Analysis and Report: Developing Individuals, Teams, and Organisation

This report examines the critical aspects of developing individuals, teams, and organizations, using Whirlpool as a case study. It begins by identifying essential skills, knowledge, and behaviors for human resource professionals, including communication, conflict management, and decision-making. The report then details the process of conducting a personal skill audit and building a professional development plan to enhance these skills. It further analyzes the differences between individual and organizational learning, training, and development, emphasizing the need for continuous learning in sustainable business performance. The role of high-performance working in employee engagement and competitive advantage is explored, along with different approaches to performance management. The report provides a comprehensive overview of how to foster growth and improve performance within an organizational context.

Developing
Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Appropriate skills, knowledge and behaviour of human resource professionals..................1
P2. Personal skill audit and building of a professional development plan..................................3
TASK 2............................................................................................................................................6
P3 Analysis of difference between individual and organisational learning, training and
development................................................................................................................................6
P4 Need for continuous learning and professional development in sustainable business
performance.................................................................................................................................8
TASK 3............................................................................................................................................9
P5 Understanding HPW contributing to employee engagement and competitive advantage.....9
TASK 4..........................................................................................................................................11
P6 Different approaches to performance management.............................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
An organisation operates in a competitive environment and so, it is necessary to enlarge
its operations to sustain in the market for longer duration. Development is defined to be the core
concept in contemporary organisation which ensures its improvement of performance (Anderson,
Potočnik and Zhou, 2014). The emphasis is to make an organisation inclined towards learning
and effective management. The learning can be facilitated through expansion of knowledge of
workforce, teams and inculcating a learning environment in an organisation. Whirlpool is the
chosen firms for this report. It is a major home-care appliance brand around the globe. The
essential skills, knowledge and behaviour of human resource professionals will be identified. The
various factors which help implementing inclusive learning and development in context of an
organisation. Further, role of high performance working will be understood in employee
engagement and involvement in an establishment.
TASK 1
P1. Appropriate skills, knowledge and behaviour of human resource professionals
A human resource professional is necessary to carry out different skills and capabilities
which help him to accomplish the assigned task. The human resource professionals working for
Whirlpool should be able to fulfil the diversified range of tasks and to perform with optimum
potential. Skills are defined to be capacity of an individual to perform a task. The much needed
skills are:
Communication skills: This is the most necessary skill which is to be possessed by
Human Resource. It is a task of a HR to communicate effectively policies and practices
formulated by the management to employees. Communication undertakes the skills of effectual
learning along with effective listening (Berry, 2011). It is necessary to listen to various queries
and questions of workforce so that they can be resolved.
Conflict Management: In organisation where large number of people work together
exposed to conflict situation on ideal basis. The human resource professionals should possess
capability to resolve conflict in a productive manner. It requires expertise in the mediation and
negotiation grounds. The reason is that Human resource professional have to act as a mediator
between both the parties to resolve it in an healthy manner.
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Decision-making: The decision-making process for a human resource professional
begins at recruitment stage where he has to select the most suitable candidate for vacancy. It is
necessary that a competent human resource person is able to evaluate critically so that ideal
decisions are taken by him.
Knowledge of a human resource professional:
Legislation: Knowledge of legislation is necessarily to be possessed by a human resource
professional. He is responsible for advising management on the matters concerned to various
laws and policies enacted by the government. The changes in laws are to be tracked and
implemented by a human resource professional in an organisation.
Management: The basic task that is being given to a human resource executive is to
develop and retain workforce of an organisation by giving due consideration to their needs.
Therefore, it is necessary that he possess adequate knowledge about management practices and
theories to utilise the same while carrying out different functions in an organisation.
