HR Report: Developing Individuals, Teams and Organisations

This report analyzes the development of individuals, teams, and organizations, focusing on the context of Whirlpool. It begins by outlining the professional skills, knowledge, and behaviors required by HR professionals, including team management, conflict resolution, and interpersonal skills. It then presents a self-assessment and professional development plan, identifying strengths, weaknesses, and opportunities for improvement. The report differentiates between organizational and individual training, learning, and development, emphasizing the need for continuous learning to drive sustainable business performance. It explores the contribution of high-performance working to employee engagement and competitive advantage. Finally, it examines different approaches to performance management and how they can support a high-performance culture and commitment within an organization, offering a comprehensive overview of key HR concepts and strategies.

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional skills, knowledge & behaviours required by HR professionals........................1
P2 Identify appropriate knowledge, skills and behaviours and develop a professional
development plan........................................................................................................................3
TASK 2............................................................................................................................................6
P3 Differences between organisational and individual training, learning and development......6
P4 Need for continuous learning & professional development to drive sustainable business
performance.................................................................................................................................7
TASK 3............................................................................................................................................8
P5 Contribution of HPW in employee engagement and competitive advantage in a specific
organisational situation...............................................................................................................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management and how they can support high-
performance culture & commitment...........................................................................................9
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................11

INTRODUCTION
Development is essential for an individual, team or an organisation because overall
efficiencies facilitate to conduct required procedures in correct manner which results into better
outcomes on regular basis. It is necessary to put efforts for carrying out an effective training or
learning programs which helps employees to boost up their skills that provide support to make
efficient groups and results into developed organisation with desired profitability (Aarons,
Hurlburt and Horwitz, 2011). This report is based on Whirlpool which is considered as an
American multinational manufacturer and marketer of home appliances. It was founded by Louis
Upton & Emory Upton in the year 1911, almost 106 years ago and headquartered in Benton
Charter Township, Michigan, United States. This assignment will discuss about Knowledge,
skills and behaviour of HR professionals along with difference between organisational &
individual learning. The contribution of high performance working to employee engagement and
competitive advantage as well as various approaches to performance management is given
below.
TASK 1
P1 Professional skills, knowledge & behaviours required by HR professionals
In an organisation, it is necessary to improve skills or abilities of staff members which are
essential to increase regular productivity in proper manner. Employees have an important role in
completing various kinds of operational activities in company which facilitates to gain better
outcomes on daily basis. An HR manage is required in business with better efficiencies so that
they can recruit more effective candidates which is beneficial for company (Bolman and Deal,
2017). In case of Whirlpool, they have to establish an effective HR team who is capable to select
best employees and understand their queries to fulfil desires in proper manner. Thus, it will make
workers feel valuable and they become loyal for their work which facilitate to retain them in
company for a long time. Some of skills, knowledge and behaviours which are mandatory for
HR professionals are as follows:
Skills
Team management: This can be described as an ability to manage whole team by
allocating various tasks or activities and maintain better coordination as well co-operation
between them. Thus, it will provide support to conduct required procedure in correct direction to
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achieve desired targets or gaols successfully. In case of Whirlpool, it is essential for HR manager
to apply effective rules or policies which helps to balance better working environment which
results into better productivity of employees.
Conflict solving: This refers to several kinds of conflicts amongst staff members then it is
necessary to solve them immediately because it impacts negatively on regular outcomes. It is
also significant to make few of strict regulations so that people will avoid to have issues in
between them and perform their tasks in correct direction for completing their target (Choi and
Ruona, 2011). Whirlpool have to appoint an efficient HR manager so that conflicts of work place
can be sort out properly and make effective policies to reduce negative impacts of the same on
their productivity.
Interpersonal skills: This can be explained as better way to communicate with staff
members and convey important information to them on correct time. It also includes the criteria
to provide required knowledge about policies of company and carefully take care of desires
awards or rewards of workers and render them respectively. In case of Whirlpool, HR manager
should communicate every important message to employees which helps to reduce threats in
outcomes of business.
Knowledge
Legal and ethical rules: There are various kinds of ethical and legal rules which are
required to be fulfilled by every organisation to run their business in proper manner. It is
essential for HR team of company to take care of all such norms and ensure to be followed by
staff at work place. Whirlpool have to appoint an effect HR who remains update about
legislations and implement strict policies to follow ethics properly.
