Report: Developing Individuals, Teams, and Organizations for HR

This report delves into the critical role of Human Resources in fostering the growth and development of individuals, teams, and organizations. Using a case study of Whirlpool, the report identifies essential knowledge, skills, and behaviors required of HR professionals, emphasizing communication, legal knowledge, and organizational abilities. It presents a personal skills audit and personal development plan to address weaknesses in areas like decision-making and time management. The report contrasts individual and organizational learning, alongside training and development, highlighting the importance of continuous learning and professional development. It further examines the impact of High-Performance Work Systems (HPWS) on employee engagement and explores various approaches to performance management within an organizational context, providing valuable insights into HR strategies for enhancing workforce effectiveness and organizational success.

Developing
Individuals, Teams and
Organisations.

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Identification of knowledge skills and behaviour required by HR.........................................1
P2 Personal skills audit to identify appropriate knowledge, skills and behaviours....................3
TASK 2............................................................................................................................................5
P3 Difference between individual and organisation learning and training with development....5
P4 Importance of professional and continuous learning..............................................................6
TASK 3............................................................................................................................................7
P5 Importance of HPW in contribution of employees engagement in business operation..........7
P6 Various approaches of performance management..................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
In business world, teams plays an important role in formation of companies and
managing various business activities. So every company needs skilled, trained and qualified
individuals that help organisation to grow and attain its business objectives (North and Kumta,
2018). Development of groups and individual are the main duties of HR manager of company.
They does lots or activities to hire qualified staffs and arrange various programs to develop
understanding about company process and improve their knowledges and skills. To understand
the importance of team, case study about Whirlpool is chosen, it is a multinational company that
produces basic home appliances.
In this project, appropriate and professional knowledge, skills and behaviour of HR is
discussed. Difference between organisational and professional and between training and
development is focused. The importance of HPW contributes to employee within specific
organisational situation. And report also shows various approaches to performance management
with certain example.
TASK 1
P1 Identification of knowledge skills and behaviour required by HR.
In each company human resource manger plays an important role to determine the certain
issue and develop appropriate plans to overcome these problems. In whirlpool they have to
perform and execute certain function that help them to execute various plans in different
situations. So HR manager must be must have proper knowledge and skills to manage specific
task and deal with different problem faced by other worker in whirlpool. They also help in
determining those skilled and qualified employees that will be beneficial for company's growth
and development. Some the common skills, knowledge and behaviour that are needed by HR
manager are discussed below:
HR knowledge:
In general term knowledge is defined as the information, set of abilities or specific set of
facts that an individual acquire through different situation, experiences or education they have
come across (Oliver, Foot and Humphries, 2014). So it is very important for HR manager to have
proper knowledge about various areas such as personal knowledge, different languages, laws and
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regulations etc. In Whirlpool manager required certain kind of knowledge that is discussed
below:
Communication: HR manager must be a well communicator so that ideas and plans must
be easily transformed from one person to another. They must be able to communicate whole
information about product to be produced in Whirlpool (Muenjohn and et. al., 2013). For better
communication they require various forms of media communication such as TV ads, social
media, newspaper etc.
Law and government: Its is very important for HR to have a detail knowledge about
certain rules and regulation and legal practice that are farmed by government. They keep in mind
of those specific laws while performing business activities. As a result whirlpool will be able to
create it goodwill among customer and government by following certain laws.
HR skills:
Skills are defined as the set of ability of an individual to perform a certain task or project
in any situation. HR manager of whirlpool have different set of skills to perform specific activity
such as hiring employees etc. some of the basic skill are described underneath:
Organising people: This means managing and controlling other employees by HR
manager in an organisation. So Human resource manager of Whirlpool have skills to determine
the capable employees that support company to grow and improve performance. They organise
various training and development programs at regular interval so that company worker are
skilled.
Skill full team: the main motive of HR is to highly skilled staff in Whirlpool so that task
are completed well on time. They hire skill people for their outsource stores so that customer are
managed well in proper manner.
HR Behaviour:
Manager must have a decent behaviour that will impact on the growth and development.
