Analysis of Research Methods and Leadership Studies

The assignment is a compilation of various research papers and articles that focus on the application of positive deviance within healthcare organisations, evidence-based human resource management practices, leadership development, organisational performance, and stakeholder engagement. The studies cover topics such as Lean and Agile environments, workplace diversity, and entrepreneurial learning. It also includes a systematic review of methods used to apply positive deviance in healthcare organisations and articles on developing collective leadership for health care.

UNIT 35 Developing
Individuals, Teams and
Organisations
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INTRODUCTION
Human resource management is the most necessary department within the organisation
environment. It deals with issues related to the compensation performance management
development of organization, safety wellness, training etc. human resource management plays an
essential role in the workplace culture and environment. Whirlpool’s is a transnational
manufacture and seller of wide range of home appliances with its headquarter in Michigan.
Present assignment will provide the brief understanding of professional skills and development
process. Along with the needs of new developing skills within the professional world. The report
will give the information about personal skill audit which helps individual to define new
developing targets. It also develops the plan for professional development which helps to
encourage new individual goals for future development. Further, study has highlighted the key
difference among individual and organisational learning with reference to training and
development. Also, focus is laid over requirement of continuous learning and professional
development with a motive to boost the performance of organisation. Research will provide the
deep knowledge of how HPW contributes their best part in employee engagement and
competitive advantage within a specific organisational situation. Later the report will cover the
various approaches to performance management with some examples.
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P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
In a business organisation, HR professional plays a very essential role. For the
development of the organization HR professional also requires appropriate knowledge, skills and
behaviours. These are discussed under.
Skills:
Speaking ability
Speaking ability is the ability to speak in front of crowd (Guillaume and et.al., 2017). It is
that skill which HR professional must have. The human resource professional of the whirlpools
requires the speaking ability which makes them able to make a presentation or speech with
confidence.
Recruitment and hiring skills
HR professional of the whirlpool’s must have the appropriate knowledge of the
Recruitment and hiring. They require study requires focusing on the interpersonal and decision
making skill within the organisation profit making skills which is very much necessary to find
the people for the new job (Kislov, and et.al., 2014).
Conflict management
It is essential for HR manager for to address the situation of conflict and manage the
disputes to the extent possible. This will aid in boosting the coordination level among employee
and also supports in attaining the mutual objectives.
Discrete and Right
HR professionals are the conscience of the company as well as they have to keep the
secret information of the whirlpool’s as well. HR should also focus on top management which
required a proper monitoring process towards employee to be sure that policies and regulations
are followed, HR also needs to applied the actions and adopting all proper policies and
regulations towards the betterment of managing successful business growth (West and
et.al.,2014).
Communication
Communication is very important tool in the organization. HR manager of the Whirlpools
requires to make sound communication with management, manager, employees and potential
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employees. For that they require an effective communication skill along with writing skills.
There behaviour towards their employee should be convincing, caring and believable.
Multitasking
If there is a regular day in organization, HR professional have to dealing with the various
issues of employees whether personal or official. It is required that HR must able to do
multitasking so that they can manage all set of work in given timeframe. This is the key
requirement for HR managers, as many a times emergency situation arises which needs to be
handled along with current set of work.
Knowledge:
Law and government – HR of Whirlpool has to perform various task, most importantly
recruitment and selection. Therefore, it is vital for the human resource to have an appropriate
understanding of the various laws that need to be consider while selecting the work force so that
no injustice is done to the candidate applying for same post.
Negotiation - To be a good negotiator is important for H.R. One has to beat the best deal
for the company. In an organization there sometimes, a critical situation arises where the HR
professional have to identify the mutually accepted level. For same it is crucial that HR has the
complete knowledge of Whirlpool and its working areas.
Behaviour:
Transparency and trustiness – From HR it is expected that he/she works with fair and
honest behavior. It has to make sure that the issues are resolved without making differences in
the work force and also transparency in the working is maintained.
Therefore, these are some skills, knowledge and behaviour require for the HR
professional in the development of the organisation as well as employees.
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
HR consultant requires the appropriate knowledge and skills for the professional
development. Being an HR consultant following are my knowledge, skills and behaviours which
I am having and some which I have to achieved. They are explained under.
Human resource knowledge : being a HR consultant it is very important for me to have a detail
knowledge of the human resource. I have gone through various books and journals for
understanding the human resource knowledge. Apart from gaining theoretical knowledge I have
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seriously participated in the training by which I have learned much knowledge about human
resource.
Outstanding communication skills: Apart from having an appropriate knowledge of human
resource I am having a outstanding communication skills which is the important tool for the HR
consultant (Stanton, N.A., and et.al., 2017).