Communication & media: This includes to utilise better communication medium which
is helpful to convey required information to staff members in an accurate manner. It helps to
reduce levels of transferring knowledge that creates modifications and results into wrong
message (Decuyper, Dochy and Van den Bossche, 2010). In case of Whirlpool, it is necessary
for them to use innovative as well as effective method for communicating which helps to
improve brand image by making people aware about efficient quality of product.
Behaviours
 The Behaviour of HR team should be polite and answer peacefully after carefully
listening to employees.
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 It includes to use effective technique to sort out conflicts of staff members and make
strict policies to avoid such issues in company.
P2 Identify appropriate knowledge, skills and behaviours and develop a professional
development plan
The self-assessment of skills or abilities is essential because it helps to gain information
about our own efficiencies and threats in capabilities that are required to improve productivity on
regular basis (Hartnell, Ou and Kinicki, 2011). It is essential to determine own strengths and
weaknesses which provide support to boost up efficiencies and improve performance in proper
way for achieving desired goals.
Strengths Weaknesses
 I have a degree of Masters in Business
administration with skill of fluent
communication.
 I am a patient learner and conduct
every tasks in proper manner by
making effective decision carefully.
 I don't have experience in operational
management and get easily distracted
from work.
 I am not creative enough and cannot
organise any event which is required in
an accurate way.
Opportunities Threats
 It includes English speech platforms
like TED and learning clubs.
 It also involves various chances to
communicate with native speakers in
after- sales service.
 Several people have better web page
skill and they can perform more
efficiently.
 I used to work in small company which
do not render effective training.
It is necessary to self evaluate our skills and abilities along with finding out threats of
performance because it prove help put efforts in correct direction for increasing own efficiencies
(Herrmann and Herrmann-Nehdi, 2015). It is necessary to identify and evaluate various skills,
knowledge and behaviours of people which helps to identify potential issues and make strategies
to remove them properly. A professional development plan includes to build more effective as
well as efficient strategies or techniques which helps to attain growth in career. Thus, it will
facilitate to boost up regular productivity as well as efficiency of Whirlpool that results into
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attaining better growth of business successfully. I have develop an audit plan which is given
below:
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Communication skills 7 9 -2
2 Confidence Level 9 8 1
3 Information Technology Skills 7 9 -2
4 Team Building Ability 8 9 -1
6 Time Management Ability 7 8 -1
7 Decision making Power 8 9 -1
8 Conflict Resolution Ability 8 7 1
Personal development plan: This can be described as an effective plan of action which
provides support to to improve personal skills as well as capabilities (Hislop, 2013). Thus,
increasing abilities of carrying out regular tasks or a activities in more efficient manner that
helps to gain better results.
Sr. No Learning
Objective
Current
Proficienc
y
Target
Proficienc
y
Developm
ent
Opportuni
ties
Criteria
for
judging
success
Time
Scale
Evidence
1 Improving
confidenc
e
I have lack
of
confidence
while
expressing
my views
or ideas in
I have
concentrat
e on my
presence
of mind
and
regular
I have
attend
various
nettings.
Speech
platforms,
debates,
Taking
feedbacks
from
colleagues
, friends
superiors
and
5 months Get
complime
nts from
peers and
sub-
ordinates.
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front of
other
people.
practice of
communic
ating with
eye
contact to
others.
group
discussion
s, just a
time
events and
try to
express
my
knowledge
through
keeping
eye
contact
with
people.
juniors.
2 Problem
solving
capability
I have lack
of
effective
strategy
framing
skill to
sort out
present
conflicts
or
problems
in
organisati
on.
Observing
superiors
and other
efficient
problem
solvers an
adopt their
techniques
along with
creating
better
ideas to
solve
issues
properly.
Through
generating
such
ability, it
is possible
to clear
several
problems
immediate
ly which
results not
desired
outcomes.
Superiors
and top
level
people.
3 months Functional
managers
and
colleagues
.
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TASK 2
P3 Differences between organisational and individual training, learning and development
There are various kinds of techniques or methods which are used by different types of
organisation to improve efficiencies of staff members in proper manner. Better skills or abilities
of employees provide support to carrying out various kinds of operational and other relevant
procedure of business in correct way along with generating required outcomes (Huczynski and
Buchanan, 2010).
The companies have to conduct training and educational program on regular basis to
make people more efficient as per current trends of technology. Thus, it will render help to
organisation for applying to new innovative technological equipments or machines that
facilitates to increase productivity as well as profitability. It is also necessary to observe, analyse
and evaluate actual requirements of training or learning events through nursing their
effectiveness through conducting analysis of improve productivity.
