...............................................................................................3
LO 2.................................................................................................................................................5
P3. Differences between organisation learning, training and development and organisation
learning, training and development........................................................................................5
P4. Need for continuous learning and professional development to drive sustainable business
performances..........................................................................................................................7
LO 3.................................................................................................................................................8
P5. How HPW contributes to employee engagement and competitive advantages...............8
LO 4.................................................................................................................................................9
P6. Different approaches to performance management and how can support in high-
performance culture and commitment....................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Individual and team development define to make wide success which depends on ability
that continuously expand and improve effective results. With this consideration, performance
capacity increases of an individual and team that develop significant advantages in the enterprise
(Harvey and Kitson, 2015). Present study based on Whirlpool’s, it is an home appliance
manufacturer undergoing a major restructuring so that better market position could be availed. .
With the help of innovation and productivity, they work effectively to accomplish desired goals.
In order to gain insight information of the present study, it covers professional
knowledge, skills and behaviours that are required by HR professional in the enterprise.
Furthermore, personal skills audit also identify to implement appropriate knowledge, skills and
behaviours. Moreover, report assists to demonstrate understanding of HPW contribution in
employee engagement and competitive advantages.
LO 1
P1. Professional knowledge, skills and behaviours that are required by HR professional in the
organisation
In Whirlpool’s, HR professional requires different knowledge, skills and behaviours
which played successfully in the organisation. Therefore, it is essential to set certain criteria to
know and deliver at all stages of their career in effective and successful manner (Coetzer, Bussin
and Geldenhuys, 2017).
Professional behaviours
HR functions and responsibilities identified following behaviours to make successful
results. They are as follows: Decisive thinker: Decisive thinker behaviour consider to analyse and understand data and
information very quickly. Hence, it is essential to consist robust, defendable views, that
assists to look at the financials of Whirlpool’s. Restructuring team requires to apply
information, insight and knowledge in appropriate way (de Wet, O’Donnell and Bowie,
2014). Skilled influencer: Human resource Manager of the chosen organisation must influence
their people at all levels inside and the outside the organisation. They possess quality of
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commitment, consensus and support which must be consider in plan to increase
successful outcomes and results in chosen business.
 Courage to challenge: HR professional behaviour in Whirlpool’s need to consider
distinctive point of view that enriches debate. Courage to challenge behaviour determines
development of a person to face several challenges (Explore the key skills you need to
succeed as an HR and L&D professional, 2018).
 Ethics: HR professional must have knowledge related to ethics which generally includes
honesty, fairness, equality, dignity as well as diversity. Ethics further include the
personal and corporate standard of behaviour which are exact expected by professionals. Confidentiality: HR professionals of Whirlpool also maintain the confidentiality which
means that no data should be passes to another because asper the data protection act it is
consider as a illegal.
Professional knowledge
Professional knowledge in HR consider following elements that are successfully
applicable to perform functions and operations in desired manner. They are as follows: Organisation design: HR professional of Whirlpool requires appropriate knowledge of
organisation because it contains appropriate designed to deliver maximum impact in short
and long term context (Tortorella and Fogliatto, 2014). Organisation development: Organisational development consider with assessment of
organisational and individual capability that require aligning strategy, people and process
to optimise effectiveness and accomplish goals. It drives on appropriate culture,
behaviour, skills and performance in Whirlpool’s to change management strategy. Resourcing and talent planning: HR professional of Whirlpool’s must ensure that
organisation consist strategic ambitions for their future development. As a result, in
Whirlpool’s appropriate planning required so that talented people must be recruited. Learning and development: Individual and organisational capability in Whirlpool’s must
be consider to meet their current and strategic requirement. As a result, HR professional
consider successful operations with learning culture that must be develop for capability
development (Ali Taha, Sirkova and Ferencova, 2016).
Professional skills
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HR professional consist certain roles and responsibilities that are overlapping set of skills
and competencies. They are as follows: Commitment to ongoing HR learning: HR professional of the Whirlpool’s must be
develop appropriate learning to set commitment in a process of building professional
skills (Essential HR Manager Skills and Competencies, 2018).
 Communication skills in human resource: Primary function of HR professional is to
involve job that facilitate discussion between employees and employer. When human
resource manager of Whirlpool’s effectively relay on information, communication gives
edge with strong ability in conflict resolution.
P2. Personal skills audit to identify appropriate knowledge, skills and behaviours to develop
professional development plan
With respect conduct personal skills audit, following SWOT analysis included to develop
professional development plan for HR role in Whirlpool’s:
Strength Weakness
 Effective professional skills and
certification of different talent
programs.
 Strong connection with peers.
 Expertise in communication,
development program of the HR
professional.
