Report: Developing Individuals, Teams and Organizations for Whirlpool

This report delves into the crucial role of Human Resources in fostering the development of individuals, teams, and organizations, using Whirlpool as a case study. It begins by outlining the essential professional knowledge, skills, and behaviors required of HR professionals, emphasizing organization, communication, conflict management, decision-making, and ethical conduct. The report then explores personal skill audits, utilizing SWOT analysis to identify strengths, weaknesses, opportunities, and threats, and proposes strategies for professional development. It differentiates between organizational and individual learning, highlighting their respective impacts on employee productivity and organizational effectiveness. Furthermore, the report underscores the necessity of continuous learning and professional development in driving sustainable business performance, emphasizing its positive effects on employee morale, market competitiveness, and overall work environment. The report also defines how High-Performance Working (HPW) contributes to employee engagement and evaluates various approaches to performance management, such as comparative approaches and management by objectives, providing examples to illustrate each method.

DEVELOPING
INDIVIDUALS ,TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
P 1 Description on appropriate and professional knowledge, skills and behaviours required by
HR professionals.........................................................................................................................1
P2 Define personal skill audit to identify appropriate knowledge, skill and behaviours and
develop professional development..............................................................................................2
P3 Difference between organisation and individual learning and training and development. ...4
P4 Description on the need of continuous learning and professional development to drive
sustainable business performance. .............................................................................................6
P5 Define How HPW contributes to employee engagement. ....................................................6
P 6 Evaluate different approaches to performance management with examples........................7
CONCLUSION................................................................................................................................7

INTRODUCTION
Team can be referred as individuals who are working together to attend one common goal
to the enterprise. With working in team, the firm can able to achieve desires goals. Developing
the employees will be helpful in terms to increasing the performance and capacity of the
enterprise (Hawkins, 2017). High performing teams enables by the effectiveness of the team.
With help of developing individuals, team and organisation the performance of the employees
can be improvized.
The present report is based on business activities of Whirlpool, it is global leading entity
and manager has to perform their activities effectively. The present report is based on brining
development in the teams and organisation activities. In addition to it, appropriate professional,
knowledge and skills required by HR, develop professional development plan for employees,
need of continuous leaning, training and development and beneficial aspects of high
performance working contributes to employee engagement and competitive advantage.
LO 1
P1 Description on appropriate and professional knowledge, skills and behaviours required by HR
professionals.
The Human resource manager must be the core person in order to manage the things in
the effective in efficient mode. The managers must be responsible in terms to hiring, firing and
making employees responsible towards the responsibilities. Thus, professional skills of HR are
defined in below presented manner as are-
 Organisation- The HR to the firm should perform their work as to force the manager
with planning and efficiency. The must handle paperwork in terms to hiring, firing and
various employee benefits (Crichton, Moffat and Crichton, 2017). In addition to it, HR
professional should keep the organisational relative information accessible and organized.
 Communication- The human resource resource manager should be capable in terms to
maintain soft skill by working with human resources. Being good communicator means
able to perform business activities in the systematic mode. He must be the person who is
able to undertake the business activities in the effective and efficient manner.
 Conflict management- Employees in human resource must be capable to solve their
inter-conflicts. The human resource manager must have skill to resolve the conflict
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between team members. This will helps to conduct the business activities more effective
and efficient manner. They are person who are able to manage the organisation in one
proper direction. The HR staff needs skill in terms to negotiation and mediation.
 Decision making- HR of the enterprise must be responsible for maintaining things in the
effective and efficient manner. He is the person who is taking various initiatives in terms
to resolve dispute between employees. This person must have attitude to take the proper
decision so that things can be conducted in the effective and efficient manner (Turner and
Baker, 2017).
 Ethical- Human resource must handle sensitive information about the company. He must
have skill to perform thing in the ethical manner. He should have the capability to
manage the things in the proficient manner. The legal standard of the enterprise should be
followed.
P2 Define personal skill audit to identify appropriate knowledge, skill and behaviours and
develop professional development.
