HR Development: Skills, Learning, and Performance Management

This report examines the development of individuals, teams, and organizations within Whirlpool, focusing on the professional knowledge, skills, and behaviors required by HR professionals. It includes a personal skills audit and professional development plan, differentiating between organizational and individual learning, training, and development. The report also discusses the contribution of High-Performance Work (HPW) practices in employee engagement and competitive advantage, as well as different approaches to performance management. The goal is to analyze factors for learning and development to enhance business performance, contributing to Whirlpool's growth and success. Access this and similar solved assignments on Desklib to aid your studies.

Developing Individuals,
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Professional knowledge, skills and behaviour required by HR professionals.................1
P2. Completed personal skills audit and professional development plan..............................3
TASK 2............................................................................................................................................5
P3 Differences between organisational and individual learning, training and development. 5
P4 Need of continuous learning and professional development............................................7
TASK 3............................................................................................................................................8
P5 Contribution of HPW in employee engagement and competitive advantage...................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management..........................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Development is an essential component which aid organisation and individual to attain
success and growth. For this, management responsibility is to make changes in business
environment and provide appropriate working culture to members. This help them perform to
perform tasks effectively and gain new experience to move up in career. Firms provide products
and services in according to demands and requirements of people (Bolman and Deal, 2017). For
this, employees consists important role which is to have skills and knowledge to perform tasks
effectively. This benefit firms to enhance their position and goodwill in market in respect to
competitors. Present report is based on Whirlpool which provides home appliances that are
refrigerator, microwave and many other products in United Kingdom. This assignment specifies
knowledge, skills and behaviour that HR professional require to possess to manage resources in
efficient manner. In addition to this analysis of factors for examination of learning and
development to enhance performance of business is stated. Besides this, HPW tactic which
contributes in employee engagement and competitive advantage for attaining growth of firm is
also mentioned in this report.
TASK 1
P1. Professional knowledge, skills and behaviour required by HR professionals
HR professional are important part of firm to have sufficient manpower for execution of
business activities in according to market conditions. Their aim is to have skilled and competent
people which provide quality products and services to people, thereby enhance sales volume and
profitability of Whirlpool (Chaskalson, 2011). For this, training and development programmes
are executed for improving capabilities of employees which help in success and growth of
company.
HR professional skills: This define individual ability to carry out work properly and
complete duties within defined time. Thus, these are some skills that HR professional of
Whirlpool which are stated below: Conflict management and problem solving: This is another trait which HR professional
require to create and maintain relations with subordinates. This help HR of Whirlpool to
acknowledge issues and problems which are faced by employees, thereby provide them
appropriate solutions. This benefit them to make staff dedicated and motivated towards
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their job. Along this, individuals are also made to work in cooperation in a team for
proper utilisation of resources. Communication skills: HR professional require to have this skill to inform employees
about tasks and targets required to be accomplish by them. This help them to keep staff
members connected with Whirlpool and its functionality for achievement of business
goals and objectives (Conboy and et. al., 2011). Moreover, this help them to
communicate whole relevant data to their workers on time as well as resolve the issues
effectively. Team building: In organisation, HR professional are blood cell as there responsibility is
to frame team for utilisation of resources efficiently. Along this, business operations also
required to be conducted in effective manner for achievement of business objectives. For
this, HR of Whirlpool provide appropriate working environment to staff members to
make them perform tasks properly. This skills is helpful so that they can develop
effective team for performing the task in appropriate manner. Also, assign task as per its
knowledge, experiences and many more in more efficient manner.
HR professional knowledge:- Management: HR professional need to have information about management theories and
models to apply them in organisation. For systematic and smooth functioning of
operations in Whirlpool, policies and plans are implemented in system by HR. This also
help them to direct staff members and make them perform activities in team properly. Government laws: HR professional require to have knowledge about legislation and rules
which are constituted by authorities. It is necessary that laws are considered while
formulating strategies and policies for firm to make system function in legal manner.
Thus, HR of Whirlpool is able to position company higher in market in respect to rival
brands by following transparency law. It provide information to stakeholders and other
people which have connection with firm (Dahlgaard, Pettersen and Dahlgaard-Park,
2011).
