Report: Developing Individuals, Teams, and Organisations at Whirlpool

This report delves into the critical role of Human Resources in fostering the development of individuals, teams, and the overall organization, using Whirlpool as a case study. It begins by outlining the essential knowledge, skills, and behaviors required of HR professionals, followed by a discussion of personal skills audits using SWOT analysis to identify strengths and weaknesses. The report explores the organization and individual learning, training, and development initiatives. It emphasizes the need for continuous learning and professional development to drive sustainable business performance, highlighting the benefits of such programs. Furthermore, the report examines how high-performance work (HPW) contributes to employee engagement and competitive advantage, concluding with an overview of different performance management approaches and their impact on HPW and commitment within Whirlpool.

DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Professionals, knowledge,skills and behaviours that are required under HR Professionals..1
P2 Personal skills and audit to identify the knowledge, skills and behaviours......................3
LO2..................................................................................................................................................4
P3 Organise and individual learning and training and development......................................4
P4 The need for continuous learning and professional development to drive sustainable
business performance ............................................................................................................5
LO3..................................................................................................................................................6
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within Whirlpool or any other organisation......................................6
LO4..................................................................................................................................................7
P6 Different performance management approaches & their impact on HPW & commitment at
Whirlpool:...............................................................................................................................7
Conclusion:......................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
In respect to organisation both the individual and teams plays down an essential role. It is very
important for the business that both the team and individual carried down the activities and
performing their functions on a right track. The company can raise down its objects only when
they having the different individual and all of them conduct their working with great
responsibilities and authorities. It is necessary for the company having values and commitments
and company should also have the ability to fulfil those promises and commitments(Armstrong,
2016). It is essential for the organisation to follow down communication channel properly so that
activities can be conducting with more smooth manner. The present report is based on the
Whirlpool which is a multinational brand in world of electronics items and having headquarters
located in US. This report also tells about the individuals and team and how there are working
for achieving its growth and development.
LO1
P1 Professionals, knowledge,skills and behaviours that are required under HR Professionals
1. Knowledge:
 Knowledge of English-In cited organisation it is essential that candidates should have
knowledge regarding the English language such as its meaning, grammar, spelling so that
any mistake not arise while doing any conversation.
 Customer's service-In whirlpool every individuals and departments is working in
effective manner so that customers gets satisfaction in terms of quality regarding the
product and services.
 Management-The business and management are working effective manner and always
creating plans and implement it while performing work and taking the next step.
 Personnel and human resources- They are having the knowledge regarding the
recruitment and selecting the appropriate candidate for the job and also conducting
various trainings programmes in that field and also provide certain benefits to individuals
and appraised them regarding their working(Bolman and Deal, 2017).
 Knowledge about company-Knowledge about the cited organisation and their system.
2.Skills:
 Coordination-The HR coordinate their working with other individuals by way of effective
communication and also take actions.
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 Speaking-The HR also having the ability of speaking so he should be a good speaker.
 Good listener- The HR should having the ability to understand the things what the people
said and also provide appropriate solutions to them in context to their problems.
 Decision making:The HR should also have the ability to take the decision according to
the different situations and also considering out the costs and its related factor while
taking appropriate decisions.
 Time management-He should have skill to manage the time of others as well as their
own.
 Active learner-He should be an active learner and should understand the mistake that
been made in past should not arise in present or future.
 Instructing-He should be a good instructor and teacher so that they can teach the others to
perform down work.
 Monitoring-He evaluates the performances of other individuals and take improvement
measured for correcting the action.
3.Behaviours:
 Self control-The emotions plays no role in their working and he should have an ability to
control the situation related to anger and aggressiveness and should work and his
behaviour should remain same while conducting work in critical situations(Ford, 2014).
 Innovative:He should be innovative and develop their thinking and have appropriate
solution ad approaches to deal with different problems.
 Independence:Independently working and should not depend on others.
 Leadership:Take down charges and provide opinion and direction I related to work
problems.
 Credible activists:The HR should having the skills to understand the things and situations
that arising and performing their functions accordingly as per the commitments that he
made at the time of appointment.
 Technology:He should always take care about the technology that his organisation is
using in conducting work and always take decision to bring down advance technology in
the organisations in order to conduct down work with more productive manner. He
should replace time to time so that operations can be conduct in a efficient manner
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P2 Personal skills and audit to identify the knowledge, skills and behaviours
The SWOT analysis is a process through which the knowledge, skills and behaviours of the
individuals is identified(Glaister, 2014). This process helps me a lot to identify down my
strengths and weakness and also telling me that what are factors are essentially required to
improved my skills.
STRENGTHS
 This process of development helps down lot in improving my knowledge and also
enhancing my skills.
 It also develops down the communication process and also made it effective.
 It also helps me a lot in developing my personality.
 It also teaches me about the time management process ad through that I able to complete
my work within the time frame.
 Through that I also evaluate my skills.
WEAKNESSES
 The weakness which I am still working on is decision making process.
 It taking down large time to solve down the smaller problems and sometimes not able to
provide complete solution to that regard.
