Professional development plan for HR professionals

UNIT 35 DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS TABLE OF CONTENTS INTRODUCTION 1 MAIN BODY1 P1 Carrying out mini-research fordeterminingskills,professional knowledge and behaviours required by HR professionals 1 P2 Analysing personal skills audit and developing professional development plan for job role3 P3 Analysing differences between organisational and individual learning, training and development 4 P4 Analysing need for continuous learning and professional development for driving sustainable business performance

UNIT 35 DEVELOPING
INDIVIDUALS, TEAMS AND
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1 Carrying out mini-research for determining skills, professional knowledge and behaviours
required by HR professionals......................................................................................................1
P2 Analysing personal skills audit and developing professional development plan for job role
.....................................................................................................................................................3
P3 Analysing differences between organisational and individual learning, training and
development ...............................................................................................................................4
P4 Analysing need for continuous learning and professional development for driving
sustainable business performance...............................................................................................6
P5 Determining how HPW contributes to employee engagement and competitive advantage..7
P6 Evaluating different approaches to performance management and how they support high
performance culture and commitment........................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Team work in organisation and employee's development for accomplish goals is crucial
for firm in meeting objectives. Present report deals with Whirlpool which is engaged in
manufacturing home appliances to customers. Skills, professional knowledge and behaviours
needed by HR professionals is explained. Furthermore, professional development plan along
with need for continuous learning to drive sustainable business performance is listed. Differences
between training and development, organisational and individual learning are explained. The
understanding is demonstrated of how HPW contributes to competitive advantage and employee
engagement. Moreover, different approaches to performance management supporting high
performance culture is enumerated.
MAIN BODY
P1 Carrying out mini-research for determining skills, professional knowledge and behaviours
required by HR professionals
HR of organisation has major responsibility to enhance environment in the company os
that employees could work in appropriate atmosphere and achieve company's goals. The
professional knowledge, skills and behaviours required by HR professionals in Whirlpool are as
follows-
Skills
Time Management skills-
One of the important skill HR needs to possess is to organise everything possible for
smoothing organisational daily process. The orderly approach, strong level of time management
and efficiency in carrying out work is required. Hence, such skills are needed so that Whirlpool
may be able to attain profitability in a better way (Boer and et.al, 2017). HR professionals have
to manage and organised things in effective manner so that they may get time to achieve other
tasks with ease.
Communication skills-
The communication is key element to deliver the message understandable to employees
by HR for efficiency in work to be accomplished. Communication involves facilitation of
improved discussion between workers and employers. HR manager has to communicate in a
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clear manner for delivering information. It is required that both written and oral skills needs to be
possessed for relaying information quite effectually.
Team focus and problem-solving skills-
Teamwork is the main essence of HR which needs to implemented for smoothing
organisational routine work in the best way possible. Cooperative working in organisation with
others and to strive for attaining common goals are features of HR behaviour required for
increasing efficiency in organisation quite effectually. Critically analysing activities of daily
work and making proper way for resolving conflicts between employees. It is required that HR
professionals in Whirlpool should try to solve issues so that workplace atmosphere may be
enhanced quite effectively.
Professional Knowledge
Through knowledge of industry-
There is a need for HR personnels to have proper and concrete knowledge of current
industry trends in the best way possible. Whirlpool is engaged in home appliances industry
which is highly competitive and is required that through knowledge is possessed by HR. Having
understanding of industry is a core element in adding value to particular job role with ease
(Stanton and et.al., 2017). The talents have to acquired by company in order to enhance
efficiency of overall performance of firm so that it may achieve stated goals. Moreover, HR
personnels should know about the legislation of the nation in which they work. This will help
them to have perfect knowledge of industry.
Technology Orientation-
It is a professional behaviour which is followed by HR professionals in a better way for
enhancing overall efficiency of firm. The proficiency in using technical tools and understanding
and application of technology namely hardware, software and equipments implies development
of necessary skills (Payne and Calton, 2017). Moreover, HR behaviour must be to integrate and
explore new technology which will have better performance of Whirlpool in market.