HR professional behaviour:- Ethical behaviour: HR professional construct code of ethics to direct staff members and
make them perform operations in efficient manner. In Whirlpool, subordinates get
positive working environment which help them to execute tasks and complete targets
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within defined deadline. This also benefit HR to reduce problems and complexities from
system by keeping transparency in system that is provide information about their duties
and instructions. Along this, reduction of non-ethical practices from organisation for
sustaining its goodwill in market in respect to rival firms. Moreover, respective firm have
to abide through ethics , regulations and standards are structured through Whirlpool
company. Also, they have to treat their whole staff in uniform manner for gaining
confidence as well as trust over their employees.
 Accountable: HR professional formulate plan in which they state standards that
employees require to follow to deliver appropriate products and services in market.
Along this, they even conduct performance assessment to have knowledge about
capabilities of subordinates (Day and et. al., 2014). This help them to acknowledge need
of conducting training sessions and seminars to improve skills and knowledge of
employees. Along this, appraisal and incentives are also provided to staff members to
motivate them by recognising their work and outcomes. Moreover, respective company
managers have to make plans consequently, they have to allot activities to staff for
making the achievable overall its targets into expected time duration.
P2. Completed personal skills audit and professional development plan
Personal skills audit helps HR professional to have information about skills, knowledge
and behaviour of themselves and manpower. It is necessary that they have capability to manage
and take care that resources are utilised in efficient manner. In Whirlpool, HR professional have
good communication skills, conflict management and problem solving ability, etc. Personal skill
audit tool help them to analyse strengths and weaknesses of subordinates to distribute tasks
accordingly. Thus, HR is able to manage and conduct business operations effectively for
providing quality products and services to customers.
Professional development plan:
It is a written document which is formulated by HR professional to state information
about current capabilities of staff members in respect to their work and results. Along this,
improvement in performance and outcomes of subordinates after their training. In Whirlpool HR
have developed plans for workers, in order to increase footfall of customers, thus enhancing
their sales and profitability (Eime and et. al., 2013). This is also beneficial for manager so they
can easily know about the activities which are organised by them and what targets are assigned
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to their employees. Hence, these are objectives to enhance skills and knowledge which are
mentioned below:
Rating for self-skill
Objective Current proficiency Target proficiency
Conflict and problem resolving 3 5
Communication skills 4 5
Team building skills 3 5
Objective Current
proficien
cy
Target
proficiency
Current competency Development activities Time
scale
Conflict
and
problem
resolving
3 5 I have created and
maintain friendly
relations with staff
members to timely
acknowledge issues
and difficulties faced
by them, thereby
provide them
appropriate solutions.
I have studied
different concepts and
theories to
acknowledge different
methods to resolve
disputes. Along this,
employees are
coordinated with each
other and made work
in team.
45 Days
Communic
ation skills
4 5 I have good interaction
ability which define
that subordinates are
provided knowledge
about tasks and targets,
so that they perform
activities and complete
it timely.
For enhancing my
communication skills,
experts talks on
YouTube and seminars
and expert talks are
appropriate tool which
help me to increase my
speaking style and
60 Days
4

confidence.
Team
building
skills
3 5 Employees are divided
and distributed in
department in respect
to their skills and
abilities for execution
of business operations
effectively.
I attend lectures and
seminars of successful
businessperson to learn
ways to keep
subordinates work in
team properly.
30 Days
HR professional of Whirlpool conduct personal skills audit which help them to have
knowledge about their strengths and weaknesses which are described beneath: Strengths: My preference is to learn new things to enhance capabilities and knowledge to
conduct operations in according to market conditions. For this, innovative and creative
business ideas are formulated by me to enhance firm's position and image in market in
respect to competitors. Besides this, I have strong communication skills which help me to
keep employees dedicated towards job. For this, staff members are informed about tasks
and targets required to be achieved by them to make them perform tasks in effective
manner. Along this, I also have team building capabilities which help me to utilise
resources efficiently. For this, friendly relations is constructed and maintained with
subordinates to timely asses their conflicts and problems, thereby provide them adequate
solutions (Goetsch and Davis, 2014). Thus, I have skilled and talented workforce which
conduct business activities and deliver quality products and services to customers.