 Lack in multi-tasking skills.
 Lack of knowledge and experience in
personality development program.
 Aggressive person because I am lack of
confidence to take right decisions.
Opportunities Threats
 HR based software assists in
development of Whirlpool’s which is
the greatest advantage to take future
development.
 New software of HR development tools
in the business is the greatest
opportunity which match with my own
skills.
 Competition in business among
different staff member is the biggest
threat to Whirlpool’s.
 Better work of colleague is also major
threat in the business.
 Lack of full knowledge regarding
modern tools and softwares.
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 Deals in international market is also
opportunity to create professional
development plan.
Professional development plan
Professional development plan consider documents in which goals, skills and
competencies included to accomplish desired results. In Whirlpool’s, it consists different
activities to gain and improve professional development working. It includes following activities:
Self-assessment
activities
Resource
Required
Time-frame Development
opportunities
Progress of staff
member
Skills and
capabilities to fill
job opportunities
of recruitment
Skills and
capabilities to fill
job opportunities
consider through
mentorship of
supervisor.
2 weeks from 1 to
14 November
In assists to
increase
professional
development
training programs
and resources for
staff members
that support to
identify needs.
Feedback
collected to assess
staff member
performance.
Web-design skills Technical
infrastructure and
guidance from
coach is required
3 weeks 5 to 19
November
It helps in
increment in new
project and
responsibilities.
Performance log
has been created
to track and
recording staff
member
performances.
Computer
technology skills
Coaching and
mentoring
required along
with some of the
computer based
1 and ½ weeks 7
to 18th November
Volunteer
opportunities also
present unique
way for staff
member to
Observation
enhanced with
skills and
knowledge which
applied in staff
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infrastructure. develop
professional
skills.
member progress
Multi-tasking
skills
Manager
guidance
2 and ½ weeks
10 to 28th
November
Workshop and
seminars offers
variety of
development
program that
assists to staff
members in their
work and
computer
technology skills.
Observation also
needed with skills
and knowledge
that applied with
future discussion
LO 2
P3. Differences between organisation learning, training and development and organisation
learning, training and development
Organisational learning determines process of creating, retaining and transfer knowledge
in the business. It can be created in different units such as individual group, organisational and
inter organisational in Whirlpool. In order to measure organisational learning, curve is the
process where people increase and develop their capabilities, skills, etc. from their mistakes. Step
taken by them to take appropriate decisions very quickly to seeking employment. It also
determines as graphical representation of progress where time is required to develop certain
information. On the other hand, individual learning defines as a process in which advance
activities and effectiveness develop successfully to increase efficiency of each person in chosen
business (Robbins and O'Gorman, 2015). Following are certain differences in organisation
learning and individual learning develop successfully:
Basis Organisation learning, training
and development
Individual learning, training and
development
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Meaning Organisation learning, training and
development program consider inter
connection of several people within
the organisation so that it leads to
better performance based outcomes.
Individual learning, training and
development program consider at
individual level which assists to
increase adaptive capacity at
personal level (Bolden, Jones and
Gentle, 2015).
Development Organisational learning in
Whirlpool’s assists to develop overall
results and take active role to identify
needs which seeks with information
and knowledge.
However, in individual learning,
training and development person
also able to develop their own
potential that assists in personal and
professional life.
Cost In organisational learning, training
and development, the chosen
enterprise requires high amount of
cost to increase positive advantages
and effectiveness and gain more
profitability (McMullen, Griffiths
and Greenhalgh, 2015).
Beside this, In individual learning
the enterprise requires very less
expenditure to increase their
efficiency of the workers and make
quick decisions.
Responsibilities This context of learning, training and
development requires several
responsibilities to seeks appropriate
information and knowledge. As a
result, several activities will be
performed together with such roles
and responsibilities.
On the other hand, individual
learning in Whirlpool’s consist fewer
responsibilities that is needed for
only one person. Role of employee
development successfully work to
increase each perform performances.
Theories Cognitivism theory is used in
organizational learning. This theory
states that when the learner plays an
active role in seeking ways to
understand the process of
Behaviourist theory is used for
individual learning because it help to
identify new behaviour or some
changes which can be identified by
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information. an individual.
P4. Need for continuous learning and professional development to drive sustainable business
performances
Continuous learning and professional development drive to ensure that Whirlpool’s
continue work with competent in their profession to develop significant advantages. It is ongoing
process and develop career to accomplish well planned work and desired work. Following are
certain needs for continuous learning and professional development which drive to make
sustainable business performances:
 In Whirlpool’s, continuous learning and professional development drive to ensure that
capabilities of businesses and individuals matches pace with current standards of others
(Ali Taha, Sirkova and Ferencova, 2016). As a result, current standards helps to drive
sustainability in the organisation to gain more desired results at workplace.
