HR Report: Skills, Development, Performance and Management

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Added on 2021/01/02

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This report delves into the crucial aspects of developing individuals, teams, and organizations, with a specific focus on the context of Whirlpool Corporation. It begins by identifying the essential knowledge, skills, and behaviors required by HR professionals, emphasizing problem-solving, decision-making, multi-tasking, and negotiation skills, alongside behaviors like coordination, adaptability, and teamwork. The report then analyzes a personal skills audit, evaluating strengths and weaknesses to formulate a professional development plan. It explores the differences between organizational and individual learning, training, and development, highlighting the need for continuous learning to drive sustainable business performance. Furthermore, the report examines high-performance work practices (HPW) and employee engagement, along with different approaches to performance management, providing a comprehensive overview of key HR principles and their practical application within an organizational setting.

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Developing Individuals,
Teams and Organisations
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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................ 1
P1. Determine knowledge, skills and behaviours required by HR professionals...................1
P2. Analyse personal skills audit through knowledge, skills and behaviours and develop a
professional development plan .............................................................................................. 4
TASK 2............................................................................................................................................ 6
P3 Analyse the differences between organisational and individual learning, training and
development........................................................................................................................... 6
P4 Need for continuous learning and professional development to drive sustainable business
performance............................................................................................................................7
TASK 3.......................................................................................................................................... 10
P5. Define HPW and contribute employee engagement with an organisational situation...10
TASK 4.......................................................................................................................................... 10
P6. Different approaches to performance management.......................................................10
CONCLUSION..............................................................................................................................12
REFERENCES.............................................................................................................................. 14
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INTRODUCTION
Developing individuals, teams and organisations pinpoints to enhance individual
capabilities that can increase the productivity and performance of a person. It is essential to
explore the strength of employees and over come their weaknesses so that they can participate in
team work with higher job satisfaction (Landy and Conte, 2016). This will not only accelerate
their career growth but also hike the organizational performance due to the skills and knowledge
of the employees which supports them to work with collaboration to attains the goals and
objectives of the company. Whirlpool Corporation is an American multinational manufacturer of
home appliances which opt for high performance work practices according to the given scenario.
Thus, this reports underpins the professional knowledge, skills and behaviour of the
employees and personal skills that used to develop a professional development plan. It also
incorporate comparison between the organisation and individual learning, continuous learning
and professional development plan along with the HPW and performance management
approaches.
TASK 1
P1. Determine knowledge, skills and behaviours required by HR professionals
For an individual and team, it is essential to develop an appropriate skills, knowledge and
behaviour that are required by human resource officer or professional to maintain the existing
performance of an individual as well as worker. It helps in increasing the productivity and also
develop the overall performance of Whirlpool organization, through formulating and
implementing various policies and procedures that assist in developing the efficiency among
existing workers. This will guide in maintaining balance between current performance and
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applied policies to an existing members of business firm. Therefore, by adopting this technique,
it can helps in building up of an effective individual, team and business of a respective firm.
In order to manage present consequences, human resource of Whirlpool company brings
efficiency and enhancement of overall business through maintaining their individual behaviour
(Malone, Laubacher and Dellarocas, 2010). The importance to determine skills, behaviour and
knowledge that are necessary for human resource professional are defined under.
Skills that are essential for HR in managing the workload of their employees are describe
as:
 Problem resolution: This is most common issue that are generally faced by every
business organization. It bring a negative impact and effect overall business performance
in result reduction in cost production. Therefore, it is necessary for HR of Whirlpool
company to resolve the issues related to work and employees which can bring a positive
outcome from the discussion. This helps in taking initiative while performing their task
on time and bring experience while facing such issues or problems related to a business
enterprise.
 Decision- making: It is also an important skills for an human resource consultant to
develop the skills at a time of decision-making which can effect the business of
Whirlpool company. While making an effective decision, HR professional helps in
increasing the overall production and also bring effect to company's reputation by
increasing the share value in the market (Nahavandi, 2016).
 Multi- tasking: As working human resource consultant, it is indispensable skill of HR
