HR Professional Skills, Learning, and Development Report for Whirlpool

This report delves into the essential knowledge, skills, and behaviors required for HR professionals, using Whirlpool as a case study. It explores the differences between organizational and individual learning, and the role of training and development in fostering a high-performance culture. The report examines the importance of continuous learning and professional development for sustainable business performance. Furthermore, it analyzes the contributions of high-performance working to employee engagement and competitive advantage, and different approaches to performance management. The report provides a comprehensive overview of these key HR concepts and their practical application within a multinational corporation.

Developing Individuals Teams
and Organization

Contents
INTRODUCTION.......................................................................................................................................2
TASK 1..........................................................................................................................................................3
P1. Evaluation of knowledge skills and behavior necessary for an HR professional................................3
P2. Personnel skill audit to identify appropriate knowledge, skills and behaviors for developing a plan 4
TASK 2..........................................................................................................................................................6
P3 Difference between organizational and individual learning in training and development.................6
P4. Need for continuous learning and professional development to drive sustainable business
performance.............................................................................................................................................7
TASK 3..........................................................................................................................................................8
P5. Contribution of HPW to employee engagement and competitive advantage.....................................8
TASK 4..........................................................................................................................................................9
P6. Different approaches to performance management which support high-performance culture and
commitment.............................................................................................................................................9
CONCLUSION.....................................................................................................................................10
REFERENCES..........................................................................................................................................12

INTRODUCTION
Development of individuals and teams is necessary for the development of organization.
Development is a continuous process of learning through experience, knowledge and past
decisions (Developing Individuals Teams and Organizations. 2018). The process of development
of individual and team produces high performance in the productivity of individuals and teams
and hence result in high performance of organization. This report is based on Whirlpool
company, having it’s headquarter in Michigan, United States. This is a multinational company
and was established in the year 1911. This company mainly deals in home appliances and has a
good name in this sector worldwide. In this report, a discussion is made on the Knowledge, skills
and behavior of HR. Apart from that organizational learning and individual learning along with
training and development’s differences are also discussed. In the end, learning cycle theory and
contribution of High Performance working is discussed.
TASK 1
P1. Evaluation of knowledge skills and behavior necessary for an HR professional.
Knowledge:
Knowledge is all about the understanding of facts, skills and information which comes
through learning and experience. The HR manager of Whirlpool should have enough knowledge
to make things done by its followers. Following are the skills required by an HR professional
(Bolman, 2017).
HR knowledge
The HR manager of Whirlpool should have complete knowledge of company and the
teams and individuals which are its followers. It should also know about the skills and
knowledge of its teams and individuals so that they will be able to work according to the needs
of company.
Recent trend prediction
Each and every organization requires to updates its working culture and knowledge
according to the changing needs of business. This knowledge should be in an HR professional of
Whirlpool so that this new trends can be implemented at each level of organization to develop its
productivity.
Technical Knowledge
Technology plays an important role in the development of an organization. Whirlpool
should also adopt new and advanced technology at each level of organization. This will help the
company in fulfilling the requirements of its customers and increase its faith among them.

Change management:
Changes are must in every organization according to the time and need of customers. The
company not changing its technology and features will sufferer in this competitive market. The
manager of Whirlpool should also adopt advanced technology so that it will help the company in
increasing its productivity.
Required Skills
This is the expertise of an HR manager to perform a specific task in time. The skills
required by an HR manager are as follows (Deal, 2017).
Team Work
This is the basic skill of a manager which should be acquired. In these skills a manager
should be able to cooperate among the teams and individuals so that they combine themselves to
perform a specific task. This will increase the productivity of Whirlpool.
Research Skills
This skill is used to change the basic needs of business so that a manager should be able
to apply those outcomes of research which are necessary for the development of Whirlpool. The
manager should research about the rivals of company to know about the strategies used.
Communication
This is also an important skill of an HR manager. It should be able to make good
communication among its employees so that they can trust over the policies of manager and
work according to the guidelines of them.
Negotiation Skill
Since HR manager is responsible in management of human resource. Therefore this skill
is utilized in negotiating with the employee about the salary, incentives and leaves. This skill
helps Whirlpool in cutting the cost of expenses of employees (Baldwin, 2016).
Coordination
There is some specific task in any organization which cannot be done individually
therefore there should be a good coordination among the employees to perform that task. This
skill is must in manager so that it helps the manager in coordinating among employees.
Behavior