Multitasking : Being a multitasking as an HR consultant is a very important tool for
whirlpool's. Managing many work at a time is a very god advantage which I am having. I can
work simultaneously at time.
Therefore, these are some skills which I m having and which helps me in performing
better in the organization (Payne and Calton, 2017). Still there are some skills which I need to be
developed as an HR consultant.
Time management skills
Time management skill is very important for every profession. Being an HR consultant I
have to learn the time management skills. As sometime in organization when there is a work load
then it is very important for me to develop time management skill so that I can work and manage
all my work in time.
Managing conflict and problem solving
As an HR consultant I need to develop the skills of managing the conflict an problem
solving skills. As sometimes in many situation the conflict takes place between the employees,
so to handle this conflict in whirlpool's I need to develop the conflict management and problem
solving skills (Fagerholm and et.al., 2015).
These are the areas where I have to work to become an effective HR manager.
Strengths
 I am having a sound knowledge
of the Human resource.
 Ability to handle many task at a
time.
 Excellent communication skill
and speaking ability
Weakness
 Inefficient in time management .
 Have less knowledge in managing a
conflict.
 Incapable of decision making skills
Opportunities
 Opportunity to learn new job and
Threats
 competition from other having same
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responsibility.
 Promotion
 Better career option.
 Can learn corporate and business
ethics.
 Provide bigger opportunity in an
organization.
qualification and experience.
 Job uncertainty.
 Use of external consultant.
My ability as an HR consultant
Initiate Seek Communicate
Implement Organise Harmonise
Monitor Solve Check
Maintain Decide Enhance
Improve Train Create, develop
Skills to be improved Activities Time frame
Time management skills To improve time management
skills I will prioritize wisely
(important and urgent,
important but not urgent,
urgent but not important and
so on.)
I will try to eliminate the
distraction as soon as possible.
Plan ahead, at the end of the
day I will plan the next
morning work.
Six to seven months
Managing conflict and
problem solving
To manage the conflict I will
try to include group
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collaboration activities that
improves team work
Three to four weeks
M1
As per the observation of personal development which make the best possible action plan
to develop the new managing performance task. Moreover, it brings new management task and
better performance level. It helps me in long term process goals. Personal skill audit helps to
evaluate the new development plan in order to improves the better skill management. In other
words overall process helps me to develop in my future development growth.
P3 Analyse the differences between organisational and individual learning, training and
development
Learning training and development are the important part of the organization. Every
employees in an organization requires learning training and development programs. The
enterprise consisted of various member who either works in team or in individual. Two criteria
in an organization such as team and individual both requires the learning training and
development program. Learning training and development is one highest thing which should be
in the organisation. Different criteria requires the different training and development program
for an individual or organization. Individual learning and training development and
organizational learning training development I provided by the organization is vary from each
other but their purpose behind the learning training and development program is same. Following
are the differences listed in table of individual learning, training and development and
organizational training.
Individual learning Organization learning
Individual learning gives the opportunities to
define their career goals in a realistic way.
Having strong guidance of learner , individual
can set the goal in a realistic way and perform
actively.
Organizational learning training and
development provides the on going
opportunities and effective feedback to its
employees.
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Individual learning training and development
increases the employee engagement, as when
an individual is engaged they can able to
contribute more effectively. It also enables the
high employee retention rate in an
organization.
It furnish the learning opportunities for not just
a group or the elite but all employees.
It increases the job satisfaction and morale
among employees. Individual learning, training
and development helps in improving the
capacity to adopt new technologies and
methods.
Has a structure that enables employees to take
time off from their everyday responsibilities
and the use of learning opportunities.
It provide the safe place to gain perspective.
Having a individual learning and training
gives individual a safe place to go and talk
through sensitive issues
Has a culture that helps in encouraging the
employees to be inquisitive, innovative , and
willingness to learn.
It enhances the image of the company. Organizational learning consisted of those
mangers who very well understand the
importance of learning, training and
development.
It aids in the improvement of specific skills. Organizational learning, training and
development makes the information available
for others
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning plays an important role in the success of the businesses. It is all
about the constant expansion of skills and skill sets through learning and increasing knowledge.
The process of continuous learning is an unending quest of becoming better and better. To
remain competitive the Whirlpool's need the continuous learning. In this highly competitive
market it is very important for the whirlpool's to provide the continuous learning to the
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employees. It is said that the more you learn the more you earn. Therefore, continuous learning
provide the capacity for the improvement of the employee’s and this gives organization a
sustainable success (Benefits of Continuous Learning, 2014).