The skill of the employees are needed to be enhanced in order to perform business
activities in the effective and effeteness manner. In order to frame the thing effectively, it is
essential to undergo with personal skill audit with help of SWOT analysis. Thus, it has been
defined in below contexted manner as are-
STRENGTH-
 Being HR, I am able to manage the conflicts between the enterprise as I am able to take
the better decision so that I can conduct the things effectively and efficiently.
 My communication skill is also good as I can able to interact with easily. This will help
me to maintain cordial relations between team members.
 I am good in using software tools, this will help me to do the things in the proper manner.
This kind of skill will helps to enhance my competency so that I can conduct the things in
effectively.
WEAKNESS-
 I am not good in managing technical equipments properly. This is hampering my
work in the practical aspect. With help of managing technical skill I can able to do the
things in the proper manner.
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 The one of the major issue of mine is that I cannot able to handle two or three things at a
times and this is impacting the my performance.
Opportunities-
With help of developing technical skill I can able to have the practical approach so that
things can be conducted effectively by me. The technical skill will help me to enhance my
knowledge in terms to bring effectiveness in the performance.
Threats-
The one of the biggest issues with me is that I cannot handle issues as to have the change
management. This bring negative impact on the working and it affect my overall productivity.
This impact the functioning of the enterprise and bring managerial conflicts.
PERSONAL SKILL Activity to improve
personal skills
Time to improve Rating as per my skill
out of 5
Technical skill To improve my
technical skill I will
take personal training
from experts so that I
can be competent in
it.
I will improve
between the tenure of
3 months.
2
Problem solving I can handle the
problem easily. The
biggest issue is
impacting my over
productiveness.
I can improve it within
1 month
4
Time management I will set the deadline
to each task so that I
assure to finish it on
the proper timings.
I can improve it within
the tenure of 2 month.
3
Communication I am good in making
communication in
written manner. Thus,
I will improve it
within the period of 3
2
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I need to put my major
emphasize on oral
communication so that
I can manage thing in
better manner.
month.
LO 2
P3 Difference between organisation and individual learning and training and development.
The organisational training and development will helps to bring higher proficiency. With
help of it, things can be conducted in the effective and efficient manner. It has been defined in
following manner as are-
Organisation learning Individual learning
The organisational learning means to have
enhancement in the knowledge and skill of the
personal so that better outcomes can be
generated.
With help of focussing over individual learning
the person can able to enhance his productivity
and profitability. This can impact the overall
working of the individual.
In organisation, the training and development
will helps to enhance capacity of the person so
that he is able to contribute at maximum level.
The training and development opportunity to
the individual will helps to manage the
working in the expert manner.
The whirlpool should conduct the activities so
it will helps to make better interaction among
the employees. With help of it, skill and
competency of employees can be determined.
With help of focussing towards own skill and
competency the things can be conducted in the
efficient and better manner.
Organisational training development Individual training development
Organisational training is concerned with
overall growth of the employees.
Training is learning process that helps to
employee in terms to develop his win skill,
competency and knowledge.
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With help of organisation learning, the
employees are able to improve work
performance of the employees.
The individual training development will helps
the individual to meet the future challenges
(STEVENS, THOMPSON and WOOD, 2017).
The organisation training provides with aim to
maintain job oriented approach.
The individual wants to get trained with help
of career oriented manner so that things can be
done effectively.
P4 Description on the need of continuous learning and professional development to drive
sustainable business performance.
The continue learning will be helpful in terms to enhance the working of the enterprise in
the effective manner (Perna and et.al., 2018 ). This will help to promote the thing in the better
manner. Thus, it has been defined in below context manner as are-
 Boost morale of employees- The continuous learning will help to boost the morale of
employees in effective manner. This will helps to enhance the strength of the person so
that he can able to contribute maximum to the enterprise.
 Gaining competitive edge in marketplace- The continue learning will assist to gain
competitive edge in market place. The firm can able to perform its business activities in
the more effective manner. This will help to develop things in the effective and efficient
manner.
 Better overall work environment- With help of providing continue development
opportunity to the employees can create efficient working environment. This is helpful in
order to create the positive working environment (Soltani, Liao and Iqbal 2017). The
positive environment help the employee to perform its business activities effectively. The
better learning opportunities will be helpful for Whirlpool to develop things effectively.
LO 3
P5 Define How HPW contributes to employee engagement.