Behaviours
Multitasking-
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Daily activities undertaken by HR are kind of complex in nature and they have to follow
their busy schedule in order to accomplish goals. It involves various works such as dealing with
complicated issues of employees, recruiting and selecting desired candidates, planning recruiting
strategy for easing-off work of company. Moreover, salaries of workers, employee engagement
and retention and similar activities by which HR has to be multitasking for performing various
tasks in an timely manner.
Team work-
HR should possess the quality of team work so that firm may be able to attain efficiency
and productivity.
Honest-
HR should be honest in meeting out responsibilities and duties in effective manner.
Self control-
HR must have self control so that he may regulate his own emotions and behaviour for
accomplishing operational work.
Integrity
He should have quality of being honest and follow consistent strong moral principles.
P2 Analysing personal skills audit and developing professional development plan for job role
Requirements Personal audit (rating scale:
0-10)
GAP
Time Management Skills 5 It is required for managing work
on time.
Problem-solving skills 4 Solving issues by reaching at
conclusion
Communication skill 4 Not able to communicate
properly leading to false
communication
Team Working skills 5 Not managing work as per team
norms
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Multitasking skill 3 One task only at one time
Self control 4 Not able to regulate own
emotions
Integrity 6 Inconsistency in following
principles
Personal skills audit means that activities and traits which are required for improving
upon skills and capabilities. It involves assessment of strengths and needs for developing healthy
atmosphere in a better way (Klerkx and et.al, 2017). Professional development plan documents
goals, skills, development of competency for continuous improvement and career development
in HR. The job role of HR is recruiting, interviewing and placing candidates in organisation in
accordance to their skills and professional knowledge. The skills which are needed for enhancing
overall efficiency in HR job role and relevant professional developing plan is prepared below-
Skills to learn What will I do to
accomplish?
Need of resources (By
attending courses)
Success criteria Time
required
Communication skill Seize opportunities for
talking in English and
communicating through
both oral and written skills
for improvement.
Encouraging myself to take
confidence in carrying out
work.
Taking help from books,
journals and internet
articles and read them for
improving my reading
habits. Go through
dictionary for improving
vocabulary.
HR will be highly
confident in meeting
people and go through
face to face
communication. Feeling
calm while
communicating with other
people.
1 month
Problem-solving
skill
Critically analyse different
situations and dealing with
calm attitude for reaching
at proper solution.
Enhance my reasoning
ability to answer different
questions and issues and
reaching at conclusion.
HR will be able to
accomplish solution and
resolve problems. Able to
deal with various new
ideas.
2 months
Organised skill Strong approach towards Implementing recognition HR would be able to 2 months
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management of activities.
Personal efficiency in
meeting set targets.
Termination and retention
with reference to employee.
program for dealing with
careers of employees.
Making self-assessment
of work to be
accomplished in
organised manner.
organise things in a
balanced way. Complex
work will get streamlined.
Multitasking skill Maintaining timelines for
meeting out various
activities. Making to-do-list
so that priorities can be set.
Avoiding distractions.
Allowing extra time for
striking balance between
tasks. Choosing tasks
having much importance
than other. Working on
one thing at particular
time.
Efficiency in handling
tasks in a better way.
Planning ahead for
streamlining work.
1 month
Time Management
skill
Setting calendar or time
schedule for meeting
deadlines. Abiding by
schedule prepared for
accomplishing tasks.
Maintaining to-do-list
ensuring everything to
record and finish
activities according to
time schedule. Checking
result for concluding
experience.
Work efficiency will be
high enough. Tasks will
get finished according to
schedule.
3 months
IT skill Trying out new software
for improving upon
presentation style. Getting
familiar with excel,
PowerPoint and word.
Conducting online
research for useful skills
recommended on
websites and figuring out
which one applies for
oneself.
Will provide good
presentation to top level
management. Able to
satisfactorily analyse data.
1 month
Team Working
skills
Understanding individual
tasks for linking with
organisational objectives.
