Developing Individuals, Teams and Organisations Report - HRM Module

This report delves into the critical aspects of human resource management within the context of organizational development, specifically focusing on the case of Whirlpool. The report begins by identifying the essential skills, knowledge, and behaviors required of HR professionals, followed by a personal skills audit and the creation of a professional development plan. It then explores the distinctions between individual and organizational learning, training, and development, emphasizing the need for continuous professional development. Furthermore, the report examines the impact of high-performance working on employee engagement and organizational success, evaluating performance management approaches and their contribution to a high-performance culture. The report also highlights the benefits of teamwork, interpersonal skills, and effective communication. The report concludes with an analysis of how effective performance management, collaborative working, and communication can foster a high-performance culture and commitment, providing valuable insights for HR professionals and students alike.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Appropriate knowledge, skills and behaviour required by HR professionals..................1
P.2 Evaluate personal skills audit...........................................................................................2
M.1 Detailed professional skills audit that reflects personal reflection and evaluation.........6
D.1 Detailed professional development plan .........................................................................6
TASK 2 ...........................................................................................................................................6
P.3 Differences between organization and individual learning, training and development . 6
P.4 Evaluate need for continuous learning and professional development ...........................8
M.2 Learning cycle theories to evaluate importance of implementing continuous professional
development ..........................................................................................................................9
TASK 3 .........................................................................................................................................10
P.5 Methods through which High performance working contributes to employee engagement
..............................................................................................................................................10
M.3 Benefits of applying High performance working with justifications to specific
organizational situation .......................................................................................................11
D.2 Appropriate judgements that High performance working supports staff members......11
TASK 4 .........................................................................................................................................11
P.6 Different approaches to performance management.......................................................11
M.4 Critically evaluate different approaches can support to high performance culture and
commitment..........................................................................................................................13
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Staff members are working in the company for accomplishing their objectives.
Developing persons and creating effective team is important for every firm. It is the
responsibility of manager to motivate all employees and they organize training programmes to
increase their skills and knowledge so that it leads to attainment of results (Barrett, 2018).
Developing skills of staff members helps the company to increase the skills and knowledge of
employees. Assignment describes about the Whirlpool company which is a home appliance firm.
Report explains about monitoring the employee's knowledge, behaviour and skills and these
traits are required by HR professionals. It describes about application of ways in which high
performance working contributes to employee engagement and competitive advantage and ways
in which performance management, collaborative working, effective communication can support
high performance culture and commitment.
TASK 1
P.1
HR must possess knowledge and skills so that they can handle all activities such as
recruitment, selection, providing training and compensation etc. in proper manner. Human
resource manager must interact with staff members and solve their issues. This helps in
increasing motivation level of all employees and workers can give superior results. HR manager
of Whirlpool can also organize training sessions and this also helps in enhancing skills and
knowledge of staff members. In this manner, organization can improve their performance.
Skills required by HR professionals in Whirlpool are:
Teamwork skills: HR manager properly interact with staff members and solve their all
problems. They also take their suggestions so that firm can improve their methods and process.
This helps the Whirlpool to run smoothly and successfully through improved team efforts.
Interpersonal skills: HR manager must posses interpersonal skills such as confidence,
communication, positive attitude, critical thinking and problem solving. This is important so that
HR of Whirlpool can create good team and all employees perform activities to accomplish
objectives (Breuer, Hüffmeier and Hertel, 2016).
Knowledge: Hence, HR manager possess necessary knowledge so that all tasks can be
handled in proper manner (Burke and Morley, 2016). Different kinds of knowledge which is
required by HR manager of Whirlpool are:
1

Laws and legislations: HR manager must posses knowledge relating to rules and
regulations formulated by the government so that there is minimum disruption in business
activities Thus organization can survive in industry and can earn huge profits.
Process and Methods: HR must have knowledge regarding different methods and
process such as training and development, recruitment and selection, compensation provided to
workers etc. as then only workers can accomplish the objectives. This helps HR to accomplish
objectives in minimum time and Whirlpool can run smoothly.
Behaviour: It is important that HR manager must behave with staff members in effective
manner i.e. with honesty, integrity and ethically. This motivates employees to give good
outcomes in terms of performance and maintain a positive environment within business.. Some
behaviour which is requited by HR professional in Whirlpool are described below:
Accountability for results: HR manager is answerable for decision and actions which are
undertaken by him. Human resource manager give rewards to employees who are giving best
results. This motivates all workers to perform better and to give superior outcomes.
P.2
Personal skill audit is process for measuring and recording skills of an individual or
group. Main objective is to identify skills and knowledge that firm requires and the knowledge
which the organization currently has. HR manager of Whirlpool can give advice to employees
relating to their performance so that they can give best results (Fernandez and et. al., 2015).
Different skills are required by personnel manager such as team building, high confidence level
and problem solving etc. I have my personal audit plan so that I can evaluate my strengths and
can improve my weakness. Skill audit plan is explained below:
S. No Competencies and skills Self assess score Score from
others
Variances
1 Team building activity 8 8 0
2 Problem solving activity 7 9 -2
3 Decision making capacity 9 8 1
4 Confidence level 7 8 -1
2