Some of the basic HR behaviour in whirlpool are described below:
Accountability: This Kind of behaviour supports HR to reduce the problem and support
in maximising the effective use of workforce and resources in appropriate manner.
Adaptability: This behaviour help HR manager of whirlpool in assembling the
applicable information and addressing multiple request rising in changing environment by
applying critical intelligent (Rienties and Kinchin, 2014).
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P2 Personal skills audit to identify appropriate knowledge, skills and behaviours.
Personal Skills audit is consider to the process of analysing, measuring and reporting of
an ability of an individual or a team. Through this process the strengths and weakness are
determined that supports in improving the performance and profitability of business operations.
In whirlpool HR manager must have certain set of skills such as problem solving, decision
making, communication skills, time management abilities etc. So for the Required Skill, I have
created an audit plan that assist to find out strength and weakness related to my position:
Sr. No. Skills and Ability Self-assessed
Score
Score from others Variances
1 Team Building Quality 7 9 -2
2 Problem Solving 8 9 -1
3 Decision making 7 6 1
4 Confidence Level 8 10 -2
6 Communication ability 8 10 -2
7 Information Technology Skills 9 7 2
8 Time Management skills 8 7 1
(From the above table, it is observed that some are measure issue in my skill and some are good
enough form other. As negative is consider as strong point whereas positives are refers to my
weak points). So the following are strength and weakness as per my audit report are shown
below:
Communication skills: My communication skills does not up to mark and I cannot
communicate with information properly.
Problem solving skill: I cannot able to solve the problems which i faced in my day to day work.
Team work: I cannot work in the team because of less coordination.
Leadership: I can lead the group of persons but at some situations.
Strengths Weakness
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 I am capable of finding solution to
various issues and fight among
employees that help in building quality
team.
 My communicating power is first class
that help me to guide worker to work in
proper manner.
 I have a great confidence level that
allows me to interact with different
mindset people in effective way. And
confidence boost me to overcome any
upcoming uncertainty.
 I Lack in making effective decision so
some time there may be
mismanagement in company.
 My IT skills are so weak that proper
MIS report are not prepared that needed
by other department (Robbins and
O'Gorman, 2015).
 I am not able to do work on time at
many situation that led to delay in work
and may harm company performance as
whole.
Personal development plan (PDA): To overcome certain specific weaknesses, HR
manager needs to create an action plan. This plan is called personal development plan, so the
plan prepared by HR of whirlpool is described below:
Sr.
No
Learning
Objective
Actual
Proficiency
Target
Proficiency
Improvement
Opportunities
Criteria
for
deciding
success
Time
Scale
Evide
nce
1 Decision
making.
My decision
making skills
are not so good
that effect
performance of
company and
employees.
Want to
bring
effectivenes
s and
understandin
g in decision
making
process that
will increase
the power to
handle
It is necessary
to take
guidance from
higher
authority that
will improve
my decision
making
abilities.
Manager
of high
level will
assess
and guide
my
performa
nce.
4-6
mont
hs
Other
emplo
yees
and
manag
er fro
variou
s
depart
ment
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various
situation.
2 Time
management
skills.
I am not
punctual at
various
situation that
delay in work
to be
completed.
Time
management
is an
important
skill so I
want to
increase my
this skill that
will help me
to save time
and use in
other
activity.
For this I
decided to
manage small
task with a
specific time
limit. This
will support
me to deal
well on time
in other big
business
project.
Team
member.
3 to 4
mont
hs.
Entire
team
and
high
author
ity of
compa
ny.
3 Information
technology.
Not good and
not able to
operate in that
sector.
To increase
my IT
knowledge
with
effective
techniques.
Training for
IT expert or
online tuition
from IT team.
Manager
of
company.
4
mont
hs
Marks
from
IT
manag
er.
TASK 2
P3 Difference between individual and organisation learning and training with development.
The important difference between individual and organisation learning for HR manager
of whirlpool is described below:
Individual learning Organisational learning
 This learning is related to the reaction
of whirlpool staff after they get
interacted with external factors. So that
 The main focus of this learning is to
increase the productivity and
performance of team working in
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weak points are identified.
