Individual Development and High Performance at Whirlpool

This report provides a detailed analysis of individual development within the context of Whirlpool, focusing on the critical role of HR professionals. It begins by outlining the essential knowledge, skill sets, and behavioral traits required for HR professionals, emphasizing the importance of organizational skills, multitasking abilities, and strong communication. A personal skills audit is then presented as a vital tool for assessing and planning professional development, highlighting the processes involved in identifying strengths, weaknesses, and areas for improvement. The report also distinguishes between individual and organizational learning processes, underscoring the unique characteristics of each and their respective contributions to employee and organizational growth. Furthermore, the report explores the impact of High-Performance Work (HPW) systems on employee engagement and competitive advantage. Finally, it examines various approaches to performance management and their influence on fostering a high-performance culture within the organization. The report concludes by synthesizing the key findings and emphasizing the significance of continuous learning and development in enhancing both individual and organizational effectiveness.

DEVELOPING
INDIVIDUALS

Table of content
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
LO1..............................................................................................................................................1
P1. Knowledge, skill sets and behaviour traits required by HR professional at Whirlpool........1
P2. Personal Audit of skill sets to identify appropriate knowledge, behaviour and skill sets for
professional development plan....................................................................................................3
LO2..............................................................................................................................................4
P4. Need of continuous learning process and professional development....................................5
LO3..............................................................................................................................................7
P5.Contribution of the HPW in the employee engagement and its competitive advantage........7
LO4..............................................................................................................................................8
P6. Different approaches of management and their impact on High performance culture.........8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
As the individual employees work as the blood and soul of the organisation, their
appropriate development is very crucial and important. The development or the training
process that is required for improving the work performance of the individual is been
looked after the HRM department of the company. The Human Resource management
will look after the recruitment, training and duty allotment process of the employees or
the work force. The organisation taken in context for the analysis in the report is
Whirlpool. It is an American multinational corporation, working in the electronics
manufacturing sector (Davis and Davis, 2017). This report will cover the details of the
knowledge, skill set and behaviour of a HR professional at Whirlpool, along with the
personal skill audit. Along with it, differences of training processes and need of
continuous learning process will be discussed. Also, the importance of HPW and various
approaches of performance management will be considered.
TASK 1
LO1
P1. Knowledge, skill sets and behaviour traits required by HR professional at Whirlpool
The HR professional plays very crucial role in the conduction of the services or the
functionality of the organisation like Whirlpool. His knowledge, skill sets and behavioural traits
will play a crucial role in the determining the work efficiency of his employees. He will use this
knowledge and skill sets effectively to manage hi work (Cropanzano, Dasborough and Weiss,
2017). Some skill sets and behavioural traits along with the knowledge that are been required by
HR professional at Whirlpool are:
 Organisation: The HR professional must have the through knowledge of the
organisation of its resources available to him. The effective organisational skills will
help the HR professional to manage its work in very efficient manner. Besides this, it
will help the Whirlpool to carry out the recruitment processes of the new employees.
 Multitasking: The HR professional is required to manage multiple task simultaneously
in order to get the tasks or the job done properly at Whirlpool. He will not only conduct
interview and recruit the employees, but will also provide the new recruits with
important work exposure and details of company.
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 Dealing with issues: The HR professional is required to deal with any sort of
interpersonal or interdepartmental issues that arises while working at Whirlpool. The HR
professional must be able to handle any sort of differences that can appear during work
process at Whirlpool which can affect its overall performance.
 Negotiation: A HR professional must have good knowledge and skill to negotiate with
others, especially the employees. The negotiation will help the HR professional to
choose between the right and wrong demand of the employees and how to handle them
effectively in order to conduct the services and functionalities effectively at Whirlpool
(Nath, Shope and Koch, 2017).
 Communication: It is the core skill which is required by the HR professional working at
Whirlpool. The communication process or skill will not only help the HR person to
interact with employees and others to determine their problems or issues but also, ensure
that the responsibilities and duties are been effectively allotted to the employees.
 Problem Solving: The HR professional must also has a problem solving approach and
outlook in order to resolve any sort of problem that can occur while functioning at
Whirlpool. They will look after the smooth operations at the organisation and try to
remove any problem that can occur while functioning.