 Weaknesses: I have certain skills which are lacking which affect my performance and
outcomes. Employees require to work in same environment and didn't need changes in
system which influence their operations, if they didn't have knowledge about equipments
and machines working. For this, staff members require to get support in respect to
execution of training sessions for improving their capabilities. But this is time
consuming, efforts and large amount of funds.
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TASK 2
P3 Differences between organisational and individual learning, training and development
In organisation, HR professional responsibility is to have skilled and competent
candidates which perform tasks effectively. In Whirlpool, HR have divided employees into
department in according to their knowledge and abilities. This help company to properly utilise
resources, thereby deliver quality products and services to customers in respect to their demands.
For improving subordinates capabilities, training and development sessions are conducted by HR
to make them work in more better manner. Thus, these are two types of learning which are stated
below:
Organisational learning: Each and every firm require to have sufficient manpower for
execution of business operations effectively (Organisational learning, 2017). This define that
manager give opportunity to people to work in firm and gain experience and knowledge. Along
this, as staff members are made to carry out duties in team which increases their learning to
perform tasks in group. This help HR professional of Whirlpool to have skilled and competent
people which provide quality home appliances to customers. This benefit company to attract
large number of people, thereby enhance sales volume and profitability.
Individual learning: This is another form which define that a single person require to
have adequate skills and knowledge to get employed in firm. For this, an individual learning
starts from institutions to attending lectures and conference to gain new experience. This help
them to identify opportunities and utilise them to move up in their career.
Difference between organisational and individual learning
Basis Organisation learning Individual learning
Definition In organisation, HR
professional appoint
candidates and provide them
duties to conduct tasks,
thereby deliver appropriate
products and services to
people. This help firm to
sustain its position and
HR professional execute
performance assessment
activity to have information
about abilities of staff
members. For this, training
sessions are conducted by
manager to enhance skills of
candidate whose outcomes are
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reputation in respect to
competitors.
not according to defined
standards.
Purpose HR professional goal is to
enhance abilities of staff
members in respect to
equipment and machines that
are implemented in system for
providing appropriate items
and services to customers.
In this, individual aim is to
improve their capabilities and
skills to increase their position,
thereby grow in career.
Example For this live model is used that
aids company to examine
present situation as well as
formulate effectual decision
according to respective
circumstances.
Live models leads in
individual learning into
respective company. By
observation an individuals
accumulate knowledge from
present scenario to deal with
this.
Leads It leads to maximise
organisational performance.
Staff of respective firm can
regularly develop its
performance through
individuals learning.
Difference within training and development: Training and development programmes
are valuable for company, as it helps in enhancing current knowledge level of employees. This
help HR professional to carry out business operations and make growth and development of
organisation (Herrmann and Herrmann-Nehdi, 2015). If training are effective then it results in
making all their employees skilled, so they can achieve targets in desired time.
Training Development
It is a short term activity which is conducted by
HR professional to enhance mechanical and
technical skills and knowledge of subordinates.
This is a long term process which define that
HR professional increases conceptual and
theoretical knowledge of subordinates. This
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For this, sessions and practical working of
machines are shown to candidates to enhance
their learning. Thus, staff members are made
competent to work with technologies that are
implemented in system for delivery of
appropriate items and services to customers.
help them to gain capability to move up in
career that is gain higher position. Along this,
employees also perform tasks in efficient
manner to provide unique and creative
products to people.
It focuses upon maintaining as well as
upgrading existent skills behaviour and
knowledge of people.
It focuses upon growth as well as individuals
development.
It is job oriented. It is career oriented.
This improves effective knowledge as well as
skills for their existent and new employees.
This mainly concentrates on obtaining effectual
knowledge as well as insight regarding issues.
P4 Need of continuous learning and professional development
Professional development programmes and continuous learning are efficient tools which
help HR professional to improve capabilities of staff members. This help organisation for
attaining growth of business in respect to their market position and reputation. In Whirlpool, HR
make development in system and workforce for execution of business operations in effective
manner.