Training and development: This can be described as learning or training programs
which render help to boost up abilities of employees that facilitates to increase the effectiveness
of their performance. It is necessary to apply innovative techniques or strategies which can
provide support to make an efficient plan of action which facilitates to perform appropriately. In
case of Whirlpool, they have to conduct more accurate training events for employees that helps
to attain growth in personal as well as professional growth in career.
Difference between training and development
Training Development
 This refers to a process of improving
knowledge and skills of an employee.
 It is job- oriented activity and
applicable for fixed period of time.
 It is kin of procedure which includes
learning and growth.
 It is s career focussed process that is
applicable fro a time time.
Individual learning: This refers to an appropriate developing individual skills or abilities
which helps to enhance their regular productivity and facilitate to achieve personal as well as
professional growth in career (Jones and Jones, 2010). In case of Whirlpool, they can conduct
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several educational events which provide support to make employees to perform efficiently as an
individual or as team member.
Organisational learning: This can be explained as to create, use and share innovative
knowledge within an organisation to make overall staff more efficient and capable. It includes
the criteria of of conveying proper knowledge about effective plan of action involving several
strategies to attain objectives of Whirlpool successfully.
Difference between Individual learning and organisational learning
Individual learning Organisational learning
 It is kind of learning in which only an
individual gain knowledge about
several effective techniques.
 In this case, learning is an appropriate
process in which any idea or
information can be share to all staff
members working within an
organisation.
P4 Need for continuous learning & professional development to drive sustainable business
performance
The process of learning is very beneficial for an organisation because it provide support
to garb new innovative opportunities along with improving profitability as well (Katzenbach, and
Smith, 2015). It is necessary to make an effective as well as efficient training or learning
programs which enhance. knowledge level of employees and results into better decision making
in company. Thus, effective decision will support to put efforts in correct direction for attaining
desired targets. There are various requirements of continuous learning and professional
development in Whirlpool Company which are explained further-
Improving productivity: This can be described as to enhance regular outcomes of
company by putting effective efforts of employees wit help of an efficient technique. It is
necessary to conduct various kinds of training or learning events which increase efficiency of
workers which reflects in their daily productivity (Landy and Conte, 2016). In case of Whirlpool
Company, they have to carrying out required and appropriate educational programs which helps
to attain higher performance from efforts of employees.
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Achieve growth of business: The companies are required to conduct their business more
effectively which helps to increases brand image of business. It also includes the criteria of
implementing new features to product that helps to attract new customers along with retaining
current ones. Thus, it can be done by applying fresh creative technique for which workers are
needed to be trained for using innovative strategies which provide support to attain growth of
Whirlpool Company.
Adopt new technology: This refers to adopting new and innovative technological
equipments or machines which are capable to manufacture required units of product in less
period of time (Malone, Laubacher and Dellarocas, 2010). It is also beneficial because these
effective technologies are helpful to prove attractive goods or service to customers along saving
cost & time. In case of Whirlpool Company, they can implement new or creative technological
software or devices for making their bran more popular and attractive which facilitate to garb
better profits share.
Increase employees retention: This can be explained as to implement fresh technology
or software which make easy working for staff members and better reputation in market helps to
retain them for a long time. It will render support to make people feel reputed while performing
in successful company and regular learning will facilitates to achieve growth in their career. The
Whirlpool company have to conduct regular learning events because they are helpful to make
staff more efficient and results into retention of them.
The above mentioned factors are requirements of regular learning in an organisation
because they are necessary for success of business. It is important for Whirlpool Company to
focus on such activities and apply them in company after conducting required events of
education so that staff members become capable to adopt new or innovation ideas and machines
to perform on them.
TASK 3
P5 Contribution of HPW in employee engagement and competitive advantage in a specific
organisational situation
High performance working is necessary for every organisation as it provides support to
gain better outcomes on regular basis (Nahavandi, 2016). It is includes to make better strategies
as well as practices which are helpful to company for conducting various kind of operational
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activities in proper manner to complete set targets. It is necessary to engage staff members in
relevant meetings or conferences and convey desired information about particular project which
help to gain higher productivity of workers in daily basis which facilitates to attain competitive
advantage. There are several kinds of factors which should focussed by Whirlpool Company that
may contribute to higher performance working-
Recruitment of best candidates: This can be described as to conduct an effective
recruitment and selection procedure to hire more accurate candidate for particular vacant position
in an organisation (Penuel and et. al., 2011). It is necessary to select best person for desired
designation so that they can complete roles or responsibilities in proper manner. The whirlpool
Company have to recruit well experienced and skilled individual which helps to conduct duties
of specific position and attain desired targets successfully.