 Continuous learning and professional development also need to ensure that relevant and
up to date information must be kept. Therefore, it increases awareness of changing trends
and direction in profession.
 With the help of professional development plan, meaningful contribution consider in a
team by several individual so that people become more effective towards the goal of the
enterprise. It assists to work advance in career, lead and manage other mentor (Eklund,
Olsson and Strøm, 2014).
 In Whirlpool’s, this development plan drive to stay with interest of several people and
increase experience to develop more creative results. As a result, it tends to open new
possibilities, knowledge and skills in different areas. It will assist to understand and
implications that impact on overall work.
 This plan assist to consider advance body of knowledge and technology in profession.
Consequently, it will develop more possibilities of continuous learning and working
pattern with greater appreciation that impact on the overall work of the chosen enterprise.
 This plan also needed to enhance public confidence with individual professionals in a
particular profession as well. Therefore, it will assist to the cited firm to drive
sustainability in the business performances to identify high risk areas. This can be
particularly applies with specialised practices that prove to monitor on practical work
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(Woodcock, 2017). As a result, sustainable business performance continuously increases
in appropriate manner.
 In every work of the selected business, certain benchmark has been prepared which
assists to changing needs as per the job market. Periodically to drive sustainability in
business performances, it is important to perform roles that are either similar to perform
as per professional qualifications (Eaton, Roberts and Turner, 2015). As a result,
continuous professional and development plan of the Whirlpool’s consider most
important role in business performance. It drives to take several advantages that are
useful to gain sustainability.
 Kolb theory: This learning theory basically involves four stages such as learning,
reflective, observation and abstract conceptualization. This theory help an employee to
enhancing their skills and abilities so that it will help them to achieve company's well
defined objectives.
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Illustration 1: Kolb Learning model
(Source: DAVID KOLB’S LEARNING STYLES. 2018)

 Honey and Mumford: This theory are those learning styles theory which help to
maximizes one's own personal learning in order to understanding the learning style and
also provide opportunities to the employees of Whirlpool to learn new thing by using
different learning style. This Theory help in brainstorming, problem solving and group
discussion so that it will aid employee to improve their working efficiency and acgeive
all defined goals of a company.
 Klin theory: This theory consider scientific interest which includes theory of operational
semantic, coalgebraic, etc. methods which assists to develop learning for continuous
development. This theory also useful to focus and combination of different algebraic
explanation.
LO 3
P5. How HPW contributes to employee engagement and competitive advantages
High performance working (HPW) consider as general approach to manage enterprise
which contain aim to stimulate more effective involvement of staff members. In Whirlpool’s, it
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Illustration 2: Honey and Mumford
(Source: HONEY AND MUMFORD LEARNING STYLES, 2018)

assists to develop high level of performances which designed to increase discretionary efforts to
put into their work. Fully utilise skills improve organisation's capacity to attract, select, retain,
hire and develop high performing personnel (Tortorella and Fogliatto, 2014). In following aspect
HPW contribute their part in employee engagement and competitive advantages:
Employee engagement: In order to engage several people, Whirlpool’s can accomplish
goals with appropriate employee engagement. It assists to develop significant advantages with
clear understanding. Each individual requires clear roles that contributes in overall strategy. It
drives with high performance working to distribute roles and responsibilities as per interest and
knowledge (Swart, 2017). More communication among employees isolated which indicate that
the chosen business communicate goals among different number of people. These are the best
way to increase engagement. There are several tools exists in which employee engagement can
be successfully develop such as HRM practices, flexible working, etc. All these perspectives can
be relate with incentives, recognition, reward, etc. As a result, high employee engagement will
be persuade at workplace easily. On contrasting, when employees feel engaged and appreciated,
they are more likely to offer outstanding experience to customers. It is the best perspective to
keep customer coming again and again. Sharing work in HPW is one of the important
perspective that assists to work in appropriate way. It assists to gain success in Whirlpool and
their employees development as well. Along with this, there are several ways in which employee
engagement can be successful build (de Wet, O’Donnell and Bowie, 2014). For instance the
selected business can provide work that is organisation commitment, alignment, talent retention
and increase in productivity.
Competitive advantages: In Whirlpool’s, HPW contributes to understand market and gain
more profitability from it. For instance, it assists in increasing in their sales growth, market
share, shareholders value and profitability of the chosen business. It assists to focus on leading
with greater performances' development. As a result, it assists to promote more significant results
which can be contributes through business activities. Along with this, every employee part is also
needed to make business competitive. It grows towards the success and gain more profitable
outcomes in positive consideration(Robbins and O'Gorman, 2015). New structure of the chosen
business consider in appropriate way to produce desired level of efficiency. Therefore, it would
be beneficial to deal according to business situation.
