Whirlpool: Report on Developing Individuals, Teams, and Organisations

This report analyzes the development of individuals, teams, and the organization within Whirlpool, a major home appliance company. It begins by identifying essential professional knowledge, skills, and behaviors for HR professionals, including contract law, communication, problem-solving, ethics, and confidentiality. A personal skills audit is then used to assess strengths, weaknesses, opportunities, and threats, with a development plan addressing skill gaps. The report differentiates between organizational and individual learning, training, and development, highlighting the differences in scope, rigidity, and timeframes. It emphasizes the need for continuous learning and professional development, and explores the contribution of High-Performance Work Systems (HPWS) to employee engagement. Finally, it evaluates different approaches to performance management, providing a comprehensive overview of key concepts and strategies for organizational improvement. The report provides a detailed analysis of skills and techniques required for effective management and organizational development.

Developing individual, team and
organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviour...........................3
P2 Analyse the personal skills audit to identify appropriate knowledge, skills completed
personal and behaviour...............................................................................................................4
TASK 2............................................................................................................................................6
P3 Difference between organisational and individual learning, training and development........6
P4. Need for continuous learning and professional development...............................................1
TASK 3............................................................................................................................................1
P5 Demonstrate understanding of how HPW contributes to employee engagement..................1
TASK 4 ...........................................................................................................................................2
P6 Evaluate different approaches to performance management.................................................2
CONCLUSION................................................................................................................................5
REFERENCE...................................................................................................................................6

INTRODUCTION
Developing an individual and team is important for every organisation to gain
productivity and profitability both in context with the growth of an organisation. There are
various method and concept by which skills, knowledge and behaviour of an individual can be
improved to enhance the productivity and effectiveness of an organisation. The current scenario
of such has become a huge challenge for companies to overcome in order to the survival of an
organisation. This report is being carried on well-known Whirlpool Company which deals in
home appliances, laundry, and cooking and owner centre and headquartered in London, United
Kingdom with 92,000 employees currently working in it. (Anitha, 2014)
This report will discuss about the adequate and professional skills and knowledge
required by HR professional of Whirlpool to handle any issues or problems. It will also disclose
about individual learning with organizational change management and also training and
development to an individual and team.
TASK 1
P1 Appropriate professional knowledge, skills and behaviour by the human professional
HR professional is the key managerial personnel who takes care of workforce regulation,
their training & development and other related activities. In the recent period, brief research
study has been happened to answer about the requirement of skills and traits in context of HR
professional of the Whirlpool. There are various professional knowledge, skills and traits which
the HR professional should consists of. In context with Whirlpool, it is necessary that HR
executive should be well equipped with perfect competencies and knowledge to perform their
job. The explanation are as follows:
Knowledge: In context with Whirlpool, knowledge of the HR professional are as follow:
Contract law: HR professional of the Whirlpool should pursue knowledge regarding
conducting lawful compliance, agreements between employer and employee and contracts
regarding effective job and work conduction in an organisation. HR person should respond over
and gain these information and knowledge time by time.
Training & development techniques: This relevant knowledge is one of the main
assigned function of Whirlpool’s HR personnel. In this, HR should be
Skills:

Communicate: HR professional of Whirlpool limited should versed and equipped with
communication and other interpersonal skills. This is why because HR person is the key
individual who hire and train particular employee and make them capable of being achieve the
organisational goals and targets.
Problem solving: There are always some consequences when HR needs to act and lead as
person whose roles and responsibilities is to solve issues and conflicts in an organisation. In
Whirlpool, grievance and conflict management is pre-requisite to create healthy and suitable
environment.
Behaviour:
Ethics: Internal environment of the Whirlpool is very ethical and well-served with the
code of conduct. In every organisation, Ethical & Code of conduct and its influence is important
and required in the company. In Whirlpool, ethical conduct would be helpful in bringing and
maintaining decorum and accountability in an organisation.
Confidentiality: Protection of valuable data such as employee information, data and also
their personal knowledge is important to be taken care and protect to maintain their interest and
belief in an organisation. In Whirlpool, company needs to bring strategic regulation and policies
to protect confidence and trust of an employee.
P2 Analyse the personal skills audit to identify appropriate knowledge, skills completed personal
and behaviour
The strength and weakness of an individual's professional career can be best explained
with the help of personal skill audit. Personal skill audit helps to know about the scope of
improvement and development requires in the person or an individuals. It disclose the area in
which an individual is performing best and improvement is require or needful. Personal skill
audit helps in assigning the duties, roles and responsibilities to an individuals as well as team
work. In context with the Whirlpool, it will help the company to understand and analyse their
employee's requirement and steps towards various sectors such as project management, decision
making and human resource also. It will also helpful in disclosing the shared values, vision and
skills of an individuals. The strength and weakness in context of the self are as follows:
Strength: As the HR professional of the Whirlpool, I am very confident about my
knowledge, skills and behaviour which is enriched with my personality and attitude. Apart from