The behaviour is defined to be manner in which a person conduct himself. It defines way
in which a human resource professional reacts to various situation in an organisation. The
essential behaviour of an human resource person is as follows:
Accountable: Accountability of a person is defined to be taking responsibility for his own
actions and behaviours (Bolman and Deal, 2017). The task assigned to him should be
accomplished in an ideal manner using a cost effective approach. This is a powerful position in
context of an organisation and human resource professional is provided with adequate authority.
It is necessary that authority is used in a fair manner.
Customer focused: The emphasis of an organisation is to cater needs of prospects in a
manner that they desire. Whirlpool fulfils the requirement of home care appliances of people
around the globe. Therefore, efforts of human resource professional should be fulfilling needs of
customer through employee oriented practices.
Inclusiveness: It is an approach which aims to include all members of an organisation in
its practices and events. It is necessary for a human resource professional to include this
behaviour into his working. This behaviour creates a positive impact on building diversified
workforce for an organisation and providing an environment where views and opinions of every
individual matters.
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P2. Personal skill audit and building of a professional development plan
Audit is defined to be critical examination of a factor. Skill audit refers to detailed
examination of skills of an individual so to ascertain existing level of the same. The purpose
behind same is to match level of skills with ideal power required to work in an organisation.
Whirlpool conducts skill audit of its employee on a regular basis to match skills of workers with
ideal standards. The development of skills of an individual will help company achieve its goals
and objectives through employee development. The development of a human resource
professional will help better nurturing and retention of employees working with an organisation.
Employee Name:
S. No Learning Objectives Actual
skills
Desired
Skills
Area of development Duration
1 Communication skills 7 10 It is one of the most
crucial skills which is to
be acquired by an
individual working for
human resource
department. I have
proficient
communication skills
but when compared
with organisation
standards, it is low. I
need to improve my
listening skills so that
effective
communication takes
place. It is essential to
understand what other
person is trying to say.
2 Months
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2 Decision-making
capabilities
7 10 This focuses on
choosing the most
suitable option amongst
all. I possess
appropriate decision
making skills, however
still doesn't match with
industry standards.
2 Months
3 Conflict management 5 10 There is a need of
improvement in conflict
management. I am not
able to resolve conflict
situation arising in an
organisation. There is a
wider scope of
improvement in the
same. The emphasis on
positive aspects is to be
learned to effectively
deal with such
situations.
2 Months
4 Leadership 6 10 There is lack of
leadership skill in me. It
involves leading a
group of employees
with ideal behaviour.
With such skill, I will
be able to lead a group
of employees and
ensure that ideal results
2 Months
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are achieved.
The above mentioned skill audit determines present level of skills of an individual and
scope of development that it carries. This determination of skills will lead to establishment of a
development plan for an individual to facilitate the same into his behaviour (Hitt and et.al.,
2011).
It is not comparatively easy to fulfil the task of being a competent Human resource
manager in an organisation. A HR consultant is known to provide advises and consultancy to
people so that business activities could be carried out in an improved manner. The consultant for
an organisation are responsible for offering right assistance in terms of recruitment, training and
maintenance of health and safety related to business activities. Therefore to carry out the same it
is essential for an individual posing as a consultant to posses right interpersonal capabilities,
knowledge and behaviour.
Before ascertaining skills, it is necessary to identify the strengths and weaknesses of an
individual so that better plan can be formulated. This tool which has been undertaken is SWOT
analytical technique which is helpful in identification of strengths and weaknesses along with
consideration to opportunities and threats as well. This assessment can be done by documenting
of strengths and weaknesses of an individual which are:
Strengths
 Communication skills
 Knowledge of management
 Decision-making capabilities Knowledge of MS Office
Weaknesses
 Conflict management
 Lack of patience
 Lack practical applicability of
knowledge
Opportunity
 Time management skills
 Practical knowledge Development of leadership capabilities
Threats
 Limited exposure
 Intensity of competition
 Morale
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This assessment identifies key strengths and weaknesses of an individual. This is done for
the sake of personal reflection of capabilities of an individual. I can say that I have decent
communication and decision making skills which can be further employed to fulfil my role as a
HR consultant in an organisation. It is essential to me to focus on nourishing my capabilities
which such as maintaining patience and lesser knowledge so that I am able to fulfil my
obligations in the right manner. I have been provided with an opportunity to enhance my time
management and practical expertise which will definitely be helping me in becoming a
competent human resource consultant for an organisation. But I have to make sure that I emerge
as significant amidst of such intense competition in the market. The next step would be
formulating a personal development plan for an employee in the Human Resource Domain
Professional Development Plan
S.
