Developing Individuals, Teams and Organisation

This project report examines the key elements of developing individuals, teams, and organizations, including the necessary skills and knowledge for HR professionals, the benefits of continuous learning, and the impact of high-performance working on employee engagement and competitive advantage.

Unit 35 Developing
Individuals, Teams and
Organisation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................1
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......................3
LO 2.................................................................................................................................................5
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................5
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................7
LO 3.................................................................................................................................................9
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................9
LO 4...............................................................................................................................................10
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..........................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Success of a company is totally depended on its capability of growth and expansion.
Development of individuals and teams working in organisation will result in generation of more
chances for expansion and growth. The following report will describe professional knowledge,
behaviour and skills of an HR with and analyses of their personal skills audit. Furthermore,
difference between organisational and individual learning and training and development with a
need for professional development and continuous learning have been explained in this study.
The present study will explain the understanding of HPW contribution to employee engagement.
Furthermore, this report will describe the evaluation of different approaches to performance
management and their support to high-performance culture and commitment.
LO 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals
To fulfil the vacant job positions in the company, HR is responsible for appointing
qualified candidates which are helpful in increasing productivity of firm and creating more
chances of development and expansion.
Professional skills-
Multi-tasking- HR has various kinds of responsibilities and work to perform which are
dynamic in nature and to cope up with this, HR of Whirlpool has to be multi-tasking in their
field. They should remain calm in very situation and manage their time and perform all kind of
task with same efficiency.
Communicating- HR of whirlpool should possess a great communication skill. HR team
is responsible for interaction with every member of the company which can be done on phone or
through emails. This involves clear writing through which miscommunication is avoided
regarding rules and policies of Whirlpool and critical listening through which discussions for
finding solutions can be done.
Adaptability- This includes adapting of changes which are essential for smooth working
of an organisation. HR managers Whirlpool should be flexible in working so that changes can
easily be adopted by them without causing any barriers to functioning of Whirlpool.
Professional knowledge-
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Law and Government- HR of whirlpool should have a great knowledge regarding the
legal codes, government regulations, laws, executive orders, court procedures which are
essential for avoiding any legal issues which will hamper the working of the company. The
functioning of Whirlpool should be legal in eyes of government which will create trust among
public.
Psychology- HR of Whirlpool should have a better understanding of differences of
personality, interests, methods and styles of working, their abilities to perform a given task and
behaviour of employees of Whirlpool which will help HR manager to measure and make a
difference of their performance level and take necessary steps for improvement.
Clerical- This includes knowledge of administrative procedures and systems which are
managing files and records, designing forms and word processing which will be helpful in
creating a smooth base for working of Whirlpool and removing technical faults and issues. This
will further help in reducing wastage of time and resources of Whirlpool.
Behaviour-
Trustworthy- HR managers are examples of working with greater efficiency with
managing time and resolving conflicts for employees of Whirlpool. HR manager of Whirlpool
should be trustworthy so that workers can communicate openly with them and find the best
solutions (Bolden, 2016). Also, top level management of Whirlpool can also disclose their
policies and strategies regarding overcoming the competition which are confidential.
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Illustration 1: Professional knowledge of HR
(Source: Professional Knowledge HR, 2017)