Contribution of all
Following assertive
attitude for increasing
possibilities of team
work. Accepting and
Work will be achieved on
time. Defined goals will
get accomplished.
2 months
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employees. learning from criticism.
What are the advantages of skill audit?
 Measuring own skills
 Finding out shortcomings and initiating improvement
What are the disadvantages of skill audit?
 Hard to find own shortcomings
 Least effective as individual feels self conscious or overconfident
P3 Analysing differences between organisational and individual learning, training and
development
The differences between organisational and individual learning are enumerated.
Moreover, training and development are distinguished below-
Basis Organisational Learning Individual Learning
Meaning The organisation learning as the
name suggests implies that
individuals learn together often
through training program
organised by it.
The individual learning in which
new things are learnt by own
efforts of person.
Dynamism It is a dynamic process in which
explicit information is interpreted
and governed throughout
organisation for creating
knowledge.
It is not a dynamic process as no
information is interpreted at higher
level because only individual
gathers the data and initiates further
learning.
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Scope The scope of organisational
learning is wide as it is
assimilated to all employees with
the help of training (Moxen and
Strachan, 2017).
The scope of individual learning is
less in comparison to organisational
learning because all efforts are
done by one person for a group of
employees.
Faster learning It is absolutely faster way of
learning skills and capabilities as
proper training is provided
leading to enhancement in overall
performance.
Individual learns slower in
comparison to organisational
learning as fewer efforts are
deployed.
Understanding Higher level of understanding can
be accomplished with the help of
organisational learning to lead to
grasp good knowledge.
The understanding level is relies on
the personal capabilities of
individual to which development
opportunities are being offered.
Basis Training Development
Meaning It is regarded as learning process
in which workers gets
opportunities for acquiring
necessary skills to perform the job
(Surbhi. 2015).
It is regarded as educational
process concerned with overall
development and workers' growth.
Term Training is of short-term nature as
programs are organised by
company for limited time period
for providing knowledge to
employees.
Development is a long-term
process involving aim to improve
attitude and personality of
organisation for overall growth for
facing challenges in the future.
Main Focus Focus of training is mainly on to
develop appropriate skills for
While, it focuses on building
knowledge and competencies for
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performing current job. the future.
Orientation It has a limited scope and is job
oriented as skills are required for
performing job.
It is career oriented and thus, has
wider scope in comparison to
training.
Methods Training methods are induction,
apprenticeship, promotional and
internship training etc.
Methods of development are
coaching, mentoring, job rotation
and conference training etc.
Discuss how organisations learn from, Research, mistakes and competitors.
The feedback which is provided by customers lead to attainment of shortcomings,
mistakes and strategies are implemented for outreaching competencies. Thus, organisation learns
and achieve increased profits.
What are the advantages if organisations learn?
 Increased efficiency
 Maximised profitability position
What are the disadvantages if organisations don’t learn?
 Less efficiency
 Increase in employee turnover and decrease in customer base
What are the advantages if individual learn?
 Increased opportunities
 Ability to manage things
What are the disadvantages if individual don’t learn?
 Decreased level of confidence
 Less productive
P4 Analysing need for continuous learning and professional development for driving sustainable
business performance
The learning is essential in particular job role so as to enhance individual skills and
competencies in the best possible manner. It is essentially required so that business may be able
to achieve stated goals. On the other hand, career development of employees are also
accomplished. Moreover, for sustainable business performance, Whirlpool has to employ variety
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of training and development programs for further improvement of NAR (North American
Region) in effective way. Ongoing learning has benefited staff of company for commitments
made towards individual goals with new expectations of team. The need for continuous learning
and professional development for effectively driving overall business performance are listed
below-
Increased loyalty-
Workers are satisfied up to a high extent when they are appreciated by management. It
induces them to work better and more productive in order to timely achieve goals of Whirlpool.
Younger employees are mentored by professionals in their respective field and as a result, they
easily strive for achieving more production with ease (Hawkins, 2017). This helps them in
reaching towards new heights in their individual career and thus, they become loyal towards
company in effective manner. Hence, company is able to achieve dual benefits out of continuous
learning as employees become loyal towards organisation and overall business performance gets
enhanced.