this, it is required that continuous learning and training would helpful in enriching it for the
longer period of time etc.(Maxwell, 2018).
Weakness: Apart from the strength, I am lacking behind proper knowledge and skills
sets such as contract and problem solving techniques. For this, proper and complete evaluation is
required to analysis the gap analysis and remedial actions for overcoming such issues.
Opportunities: The main opportunities here is the proper learning and knowledge
development in context with given skills and knowledge to enriched it for longer period of time.
Threat: The main threat is the lack of dedication and sincerity towards overall learning
process and individual as well as team development.
In order to ensure improvement and overcome of given weaknesses , I have developed
personal development plan to make correct my skills where I am lacking behind. It is a structure
which shows current and targeted efficiencies to find development opportunities in a particular
person.
Requirements Person
ality
skills
audits.
Gap analysis(Need to
improve)
Remedial action/Strategy Deadline
Knowledge:
Contract law 6.5 There is a requirement of
generating more
knowledge and
information regarding the
various regulation and
polices of contract act such
as information regarding
the women, child and
labour law.
The remedial action for
infilling such gap analysis such
as training and development,
classroom based assessment,
quizzes, test and other
evaluation for enhancing and
gaining more and more
knowledge to regulate work
accountability in the company.
1.5
months
continuo
us
learning
is
sufficient
Skills:
Problem
solving
6.0 Basic problem solving is
not sufficient and
Such kind of gap analysis
would be recovered by
2 months

adequate. It is required that
HR professional should
enriched with critical and
analytical techniques of
the problem solving and
negotiation power. HR
person should be
completed with high level
of problem solving.
continuous training and
development, classroom
method, case study and
simulation is very suitable for
this gap overcoming and
solution.
Behaviour:
Ethics HR person of Whirlpool is
lacking behind in
conduction of proper
ethics and code of conduct
to the employee as well as
other key managerial
person of an organisation.
Effective need of ethics
will be completed
practices and work.
Various training and
development such as complete
organisation awareness,
various ethical lessons and
practices is required for
enabling and bringing the
ethics, visionary power and
code of conduct in an
organisation.
TASK 2
P3 Difference between organisational and individual learning, training and development
Learning is defined as change and developing the knowledge according to the movement
in the past and current scenario and experience for the benefits of the company. Organisational
learning is the process of collective learning of an employee and other managerial person to
continue it with the purpose of enhancing the skills and abilities to achieve organize goals and
targets of an organisation(Longoni, 2015). Training and development along with the learning is

significant to apply on an individual as well as team and whole organisation. In context with the
Whirlpool, it is requirement for the company to discussion concept and difference between an
individual and organisational learning. The difference between both are as follows:
Basis Individual learning Organisational learning Training & development
Scope
It aims at
development of an
individual in respect
with skills,
motivation and
personality.
It aims at complete
development of an
organisation and revising
the structure to gain the
effectiveness and build
stronger position in the
market.
The main scope for T&D
is enabling maximum
development of skills and
knowledge in an
employee with continuous
training process.
Rigidity It is a flexible
process. This
learning allows an
individual to create
his/her own space
and approach of
learning an
development(A.,
Golini, 2014).
It is a rigid process,
where there is no freedom
to decide the learning
strategies and learning.
Upper management takes
the decision regarding
learning and development
of the knowledge and
skills.
It is both rigid and
flexible process. In this,
employer or trainer needs
to incur energy and invest
money in a entire process
and systematic
functioning of it.
Time There is no specified
time in an individual
learning as it is an
ongoing process
throughout the whole
life of an employee.
A particular point of time
say, days, weeks and even
month is required for an
organisational learning
and development of an
employee.
Requirement of time is
between 6 months to one
years in special case,
when company is
conducting a full-fledged
programme for
development and leaning
of detailed knowledge and
skills.