Solutions oriented- This is related to finding of solutions for problems and issues that are
arising out in Whirlpool. HR manager of Whirlpool should find the most appropriate solutions to
the problems after analysing the whole issue. This will also include bringing out of new ideas
and solutions for problems.
Leadership- HR manager of Whirlpool should have a leadership behaviour which is
helpful in motivating and guiding the employees of the company. Leadership attitude will force
employees of Whirlpool to work more effectively and efficiently which will improve their
performance level and success of the firm.
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
Personal skills Ratings (out of 5)
Technical skills 2
Knowledge of HR policies 5
Communication 4
Time management 3
Problem solving 4
Strength- I, HR consultant of Whirlpool have my biggest strength of appropriate and full
knowledge of HR policies and procedures of the company. This will further help me in
managing my work and generating positive results for the company.
Weakness- My weakness of being an HR consultant for Whirlpool is that I don't have a
proper understanding and knowledge of technology which are being used in the company. Lack
of knowledge of technical skills have decreased my efficiency of work for Whirlpool.
Opportunities- As an HR manager of Whirlpool, I can get opportunities in management
of recruitment process and managing performance of employees working through which I can
improve my communication skills and I can be appreciated by my seniors.
Threats- Changes in external factors and challenges facing competition can prove to be a
threat to my working. As an HR consultant of Whirlpool, I am not able to cope up with these
challenges then this will become a threat to me.
Professional Development Plan
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Skills to be improved Activities for developing
skills
Time scale
Technical skills Engaging with team of
technical experts.
2 months
Communication Interacting with every
employee.
One week
Time management Setting target goals for
completing every task.
15-20 days
Problem solving Complete analysis of entire
problem.
1 month
Change management Motivating employees to
accept the change.
2-3 weeks
From the above table, I, HR manager of Whirlpool will engage myself with the team of
technical experts so that I can gain better understanding and proper knowledge of techniques
which are being used in the company and for this time of 2 months will be required. This will
improve my technical skills so that I can reach higher and improve my ratings. This will further
help me in solving any technical issues arising out by myself.
For improving my communication skills, I will need just one week in which I will make
more interactions with every people or candidate working in Whirlpool. This interaction will
develop a feeling of belongingness among those people and they will initially communicate with
me. Better communication will help me in understanding problems and issues faced by them and
I can try to give them better solutions for the same.
As being an HR consultant of Whirlpool, I am not been able to manage my time properly
and this is becoming a drawback for effective performance of mine. To overcome this drawback,
I will increase my speed of doing work with maintaining better quality in about 15-20 days so
that my time can be managed more precisely. With speeding up, I will ensure that quality of my
work would not get affected and I can improve myself.
As an HR manager of Whirlpool, I will do complete analyses of a problem and after that
I will try to resolve those problems arising out in Whirlpool. For this, I will need 1 month and
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further I will try to motivate every worker to perform their task efficiently and make them ready
to accept the upcoming changes which are essential for development of an individual and for the
organisation. This will take about 2-3 weeks to motivate them to accept those changes.
LO 2
P3 Analyse the differences between organisational and individual learning, training and
development
Difference between organisational and individual learning
Organisational Learning
 It is referred to as process of retaining,
creating and transferring knowledge
inside an organisation.
 Through organisational learning
employee turnover of Whirlpool can be
reduced as employees are working
satisfactorily.
 A sense of commitment and loyalty is
developed and increased among
employees of Whirlpool through
Organisational learning.
 The more sharing of experiences and
learning more about earlier challenges
faced by Whirlpool, more will be the
knowledge and learning of organisation
regarding challenges and its solutions.
 Organisational learning will be helpful
in developing more leaders and through
these plans can be made more
successful for Whirlpool.
Individual Learning
 It can be defined as ability to develop
knowledge with individual
consideration.
 Individual learning will make an
efficient use of company's resources
and facilities more accurately and this
will lead to an increase in success and
growth of Whirlpool.
 Bringing of new ideas in Whirlpool and
increase in chances of innovation can
be done with the help of individual
learning (Said and Thuraya, 2016).
 Through individual learning, level of
confidence, improved performance,
brining productivity in their work and
efficiency in completion of task can be
increased of employees of Whirlpool.
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Difference between organisational and individual training and development
Organisational training and development
 It is referred to as making better the
performance of overall organisation so
that chances for its expansion can
increased.
 Training and development will make
the employees of Whirlpool up to mark
with new technology and this will
further help in increasing productivity
of Whirlpool.
 Proper training and development
programmes will improve the
knowledge of people of Whirlpool
regarding the use of different
techniques and methods (Papadatou-
Pastou and Tomprou, 2015).
 Weaknesses of Whirlpool can easily be
made identifiable through effective
training and development programmes
of Whirlpool.
 Employee turnover can be reduced in
Whirlpool by providing specific
organisational training and
development as employees will be
motivated to contribute more towards
the organisation more efficiently.
Individual training and development
 It is related with improving
performance level of individuals who
are working in the company.
 The main aim of providing training to
the employees of Whirlpool is to
enhance their productivity and
efficiency.
 Through effective individual training,
chances of opportunities for career
growth of employees of Whirlpool can
be increased.
 Providing better learning experiences of
earlier situations and challenges faced
by Whirlpool can be done through
individual training and development
programmes.
 Individuals' motivation level and
morale can be increased with the help
of training and development of
individuals.
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Organisational learning and individual learning will help the employees of Whirlpool to
gain more knowledge and understanding of methods and techniques used in the organisation for
achieving pre-determined goals and objectives. This will help to understand the organisation
better and will develop a sense of belongingness towards the company.
Organisational and individual training and development will improve the performance
level of employees of Whirlpool and will motivate them to accept changes and face the
upcoming challenges and overcome them effectively. This will improve the productivity and
success of Whirlpool.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning- This involves development of personal and professional areas by learning
new skills and tools in order to avoid problems and reach at full potential. Following are the
needs for continuous learning-
Boost up profile- Continuous learning will help in improving and growing of employees of
Whirlpool. This will start receiving of recommendations and appreciation from colleagues and
their seniors. This will boost up the profile status of employees working in Whirlpool. This will
improve the learning of new skills of working in their profession.
Increase in confidence- A feeling of accomplishment will be developed with the help of
continuous learning which will enhance confidence level of employees working in Whirlpool.
This will also help in facing of challenges and chances to explore will be maximised. Increased
confidence in working will generate more profits for Whirlpool (Larsen, 2017). This will further
develop a sense of satisfaction among people working in the company.
Accept the challenges- Markets are dynamic in nature and this brings new challenges in the
organisation on a daily basis. Effective and continuous learning will motivate and influence
employees of Whirlpool to accept and face these challenges and overcome them bravely. This
will help Whirlpool to become flexible in every changing situation. This flexible nature will
increase the success of the firm and improve its market image.
Better understanding- Continuous learning will increase the understanding level of an
employee working in Whirlpool. Better understanding of every aspects, methods and procedures
will improve efficiency and productivity level of people of Whirlpool. Continuous learning will
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open up the minds of individuals of Whirlpool and change their perspective regarding different
situations which will generate new ideas for every situation.
(Source: Continuous Learning, 2018)
Professional development can be said as process of increasing capabilities of employees of an
organisation by providing them training and education opportunities. It is important for and
organisation because-
Enhances business reputation- Professional development will improve the working skills and
capabilities of employees of Whirlpool. Improved working skills will help in increasing success
and growth of the organisation which will further enhance the reputation of business. This will
help in attracting a greater number of customers and gaining competitive advantage of
Whirlpool.
Attracting more customers- Efficiency and productivity of firm is improved through better
professional development which will further help in creating a better image in market. Improved
market image will help in attracting a greater number of customers and developing trust among
public for Whirlpool. More number of customers will help in improving sales figure of the
company.
Reduce employee turnover- Development in working styles of employees of Whirlpool will
develop a sense of satisfaction among employees and this will retain them in organisation. This
will reduce the employee turnover of Whirlpool and organisation's goals and objectives are
achieved more quickly by these satisfied employees.
Generating opportunities for career growth- Professional development will generate more
opportunities of career growth for employees working in Whirlpool. This will help them to
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Illustration 2: Continuous learning