Higher retention ratio-
Happy workers in Whirlpool feels loyal towards it where they get great rewards and
ongoing learning for their work in a better way. This helps them to happily stay in firm as they
grasp good knowledge and appropriate skills for developing their career in right direction. High
skilled workers do not switch from one job to another due to continuous professional
development opportunities offered by company (Mester and et.al, 2018). It leads to higher
retention ratio and HPW is accomplished. Furthermore, organisation is able to attain higher
growth as skilled workers are retained with the help of ongoing training programs.
Gaining competitive advantage-
In today's era, competition is becoming fierce and only that organisation could survive
which have competitive advantage over its rivals. It sets better stage for good corporate
performance. One of the main essence of continuous learning is that it yields 50 % higher net
sales per worker as they grasp new ways of doing routine work in the best possible way. Strong
focus on learning drives faster way to respond to goods and services in market, enhancement in
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employee productivity and also ability for meeting forthcoming demands in the future which
leads to gaining competitive advantage.
Better working environment-
The working environment gets enhanced because of continuous learning (The benefits of
Continuous Learning. 2018). Moreover, due to this, innovative and enjoyable atmosphere for
working gets attained in the business. Employees are regarded as human resources which are
nurtured for getting work done in effective manner and are integrated with organisational goals.
Furthermore, ongoing learning transforms job role of employee to career development path with
ease. Employees seeking that company is investing in their career also likes to stay with present
firm and thus, attrition is reduced.
Use Kolb’s learning style how it helps individual for learning
Kolb learning style helps individual to learn effectively when learner is able to execute all
the stages of model in the best way possible and learning can be accomplished.
Why we need CPD?
 Delivers benefits to employees and their profession
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 Enhances skills
What are the barriers of the CPD ?
 It is costly from point of view of employers
 Training trends are superficial
If we don’t have CPD what are the disadvantages?
 Not able to shape skills in positive way
 Lack of efficiency
Continuous Professional Development is vital modern strategy of business. It results in
greater level of satisfaction among workers and key driver for business success. CPD help
employees to train and develop their skills and enable potential in the best manner possible. CPD
is effective way for improving performance of employees. Moreover, it increases workers' skills,
knowledge and confidence leading to greater job satisfaction. By developing qualities and
improving upon skills of employees, it will fill the shortage of competent personnels and would
be beneficial for company to grow at a rapid rate.
It can be ascertained that when necessary training is provided, staff becomes able to take
over management and work independently without constant help from supervisors. An employee
who receives adequate training is able to perform in a better manner. It also builds employee's
confidence as stronger understanding is developed. Investment in training is necessary and
training and development programs help to offer value to employees. Supportive workplace is
created. Employees who feel appreciated and challenged through training opportunities may
effectively feel more satisfaction towards their respective jobs.
P5 Determining how HPW contributes to employee engagement and competitive advantage
HPW (High Performance Work) practices are important way for increasing overall
productivity of employees in a better way. Certain tactics are applied in it leading to employee
engagement which supports high performance, high productivity, building customer trust which
effectively leads to maximising profitability position. HPW contributes to employee engagement
and gains competitive advantage in following ways-
Continuous development of employee-
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The continuous development is achieved because of HPW practices in Whirlpool as
employees become engaged in carrying out work in a better way. Moreover, overall efficiency of
workers increases which has ultimate benefits to organisation on one hand and also higher
productivity is achieved (Guillaume and et.al, 2017). Decentralised structure, employee friendly
policy and suitable rewards assure that employee contribute to the corporate goals leading to
continuous development of employee being beneficial for organisation. Thus, dual benefits are
gathered by company due to HPW as it contributes to employee engagement.
Strong customer loyalty-
Higher level of productivity and also providing better quality of goods effectively
enhances customer satisfaction up to a high extent. It helps company to attain greater confidence
of customers in effective manner which leads to accomplish customer loyalty. HPW practices
leads to competitive advantage and as a result, customers' becomes loyal to organisation. Thus, it
can be said that HPW contributes for building strong customer satisfaction of company.