 It is related to increasing the
productivity and execution of an
individual (Thorpe, 2016).
 Individual learning is consider to be
important for career development that
supports on developing the inter
personal ability among employees
within Whirlpool.
whirlpool. As it aids in developing
skills and ability to perform business
operation.
 Organisation learning has the main
objective to create procedures and
polices that can be used by worker
working in Whirlpool to achieve goals.
 The HR manager of Whirlpool applies
unique tools and modern styles of
learning that aids in contribution of
company success.
Basic Difference between training and development are discussed below for company Wirlpool:
Basic Training Development
Definition. Training is the process
that is related to
learning of new skill
set that benefits to
perform a particular
job.
This is related to the stepwise growth and
formation of something that helps to meet
specific objective.
Characteristics It is a short process, as
an individual requires
little time to provide
training to employees.
On the other side it is a lengthy process as HR
manager of whirlpool formulate techniques,
strategies and engage worker in activities that
will help in developing professional employees
(Gominah, 2014).
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Main objective Training support in
developing unique
skills that help in
managing future
situation.
Development are very crucial for Whirlpool as
the are future oriented. As more number of
professional staff in company will be
responsible to increase market share and
productivity.
Aims This helps to enhance
the business activity
performed by worker.
With the help of development, Whirlpool will
be able to develop potential employees that
helps to cop with future challenges.
P4 Importance of professional and continuous learning.
In business world each company wants their employees to be trained and have
professional approach that guide them to do certain task. So the HR of Whirlpool wants its
employees to have continuous learning that support in professional development. Needs for is
discussed underneath:
Continuous learning: This is related to the power or ability of individual to have a
continuous improvement in his/her knowledge and skills to do particular task. IT help them to
deal with changing situation within or outside company. Manager of Whirlpool, keeps on
providing training programs for updating knowledge and skills of employees. They make worker
familiar with latest tools and technologies that will increase their performance to complete work
in Whirlpool (Hunter and Saunders, 2012).
Professional development: According to this process HR increase the capabilities and
skills of individual worker by arranging specialist training programs and educational concerts in
Whirlpool. They guide employees to observer the work of other trained staff and also make them
teach from the outside sources. This will be beneficial for employees as it will enhance the
morale and employees work with more potential with better result.
From the case study of Whirlpool continuous learning is very crucial as it help company
employees to professional developed that support them in overcoming specific crisis faced by
them. The needs of both is discussed below:
Respond to technology: Increasing technology is the main important, as its adaption
bring effectiveness in business process and helps in growth. HR manager of whirlpool provide
continuous learning related to new technologies introduced in market that supports in making
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product attractive and bring attention of customer. They guide manager of production department
in what manner these latest technologies are to be used that will improve their productivity.
Encourage problem solving: With the effective continuous learning Manager in
Whirlpool able to create problem solving skills in employees so that the deal with uncertainty in
proper manner. Manager maintain faithful relation with with subordinate that aids the to
overcome issues or deal with effective solution by taking advice of manager.
Increase performance: Manager of company keeps focus on regular learning of staff
and developing professional mind set that will enhance the performance of company as well as
increase the profitability of Whirlpool. They organise various learning programs at Whirlpool
and generate different set of skills to the workforce as they will more contribute towards success
of company. As a result employees with high skill and professional mind set will be able to
innovate existing product and make company popular at global level.
TASK 3
P5 Importance of HPW in contribution of employees engagement in business operation.
In business world, each and every company wants high performance employees as this
will be helpful in growing market share and productivity (Khumalo, 2015). High performance
working mention to situation and general surrounding of company under which each worker
working in the organisation feels independent to communicate with other subordinates,
association and conversation in opened manner (McKenzie, van Winkelen and Aitken, 2012).
