Developing Individuals, Teams, and Organisations: HR Report

This report analyzes the role of Human Resources in developing individuals, teams, and organizations, using Whirlpool as a case study. It examines the required knowledge, skills, and behaviors of HR professionals, including management and administration, law, active listening, and critical thinking. The report includes a personal skills audit to identify strengths and weaknesses, along with a professional development plan to address areas for improvement, such as active listening and IT skills. It differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning to drive sustainable business performance. The report also demonstrates how High-Performance Work Systems (HPWS) contribute to employee engagement and competitive advantage, and explores various approaches to performance management that support a high-performance culture and commitment. The conclusion summarizes the key findings and recommendations for effective HR practices within the organization.

Developing Individuals,Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.Knowledge, skills and behaviours of HR professionals........................................................1
P2.Personal skills audit to identify appropriate knowledge, skills and behaviours and
professional development plans..................................................................................................3
TASK 2............................................................................................................................................6
P3.Difference between organisational and individual learning, training and development........6
P4.Needs for continuous learning and professional development..............................................7
TASK 3............................................................................................................................................9
P5.HPW contributions to employee engagement and competitive advantage............................9
TASK 4..........................................................................................................................................11
P6.Approaches of performance management and they support high-performance culture and
commitment...............................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Development of teams and individuals is the obligation of HR manager within
organisations. It is necessary for every company to develop an employees and teams that help to
achieve the goals and objective effectively and efficiently (De Board, 2014). For this report the
chosen company is Whirlpool which is a fastest growing American multinational manufacturer
and marketers of home appliances. Its headquarters is in Michigan, Benton charter township,
Benton Harbor and United states. In this report professional knowledge, skills and behaviours
that are required by HR professionals. Analysis of personal skills audit to identify knowledge,
skills and behaviours and develop a professional development plan for job role. Differentiate
between organisational and individuals learning also training and development. Analyse the
needs for continuous learning and professional development to drive sustainable business
performance are mentioned. Demonstrate understanding of HPW contributes to employee
engagement and competitive advantage within a organisational situations. Along with this
different approaches to performance management and provide proper examples that support high
performance culture and commitment are also mentioned in this report.
TASK 1
P1.Knowledge, skills and behaviours of HR professionals
To perform and direct the operations of business more effectually, whirlpool's HR
manager have to execute various functions so that they can handle different types of conditions
and situations of company. For this they need many knowledges, skills to develop and handle the
employees which assist them for ascertaining and solving problems that they have to deal with
at the time of process of manufacturing (Edler and James, 2015). This help HR to determine the
cause which effects performance of individuals as well as team that need to be improved. HR
professional of Whirlpool's should have various knowledge and skills so that they can manage
and handle the complex situations easily. Some different knowledge, skills and behaviours which
are requited by HR professional are mentioned below:
Knowledge required by HR professionals
Knowledge is a information, facts and understanding related to subjects which and
individuals have to acquired by various educations and experiences. HR professional of
Whirlpool's should have some knowledge are explained below:
1

Management and Administration:
HR professional should have this knowledges as it help them to know the principles of
management and business which includes strategic planning, allocation of resources, techniques
of leadership, process of productions, coordination of employees and resources and model of
human resources (Hewitt, Sims and Harris, 2014). HR professionals of Whirlpool's have
knowledges about management and administration so that they can allocate the resources and
coordinate the employees which assist them to accomplished organisational objective effectively
and efficiently.
Law and government:
Law and government knowledges provides information about legal codes, precedents,
procedures of court, rules of agency, guidelines of government, orders of executives and process
of democratic political. HR professionals of Whirlpool's should have the knowledge about
government and laws so that they can deal with legal cases and situations which assist them to
maintain goodwill of company at international level.
Apart from above HR professional should have some more knowledges such as education
and training, communications and media, public safety and security, human and personnel
resources, English language, personal and customer services, psychology and so on.
Skills of HR professionals
Skills is the capability and ability that comes from practice, aptitudes and knowledge to
perform the task in effective manner (Hornig, Aust and Güllich, 2016). HR professionals of
Whirlpool should have some skills are as follows:
Active Listening:
HR professional of Whirlpool should have active listening skills as it assist them to listen
to employees actively and take some time to understand their perspectives, issues, idea and
problems and provide solutions and suggestions of thought and cause so that employees will be
happy and satisfied to perform their task effectually.
Critical thinking:
Critical thinking is an essential skills that should have within the HR professionals of
Whirlpool's as this skills help them to find out the strengths and weaknesses of secondary
solutions by applying some logic and reasons. And also the approaches and conclusion of issues
so that any problems occurs can be resolve quickly.
2