Competitive advantage-
Employees are provided with better training programs so that efficiency and productivity
can be enhanced. Due to this, good quality of products are offered to consumers which help them
to attain or gain competitive advantage with ease. HPW practices effectively assures that better
products are delivered than rival firms. Rivals are outreached by company and as a result, firm is
able to accomplish more customer base which results into higher sales and increased profitability
of company.
Lower costs-
Whirlpool has wide variety of products which are offered to customers. Due to employee
engagement, more production is achieved leading to maximum production at minimum costs as
it influences the efficiency of employees in an positive manner (Maynard. 2016). This leads to
lower cost of manufacturing and as a result, firm is able to attain more productivity quite
effectually. This helps to impart greater satisfaction level to consumers at least possible cost.
Hence, company gains more profits.
Creativity level of employees-
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Employee creativity is vital part particularly in change management. It is beneficial for
business as it gets new solutions in comparison to one solution. Creativity leads to attainment of
competitive advantage and thus, firm gets more competitive edge in comparison to rivals. The
creativity is achieved through goal orientation and are result of internal factors. Hence, it can be
analysed that HPW contributes to competitive advantage and employee engagement.
Vision based on maximising customer value by differentiating organisation's products
and then moving towards customisation of its offering as per demands of customers. Leadership
is required for creating momentum throughout the company. Decentralisation is necessary for
faster decision-making and then offering goods to customers. Continuous improvement of
services and improving upon satisfaction level of customers is necessary in maintaining healthy
growth of company. Support system and culture include performance operations and people
management processes which are required to be aligned with company trust. Fair treatment
should be done to people who are leaving organisation. Experience growth and become more
valuable as contributors. Company will attain benefits through HPW, flexibility, customer
satisfaction.
P6 Evaluating different approaches to performance management and how they support high
performance culture and commitment
Different approaches to performance management and supporting performance culture
and commitment are as follows-
Collaborative Working-
It helps to effectively attain greater efficiency, flexibility and help employees to
accomplish productive work.
Team work-
It leads to increase in individual performance and better results are obtained in effective
manner.
Monitor and Feedback-
Monitoring work and initiating improvements by getting feedback helps to make
necessary improvements which leads to higher productivity.
Comparative Approach-
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The performance management process to maintain a link between organisational goal
with individual's goals (Wohlers and Hertel, 2017). Present approach is used for comparing
individual's performance with that to others in similar group. Simply a rank is given to
employees from highest to the lowest performance. This performance approach is useful and
easy to understand and Whirlpool can effectively deploy the same for ranking performances of
employees for ensuring maximum productivity. It has two other methods such as forced
distribution system and paired comparison.
Attribute Approach-
There are predefined set of traits such as team work, problem-solving and creativity on
which performers are evaluated. Attribute approach are of types such as graphic rating scale and
mixed standard scale. Graphic rating scale defines numbered scale from 1 to 5. The evaluator is
then proceeds with performers dimensions which he believes and give rating on traits being
accomplished (Morgan-Jones, 2018). While, mixed standard scale evaluates performance levels
on high, low and medium level and then prepare statement regarding traits required for particular
task and then mark whether performance is above, below or equal mark. Thus, final score is
calculated quite effectually.
Behavioural Approach-
It includes techniques for measuring right behaviours of employees. It involves
techniques such as Behaviourally Anchored Rating Scale (BARS) and Behavioural Observation
Scale (BOS). BARS are designed for bringing quantitative and qualitative data to employee
appraisal performance. It is used for comparing performance of employees against specific
behaviour which are being anchored to ratings on numerical basis (Lin and Sanders, 2017). BOS
is further variation which involves larger number of behaviours for having clarity of workers'
performance with respect to behaviour.