No
Objectives Strategies Adopted Evaluation Time-
Frame
Accomplishment
1 Communicat
ion skills
Various strategies
which are to be
adopted to improve
communication skills
are learning basics.
Communication was
thoroughly practised
by me and emphasized
over key points of
communication
Feedback was used
as a means to
evaluate
performance in this
sector.
2 Months Accomplished
2 Decision-
making
Learning various
decision-making
methods. Careful
evaluation of pros and
cons and lastly,
exercising decision
making at various
Consequences of
decision formulated
evaluates the
performance.
2 Months Accomplished
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situations.
3 Conflict
management
The strategies adopted
is to carefully listen to
both sides before
making conclusion,
active listening,
forming a scenario and
lastly, use of
simulation in
situations.
These can be
evaluated through
situation such as
harmony and
productivity of an
organisation.
6 Months Not
Accomplished
4 Leadership The means through
which leadership can
be enhanced are
formulation of a clear
vision, passion and
following set of
principles and
guidelines.
Questionnaires and
subjective type
questions are utilised
to evaluate the skills
of an employee.
6 Months Not
Accomplished
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
In this case learning, training and develops revolves around enlargement of skills and
competency of an individual so that he is able to carry out tasks effectively and efficiency. This
segment of the report attempts to identify differences which lies between concept of learning and
training and development in an organisation.
Individual training and development
The training which undertakes an individual aims to expand skills and capabilities to
accomplish a task (Dahlgaard, Pettersen and Dahlgaard-Park, 2011). This training measures
undertaken by self or organisation aims to cater skill gaps which have been identified during skill
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audit. Whereas development on the other hands aims to enlarge knowledge of an individual so
that it brings positive changes on the behaviour of an individual. Training activities are confined
to task which an individual is assigned in an organisation. The emphasis is on the improving time
and quality of the output produced by an individual. Development on the other hand is broader
concept, it undertakes measure through which knowledge of an individual is enlarged. It is very
crucial aspect of employee development as it assists in sharpening skills of an individual along
with staying updated in terms of organisational policies and practices.
Organisational development
Organisational development defines the measures through which an establishment aims
to fulfil its purpose. This is a wider concept which has been placed in the hands of human
resource department. It undertakes taking up of strategies and measure which help an
organisation to attain its objectives (Fuggetta and Di Nitto, 2014). Areas which are given
consideration in this discipline are design, structure and function of an organisation. It aims to
incorporate changes in organisation setup so that organisation aims are attained. While
implementing changes employees are to be equipped with appropriate knowledge so that they
understand reason for the step taken. It aims to be enlarge activities of the organisation to
achieve a better standing in target market. Whirlpool through incorporating changes in the
structure and function aims to have a better position in the market of United Kingdom.
Learning is concept which aims to impact behavioural of an individual in a positive
manner. It ensures that existing knowledge of an individual is modified through a series of
planned activities. It is a never ending process which begins with birth of an individual and ends
when he is dead. Organisation ensures that continuous learning environment is employed in
environment of the company. It should ensure that each and every component of organisation to
be included in the learning environment. It carries a series of benefits upon establishment such as
employee participation, better outcomes and increase productivity of an employee. The learning
can be categorised into two major components, such as:
Individual Learning
As the name suggests it takes into consideration, learning facilitated in an individual.