5 Efficient communication
skills
8 9 -1
7 Information technology
skills
7 9 -2
8 Time management 8 8 0
Negative variance means weak points and positive variance means strong points of employees.
Strengths and weakness according to personal audit plan are discussed as follows:
Strengths Weakness
 My team building skills are good as I
can easily manage all staff members in
a team.
 I can take decision in every situation.
For example there is a situation when
there are conflicts between all
employees. In this case, I tries to give
solution to all workers.
 I complete all activities in time and is
sincere towards my work. With ideal
time management skills, I am able to
improve my performance.
 I cannot solve issues and problems
related to different matters of company.
For example I cannot solve problems
when there are conflicts between
employees. I have to create plans to
solve conflicts in firm.
 I have less confidence and this hampers
my work as well as productivity.
 I have less knowledge of software's
related to IT which emerges as a major
weakness.
Personal development plan: It is the plan which describes about current performance and
target objectives (Flaherty, 2015). This also explains about learning goals, development
opportunities, criteria for judging success, time scale and evidence etc. Personal development
plan created by HR of Whirlpool are described below:
Sr. No Learning
objective
Current
proficienc
y
Target
proficienc
y
Developm
ent
opportunit
Criteria
for
judging
Time
Scale
Evidence
3

ies success
Problem
solving
I cannot
solve
problems
and issues
of staff
members
related to
different
matters in
firm.
My target
is to solve
the
problems
and issues
of staff
members
in less
time. This
helps me
to reduce
the
conflicts
in
company.
I can
evaluate
the
experience
d
managers
and to
attend
motivation
al sessions
so that I
can give
solution to
employees
when they
face any
problem.
Judgemen
t is given
by
manager.
2-3
months
Employees
judgement
Confidenc
e level
I have less
confidence
and cannot
manage
the
activities
in proper
manner.
This
reduces
my
motivation
My target
is to
increase
my
confidence
level so
that I can
manage
tasks in
better
manner.
This also
I have to
attend
training
and
motivation
al sessions
so that I
can
enhance
my
confidence
level.
Judgemen
t is given
by team
leader
4-5
months
Team
leader and
workers
give their
judgement
4

and my
enthusias
m to
perform
tasks.
helps in
giving
guidance
and
support to
workers.
Communi
cation
skills
I cannot
interact
with staff
members
properly.
Sometime
s this can
increase
the issues
and
problems
in firm.
My target
is to
improve
my
interaction
skills so
that I can
communic
ate with
every staff
members
and
customer.
I have to
continuous
ly practice
give
speeches
in debates
and
sessions
and also
listen the
views of
other
persons.
Judgemen
t is given
by
manager
2-3
months
Judgement
is given by
manager
and
workers
Informati
on
technolog
y skills
I do not
have skills
to operate
new
software
and this
hampers
my work
and
productivit
y
I have to
learn
about
different
software's
so that I
can
improve
my IT
skills.
I have to
enhance
my IT
skills by
attending
many
training
sessions.
This helps
me to
operate
Judgemen
t is given
by
manager
and team
leader
3-4
months
Team
leader,
manager
and
employees
give their
judgement
5

different
software's
in proper
manner.
M.1
I have many strengths as well as weakness. I am weak in many areas such as problem
solving, communication skills, confidence and IT skills. Hence I have create a target to improve
these skill in some months (Fook, 2016). I have also taken decision to attend many training and
motivational sessions to enhance my skills. I have many staff members and manager who can
evaluate my performance. This helps me to improve my performance.
D.1
I have created a professional development plan in which I have set an objective to
improve my skills which includes problem solving, communication, IT skills and confidence
level. I have to set a target to improve these skills in some months. By setting a clear objective I
can easily create strategies and policies. This helps me to accomplish the objectives. I have to
attend training as well as motivational sessions so that I can improve my interactive skills. This
directly enhance my knowledge and skills. Hence I can give superior results and this results in
improving my performance (Hawkins, 2017).
TASK 2
P.3
It is a process so that individual can enhance the knowledge and skills. It is important so
that organization can achieve the objectives. For example firm can motivate workers by giving
them training and Whirlpool company also give rewards to employees. This help in increasing
zeal and enthusiasm of employees. Workers give superior results and enterprise can accomplish
the objectives. This is crucial so that organization can enhance the revenues. It is divided onto
two parts which are described below:
Individual learning: It is the process in which individuals can increase their skills and
knowledge by various methods (Heled, Somech and Waters, 2016). Workers of Whirlpool can
receive training through computers and staff members can also play role of different positions
related to management. Role playing activity is also helpful in enhancing their skills. This
6