Professional development is considered as the learning for gaining or maintaining
professional credentials like academic level to formal course work, informal opportunities of
learning and so on. Professional development plans are formulated by HR professional to
enhance present knowledge of employees, so they can be promoted at higher position in
organisation. For this, employees are encouraged to conduct tasks in effective manner for getting
growth and success in future time. Along this, career development plans are also constituted by
manager to enhance knowledge and skills of their current employees (Hitt and et. al., 2011). For
this, reflective, coaching , supervision, reflective and also technical assistance tools are various
methods which are used by HR of Whirlpool to enhance capabilities of subordinates. Thus,
organisation productivity and profitability improves which also increases its goodwill in market
in respect to rival brands.
8

Continuous learning: It is also called the constant learning, this is the aspects of always
extending their understanding for gaining new skills as well as expertise. For the enterprise, it is
motivates staff for constantly learn through facilitating them with tools which provides this
learning. This tactic define that HR professional improve skills and knowledge of staff members
to make them perform tasks in efficient manner. Organisation is present in market which is
dynamic and keeps on changing with time. Along this, people requirements and needs also keeps
on varying which require that subordinates provide products accordingly. For this, regular
meeting are conducted by HR of Whirlpool to aware them about targets and market conditions to
make them perform tasks and deliver appropriate products to customer to satisfy their demands
and needs.
Professional development and continuous learning are two tactics which help HR
professional of Whirlpool to have skilled and competent staff members which help in growth and
success of company. These programmes have following benefits on organisation functioning
which are described below: Higher employees retention: HR of Whirlpool provide positive working environment to
subordinates to make them perform tasks effectively. Along this, continuous learning
sessions are also conducted which help them to improve skills and knowledge of staff
members. Thus, manager is able to sustain employees for longer time by providing them
opportunity to increase their position in firm (Légaré and et. al., 2011).
 Encourage problem solving: In Whirlpool, HR professional construct and maintain
relations with staff members to keep them dedicated towards job. This help them to
acknowledge issues and conflicts which are faced by subordinates. Thus, appropriate
solutions are provided to employees to prevent their performance from getting affected
due to their problems.
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage
High performance working tactic includes practices which are executed by HR
professional to enhance organisation and its activities in according to market conditions.
Manager require to have adequate staff members which are talented and skilled for conduction of
business operations effectively. For this, training and development programmes are conducted by
HR of Whirlpool to enhance skills and knowledge of staff members. This help company to
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provide quality items and services to customers to satisfy their demands and make them loyal
towards firm. Thus, these are various activities of HPW which benefit HR professional of
Whirlpool to establish competitive advantage and enhance employee engagement are mentioned
beneath: Human resource practices: It is necessary for a company to implement some major
practices of HR like employee relations, empowerment, engagement and more. It helps in
increasing productivity of business. In context with Whirlpool, HR professionals also
provide training and development program, reward and compensation etc. in order to
enhance skills and abilities of workers (McCormack, Manley and Titchen eds., 2013). As
this company known for its innovations and creative electronic products so, by
implementing such practices, contribution of workers can be gained towards promotion
of creativity at workplace. Team building: It is considered as main aspect of HPW, under which HR managers of
Whirlpool can develop a strong team at workplace. In this process, they track record of
each employees for analysing performance and allot them roles and responsibilities
accordingly. By engaging workers in group activities, best efforts of them can be gained
in giving better quality of electronic products to customers as per their expectations.
 Performance appraisal and rewards: HR professional conduct performance assessment
to have knowledge about capabilities of staff members. For this, employees outcomes are
compared by specified benchmarks to have information about deviations, thereby take
corrective actions for enhancing productivity of firm. For boosting morale of employees
and gain their retention for longer period of time, managers of Whirlpool HR provide
monetary and non-monetary rewards to them. In this context, they give rewards to best
performers of a year to motivate staff members by recognising their work and outcomes.
Thus, HPW is tool which help Human Resource professional of Whirlpool to have skilled
and competent subordinates to run business operations effectively. Whirlpool is a multinational
firm which have outlets in different nations help company to have large market reach and
customer base (O'leary, Mortensen and Woolley, 2011). HR have talented staff which
manufacture innovative and creative products to people in respect to their demands and needs.
This help them to enhance organisation productivity and profitability. Along this, quality home
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appliances are provided to buyers which help top personnel to create high brand image and value
in market in context of rival firms.