The employee engagement towards the enterprise will help to improvise the productivity
and profitability to the enterprise. It is focal point and it is benefit al in terms to keep customer
happy and engaged employees.
 The employee satisfaction is to the company, if employees are not satisfied they are not
able to perform activities effectively. Low job satisfaction impacts the overall working of
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the enterprise (Bañuls, 2017). If employees are engaged at work and feel satisfied with
their performance that it will help to produce ore quality work. Thus, it helps to bring
higher performance working.
 The engaged employees work faster, harder and stronger so that thing can be undertaken
in the effective and efficient manner. The high performance working leads to have
competitive advantage.
 The huge beneficial aspect of having engaged employees is that they can be loyal to the
firm. The behaviour of employees will be helpful for high performance working.
P 6 Evaluate different approaches to performance management with examples.
 Comparative approach of measuring performances :- this approach refers to providing
ranking to performances of each employees in relation to others. Under this every worker
is ranked on the basis of higher to lower. Further, it also provided various techniques for
comparative such as forced distribution technique that rank employees in group. For
example, a group of the highest performers is 10%, average is of 30% and other is of
good performers i.e. 50% and lower involve 10%.
 Managing by objective :- it refers to a process in which HR finds the desired objectives
that needs to be attained & gives each employee a major area of responsibility. This
method is considered as the less time consuming and cost effective as other performance
appraisal methods (Ahmadi and et.al., 2018). For example, using this method HR can
supervise whether the objectives are achieved or not.
 360 degree feedback :- however, it is little time consuming method since there are many
raters in the evaluation of performance, but it is considered worth try. For example, using
this method HR collects feedback of employee by other people who communicate with
him such as peers.
 Critical incident method :- it has been determined that under this method both HR and
employer assess a worker on the basis of certain criteria known as critical incidents where
the worker has done something good or bad.
 Behaviourally Anchored Rating Scale :- it is considered as the most effective technique
among all other appraisal methods. It is a major combination of both rating scale and
traditional essay analysis employee's behaviour and performance. It has been determined
that HR is involved in this process and then based on workers performances they are
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anchored as good, bad, poor or average (Performance Improvement & Development,
2018.).
CONCLUSION
Based on the above report it can be concluded that developing individual, team and
development will be helpful in terms to manage the organisational activities. The present report
is based on the business activities of Whirlpool. In this report, the following activities has been
covered as are appropriate professional knowledge, skill and behaviour, personal audit skill,
difference between organisation and individual learning and several benefits of applying high
performance working to employee engagement. The main aim is to maintain the working of the
employees in the proficient manner with help of providing guidance properly.
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REFERENCES
Book & Journal
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Crichton, M.T., Moffat, S. and Crichton, L., 2017. Developing a team behavioural marker
framework using observations of simulator-based exercises to improve team effectiveness:
A drilling team case study. Simulation & Gaming. 48(3). pp.299-313.
Turner, J.R. and Baker, R., 2017. Team Emergence Leadership Development and Evaluation: A
Theoretical Model Using Complexity Theory. Journal of Information & Knowledge
Management. 16(02). p.1750012.
Perna, A and et.al., 2018. Performance assessment of a hybrid SOFC/MGT cogeneration power
plant fed by syngas from a biomass down-draft gasifier. Applied Energy. 227. pp.80-91.
STEVENS, D., THOMPSON, B. and WOOD, G., 2017. Implications for winter grazing
managements and dead material on the performance of young cattle in spring. Journal of
New Zealand Grasslands. 79. pp.197-204.
Soltani, E., Liao, Y.Y. and Iqbal, A., 2017. A context-specific perspective of HR performance
management in quality-oriented organizational contexts.
Bañuls, V.A 2017. Predicting the Impact of Multiple Risks on Project Performance: A Scenario-
Based Approach. Project Management Journal. 48(5). pp.95-114.
Ahmadi, A and et.al., 2018. High-performance, knowledge sharing and ICT skills. Human
Systems Management. 37(3). pp.271-280.
Online
Performance Improvement & Development. 2018. [online] Available
through:<http://www.theperformancefactor.co.uk/performance-improvement—
development-individual-team-and-organisation.html>.
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