These are the ethics and way of treating with other employees. Behavior of a manager
shows its attitude of performing and acting with other employees in organization. The behavior
of an HR manager required in Whirlpool is as follows.
Vision and mission of company
The manager of Whirlpool should prepare the strategies and policies according to the
mission and vision of Organization. This will help the company in achieving its target and goals.
Continuous learning and professional development:
A manager of Whirlpool should be able to learn from its environment and experience.
This ability helps the company and manager to adopt the new and advanced technology of
market which will enhance the productivity and efficiency of manager as well as company
(Sessa, 2018).
P2. Personnel skill audit to identify appropriate knowledge, skills and behaviors for
developing a plan
It is the process of identifying the strengths and weakness of a manager. It helps in
evaluating own skills efficiency and abilities. After evaluating the skills and deficiencies a
manager will be able to improve these problems. Following is the personnel audit skill required
for an HR manager.
Personnel audit skill
Learning
objective
Current
proficiency
Target
proficiency
Development
opportunities
Time period
Coordination
skills
7 10 These are the
skills by which
coordination
among the
employees and
teams can be
done by me. This
is the approach
which should be
used by manager
of Whirlpool
(London, 2015).
45 days
Communication
skill
6 10 Communication
is the important
thing for me to
make things done
form its
followers. This
will help me
60-65 days

motivating the
employees so
that they can do
their work with
more energy.
Conflict
resolution
4 10 The conflict
among the
employees
should also be
resolved so that
they can work
together to
achieve the goal
of organization.
This process
helps me in
identifying the
issues related to
employees in
Whirlpool.
50-55 days
Technological
skills
5 10 These are the
skills which
should be
followed by each
employee so that
they can adopt
new market
technology. This
will help me in
Whirlpool to
develop skills in
among the
employees.
40-45 days
TASK 2
P3 Difference between organizational and individual learning in training and development
Individual learning:
It refers to the ability of catching new knowledge using outer environment and perceptions of
others. In whirlpool a workers must need to capture new knowledge using the culture and
environment of the company to enhance their productivity (West, 2014).
Organization learning:

It refers to the ability of the workers to enhance the performance and productivity of the
company. It is helpful for increasing the performance and efficiency in the work of employees of
the Whirlpool.
Difference between individual and organizational behavior
Individual learning Organization learning
 It increases the growth of people.
 In whirlpool such type of learning can’t
prove to be useful as whirlpool is a
large company.
 It increases the values of employees for
doing their work effectively.
 In such learning, workers can learn
together.
Training:
It refers to providing knowledge and information to the employees for increasing their
skills and knowledge in order to improve their performance. Whirlpool need to provide trainings
to their workers occasionally for improving their productivity.
Development:
It is a continuous process in which a manager of Whirlpool will learn from its past
experience and decision making. In this process an employee is helped to adopt new and
advanced technology. This will help the company in meeting the requirement of its customers
(Day, 2014).
Difference between Training and Development
Training Development
 It is a short term process in which
employee learns from classes and other
sources.
 This process helps the manager in
taking its roles and responsibilities.
 It is a continuous process in which a
manager learn from its past experience
and decisions.
 This process helps the manager of
Whirlpool to take risk.
P4. Need for continuous learning and professional development to drive sustainable
business performance.
Continuous learning
In this process, a manager of Whirlpool should be able to learn and adopt continuously.
This process helps the manager so that it can adopt new and advanced technology (Woodcock,
2017). The main focus of manager in continuous learning is to develop attitude, practical
commitment and learning more. This process also helps in developing the personnel and
professional aspects of individual and group. Apart from that suing this process helps in
achieving the mission and vision statement of the company. It enhances the power of adopting