Commitment of incentives: The term incentive is very essential and work as an
encouraging factor through they can be motivated to improve their regular outcomes. It is
necessary for organisations to render better incentives to workers sop that they will perform with
more dedication. Thus, Whirlpool Company have to render better compensation to their staff
members which facilitates to gain performance form them.
Conflict Resolution team: There are various kinds of conflicts or issues which takes
place in company between staff members. It is necessary to sort out such problems because they
impacts negatively on productivity of business. In case of Whirlpool, they have to establish an
effective team for resolving different problem so that better outcomes can be achieve regularly.
TASK 4
P6 Different approaches to performance management and how they can support high-
performance culture & commitment
The performance management approaches can be described as to manage working of
staff members by evaluating it regularly in term of outcomes (Robbins, and Judge, 2012). There
are various approaches that can be implemented by organisation in order to manage performance.
Following is the brief description of some approaches: Comparative approach: In this approach, company compares two employees on the
grounds of performance. By comparing the performance, they analyse skills, knowledge
and talents which can be utilised to achieve organisational goals and objectives. This
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approach can be adopted by Whirlpool Company in order to measure performance of
their employees. Attributes approach: This is another vital approach which can be utilised by Whirlpool
Company in order to improve performance of its employees and inspire them towards
accomplishments of set targets and goals. Company sometime rank different employees
on the basis of their performance (Schein, 2010). Ranking is done by considering some
factors such as critical thinking, communication, innovative ideas and creativity in
performances and judgements etc. Whirlpool mainly use Graphic Rating Scale to rank
their employees.
 Behavioural approach: This is one of the best approach in order to measure performance
of employees on the basis of their behaviour. HR manager mainly use vertical scale such
as BARS for the evaluation of work as well as performance of employees in proper
manner. This approach is beneficial for employees as it promotes employees to enhance
their skills or knowledge to get best results.
CONCLUSION
The above report had concluded that development can be described as an essential factor
for an individual, team or an organisation because overall efficiencies facilitate to conduct
required procedures in correct manner which results into better outcomes. An HR manager is
required in business with better efficiencies so that they can recruit more effective candidates
which is beneficial for company. It is essential to determine own strengths and weaknesses
which provide support to boost up efficiencies and improve performance in proper way for
achieving desired goals. It is also necessary to observe, analyse and evaluate actual requirements
of training or learning events through nursing their effectiveness through conducting analysis of
improve productivity. It is necessary to make an effective as well as efficient training or learning
programs which enhance. There are various approaches that can be implemented by organisation
in order to manage performance.
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REFRENCES
Books and Journals
Aarons, G. A., Hurlburt, M. and Horwitz, S. M., 2011. Advancing a conceptual model of
evidence-based practice implementation in public service sectors. Administration and
Policy in Mental Health and Mental Health Services Research. 38(1). pp.4-23.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Choi, M. and Ruona, W. E., 2011. Individual readiness for organizational change and its
implications for human resource and organization development. Human Resource
Development Review. 10(1). pp.46-73.
Decuyper, S., Dochy, F. and Van den Bossche, P., 2010. Grasping the dynamic complexity of
team learning: An integrative model for effective team learning in organisations.
Educational Research Review. 5(2). pp.111-133.
Hartnell, C. A., Ou, A. Y. and Kinicki, A., 2011. Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's
theoretical suppositions.
Herrmann, N. and Herrmann-Nehdi, A., 2015. The Whole Brain Business Book: Unlocking the
Power of Whole Brain Thinking in Organizations, Teams, and Individuals. McGraw Hill
Professional.
Hislop, D., 2013. Knowledge management in organizations: A critical introduction. Oxford
University Press.
Huczynski, A. and Buchanan, D. A., 2010. Organizational behaviour. Financial Times Prentice
Hall.
Jones, G. R. and Jones, G. R., 2010. Organizational theory, design, and change.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Landy, F. J. and Conte, J. M., 2016. Work in the 21st Century, Binder Ready Version: An
Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Malone, T. W., Laubacher, R. and Dellarocas, C., 2010. The collective intelligence genome. MIT
Sloan Management Review. 51(3). p.21.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
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