TASK 4
P6 Different approaches to performance management
Performance management refers to the activity which ensures that all the organisational
goals meet in effective manner. In this, HR manager of whirlpool monitors performance
employees according to their given task. It is considered as positive process as top management
are aware of employees work and their efficiency (Performance measurement approaches,
2017). Along with this, it is beneficial for employees as they receives the opportunity to
understand their own strengths and weaknesses. There are various approaches which can be used
by organisation to monitor performance of employee at regular interval. These approaches are
evaluates as below:
Collaborative working: In this approach performance of employees are measured
according to their performed activities in group. HR professional of Whirlpool monitors
performance of employees on the basis of their performance within group and effectiveness
(Woodcock, 2017). It also includes individuals behaviour with the other team members.
Illustration 1: Approaches of performance management
(Sources: Approaches of performance management, 2018)
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Comparative approach: This approach of performance management is based on the
comparison between employees on the basis of their work. Under this, every individual is ranked
on according to performance level. In this many techniques such as forced distribution
techniques, paired comparison and many more. In context to Whirlpool, its HR professional
measures performance of employees and give them from highest performer to lower one.
According to this, employees who receives highest scores are rewarded which motivates them. It
also motivates other individuals to perform there work in effective manner.
Result approach: This approach emphasize on result of performed activity. It is simple as
well as direct concept, herein firm rate the staff according to their performance outcomes. Here,
HR professional of Whirlpool takes continuous feedback from the store in charge in order to
measure the per day productivity of each individual of production department. In this employees
are rewarded according to the total productivity (Marquardt and et. al., 2011). This also
motivates employee to produce more number of products fro attaining more monetary rewards.
This results in increasing productivity ratio of Whirlpool and increases its profitability for long
term.
Behavioural Approach: It is considered as the old performance management techniques.
This includes vertical scales series fo various job dimensions. It can be performed with the help
of two techniques that are BARS as well as BOS. This concept rest on an idea and incorporates
different approaches and parameters. It is used in order to scale performance of an individual
according to the skills and knowledge acquire by a person. Therefore, it provides with a specific
data so as to measure his/her performance. For this, Behavioural anchored rating scale(BARS)
can be used. This techniques involves 5 to 10 vertical scales and it depends upon parameters that
are decided consensually from whole staff. They are ranked upon every anchors as per its
performance.
Attribute Approach: This mainly focuses on the attributes that are acquired by an
individual through which execution of plans can be done effectively. In simple words these are
traits that a person uses in order to perform and provide success to the organisation. This
includes skills like initiative of taking up a work, leadership and competitiveness. Moreover, in
this staff are rated as per its certain set of parameters like communication, teamwork, problem
resolving, innovation and many more. Herein, two type of rating scale are used such as graphic
12

and mixed. Through graphic rating scale workers are rated upon 1 to 5 scale that is low to high.
Where as mixed are more layered measurement form.
Quality Approach: It is considered as the approach that is concentrated upon developing
consumer satisfaction through minimising defects as well as accomplishing regular services
improvisation. This is used by companies so as to manufacture goods and services to its
customers by minimising defects from the products. It can be done by company with the help of
improved services that is done on a regular basis. Further, Kaizen process can be incorporated by
company for getting better outcomes and results (Rock, 2014). Moreover, this access both staff
and system, usage various sources to measure performance and so on.
From the above mentioned approaches of performance management, HR professional of
Whirlpool is using all of these approaches. As they are beneficial for organisation as well as
employees. In addition to this, performance management is also considered as the motivating
factor which encourages employees give their best efforts to the firm. And also contributes in
achieving business goals and objectives.
CONCLUSION
As per above report, it can be comprehended that development of organisation depends
upon skilled and competent people. For this, individual skills and knowledge required to be
enhanced for making them perform tasks effectively. Along this, they are made competent to
work in team, so that management is able to utilise resources efficiently. For this, HR
professional ascertain skills, knowledge and behaviour which they require to posses for
managing tram members properly. Along this, personal development plan is prepared and
personal skills audit is conducted by HR to have knowledge about their strengths and
weaknesses. Continuous learning and professional development are activities which benefit HR
to construct competitive advantage and keep employees engaged for longer time. Besides this,
performance management approaches that are quality, result-based, attribute, etc. help HR
professional to achieve business goals and objectives.
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