new and innovative thinking by which Whirlpool will be able to produce and launch new
technology. Since Whirlpool is dealing in home appliances therefore this process is important for
the company. The company requires from its employees to learn and adopt new ideas on a
continuous basis.
Professional Development
This development of a manager depends on the organizational development. In this
process an individual develops its skills in the context of Whirlpool. This process helps the
manager to collaborate with its followers and learn the ethics. Each and every employee of
company should participate in this process of development. This process helps a manager to
adopt technology, consultation, mentoring, coaching and case study. These are the classes in
which whirlpool should take interest and should force each and every employee to participate.
Following are the needs of continuous and professional development.
Improve capabilities and intensity
The above process helps in continuous learning and improving capabilities and efficiency
of individuals and teams. By applying the audit skills the manager is capable to know about the
problems and this helps in improving the capabilities and intensity. Each and every worker of
Whirlpool should participate in this process. This process helps the manager of Whirlpool in
achieving the mission and vision of company (Serrat, 2017).
Maintenance of standard
Each and every employee of Whirlpool wants to maintain its living standards. For doing
this continuous learning and professional development is necessary. When development of an
employee is running it will see the changes occurred in its performance. This will help it in
increasing its earning power and hence the living standard can be maintained. Therefore
Whirlpool should motivate its employees to learn and adopt new ideas on a continuous basis.
Adopting market change
A company should adopt the recent and new technology so that it will help them in
fulfilling the needs of its customers. Whirlpool also requires such changes from its employees.
The changes are necessary to adopt because technology is changing frequently, now a days.
Therefore, company should conduct classes for the managers and employees to adopt the
advanced technology.
Enhancing knowledge and confidence
Knowledge and confidence of a manager can be increased with the help of continuous
professional learning. This process is necessary for a company which is looking to grow and
sustain its market among the rivals. A training program to develop the capability of continuous

professional development should be arranged by Whirlpool. This will enhance their productivity
and efficiency (Mehta, 2017).
TASK 3
P5. Contribution of HPW to employee engagement and competitive advantage
High performance Working
This process helps in increasing the productivity of an organization by developing
different personal and professional aspects of a manager of Whirlpool. There are different
aspects of high performance worker such as engaging staff, acquiring and developing talent,
empowering the front line and aligning the leaders. Individuals, teams and organization are
helped by using this process. Its different aspects are as follows:
Employee Engagement
Whirlpool has its mission and vision statement, to achieve this manager should focus on
making the employees in engaging themselves in increasing their productivity. Employee
engagement is necessary for the company. This helps in focusing of employee to their work
hence increasing their productivity and efficiency. After achieving this stage employee will feel
changes in its performance. Every employee of Whirlpool should engage themselves in
achieving the target set by the company (Byrd, 2016).
Competitive advantage
High performance working helps an employee in taking advantage in competitive
environment. With the decreasing in global employment competition among the workers
increases, Therefore if an employee is working harder and wants to achieve the target set for it.
This will help them in taking advantage among the other employees to develop its skills and
knowledge. This will also help the company to achieve its target.
The benefits of high performance working are as follows: Increase in employee attitude: The attitude of employee should be fair in the
organization (Hall, 2016). If an employee is working and engaging itself in its work then
it will not consume its time in office politics. Therefore high performance working
increases the employee’s working efficiency and capability. The staff of Whirloop is not
engaging themselves in their work. Their attitude is not positive and they feeling less
motivated. Therefore manager of Whirlpool should focus on increasing employee
attitude. This will help the organization to achieve its mission and vision.
 Better organizational strategies: High performance working help in developing
strategies of organization. If the pre set target are completed due to high [performance
working then another strategy can be made. This will help the company in developing its

