Whirlpool Developing Individual, Team and Organisation

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Added on 2020-11-23

Whirlpool Developing Individual, Team and Organisation

Added on 2020-11-23

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DevelopingIndividual, Team and Organisation

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Knowledge, skills and behaviours required by HR Professionals....................................1P2. Analyse personal skill audit.............................................................................................2TASK 2............................................................................................................................................5P3.Differences between organisational and individual learning, training and development.5P4. Need of continuous learning and professional development ..........................................6TASK 3............................................................................................................................................8P5 State how HPW contribute to employee engagement.......................................................8TASK 4............................................................................................................................................9P6. Various approaches for performance management..........................................................9CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12

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INTRODUCTIONDeveloping an individual or team is the responsibility of a human resource managerwithin an organisation. HR manager is accountable to perform various functions for determiningthe requirement of their team members and provide required training as well as sources toimprove their performance. This report is based on Whirlpool's case study which is an Americanmultinational organisation founded in year 1911. It manufacture and sell the home appliancesthrough out the world (Agarwal and Brem, 2015). This project elaborates various skills,knowledge and behaviour that a HR manager must have for achieving higher success. It alsocontain analysis of personal skill audit along with difference between organisational andindividual learning. Further, it also explain importance of continuous learning and contributionof HPW toward employment engagement as well as approaches to improve performance. TASK 1P1 Knowledge, skills and behaviours required by HR ProfessionalsAn HR manager has to carry out various operation for managing its workforce. Forperforming these operations, an human resources manager of Whirlpool is required to have anarray of skills and knowledges in order to deal with variety of situations (Skills All HR ManagersMust Have, 2018). This also help in resolving issues and conflicts which are faced by employeesat the time of their production process. It further help in identifying various factors that mayaffect the performance of employees and in formulating strategies to eliminate them. Followingare the skills, knowledge and behaviour that are required by HR manager of Whirlpool :-HR Skills:Communication:- It refers to the way of conveying message or information from oneperson to another through mutual understanding. Communication is consider as an mostessential skill of HR of Whirlpool which assist them in managing their operation andemployees effectively. HR Professional have to communicate with higher management,over to managers and their current employees in written, oral etc. Conflict management:- HR professional must have skill to resolves conflicts anddisputes that may arises at work place. Human resource officer of Whirlpool have tosolve variety of work conflicts in order to maintain the quality and efficiency at workingenvironment. So that each task can be performed effectively and on timely manner. 1

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Personnel management:- One of the major function of a HR manager is to manage thehuman resources of a company. So, it is very essential for a HR officer of Whirlpool thatthey must have skills and ability of managing their employees (Arbon, 2014). This willhelp company in retaining their skilled employees by making them satisfied about theirjob by developing a healthy and positive environment. Knowledge: Media and technologies:- HR manager must have a knowledge regarding the use ofvarious technologies and software that can be used to improve the performance andsimplify the operations of company. This help in managing the data and informationregarding the employees as well as trends prevailing in market. HR officer of Whirlpoolis required to have a deep knowledge about various sources of media which they can useto interact with their target audience.Laws and regulations:- It is very essential for an HR Officer of Whirlpool to have aknowledge about the various laws and regulation for operating business legally. Theymust ensure that whether company is following all laws and regulations which arerequired to be compel for avoiding any legal compliances. Behaviour:Decisive thinker:- HR professional always faces a situation where they have to weigh outthe information and take a decision. So being decisive thinker help an HR officer ofWhirlpool in performing their operations effectively and much more quickly. The abilityto evaluate tangible and intangible data converting it into useful information and actdecisively is a very essential behaviour which contribute toward greater success. Collaborative:- It refers to a behaviour through which a HR manager can workeffectively with a number of people both inside and outside the organisation (Bolden andet al., 2015). This help Human resource officer of Whirlpool in developing a coordinationamong employees which further assists in increasing effectiveness and productivity ofcompany. P2. Analyse personal skill auditSkill audit refers to the process of determining the skills and ability that an individual orgroup have as well as skills that they require for improving their efficiency. Personal skill auditrefers to the evaluation of a person's strength and weaknesses for determining their skills and2

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