HR managers gives clear culture at the workplace, this aids in developing and keeping common
trust among worker. It promote the worker to determine their function and duty at company
along playing their jobs in correct manner so that goals of enterprise can be attained in specific
period of time that will give competitive advantage. Thus manager to Whirlpool are more
depended on new innovation and productivity to a achieve predefined goals. Therefore, company
succeed its group members reported to activity achieved by North American Region, as it
support to calculate employees performances depend on five basic core attribute such as
constructive conflicts, shared commitment of companies vision and extraordinary goals,
transparent communication, accountability for result, transparent communication, mutual
respects and solidarity. So the HPW practice that is followed by manager of whirlpool is
described underneath:
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Hiring of worker: In whirlpool manager execute their lots of effort in selecting, hiring
effective worker form the available applicants. They wants their employee must be educated well
and have strong interpersonal skills. HR focus to hire those candidates that are well spoken,
confident enough and will give more their potential towards achievement of company goals.
Common commitment towards company vision: manager of Whirlpool tries to
communicate with their employees by involving them in discussion related to company vision
about future. They involves many skilled employee in decision making process and their aspect
that will support in making them more concern towards company goals. This result in motivating
and encouraging worker and create trust and culture that is best to perform a particular task.
Problem solving team: every company faces certain kind of problem in their functioning
that reduce their productivity (Krishnan, 2013). So HR manager of whirlpool develop a problem
solving team that handle various issue within Whirlpool and increase the performance of worker.
The main role of this team to ask or listen different problem and crisis of employees and develop
plans to resolve this.
Flexible Job statements: Manager of Whirlpool gives more focus to bring effectiveness
out from their workforce working on a specific project. So they provide clear information about
goals and objective that have to be achieved in certain time frame. In Whirlpool HR manager
should keep the flexible employed surroundings so that project can be execute more effectively
within pre specified time period for better outcome.
P6 Various approaches of performance management.
Each organisation wants to perform well in their business activity so that operation are
executed well and result well (Various performance approach, 2018). Performance management
in a ongoing concepts where useful information in communicated between high authority and
other worker. This support in analysing performance and developing the skills to execute a
particular job in effective and efficient manner. With this management of Whirlpool support in
calculating progress of worker, determining objective for them and giving feedback for
improvement. It will help them to meet their life goals and career objectives. So performance
management have specific approaches that are applied by manager of Whirlpool to develop
effectiveness in its workforce that are described below:
Comparative approach: This means to study performance level and quality of work. In
whirlpool manager uses this method to analyse the overall performance of worker and the kind
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of work executed by each employees. So that worker are arranged in a particular manner
according to work done by them. Rank can be given highest to lowest as per the work and
performance of staffs. In collaborative approach various types of technique can be used like:
paired comparison, forced distribution and graphic rating scale. It helps in effective
communication among employees and management. By using this approach Whirpool can
maintain high performance working culture in the company and it can compare the performance
of its workers and encourage them to perform better.
Attribute approach: This approach help HR manager of Whirlpool to measure the
performance of worker on the basis of critical thinking, coordination, conversation with other
worker and innovative ideas for doing a task (Malik, 2018). Rating is given as per graphic rating
scale to the workers such as 1 to 5 scale. It is given highest to lowest according to performance.
It is used by various companies to measure the performance of staffs. Whirlpool can use this
approach so that it can analyse the performance of its employees and as per their performance it
can delegates the task
Result approach: with the help of this, in Whirlpool manager are able to evaluate the
performance of team member on criteria such as result executed for particular task. These result
comes in two class such as Productivity measures and Balanced Scorecard. Organisation can
view the result of the project either on the base of quantity of manufacture or as per the superior
of performance.
Behavioural approach: It is consider to be one of the most common performance
measurement in which firm uses BARS techniques. This process includes 10 vertical scales and
they consider parameter through which performance of employees are measured. It is consist of
5 to 10 vertical scale and it is based on certain parameter which called anchors. In Whirlpool HR
manager applies the concept of BARS that help in ranking each worker according to certain
criteria of work done.
Quality Approach: According to this approach more importance is given on increasing
patience in employees so that they do not react to customer action. In Whirlpool HR manager
guide employees to take feedback from customer so that crisis are resolved and customer are
highly satisfied. According to technique employees use to gather feedbacks from team member
which help them to know the reason of problem and areas where the lacking in their performance
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