Results Approach-
Results approach removes subjectivity from measurement process by assessing objectives
based on workers' performance results. Strategic objectives are established by TMT (Top
Management Team) which feeds to more specific goals of firm in the best possible manner. On
the other hand, results approach has two widely used techniques namely balanced scorecard,
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Productivity Measurement and Evaluation System (ProMES). Balanced scorecard involves four
perspectives such as internal, learning and growth, financial and customer. ProMES is useful tool
for motivating employees towards maximising productivity and taking productive information in
return.
Quality Approach-
The quality approach is quite useful for Whirlpool for increasing production level by
delivering quality products to customers leading to attainment of more customer base (Curtis and
et.al, 2017). Defects should be eradicated and continuous improvement in goods and services
should be provided. This approach includes person and system factors for effectively measuring
performance. It includes Kaizen process which strives for continuous improvement in business
processes and results thereof. Thus, these are some of performance management approaches for
measuring performance in company.
The above discussed performance management approaches evaluates performance of
individual employee's and improvement is initiated if it is not up to the efficiency level. This
leads to attainment of high performance culture and commitment leading to higher profitability
level in effective manner.
Strong business exists for making improvement of performance management. For
workers, it is primary way for letting them to enhance and shape their respective careers in a
better manner. Managers and employees should not view performance management as formal
administrative system but as a tool which help workers for attaining productivity and
organisation to retain talent quite effectually. Communicating with employees and resolving their
issues is what leads organisation to accomplish success. SMART objective has to be
implemented so that timely achievement of goals can be attained.
Regular feedbacks should be acknowledged from employees in order to resolve queries
and attain higher efficiency and productivity. Be it formal or informal, it depends upon
relationship between employees and management. Trust between two is a key element in
enhancing quality of relationship. For instance, collaborative process has helped to increase my
motivation. Clear feedback has been provided to be me as to what has to be accomplished to gain
target. My manager has provided opportunity to sit with me and given guidelines about my work
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and afterwards rewarded for attaining targets. Hence, with such, collaborative working, my
strengths are maximised leading to increase in satisfaction level towards job.
CONCLUSION
Hereby it can be concluded that team work plays a crucial role for Whirlpool in order to
achieve higher work practices in a better way. Appropriate knowledge, skills and behaviours
should be possessed by HR so that all complex activities can be handled with ease. Oral, written,
communication, time management skills are important skills which are needed to perform by
them for increasing efficiency of operational activities. Moreover, professional development plan
also reflects competencies to be gained by HR in effective way. Organisation and individual
learning are two different aspects of learning which increases performance of employees in firm.
Furthermore, performance management approaches are taken with the help of which employee's
performance can be judged. Thus, organisation achieves tasks by incorporating team work.
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REFERENCES
Books and Journals
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multi-organisation ‘Cultivating Compassion’programme for health professionals and
support staff. Journal of Research in Nursing. 22(1-2). pp.150-165.
Guillaume, Y. R. and et.al, 2017. Harnessing demographic differences in organizations: What
moderates the effects of workplace diversity?. Journal of Organizational Behavior. 38(2).
pp.276-303.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Klerkx, L. and et.al, 2017. Replication and translation of co-innovation: The influence of
institutional context in large international participatory research projects. Land Use
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Lin, C. H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal. 27(2). pp.300-317.
Mester, B. and et.al, 2018. Performance management.
Morgan-Jones, R., 2018. The body of the organisation and its health. In The Body of the
Organisation and its Health (pp. 41-66). Routledge.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Payne, S. L. and Calton, J. M., 2017. Towards a managerial practice of stakeholder engagement:
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Stanton, N. A. and et.al., 2017. State-of-science: situation awareness in individuals, teams and
systems. Ergonomics. 60(4). pp.449-466.
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Wohlers, C. and Hertel, G., 2017. Choosing where to work at work–towards a theoretical model
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ONLINE
The benefits of Continuous Learning. 2018 [Online]. Available Through:
<https://vailcentre.org/benefits-continuous-learning/>.
Maynard. 2016 Why Employee Engagement is a Competitive Advantage [Online]. Available
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<https://keydifferences.com/difference-between-training-and-development.html>.
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