Besides this the Behaviour of the HR professional will also play a crucial role in his success. A
HR professional will treat all its employees equally without any sort of discrimination. Also, he
will be humble and negotiable to avoid any sort of conflict or differences at Whirlpool. Along
with this, the HR professional should have the sound knowledge about the field and how to
tackle the demands and requirements of the employees or the new recruits. Along with this, the
responsibility of the HR professional is to arrange and provide the employees with the
appropriate training and knowledge so that it can work efficiently on the job at the organisation
and perform better. Also, the HR professional should keep himself upgraded to the latest trends
and practices that are been adopted by the employees or the organisation. This will help the HR
professional at Whirlpool to improve their work processes and implement the latest technologies
and services so that they can meet the requirements of the job as well as the customer
satisfaction.
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P2. Personal Audit of skill sets to identify appropriate knowledge, behaviour and skill sets for
professional development plan
A Personal Audit is a very special tool that is been used by the HR professionals to study
the Human Resource at an organisation. In this audit, the independent survey is been conducted
to identify the conditions and their appropriate solution to increase the overall work quality and
effectiveness of the individual or the organisational unit in a company (Cropanzano, Dasborough
and Weiss, 2017). It helps in identification of the important factors and skill sets and how to
adopt them in a effective way to increase its potential and help in growth of the company. The
personal audit helps the HRM to distinguish the abilities of its employees and identify the factors
that help them to look after their training process. The personal audit helps the HR professional
to build a better relation with its employees.
The personal audit consists of the following factors or traits that are been taken into
consideration:
 Personal processes that guide the productivity and functionality of the Whirlpool. They
will look after that the interdepartmental processes are been held and practised in a better
and efficient manner.
 Improving the conditions of the HRM at Whirlpool which helps the improving of the
work conditions in the organisation and provide them with a better work condition (Dong
and et.al., 2017).
 Enhance the level of capabilities and skill sets that will help the HR professional to
improve their work quality and meet the job requirements of the job.
 It helps the HR professional to assess and plan the appropriate training and enhancement
of the skills to improve the productivity of Whirlpool.
 Personal audit helps the HR professionals to make the appropriate and efficient use of the
resources available and implement them effectively for the processing of the company.
 It will also help the HR professionals to allot the duties and services efficiently and
effectively to their employees and guide them how to meet the tasks or jobs requirements
and how to achieve the target.
The personal audit helps the HR professionals to make the best out of the available resources and
to identify the suitable employees for the job and provide them with the appropriate training or
skill sets so that they can meet the job requirements and improve overall productivity and
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profitability of Whirlpool. The organisational audit helps the employee to work in a more
efficient and meet the requirements of the processes and the functionality of the company. This
will help the HR professionals to identify the strengths and weaknesses of the organisation as
well as the employees so that preventive and appropriate measures can be taken at Whirlpool.
This will also help the HR professional at the company to make the efficient plans and take the
suitable decisions to make the Whirlpool perform well and improve the graph of its productivity
in the market. Also, this approach helps the HR professionals to assess the scope of work at
company and identify and recruit suitable employees for the task (Cropanzano, Dasborough and
Weiss, 2017). It will also help the HR professional at Whirlpool to motivate and guide their
employees to meet the customer’s requirement and the satisfaction level. This will help the
company to meet the market requirements and draft an efficient plan to meet it in a very effective
way.
The personal Audit will include:
Personal development plan
Priority Traits and skills gained Time taken
1st priority Good communication skills,
problem solving skills and
negotiation skills.
1 month
2nd Priority IT skills, operational skills,
Time management, planning
of the goals and objectives
15 days
3rd priority Motivation skills, assessment
of customers needs and
demands, managing effective
execution of business
activities.
1 week
LO2
P3. Difference between the individual and organisational learning processes
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The learning process is very essential, not only to meet the skill set and knowledge
requirements of the employees as well as the organisation. The individual and organisational
learning process is very important to assess the work capability of the employee as well as the
organisation. Besides this, the learning process helps to develop a better understanding regarding
the job and will also act as a catalyst to build a better understanding among the employees and
the Whirlpool. But, the individual and the organisational learning process is a vast different
process. The difference between the individual and the organisational process is:
Individual Learning Organisational Learning
The individual learning is been held by and for
an individual on the personal level.