 It also increasing down the changes of risk under the management.
 IT structures is not effective and conducting their functions inappropriately.
OPPORTUNITIES
 This process helps down the organisation and also improve the globalisation process.
 The various programs and conferences are conducted by the organisation in order to
develop down the skills under employees.
THREATS
 The increasing in competition in market is a threat for them.
 The changing takes place under demographic conditions related to taste, fashion and
preferences is also a threat(Goetsch and Davis, 2014).
The SWOT analysis process helps me in lot in enhancing my skills and also telling me about my
strengths and weakness and I am still working on my weakness and will try to overcome shortly
and also helping me in develop my professional career.
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LO2
P3 Organise and individual learning and training and development
In each and every organisation is focus on the learning because learning help to the development
in the organisation. Whirlpool company will be focus on the learning because it helps to each
and very members in the organisation. Learning inculcated all the activity about the organisation
learn each and every employee in the organisation. In each and every organisation is focus on the
different part in the organisation. In organisation learning inculcated are as follows :-
Organisation learning :- In organisation there will be focus on the overall organisation. In
organisation learning inculcated to learn each and every organisation remember at a time to
the changes in the organisation(Marsick and Watkins, 2015). In organisational learning is
very important to help each and every employees in the organisation to guide about
organisation overall structure.
Individual learning :- In individual learning is focus on the only one person will learn in the
organisation. It is type of training in the organisation. It will focus on the different path in
the organisation. This type of learning is very important to solve any problem in the
organisation. In the individual learning there will be focus on the only one person at a time
of new join in the organisation. In the individual learning can do to learn complete polices
and procedures of the organisation. An individual learning is a part of training as well. In
the case of individual learning there will be focus on the single candidate at a time of
learning in the organisation. All such kind of activity are to be involved in individual
learning.
Training :- It is most important part in the organisation and whirlpool organisation is focus on
training in organisation. In each and every organisation human resources' department
provide training to new employees in the organisation(Megginson and Whitaker,2017). At
the time of training there will be focus on the new employees and guide about the work in
the organisation. Human resource department will be focus on the to learn each and every
thing in the organisation before start a job in the organisation.
Development :- In each and every organisation is focus on the different aspects of development.
Training is a part of development, if employees provide at the time of training period this
will helpful to the organisation at the time of future development in the organisation.
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P4 The need for continuous learning and professional development to drive sustainable business
performance
The learning and professional development programs helps an organisation to increase the
performance and productivity. Every business and the individual working in an organisation
needs training and development to improve his or her skills, knowledge and techniques. This
helps to achieve the personal as well as the organisational goals(Mone and London, 2014). There
are various benefits of continuous learning and development programs in an organisation as
follows -
2. Increasing the loyalty from the employees – The employees feels happy and satisfied
with their particular jobs when the employer care about their personal objectives and
goals beyond the organisation. Various development programs helps the younger and
new comers to get new heights in their careers and job roles.
3. Improved Retention rates and enhanced productivity – As the demand of continuous
shifting business environment is high, the organisations no longer feels responsible for
their employees or workers. The employees need to switch their jobs from one company
to another frequently. The continuous training and development programs helps in
improving the retention rates which helps in hiring and keeping the high skilled
employees which leads to the increase n effectiveness of the organisation.
4. Retaining talented employees – Employees with high skills, knowledge and techniques
are the key elements in the achievement of goals and objectives within an organisation.
The employees often gets unsatisfied and lose their interest in the jobs due to the lack of
opportunities and growth, Employees needs to achieve high quality training and
development in order to improve the skills and knowledge(Monks and et. al., 2013). The
employees learn many positive elements from the learning and development programs .
They further focus on these learning in their future careers and jobs.
5. To help and employees is better than replacing them – This benefit of the learning and
development program states that hiring a new employee, training them from zero and
then assigning the jobs to a new employee is a loss of time as well as economy, as
recruitment process is not so short and easy. Instead of replacing an existing employee,
training or developing him or her is far more easy and cost effective. The training and
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development programs is just a technique to sharpen and improve the skills or knowledge
which already exists in an employee.
The learning programs has a positive impact on both the employees and the organisation in
various ways which are -
6. By supporting the knowledge of a team as well as providing proper solutions to the tricky
issues and problems.
7. Organisations that focuses on the continuous learning and development programs attracts
the key players of the industry in a effective manner.
8. In order to achieve new challenges and goals in a marketplace, an organisational need
practice the learning and development programs(Reynolds, 2017). It helps the employees
of the employees to adapt the changes in the business environment with efficiency and
confidently.
These needs of the learning and training programs determined that how these programs are
important for an Organisation and the employees in achievement of individual as well as orgaal
goals.
LO3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within Whirlpool or any other organisation.