Apart from that some more skills that are required by HR professionals such as decision
making skills, time management, problem solving, empathic skills and so on which help them to
deal with the situations effectively and efficiently.
Behaviours of HR professionals
Behaviours is a range of actions by an individuals behave in a specific situations.
Behaviours of HR professionals should effects the development and growth of company. This
help them to attain goals and also improve their employees performance. Some behaviours of
HR professional of Whirlpool's are as follows:
Adaptability:
Adaptability is an important behaviours that assist HR professionals of Whirlpool for
gathering the appropriate information and analysing various demands that raise in changing
surrounding by using critical thinking (Jones and et.al, 2014). Thus, company can satisfy them
by accomplishing the demands of their consumers and also sustain in competitive markets.
Accountability:
Accountability is an stimulation for adopting a duty of performance of work and
revealing outcomes of that. This behaviours help HR professionals of Whirlpool's to decrease
issues and also useful to increase the optimum utilisation of resources in more efficient way.
Apart from above some more behaviours that HR professionals should have are
trustworthiness, purpose oriented, versatility, transparency and adaptability so that these
behaviours help them for organisational growth and development.
Importance of HR department
In current market, there is important role of HR department because of change in plan
and policies. There are many workers working in Whirlpool, hence it is responsibility of HR
manager to create synchronisation among them. There is difference in demand of employees, so
with regular interaction with work force, it is responsibility of HR manager to bridge gap
between both. This helps to maintain long term relation with workers. In case of any conflict
among workers, then it is resolved by HR manager, so strategies are framed by HR manager of
Whirlpool to maintain good environment and culture within association.
3

P2.Personal skills audit to identify appropriate knowledge, skills and behaviours and
professional development plans.
Skills audit is a method to record and measure the capability of people or team. Personal
skills audit is a accomplished appraisal of strength and weaknesses of employees. This assist to
develop the productivity and performance to execute task effectually (Jorna, 2017). There are
various ability which a human resource of Whirlpool's should have like communications skills,
capability to manage time, problem solving and so on. According to the required skill, personal
audit plan is developed so that they analyse strength and weaknesses of HR professional
position:
S. No. Abilities and skills Self-assessed
score
Others score Variances
1 Communication skills 8 9 -1
2 Critical thinking 7 6 1
3 Conflicts resolving 8 9 -1
4 IT skills 9 8 1
5 Decision making skills 8 10 -2
6 Active listening 9 8 1
7 Time management 6 7 -1
8 Confidence level 8 7 1
From the above table shows that positive variances identified my weaknesses and
negative points are my strengths.
Some strength and weakness are identified according to the personal audit as -
Strength Weaknesses
I am proficient in resolving the conflicts and
problems which are raising between workers.
My active listening skills is not good enough
as I can't listen to others with proper
concentration.
My decision making skills are excellent as I I am always lacking in confidence as it is not
4

make effective and fast decisions. good for my image.
My communication skills is quite good as I can
easily convey ideas and thoughts to others.
My critical thinking skill are average.
I am good enough to manage time that assist to
manage the time of other members to complete
work in specific period of time.
I do not have appropriate knowledge about IT.
Opportunities Threat
I feel that with getting master's degree I am
able to work with good position.
With working under new technology I am able
to achieve efficiency at Whirlpool which helps
to get good pay scale.
There is threat of competition in market. I have
threat of fired in case of improper working
style at workplace.
As there is pressure in current environment at
Whirlpool, then there is threat of negative
impact on mental and physical health.
With the help of SWOT analysis, it is easy to understand skills, capabilities, etc. of
individuals. There are many workers which re working in Whirlpool, so with analysing there
strength and weakness, it is easy to give them relevant work and in their weakness can be
resolved. For instance: in individual, there is good decision making power and in order to make
team working efficient manner. It is responsibility of managers to replace team leaders. Hence
SWOT analysis affects decision making of HR managers.
Personal Development plan(PDP):
Personal Development plan is a method to develop a plan of activity which assist a
person to identify their weaknesses and process to get over from these (Karsh, Waterson and
Holden, 2014). This plan depends on values, objectives settings and reflections this can be make
in context of education and self assessments. Personal development plan is explained below:
Learning
objectives
Current
competency
Target
competency
Development
opportunities
Criteria
for
judging
success
Time
period
s
Evidence
5