The organisational learning process is been
held on a company level for a group of people
or the company as a whole.
The individual learning is been implemented
for the help of the individual employee and
increase its skill sets and knowledge.
The organisational skills is been practised to
provide the enhancement to the skills sets and
knowledge of the group of people or a
department at Whirlpool.
The individual training process is quite
economic and less time demanding.
The organisational training process is quite
expensive and time dependent to conduct.
Individual learning process can include the one
to one interaction between the employees and
the HR professional at Whirlpool.
The organisational learning may include one to
many or many to many communication
processes between the departments of the
Whirlpool.
Individual learning provides with the personal
development of an individual employee.
Organisational learning provides the scope of
the overall development of a department or the
organisation.
Apart from this, the individual process is
provided to an employee of higher rank or
level to improve his skills of management in
the company.
The organisational leaning helps a group of
employees or an organisation to improve its
functionality to get a better profitability and
improve the work processes at Whirlpool.
It can be said that the individual learning process can be integrated as a part of the organisational
Learning process as the individual will make the part of the group or the departments which will
be working for the productivity of the Whirlpool. Besides this, the learning process will also lead
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to build a better bond between the employees and the organisation. Also, it will help the
company to adopt an efficient work process and better the work environment at the Whirlpool.
This will make the employees work better, helps HR professionals to take appropriate decisions
and attain the sustainable customer satisfaction level which will help the Whirlpool to achieve a
better market share and build a goodwill and brand image(Davis and Davis, 2017). Also, it will
help the HR executives or the professionals to motivate their employees to work better and meet
the targeted goals. The learning process will improve the overall work performance of the
employees and meet their targets. Also, it will give the company the essential exposure to the
latest and updated learning processes and techniques, ongoing in the market. Besides this, the
learning process will help the HR professionals to increase their work efficiency and skill sets to
meet the job demands and requirements of the organisation.
P4. Need of continuous learning process and professional development
The employees along with the HR professionals of the Whirlpool will look after that they
are been constantly in the learning process along with the personal and the professional
development process. This will ensure a better work process and will help the company to meet
the customer’s requirement. The constant learning process will help the employees to keep their
skill sets up to date and get the appropriate knowledge about their work. Besides this, it will help
the employees to work in a better organisational environment (Shah, Irani and Sharif, 2017). The
HR professionals at the Whirlpool will work for the better work conditions and meeting their
targets to achieve a better customer satisfaction level. The professional development will help the
employees to develop better work skills that will help them to thrive in the market. This will also
provide the employees with a confidence and attitude that is very necessary to work in an
organisation. A well-equipped and good skilled employee will contribute in the growth of the
company and will work accordingly to enhance its work performance and productivity
(Mendenhall and et.al., 2017). Apart from this, it will help the HR executive or the professional
at the Whirlpool to develop a better method to train and motivate the new recruits and the
employees of the company.
The continuous learning process ensures that the employees or the human resource of the
Whirlpool is well equipped with the knowledge and skill sets that will help them to meet the
requirements of the customers. Apart from this, the continuous learning and professional
development process will also provide the employee with an internal satisfaction in regard to
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their work. The employees will be more confident and certain about their work and skill sets and
will give their full effort to meet the job requirements of the company. The employees at
Whirlpool will be updated with the latest market trends and the technological up gradations that
will help the company to get the appropriate and detailed ideas about the skills and efficiency of
their employees and plan accordingly to get a better share of profit. It will give the HR
professional a detailed idea about the requirements and demands of the employees or the human
resource of the Whirlpool. This will help the company to provide the employees with the
appropriate training and knowledge to perform better at their job. The company will be able to
provide the employees with a better work environment and conditions which will improve their
productivity and job efficiency. Besides this, it will also help the company to adopt newer
techniques and measures that will promote the growth and better profitability of the company. It
will also increase the level of understanding and promote better team building efficiency at the
organisation (Davis and Davis, 2017). It will help the company to meet the growing demands
and requirements of the customer’s and meet them in an efficient and effective way. In addition
to it, the measures will help the HR executive or professional in motivating and helping their
employees at Whirlpool to meet their targeted goals. The continuous learning process will
increase the working skill set and knowledge of the employee. This will provide the employee
with a job satisfaction and confidence which will contribute in enhancement of the overall
personality of the employee at the company.