motivates employees to give good results and Whirlpool company can accomplish their
objectives.
Organization learning: It is a process in which Whirlpool company can change their
ideas, process and methods and it can also change behaviour of employees. Company can create
strategies to train and motivate all employees so that workers give best results. Firm can give
rewards to employees and this directly increase their enthusiasm to perform better. According to
case study, Whirlpool company can perform various skills such as accountability for results,
mutual respect and autonomy, solving issues and problems etc. It leads to growth and success of
enterprise.
Difference between individual and organizational learning:
Individual learning Organization learning
It is learning method which deals with personal
development and it improves the skills as well
as knowledge of individuals.
It is a learning method which require changes
in methods, process and change in employees
etc. For example company can make changes
in process and methods.
It helps in enhancement of knowledge of an
individual which results in better performance
output.
Organization learning changes the process,
techniques and employees can also improve
their knowledge and skills. This results in
change of all company's policies and plans.
Training and development: It is the important function in which individuals are provided
training according to need of every individual. It is crucial so that organization can achieve their
objectives (Kenny and Bourne, 2015).
Difference between training and development is explained below (Difference Between
Training and Development, 2018).:
Basis Training Development
Meaning Training is a process in which
staff members can develop
their knowledge and skills
according to requirements in
It is a process which is related
to overall development and
growth of staff members.
7

jobs. For example Whirlpool
can give training to employees
so that they can interact with
employees in proper manner.
This results in improving skills
and knowledge of worker's.
Term It is a short term process and
thus manager create plans and
policies to grow and develop
each staff member.
It is a long term process in
which manager is creating
plans and policies to develop
the entire company.
Objective It's main objective is to
improve the performance of
employees and thus workers
give superior results.
It's main objective is to prepare
staff members for future
challenges.
Whirlpool can improve skills and knowledge of staff members by giving them training
and rewards. It leads to increasing the zeal and passion of workers. Employees give superior
results and workers can accomplish their objectives. Whirlpool can run smoothly and
successfully. It increases the efficiency and effectiveness of staff members and employees can
perform better. It leads in increment in performance of Whirlpool company and firm can give
excellent results. It assists the staff members to work systematically and they can give excellent
outcomes.
P.4
Continuous learning: It is the process in which staff members can enhance their skills
and knowledge by modifying learning and knowledge by various creating ideas. At individual
level, continuous learning is improving the skills and knowledge and this results in improving
the performance of workers (Parmenter, 2015). Organization level shows that employees can
adapt themselves and can react to dynamic situations.
Professional development: Professional development are the methods and process to
improve the performance of individual through professional ways. For example individuals of
8

Whirlpool can get training by attending various seminars and meetings. This helps in
development of knowledge and skills of staff members.
Important concepts are explained below:
Problem solving: According to case study, organisation tries to decrease the unwanted
messages and hub spoke model. In this manner, firm can improve their process and methods in
organization. This results in improving performance of Whirlpool . Thus all tasks can be
performed in proper manner. Hence company can earn huge revenues and can enhance the
market share. If whirlpool continuously improves the methods and procedure then company can
learn to perform activities in better manner. This results in increasing productivity of firm and
they can increase their revenues.
Unproductive week team meetings was reduced: According to case study, lengthy
week meetings must be avoided so that company can put focus on other important activities and
tasks. Organisation can solve the operational issues in seminars and discussion. This helps the
organization to increase their productivity. If firm focuses on important activities then Whirlpool
can handle every activity in good manner. This directly improves quality of work and company
can enhance their market share.
Employee retention: Company can create plans and policies to retain the employees for
longer period of time. Firm can solve problems of staff members and organize training seminars
so that skills and knowledge can be increased (Seo, Chae and Lee, 2015). Whirlpool can
motivate employees to great extent by giving them rewards and recognizing them. This helps in
increasing the zeal and enthusiasm of staff members. This results in improving the performance
of workers. Hence employees can give superior results. In this manner, enterprise can retain the
workers for longer period of time (Sessa and London, 2015).
9

M.2
Source: Kolb's learning cycle, 2018
It is interpreted from above image that Kolb's learning cycle consists of four stages that is
concrete experience, reflective, abstract and active experimentation. It results in continuous
professional development.
With the help of continuous professional development, Whirlpool company can learn
new experience and can improve their methods and procedure. Experience learning cycle helps
in continuous professional development as learner can learn new experience and can improve
their skills and knowledge. There is an experiential learning cycle developed by Kolb which
views learning as an important process with each stage being supportive. There is a logical
sequence of in the learning cycle. Effective learning only occurs when learner can implement all
four stages of cycle. First is concrete experience which means a new experience or situation is
encountered or reinterpretation of existing experience (Swanwick and McKimm, 2017). It
directly help company in process of continuous professional development and employees can
continuously improve their skills. Second is reflective observation of new experience in which
there there are differences between experience and understanding. It helps the Whirlpool
10
Illustration 1: Kolb's learning cycle