Learning measure can be either organised by company or undertaken by self. The reason behind
taking up learning is to fulfil gaps in the performance of an individual. Learning in context of an
individual carries multiple benefits for self and for the organisation as well (Marquardt and et.
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al., 2011). It helps in development of potential of an individual. The another crucial benefit of
facilitating learning is that it helps in implementing changes in an organisational environment.
Organisational learning
It is difficult for a business to organise learning exclusively for every employee in an
organisation. That is where concept of organisational development originates. This takes up
various measures which carries the capacity of impact of environment in a positive manner. The
major difference between the two is that organisational learning is termed as mandatory if the
organisation wishes to survive in the business (The difference between Organisational
Development & Conscious Business, 2014). An environment is created where people learn
together when organisation is experiencing certain situation.
Instructional system design: it is referred to be a process which leads to designing and
development of courses and material so that learning and training could be established. The
instructional design model is consist of 7 steps which are ADDIE. This system focuses on
reviewing and alternating the technologies which have become crucial in providing services. The
primary step in this system begins with conducting a detailed analysis of audience and their
characteristics so that similar environment could be created. The understanding of environment
helps in building a design which is later developed and tested so that its suitability could be
identified and finally system is implemented so that corrective measures are taken (if required).
Learning management systems: the learning management systems are referred to a tool
which are responsible in delivering training programmes to employees working in an
organisation. It is a tool which is helpful in customising and tracking learning of employees
within an institution. Irrespective of the size of an organisation, LMS has been embraced by all.
The major benefits which could be achieved from opting this tool is that it can be used in
provision of training, education and orientation to employees working for institution leading to
better productivity. This self-directed learning mechanism is different from LMS as individual in
this segment is not accountable for learning. Individual can customise learning as per his own
requirement and ensure that corporate goals are met which is not in the case with LMS.
The situation of crises faced by Whirlpool can utilise measure of organisational
development to embed changes in the structure of the company. It is necessary to inculcate
changes in functioning of business so that it can compete with other major electronic appliance
manufacturer in the area. This organisation always had a heavy reliance on the effective
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approaches which are to be replaced by efficient manner which are developed with the help of
organisational learning. Whirlpool have been taking assistance from system design practices and
approach so that a system which can help this organisation in dealing with this crisis situation
and ultimately leading to attainment of better results in terms of employee performance. The
development at the organisation level identified means through which aims to facilitate learning
in employees as one.
P4 Need for continuous learning and professional development in sustainable business
performance
Continuous learning is referred to form of learning which is on-going. It is an approach
which aims to enlarge individual capabilities and knowledge so that vitality in business
environment can be dealt with in an successful manner. This feature is crucial at workplace as it
is helpful in attaining to difficult business situation. The honey and Mumford learning approach
has been helpful in ensuring that learning has been attained for a longer period. It categorises
people on the basis of manner though which they facilitate learning. The experimentation
provides an individual with a unique experience which can be reflected and conceptualised so
that tasks and activities are carried out in an improved manner.
The concept of continuous learning and professional development plays a vital role for
providing sustainable business performance for an organisation. The report published stated that
most of situation of unemployment in market is due to lack of skills of people who are looking
for jobs. Understanding the same, business houses started incurring heavy amount on learning
and development of employee so that they can provided ideal returns to the organisation. The
learning and development have been redefined and various measures are adopted to support
environment of continuous learning in context of organisation.
The adoption of continuous learning is essential as it supports organisation to cope with
dynamism of the market. It promotes an environment that is active and adaptive so that a
business can achieve its goals and objectives (McCleskey, 2014). This concept ensures that
knowledge and capabilities of employee stay up-to-date so that they are able to cope with
changing industrial and technological requirements. Whirlpool is lacking behind its competitors
and enforcing a change in structure of the company. Such circumstances can be countered with
implementation of continuous learning environment in an organisation. It provides an
organisation with the capabilities to cope with the changes and ensure smooth transition of the
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