In context with T&D, training is conducted with the intention to motivate and establish
learning to particular team or group of person. Whereas development is mostly taken in the case
of individual learning and motivation. There is a exact difference between training and
development in context with the Organisational and individual learning are as follows:
Basis Training Development
Orientation It is a job based process. It is a career and life based process.
Aim It is aimed at enhancing the skills
abilities of an employee to perform
achieve the defined goals of the
company.
It involves the overall development of an
employee throughout his whole career
and life
Scope It consists of narrow scope and
requires the immediate action over
this for the advantage of the company
It is a wider concept which is a ongoing
process during the whole career and life
of an individual employee.
P4. Need for continuous learning and professional development
Continuous learning can be defined as process to grow own skills and knowledge by
observing others who are highly knowledgable and experienced in a particular field. Whereas,
professional development is the process of developing and improving the overall skills, talent
and knowledge of an organisation. Through this technique, less-skilled or fresher candidate can
understand how to work in professional manner as well as get familiar with working
environment also. In order to improve performance level of company every company seek to
give employment to fresher and experienced candidates both(Cagliano, 2014). In context with
Whirlpool, it has large working organisation where more than thousands workers are work at
same place. Therefore, to reduce skills gap between less and highly experienced employees, its
HR managers provide both personal and professional development training. It helps in gaining
high contribution of workers towards achievement of business objectives.
Honey and Mumford learning styles has been developed by peter honey and Alan
Mumford in 1986. They both has given separate learning styles such as activists, theorists,
pragmatists and reflectors. The explanation of all these learning styles are as follows:

Activists: Those individual who learns by doing. Activists needs that that they would get
their hand in filthy. They have receptive way to deal with learning, including complete and
inclination in new encounters. These learning activities can be brainstorming, problem solving,
group discussion and role play etc.
Theorists: These kind of learners get a kick out of the chance to comprehend behind the
activities. They require models, idea and truth with a specific end goal to participate in learning
procedures.
Pragmatists: These kind of individuals have the capacity to perceive how to put learning
into the practice in the present reality. In this, any kind of experiment over new ideas,
speculations and methods to check whether they work in their mode of actions.
Reflectors: These kind of individuals learn by watching and contemplating what happens.
They may abstain from jumping and prefers to watch from sidelines. These individuals are want
to remain in back and see encounters from various alternate points of views, gathering
information and using an opportunities to work with motive of suitable conclusion.
Sources: Honey and Mumford learning styles, 2017
There are various benefits of both continuous learning and professional development are
as follows (Schaubroeck, 2016):
Illustration 1: Honey and Mumford learning styles

Encourage problem solving: Continuous learning will help an employee to deal situation
such as problem solving and analysing. It consists of various techniques such as Simulation, case
study, real life situation etc. which will make clear understanding in the mind of a person to
solve the problem or critics accordingly. In context with Whirlpool, it will result helpful for the
company to implement given techniques to encourage problem solving(DeNisi, 2016).
Improved performance: Continuous learning will result in enhancing and improving the
performance of an individual as well as team work. This can be possible with the help various
activities conducted during the learning process such as high level performance, goal
accomplishment and lecture and class room training also.
Optimum utilization of resources: In context with Whirlpool, both continuous learning
and professional development is helpful in utilizing and promoting the actual skills, talent and
knowledge of an individual to gain and enhance maximum employee engagement and
competitive advantage in an organisation.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement.
High performance working is defined as practices that have been shown to improve an
organisation's capacity to effectively attract, select, hire, develop and retaining high performance
personnel. It is a kind of the process which creates system which provides action and
management practices which is responsible for an environment in which employee can involved
and take part in an organisational operation's. There are different ways which Whirlpool uses to
enhance high performance working of their employee such as open culture and environment etc.
Open culture means freedom of sharing an idea, opinion and view for the implementation of
better strategies and decision making(Smith, 2015).
It contributes in the process of effective decision making and strategic alliance policies
by the help of employee engagement ans competitive advantage in an organisation. Employee
engagement can be increased by open communication, trust, freedom of speech, enhancing an
individual participation in the environment of the Whirlpool. As a HR Professional, it is the duty
to make sure that every employee should be motivated and skilled in order to increase their own
productivity and effectiveness (C.W., 2015). In context with Whirlpool, there are various ways
by company can take advantage of the employee engagement and competitive advantage for

achieving the desired goals and objectives of the company. There are different ways through
which employee engagement and competitive advantage can be promoted and enhanced which is
as follows:
Open culture - This will enhance the power of openness ,motivation and confidence of
the employee and workers. In context with Whirlpool, it is important for the company to
implement open culture environment in which any employee can give suggestion, views, opinion
and guidance freely without any kind of restriction. It will enhance the High performance of an
employee as well as team work (C.E., 2014).
Team work - Team-work plays an important role in the collaborative working concept of
an organisation. In team building, employee's decides the task and work with the mutual consent
of each other. They work equally and collaboratively to complete each unit of target or work to
save time and cost on an every individual. Team building lead to the development of an
employee engagement and competitive advantage for the beneficial of the company.
Creativity and innovation - Use of creativity and innovation establishes base of various
opportunities to save time and cost for the completion of the task or goals for shorter period of
time(Ford, 2014). In context with the Whirlpool, application of use of creativity is important to
give new shape to the development and achievement of an organisation as well as individual
goals as well as targets. Creativity and innovation will create interest and confidence in the mind
of an employee and will invite more employee engagement and involvement.
For the Whirlpool, high performance working will enhance an individual as well as team-
building capacity to attain their responsibilities and duties to work effectively and efficiently for
achieving the desired goals and targets of the company.
TASK 4
P6 Evaluate different approaches to performance management
Measuring performance of an employee is the backbone and support of any organisation.
Business leaders measures employee's performance by evaluating their contribution for the
growth of the firm. It is required to measure the performance of an employee at the time of
appraisals and reward and incentives giving to the workers. In context with Whirlpool, It is
mandatory and important for the HR professional to analyse and apply various approach for