According to China Gorman, CEO at Great Place to Work, “As companies grow up and
the war for talent step up, it is more important that training and development are not only
competitive, but are supporting the organization on its defined strategic way.” And it’s not just
about holding. Employee training and development directly impact your bottom line. The most
intelligent companies hire on future success and heavily weigh personality when determining the
most apt employees(Moon,2013). A high power worker is full of qualities which make him
different from the other employees. In case of employee engagement if a high power worker join
the community then it will be always helpful for Whirlpool. The qualities of a high power
worker which he shares with the Whirlpool team members will help them to understand new
things. They will also observe the knowledge provided by HPW. He is capable of checking all
the procedures applied by the employees. How they are working thus their work is sufficient for
the achievement of Whirlpool goals. He can change anything according to the need which may
include employees, production, plans, ideas etc. which increase the product quality, employee
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performance in Whirlpool. Additionally, through task delegation, HPW and employees are able
to complete more work effectively and within a shorter period.
Both employees and HPW have the duty of business developers. This means that they
have the duty of growing the Whirlpool, specially in case of profitability. Employees well get a
guider and under his guidance they will work properly.
HPW necessary measures to ensure that the requirements of this Act are complied with by every
person in his occupation or on rights under his control where plant or machinery is used.
HPW will tell employees what he is going to cover. Introduce his session with a brief overview
of the training subject’s main points. This will inspire employees to work towards their
individual goals. WHIRLPOOL has a benefit of contribution providing by the HPW to
employee engagement is the firm can raise its production as well as the profit ratio. The
employees will improve and should get promoted while firm brings fresh employees on the
train(Ohanga-Too, 2014). The overall conclusion is HPW contributes his Good communication,
knowledge, experience, patient, narrow thinking, creativities etc. while employee engagement
learn new things and the Whirlpool will compete to the other companies and increase its
goodwill.
LO4
P6 Different performance management approaches & their impact on HPW & commitment at
Whirlpool:
Performance management plays a crucial role in the ensuring of High performance
working (HPW) & employees commitment in an organisation. At Whirlpool, these factors will
have an importance to see the better productivity of the company(Seuring,2013). Some basic
practices or approaches to work on performance management are:
Creating a clear job description plan: The HR department of Whirlpool will look after that the
employees or the work force has the correct information about its job on which they are
hired. This will clear any sort of doubts & thoughts in the employees mind, regarding any
sort of confusion. Also, it will make clear to the employee what he has to do in his provided
job.
Recruitment of most efficient employees: Once, the job description is made clear to the
employees, the HR department will conduct the recruitment process. They will do the
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interview process & will select the best employees who will meet the requirement criteria of
Whirlpool. It will also make the employees more precise & particular about their job &
eligibility
Orientation of new employees: After the selection process has been held & the employees are
been hired, the HR department of Whirlpool will conduct an orientation or introduction
session for the employees to make them more aware about work environment & culture of
the company to tell them about the HPW in company.
Regular trainings & assessments: This approach will give the employees an exposure to
modern techniques & job practices improving their self confidence & self motivation level
giving them a job satisfaction & encouragement to work with commitment.
Providing appraisals & rewards: The HR Department of Whirlpool will also look after that the
deserving employees are been provided with the rewards in form of incentives, appraisals,
appreciation & promotions(Woodcock,2017). This practice will ensure that workers are
performing well, will give rise to a healthy competition among each other & will motivate
the employees to go for HPW with more dedication & commitment towards the
organisation. Also, it will give employees a sense of belonging in company raising their
loyalty.
Conclusion:
Hence, after conducting this research, we can explain the importance of appropriate &
professional knowledge kill sets & behaviours that are required by a HR professional at
Whirlpool. The ability to manage & drive the work force or, the human resource of the company
is very vital for better organisational functioning & better productivity & profitability of
company. Also, we will perform an assessment of various skills sets, knowledge & behaviour for
professional development at Whirlpool. It will help us to develop a deep understanding about the
job culture & work environment at Whirlpool. Apart from this we learned about the importance
of organisational & individual training to improve the skill set of employees & ensuring better
team building approach.
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REFERENCES
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Armstrong, M., 2016. Armstrong's Handbook of Management and Leadership for Hr:
Developing Effective People Skills for Better Leadership and Management. Kogan Page
Publishers.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Glaister, A. J., 2014. HR outsourcing: the impact on HR role, competency development and
relationships. Human resource management journal. 24(2). pp.211-226.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Marsick, V. J. and Watkins, K., 2015. Informal and Incidental Learning in the Workplace
(Routledge Revivals). Routledge.
Megginson, D. and Whitaker, V., 2017. Continuing professional development. Kogan Page
Publishers.
Mone, E. M. and London, M., 2014. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Monks and et. al., 2013. Understanding how HR systems work: the role of HR philosophy and
HR processes. Human resource management journal. 23(4). pp.379-395.
Moon, J. A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Ohanga-Too, A., 2014. PROFESSIONAL DEVELOPMENT PLAN.
Reynolds, M., 2017. Organizing reflection. Routledge.
Seuring, S., 2013. A review of modeling approaches for sustainable supply chain
management. Decision support systems. 54(4). pp.1513-1520.
Woodcock, M., 2017. Team development manual. Routledge.
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