A well trained employees contribute their ideas in the success of the business which leads
the company's success (Kislov, and et.al., 2014). Sustainable success in the for the whirlpool's is
only possible when the organization responds with the changing environment. For instance, the
introduction of computer in the workplace created a need for people to train on computers to
complete tasks more efficiently.
However, the business can be only successful when they work according to the changing
environment because the dynamism in an environment can effect the success of the business.
The continuous learning at a group level provide the team in transforming itself in response to
the changing conditions. At organizational level the continuous learning is important for the
success of business due the changing economic conditions. Provided the current business
environment, organisation must be able to learn continuously in order to deal with these changes.
The process of the continuous learning is also known as constant learning, this expands
the knowledge to gain new skills and expertise (Guillaume, and et.al., 2017). For the success of
the business continuous learning is all about the encouraging the employees to constant learn by
giving them with tools that facilitate learning.
The continuous learning is very important for the sustainability for the success as
stimulating brain with a constant learning by fresh information is not only enhances the cognitive
ability of the individual but also increased the problem solving ability and memory which aids
the entire business.
Employees are keys of the business success. If the whirlpool's wants a sustainable success
for their businesses they require to provide continuous learning programs in their organization
for their employees. There are some benefits of continuous learning which given to employees
for the sustainable business growth.
Continuous learning encourages employee's to expand their skills
for the sustainable success, continuous learning encourages employees to constantly
expanding their skill set according to the changing environment which directly results in the
learners that more satisfied in their role.
Continuous learning leads to cost saving and and higher retention sales
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M2
Learning cycle theories is very helpful to determine the importance of implementation
continuous professional development plan. The employees in organisation are provided by the
effective continuous learning process which make them improve their skills and drive to
perform effectively. Their effective performance in an organization provide a good profitability
in the business and resulted cost saving and higher retention sales. Therefore, these are some
ways which depicts that continuous learning helps in sustainable successful. This helps to
motivate me in to best effective manner of approach.
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High performing result : To boosting the UK economic competitive and growth level
High performance working is the most central theory or concept for discussion. A specific,
combination of HR practices defines the High performance work system (Fagerholm and et.al.,
2015) . Overall, it aid in the development of the long term growth and best target market
opportunities. To attain the goals of an organisation High performance work system have
interrelated parts that complement one another. HPW increase the employee relation.
Employee engagement : To get the participation of all employees, Employee
engagement is the another most necessary for Whirlpool. Qualitatively and quantitative nature of
the relationship between an organisations and its employees is the concept in the effort to
understand and describes the Employee engagement (Curtis, K. and et.al., 2017). Engaged
employee always been creative towards their work. In business interest employee engagement
describes the dedication level. Whirlpool lead low performing task due to inappropriate level of
working environment. So that, High performance working will aid to keep up the environment
results more quickly and work forming results.
Competitive advantage : In order to be more profitable than its rivals it is the favourable
position of every organisation to seek. Overall, it makes the good impact on the nature of best
performing results and best target forming goals. It brings the fresh major aims and objective
results and also assist in discovering the new forming results and long term growth.
HPW beneficial to employees
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High performance working Employees are get highly benefited in a number of ways.
Moreover, employees receives the greater advantages by performing their best (Bolden, R.,
2016). It assist to heighten the high performing goals and give their hundred percent results.
HPW also benefited to employees in Employee satisfaction as well.
M3
HPW beneficial to employers : HPW is also beneficial for the employers. It also
discovers better goal performing channels along with new high forming results. However it
increases the productivity and higher morale and serves the long lasting results. Employer
acquire advanced productive result outcomes from employees. In order to meet the needs of
organisation results, Employer also needs to take care of the results and goals. Employer can take
better decision making approach in order to introduce new services and goals. Employer can also
reduce the level of employees turnover and helps in managing stress level.
Flexible work opportunity options are Eco- friendly which brings new better services
growth. More apart, it helps to develop the long lasting developing nature of task. High
performance work helps to develop in different performance manner.
There are different situations that take place in an enterprise. For instance, in order to meet
the external competition innovation is vital for Whirlpool. To implement the change, it is
required that employees believe in high performance working. This will help in successful
achievement of desired results from the changes. Apart from this in context to Whirlpool HPW
assists firm to apply perfect amalgamation of its proficient workforce, advance technology and
effective firm structure to determine and grab prevailing market opportunities for achieving its
pre-set goals and objectives.