judging and evaluating performance of their workers. There are five different approaches in
regard with this matter which will suggest best suitable for the company are as follow:
Comparative approach - It involves ranking an employee's performance with other co-
employees in the group or single person. In this approach, individuals are ranked on the basis of
highest to lowest performers(Jiang, 2018). Enhancing top performance would be possible with
the help of proper training and guidance. Performance of an employee can be promoted to higher
managerial level position with the intention to increase productivity and efficiency of the
workers. In context with the Whirlpool, it is important for the company to use this approach to
achieve goals and profitability for the company.
Attribute approach - In this approach, employee are graded on the basis of specific set
of parameters namely: innovation, creativity, communication, teamwork and problem solving
skills etc. This approach will help in enhancing the skills such as interpersonal skills, analytics to
improve and increase the high performance culture. It tells about how an evaluator perceives the
behaviour and attitude of an employee for evaluating their performance. In context with the
Whirlpool, it is suggestible for the company to give preference to this approach for enhancing the
performance and effectiveness of them(Peng, 2011).
Quality approach - In this approach, more focuses lies on improving the customer
satisfaction and achieve high task performance and commitment. This approach is considered for
both person and system. Employer take regular feedback about the worker from their clients,
peer, managers and other related person's. This approach is mainly based on the Kaizan approach
for the improvement in the business process. The main advantage of quality approach is problem
solving through teamwork as well as individuals(Schaubroeck, 2017).
Collaborative approach - In this approach, collaborative working is always taken into
consideration for an achieving company's goals and targets. This proposed approach aims at
achievement and alignment of operational and strategic objectives in an organisation. Each and
every person in the collaboration should consists of accurate skills and abilities to perform tasks
and achievement of the strategic goals and targets. This approach will be useful for Whirlpool to
achieve their long term growth and stability.
Whirlpool uses collaborative approach to enhance the task performance abilities of their
employee in order to achieve high task performance and commitment.

CONCLUSION
From the above report, it is concluded that training and development of an employee is an
important pre-requisite for an organisation. An effective training will encourage an individual as
well as team to accomplish their targets and goals. This will also enhance the high performance
working of an organisation and employee engagement and involvement. Collaboration technique
is considered as the most effective tools for the measuring and evaluating the performance of an
organisation at the time of performance appraisal. Improvement in the skills such as time and
conflict management and leadership is very important for any employee to sustain and survive in
the organisation. Finally, it is important for every company to make aware their employee's best
of the skills to attain goals and targets effectively.

REFERENCE
Books and journals
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
63(3). p.308.
DeNisi, A. and Smith, C. E., 2014. Performance appraisal, performance management, and firm-
level performance: A review, a proposed model, and new directions for future research.
The Academy of Management Annals. 8(1). pp.127-179.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Jiang, J. Y. and Liu, C. W., 2015. High performance work systems and organizational
effectiveness: The mediating role of social capital. Human Resource Management
Review. 25(1). pp.126-137.
Kouzes, J. M., 2014. The Five Practices of Exemplary Leadership-Technology (Vol. 292). John
Wiley & Sons.
Longoni, A., Golini, R. and Cagliano, R., 2014. The role of New Forms of Work Organization in
developing sustainability strategies in operations. International Journal of Production
Economics. 147. pp.147-160.
Maxwell, J. C., 2018. Developing the Leader Within You 2.0. Harper Collins Leadership.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
Mone, E. M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
O’Neill, P., Sohal, A. and Teng, C. W., 2016. Quality management approaches and their impact
on firms׳ financial performance–An Australian study. International Journal of
Production Economics. 171. pp.381-393.
Pinjani, P and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual teams.
Information & Management. 50(4). pp.144-153.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Schippers, M. C., West, M. A. and Dawson, J. F., 2015. Team reflexivity and innovation: The
moderating role of team context. Journal of Management. 41(3). pp.769-788.
Sessa, V. I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
Online
Different approaches of measuring performance. 2017. [Online]. Available
through:<https://www.projectguru.in/publications/wp-content/uploads/2016/12/fig-1-2-
e1480933987611.png>