Active
listening
My active
listening skills
not good
enough that
effects my
work and also
creates
problem to
make
decisions.
To enhance
active
listening skills
which help me
to get to the
conclusion
immediately.
By
understanding
others point of
view and try to
listen
information
regarding that.
Peers 3 to 4
month
s
Judgements
by peers or
colleagues.
Critical
thinking
My critical
thinking skill
is average so
can't able to
apply
reasoning and
logics behind
any plans or
decisions.
I have to be
more
reasonable and
logical that
enhance my
critical
thinking skills.
By asking
proper
questions,
sharpening
mental process
and developing
foresight help
me to improve
my critical
thinking skills.
Seniors 4 to 5
month
s
Seniors and
management
s
IT skills My IT skills is
normal so that
I cannot work
effectively on
computers that
delay the
work.
To increase
my IT skills,
gain
knowledges
about some
techniques and
tools which
assist me to do
the task
effectually and
By acquiring
training from
IT proficient
and also get
knowledge
through online
assist me to
understand the
techniques
used in
Team
leaders
6
month
s.
Judgement
can be done
by IT
departments
.
6

quickly. company.
TASK 2
P3.Difference between organisational and individual learning, training and development.
Learning is a process to adopt current things and change the present knowledge, skills
and behaviours. It is a ongoing process as generally learnings comes from education, happening
and experiences that is crucial for company as well as teams and individuals for increase their
performance (Kurtz, Draper and Silverman, 2016). This assist them to accomplished pre-
planned objectives. It is of two types that are mentioned below:
Organisational Learning:
Organisational learning is a method to create, retain, communicate and transferred the
knowledge in company. It is an effectual means to communicate policies and procedures which
is applied by Whirlpool's to attain their objectives. This process of learning is utilized by HR
professionals of Whirlpool's so that they can apply innovative and specific way of learning that
can be contributed towards the growth of firm.
Individual learning:
Individual learning is a activity which an employee of Whirlpool's indicate after getting
interact with outsiders and another origin. In this learning they has to find out the individuals
positive and negative points for coordinating events of learning according to their needs (Kuura,
Blackburn and Lundin, 2014).
Differentiation between organisational learning and individual learning.
Organisational learning Individual learning
This learning mainly focuses on team so work
towards to improve their ability and
understanding between the whirlpool's
manpower to increase their performance.
Individual learning is a process that focuses to
raise the individual performance and
productivity.
The purpose of organisational learning to
maximise ability and skills to develop
individuals and their activity for achieving the
This is the career oriented learning purpose to
improve interpersonal skills between company
and employees.
7

objectives of company.
Example: In case managers of Whirlpool are
thinking to improve efficiency of marketing
department through seminars for
communication skills then this leads to
organisational learning.
For instance: Employees working in
Whirlpool, thinks to enhance IT skills and he is
thinking to take certificate for this course. Then
this helps to improve individual learning which
helps to improve performance at workplace.
Differentiate between development and training
Training and development is a important HRM functions where activities of company are
organised to develop the individuals and group performance. This is considered as a educational
activities which involves the concepts of learning, increasing knowledge, modification of skills
and so on that assist to develop employees performance (Le Roy and Fernandez, 2015). Training
and development plays crucial role for the development of team as well as working within
company.
Basis Training Development
Meaning It provides an opportunities to
develop competency,
knowledge and skills
according to requirement of
jobs.
Development is concerned for
the whole employees growth.
Orientation This is the job oriented. This is the career oriented.
Aim The aim is to provide training
as per job.
The aim is to provide general
and abstract knowledge.
Focus on This focuses on the present
development of employees.
This focuses on future
development of employees.
Process Training is a learning process. Development is a educational
process.
Term It is for the short- term. It is for the long-term.
8

Objectives Its objectives is to develop the
employees work performance.
Its objectives is to develop an
employees for further
situation.
Motivation During training employees are
motivated by the trainer.
In this employees are self
motivators.
Examples Hands on training, instructor
led classroom, video training,
coaching and mentoring, etc.
are examples of employees
training at Whirlpool.
Job assignments, learning by
doing, etc. are examples of
development in Whirlpool
P4.Needs for continuous learning and professional development.
Continuous learning:
Continuous learning is the capability for continuous developing and increasing the skills
and knowledge to perform the task effectually in changing surroundings (Lerís, Fidalgo and
Sein-Echaluce, 2014). It is the quality that assist in maintaining personnel of Whirlpool's updated
related to recent technologies and methods that involves in operating an organisation so that their
job performance can be increased.
Professional development:
Professional development is a method to enhance the employees ability by
accomplishing educational and training events at work, by arranging seminars outsides and also
by observing another job performance. This program assist to develop and encourage the
employees morale.
According to Whirlpool's case, continuous learning and professional development is
essential for bot employees and company for the firm growth. Importance of both are mentioned
below:
High rate of retention:
The continuous learning and professional development assist organisation to enhance the
rate of employees retention. Importance of Whirlpool's to coordinate the programs of
professional developments so that they can facilitate the sources of continuous learning for their
9