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LO 4
P6. Different approaches to performance management and how can support in high-performance
culture and commitment
Performance management approaches assists to increase technology, job satisfaction,
bonus system, work profile, etc. In order to support in high performance culture and
commitment, it is important for Whirlpool’s to implement following approaches of performance
management: Comparative approach: This approach consider involvement of ranking of employee's
performance with respect to others. In Whirlpool’s, individual ranked on the basis of
highest to the lowest performer. Different techniques for comparative approach forced
with distribution, paired comparison and graphic rating scale. It involves ranking of
employees in a particular group. It ensures reward system for top performers with provide
proper training and guidance. In the chosen enterprise, proper training and guidance
support to promote higher managerial position (Harvey and Kitson, 2015). Comparative
approach leads compare performances of different people to commit with organisation
outcomes. As a result, as per innovative characteristics, higher performance and culture
assists to maintain standard and appropriate plan. Attribute approach: In this approach, employees are rated on the basis of specific
parameters. It consists problem solving skills, teamwork, communication, judgements,
etc. With respect to ascertained graphic rating scale, 1 to 5 lowest to the highest form of
measurement consider successfully (Mittal and Dhar, 2015). It is subjectively
measurement of performance management in Whirlpool’s. On the basis of ranking, each
employee their part in business goals. Consequently, they consider efforts to gain desired
results at workplace. Commitment of them is also useful that assists to maintain desired
results. Behavioural approach: It is one of the oldest way for performance measurement
techniques. In this approach, Whirlpool’s consist series of vertical scales as per different
dimensions of the job. These are based on certain parameters which decide to
consensually from all employees. As a result, they are ranked as per their performances
(Cherubini and Nielsen, 2016). It assists to provide more specific description to develop
effective performance of employees with culture and commitment. Supervisor tends to
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remember all behaviours which determines closely to performance scale and leads on
biased rating. Hence, it contributes towards high performance culture and commitment to
support the organisation. Result Approach: This approach of performance management consider simple and
straight forward concept. It focuses on following four perspectives such as financial,
customer, internal and operations, learning and growth (Coetzer, Bussin and Geldenhuys,
2017). In this regard, Whirlpool’s consist effective motivating their employees to
accomplish effective results. It also supports to contribute high performance culture in
term of gain learning and growth to perform several targets and goals. Therefore,
commitment of people also increase more significant advantages to lead with
effectiveness. Concept of performance management: Performance management assists to promote and
improve employee effectiveness. It is continuous process in which managers and
employees work together. They consider focus on plan and monitor overall contribution
in the enterprise.
 Collaborative working and effective communication: Collaboration determines as action
of working with someone that produce and create something new. Furthermore,
communication is also imparting and exchanging information with news.
CONCLUSION
From the above report, it can be concluded that development of individual, team and
organisation consider important role to increase overall productivity. In this regard, study based
on Whirlpool’s which determines productivity score on performance score of their employees.
Furthermore, it summarised about differences between organisation and individual learning in
which whole business require more time to increase team performance instead of one individual.
Moreover, it discussed about different approaches of performance management that assists to
meet with goals and objectives in desired manner.
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REFERENCES
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using audience data and metrics.
Coetzer, M.F., Bussin, M. and Geldenhuys, M., 2017. The functions of a servant leader.
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de Wet, C., O’Donnell, C. and Bowie, P., 2014. Developing a preliminary ‘never event’list for
general practice using consensus-building methods. Br J Gen Pract. 64(620). pp.e159-
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Eaton, S., Roberts, S. and Turner, B., 2015. Delivering person centred care in long term
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Eklund, U., Olsson, H.H. and Strøm, N.J., 2014, May. Industrial challenges of scaling agile in
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Harvey, G. and Kitson, A., 2015. PARIHS revisited: from heuristic to integrated framework for
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McMullen, H., Griffiths, C. and Greenhalgh, T., 2015. Explaining high and low performers in
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Mittal, S. and Dhar, R.L., 2015. Transformational leadership and employee creativity: mediating
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Robbins, P. and O'Gorman, C., 2015. Innovating the innovation process: an organisational
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Swart, C., 2017. Neethling's thinking style preferences instrument to enhance team performance
in an organisation in South Africa (Doctoral dissertation).
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practices and organisational learning factors in a company under lean manufacturing
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Woodcock, M., 2017. Team development manual. Routledge.
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<https://elearning.scranton.edu/resource/business-leadership/essential-hr-manager-
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