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high-performance culture and
commitment
A high performance culture is a set of behaviour and norms that leads the organisation to
achieve superior results by setting clear business goals, defining employee's responsibilities
creating a trust environment and encouraging employees continuously grow reinvent
themselves. The high performance organization in a company that received better financial and
non financial results for the longer time (Bezzina and et.al., 2017). There are some ways by
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which whirlpool's can lead the high performance culture in its organization. These are discussed
under-
Performance management
This creates the biggest impact on the sustainability of the business growth. To create a
high-performance culture in the organization provide high performance culture. The high
performance culture in the company can be obtained by having effective implementation of the
performance management. A performance management process forces managers to discuss
performance issues with employees. It is this consistent coaching that affects changed behaviours
and employee development which in turn gives the high performance culture. It encourages the
staff to by giving the performance appraisal. To create the high performance culture in the
organization it sis very important to identify and eliminate under performer which can be only
possible when the whirlpool's have the effectively implemented the performance management.
Effective communication
Having open communication in an organisation between employees plays a major role in
building the high-performance culture. Making a culture of transparency , openness and trust by
encouraging the free flow of information at all time and provide the company with powerful
competitive edge. It’s also important to encourage open and honest debates and urge people to
report errors or concerns without fear. Feedback is also of crucial matter (Baxter and et.al.,
2016). Once you establish an honest and open communication with your employees, they will be
glad to take your feedback as constructive criticism and use that feedback to perform better in
their job.
Collaborative working
Collaborative working helps in creating the high performance culture in the whirlpool's.
As it lesser the work load of the employees which the effective performance in an organization.
M4
There are different approaches that helps to improve in performance management, it
helps to keep sustained the long stability of management styles and employee moral. Some
approaches are effective communication, collaborative working, performance management etc.
Each approach has their own pros and cons on which company runs the best possible action plan,
it helps to make the most awaited leading moment.
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CONCLUSION
From the above report it can be concluded that human resource management plays an
important role in the development of employees as well as in organization growth. Present
assignment has provided the appropriate and professional knowledge, skills and behaviours that
are required by HR professionals. The report has given the information about personal skills
audit to identify appropriate knowledge, skills and behaviours and develop a professional
development plan for a given job role. Study has covered the differences between organisational
and individual learning, training and development along with need for continuous learning and
professional development to drive sustainable business performance. Research has provided the
understanding of how HPW contributes to employee engagement and competitive advantage
within a specific organisational situation. Later the report will cover the various approaches to
performance management with some examples.
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REFRENCES
Books and Journals
Baxter, R., Taylor, N., Kellar, I. and Lawton, R., 2016. What methods are used to apply positive
deviance within healthcare organisations? A systematic review. BMJ Qual Saf. 25(3).
pp.190-201.
Bezzina, F., Cassar, V., Tracz-Krupa, K., Przytuła, S. and Tipurić, D., 2017. Evidence-based
human resource management practices in three EU developing member states: Can
managers tell truth from fallacy?. European Management Journal. 35(5). pp.688-700.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Curtis, K., Gallagher, A., Ramage, C., Montgomery, J., Martin, C., Leng, J., Theodosius, C.,
Glynn, A., Anderson, J. and Wrigley, M., 2017. Using Appreciative Inquiry to develop,
implement and evaluate a multi-organisation ‘Cultivating Compassion’programme for
health professionals and support staff. Journal of Research in Nursing. 22(1-2). pp.150-
165.
Fagerholm, F., Ikonen, M., Kettunen, P., Münch, J., Roto, V. and Abrahamsson, P., 2015.
Performance Alignment Work: How software developers experience the continuous
adaptation of team performance in Lean and Agile environments. Information and
Software Technology. 64. pp.132-147.
Guillaume, Y.R., Dawson, J.F., Otaye‐Ebede, L., Woods, S.A. and West, M.A., 2017.
Harnessing demographic differences in organizations: What moderates the effects of
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Kislov, R., Waterman, H., Harvey, G. and Boaden, R., 2014. Rethinking capacity building for
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Payne, S.L. and Calton, J.M., 2017. Towards a managerial practice of stakeholder engagement:
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Rae, D. and Wang, C.L., 2015. Entrepreneurial learning: past research and future challenges. In
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Stanton, N.A., Salmon, P.M., Walker, G.H., Salas, E. and Hancock, P.A., 2017. State-of-science:
situation awareness in individuals, teams and systems. Ergonomics. 60(4). pp.449-466.
West, M.A., Eckert, R., Steward, K. and Pasmore, W.A., 2014. Developing collective leadership
for health care. London: King's Fund.
Online
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Benefits of Continuous Learning. 2014. [Online]. Available Through
<http://workmoneylife.com/3-benefits-of-continuous-learning>
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