LO3
P5.Contribution of the HPW in the employee engagement and its competitive advantage
At an organisation or company like Whirlpool, the importance of High Performance
Working (HPW) can’t be denied. The High Performance Working helps the employees to meet
their targeted goals and contribute in the better growth and development of the individuals as
well as the organisation (Dong and et.al., 2017). The High Performance Working will contribute
in company’s growth in many ways and will provide the employees with the appropriate idea
about their capability and scalability to perform a task. This approach will give the HR
professional at an organisation a better idea about the skill sets and work efficiency of the
employees or the human resource and how to ideally utilize them to achieve the better market
share and profitability and meet the task requirements of the company in a better way. The High
Performance Working is the result of the continuous result of better work practices and
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consistent implementations of the practices and measures that are been taken into consideration
by the company to ensure a better work environment and profitability. This process will help the
company to device a better work plan to carry out their tasks and functionalities and work
accordingly to meet the operational requirements of the company. The High Performance
Working will make the company to plan for the better achieving of the goal objectives and
meeting the customer’s requirement. The company will come up with a process to develop a
better working condition for its employees which will provide them a better job satisfaction
level. Besides this, the High Performance Working will provide the HR professional with an idea
to build an efficient team and work accordingly to meet the company’s targeted goals. The HR
executives at Whirlpool will help in determining the meeting of the company’s goals by
developing a better and efficient team that will work efficiently and effectively to meet the
project or the task requirement of the company.
Besides this, the High Performance Working has a competitive advantage too. As the
efficient team will be built in and the job is been carried out effectively, it will give rise to the
productivity and work efficiency of the company as compared to its competitors. This will prove
as a major advantage for the Whirlpool over its competitors in the market and will help the
company to get a better market share and growth (Wehrmeyer, 2017). It will ensure that the work
is been done in very effective manner and the company is achieving a better profit margin in the
market. The better High Performance Working practice will cause the company to meet the
customer’s requirement and also work accordingly. The organisations like Whirlpool will adopt
the latest technologies and work methods to ensure a better revenue generation from the market.
Also, it will provide the company with a better return of investments and meeting the customer’s
satisfaction level. The satisfied customer will maintain their loyalty towards the products and
services of the company and thus will provide the company with a better market share (Nath,
Shope and Koch, 2017). This will help the company to work accordingly and gain a better
market competition growth as compared to the competitors of Whirlpool.
LO4
P6. Different approaches of management and their impact on High performance culture
While functioning in an organisation, various measures or approaches are been taken into
consideration to improve the overall work performance of the company as well as to provide the
company with High Performance Working. This approaches are been taken into consideration to
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provide the customer with appropriate product or services and ensure their satisfaction level. In
such case, the following approaches are been taken into consideration. These approaches are
been taken into consideration at Whirlpool to get the work done in an efficient and effective way.
 Collaborative performance: the collaborative performance helps in the
development of the better work process and learning method. The collaborative
performance will ensure that the employees are well engaged and well coordinated
in the company. And work in an effectively and efficient way.
 Knowledge transfer and sharing process: The sharing process is been used
along with the knowledge transfer to ensure that the resources are been distributed
and allotted in a very significant and efficient manner in order to continue the
operations of the company.
 Team learning: the practice of team learning can be induced at Whirlpool. Certain
project requires the whole team to be trained and made skilled to meet the
objectives (Serrat, 2017). Thus, in such case the team learning approach is been
taken into consideration.
 Building Network: The HR professionals will look after of building a better
network with other departments and companies to carry out the work process in a
better way and avoid any hindering that can affect the company.
CONCLUSION
Thus, from the report, the conclusion can be drawn that the HR professionals plays a very
crucial role in the development of the employees as well as an organisation like Whirlpool. The
various attributes and traits that are been possessed by an HR professional at the company and
how they contribute to organisational growth is been discussed. Difference between the
individual as well as the organisational level learning and its importance is been drawn in this
report. Apart from this, the importance and impact of High Performance Working is also taken
into consideration in this report. Also, the report lays the emphasis on various approaches of
performance management and professional development of employees.
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REFERENCES
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Resource (HR) Managers' Commitment to HR and the Mediating Role of Perceived
Organizational Value on HR. Human Resource Management, 56(2), pp.353-368.
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