increase their learning skills and new methods and techniques can be made understandable to
them.
LO 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
Employee engagement- It can be said as commitment of employees towards their
organisation and passion of employees for their job. Employee engagement is different from
employee satisfaction.
Contribution of HPW- Through HPW culture in Whirlpool, employees will develop a
better attitude towards initiating responsibilities for improving organisations' growth and
success. This will motivate employees to engage themselves more in functioning of Whirlpool.
HPW will generate more positive and beneficial results for the company and this will further
influence employees working to work more efficiently for Whirlpool. Employee engagement can
be made better with HPW as through this firm can be made more unique in its working styles
and people of Whirlpool are attracted to learn these new styles which will engage themselves in
working of the company. High performance working will develop the enterprise and chances for
expansion and entering in new markets are increased, this will influence employees of Whirlpool
to contribute more towards organisation.
Competitive advantage- It can be said as a state of getting favourable market positions
of an organisation. This allows the firm to generate more sales margins in comparison of their
competitors.
Contribution of HPW- High performance working will help in creating a better
corporate image of company in markets because of which Whirlpool can able to attain an
advantage of competitiveness. Higher HPW will generate more financial results for the company
and this will further help in developing a competitive advantage for the company. High
performance working will help in achievement of organisation's pre-determined goals and
objectives with reduction in wastage of resources this will increase company's success and
gaining competitive advantage will become easier for Whirlpool. Favourable market positions
are gained through efficient and productive working of employees of Whirlpool and this
increasing efficiency will attain competitive advantage of the company.
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LO 4
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
Performance management is said to be a process of monitoring and measuring
employee’s performance and contribution made by them towards the organisation. Various
approaches to performance management are as follows-
Comparative approach- It refers to giving ranking to employees of Whirlpool in
comparison to other on the basis of their performance. Employees are given rank on the basis of
their higher and lower performances. This ensure rewards for employees for performing higher
in the company. With providing proper training and development programmes, employees'
performance is improved and promotion to higher level is achieved. On the other hand,
employees with lower performance level are dismissed from Whirlpool (Sessa and London,
2015). Higher performance level will give better rankings and better pays are offered to high
performance employees of Whirlpool. This kind of approach is taken into practice for small
group of workers who are performing similar job roles in Whirlpool.
Attribute approach- According to this approach, employees' performance is measured
on the basis of particular parameters which are- innovation, teamwork, communication, problem
solving skills and judgement (Diana, 2014). In this approach, skills of an individual is
considered as a base for performance measuring. These skills are completely evaluated and
ratings are done on basis of this analyses made in Whirlpool. Communication skills of an
employee of Whirlpool with other individuals and their seniors will consider for measurement.
The skill of bringing new ideas and suggestions for resolving any problem arising in the
organisation will improve their performance level. Making judgements regarding various
situations and circumstances happening in the organisation develops the performance levels of
an employee of Whirlpool.
These approaches are used for measuring and monitoring performance of employees who
are working in Whirlpool. From this measurement, necessary steps which are need for
improving employee’s performance are identified.
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CONCLUSION
From the above study professional skills, knowledge and behaviour which are required
by an HR consultant of an organisation have been concluded. Furthermore, a complete personal
audit of HR manager of Whirlpool for identification of appropriate knowledge and skills for
developing a professional development plan have been described. The above report has also
explained the differences between organisational and individual learning, training and
development along with the need for continuous learning and professional development. From
the above report contribution of HPW towards competitive advantage and employee engagement
have been concluded. Furthermore, the evaluation of different approaches to performance
management have been described.
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Illustration 3: Approaches to performance management
(Source: Performance Management, 2017)

REFERENCES
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