business on a continuous basis. Therefore, HPW helps the company to achieve its
mission and vision.
 Better financial result: HPW is responsible in attaining better financial result. If an
employee engages itself in the work of company it will help it in attaining its proficiency
and efficiency. With this company will be able to attain its goals. In this competitive
market it is necessary for Whirlpool to engage its employees. This will help the company
in attaining financial result.
TASK 4
P6. Different approaches to performance management which support high-performance
culture and commitment
Performance management
This strategy aims at achieving employee’s efficiency in departments and organization.
The mission and vision of Whirlpool can be achieved by using this strategy. An HR manager of
Whirlpool should focus on creating a healthy working environment so that an employee can
engage itself in grabbing the opportunities and chances. This management styles helps in
planning and decision making of an employee. When performance of an employee is increasing
its motivation level also increases. It helps an individual and employees in attaining overall
performance and productivity.
Approaches of Performance management
Following are the approaches of performance management which are listed here as under:
 Collaborative working:
Each and every organization requires teams of individuals to perform a task.
Every task cannot be completed individually. Performance management helps the
employee in maintaining a collaborative environment in the team (Goodwin, 2018). This
will enhance the productivity of the team and work will be done within time. The
company will motivate those employee which are willing to work collaborate for
achieving its target. There should be proper understanding of the work within team and
the deadline should also be fixed by which performance of team increases. The shared
experiences of individuals among the team will also expertise the team. This management
strategy helps Whirlpool very much because it is a large organization and requires great
amount of collaboration among the workers.
 Comparative approach:
This approach helps the employees in comparing their performance and
efficiency among other employees. A manager of a big organization like Whirlpool
should focus on comparing the performance of each employee so that they can be ranked
accordingly. The manager of Whirlpool should focus comparing the performance of

employees. The employee having higher performance should be rewarded and the
employee having lower performance should be motivated to work according to the need
of organization and compete with others. The rewards can be incentives and increment in
salary and this will motivate the employee to increase its performance again. This
approach should be adopted by Whirlpool because this will help in increasing the
competition among the employees.
 Attributive approach:
Innovation, team work, communication, creativity, problem solving and decision
making are some parameters by which performance of an employee can be measured and
ranked accordingly. These attributes help the manager of Whirlpool to calculate the
performance of employees. These parameters will not set for Whirlpool since it is a large
organization and checking each employee is difficult in this large organization.
 Behavioral Approach:
This approach is reliable and accurate (Dixon, 2014). It is one of the best and
oldest approaches for measuring employees. There are two scale which are used to
calculate the performance of employee such as behaviorally anchored rate scaling
(BARS) and behavioral observation scale (BOS). In BARS, vertical scale is used having
numbers from five to ten which are called anchors whereas BOS calculate the
performance on the basis of behavior of an employee. It is not easy for a manager to
remember the data attained from BARS and BOS. This approach is not suitable for
whirlpool as it has large number of employees.
 Result Approach:
This is a consequence based approach in which performance of an employee is
measured on the basis of result. The task assigned to an employee is considered for the
testing of this approach. The result of task is regarded as the parameter for performance
checking. There are two techniques for this approach. Balanced Scorecard and
Productivity Measurement and Evaluation System. (ProMES) (Weller, 2014). Balanced
scorecard has four techniques viz financial, learning and growth, internal & operation and
customers. ProMES is a technique which helps an employee motivating and enhancing
the productivity of the organization. It converts planning into action. This approach will
be well suited for whirlpool since it has the external environment to calculate the
performance of an employee.
CONCLUSION
From the above report it can be concluded that an HR professional has huge
responsibility of developing the attitude of an employee. This can be done by providing proper
training and development for each employee. The evaluation of knowledge, skills and behavior
required by an HR professional and personnel skill audit is done to analyze the problems with the
development of manager. Difference between organizational and individual learning and training

and development is discussed in this report. Apart from that contribution of HPW to the
development of employee engagement and competitive advantage is done in this report.
Different approaches of performance management are also discussed in this report which helps
the manager to develop employee’s performance and productivity.