Officer to balance between their work. This includes employees relations management,
payroll, interview, training session, recruiting, compensation, rewards, benefits to their
employees and many more. But sometimes at peak load, they have to perform their
various duties (that are mentioned in above) at the same time. Therefore, it is necessary to
maintain balance in their workplace to perform their responsibilities patiently and
peacefully. This will helps employees while doing their work.
 Negotiation skills: In an organization, HR manager work as team or individually
employees faces conflicts or issues related to their work place. This skill helps in
avoiding any disputes and are enough capable to resolve the controversies into a
workplace. It can get resolve by doing discussion, mutual understanding, past
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experiences, maturity and many more. It deals with workers settlement of their
differences or any issues between employer and employee or employee and employee
(Olalere, 2018). Negotiation skills is a method to get out from any problems or issues.
The behaviour that are required by human resource professional, these are as follows:
 Coordination & cooperation: It is essential for every organization to have a nature of
cooperation and coordination. While using an effective procedure by human resource
professional in a Whirlpool company. This will bring a positive result that is known as
coordination and cooperation among workers and employers. By co-ordinating,
employees assist in guiding them properly and also get different ideas while discussing
them through their team members. Cooperation will reduce the conflicts among existing
workers of a respective business firm.
 Adaptability: It deals with assimilation and adapting variety of skills, culture, customs,
knowledge, functions and so on. This helps in guiding to adapt different situation or
difficulty to address them in a well manner. Therefore, it plays vital role for human
resource manager to adopt this kind of behaviour while facing any problems such as
adapting new technologies with upgraded ones can be a difficult task for a Whirlpool
company.
 Teamwork: By engaging employees in a team, such behaviour will influence them to
work in proper direction. This helps to achieve their objectives on their targets. Also,
bring enhancement while performing their task in a team. It includes co-ordination,
cooperation that will result into higher production (Rosiek, 2018). Now-a-days, it is the
most common approaches used by every organization that brings a positive impact to a
brand image. By engaging workers with their team, firm will support to Whirlpool
company to complete their task on time.
The knowledge that are acquired by human resource officer or professional are described as:
 Employees grievances: While performing a task as individual, it is necessary for them to
use their knowledge that plays a vital role in human resource profession. In this part, it
talks about employees dissatisfaction towards their job such as salary issues, injustice,
lack of interest in work, absenteeism and many more. This creates a gap in between what
employee want and what they actually get. For instance, if company is not providing
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salary on their salary date, employee get distract from their work which can change their
mind to switch over the job.
 Management knowledge: This is an important role for every organization to attain
desired results from while using their management knowledge. This includes Whirlpool
company's management such as finance, logistics, manufacturing, marketing, production
department and so on. It guides them at a time of scare resources or shortage of resources
in a business firm. By adopting human resource strategies it will bring a positive result by
enhancing their overall productivity.
 Labour law: This portion deals with the laws and order of Whirlpool company. It helps
in providing safe and healthy environment to a respective business enterprise. This
involves wages act, equal remuneration distribution among men and women, provide
better working conditions and so on (Olalere, 2018).
P2. Analyse personal skills audit through knowledge, skills and behaviours and develop a
professional development plan
A personal skill audit depends on an individual's present skills that are used in near future
which plays a vital role in a respective career. This helps in determining personal skills and
diagnose what skills an individual needs to achieve while performing their activities (Aarons,
Hurlburt and Horwitz, 2011). It assist in planning more effectively and improves the skills to
become a successful human resource consultant. Therefore, it is necessary to identify an
individual's strengths and weaknesses that overcome from their personal issues to accomplish
their targets in pre-determine objectives. The personal skill audit helps an individual to solve the
problems, managing employees relations, their benefits, rewards, team work and increases the
level of confidence of an individual related to Whirlpool firm. As per the project requirement,
personal audit is eminent part for an individual to rectify their weaknesses and their strengths.
These are summarised in tabular form, it is described as below:
Personal Skills Audit is an process for measuring and recording the skills of an individual
group. Its main purpose is to identify the skills and the weaknesses so that necessary actions
could be taken to improve the efficiency and attain organisational goals and objectives.
Personal Skills Audit
Personal Skills Audit
Requirements Personal auditing rating GAP
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Knowledge
 Computer Knowledge 8
I have good computer
knowledge which allows me to
work efficiently all the duties
 Learning Power 8 I have strong awareness in
learning programmes so that I
which allows me to adapt
things at a quicker rate.
Skills
 Communication
5 I lack in communication skills
which is the biggest problem
 Team Building
capabilities
4 I an unable to work in team as
it confuses me to work with
different team members.
Behaviour
 Decision-making
abilities
8
I have ability to take proper
decisions within specific time.
 Cooperative 7 I am able to effectively
cooperate with others and leads
to attainment of goals.
Strength and weaknesses of an individual while doing personal audit, these are mentioned
in below as:
Strength
 As per personal audit of my skills, I have an ability to work related to information
technology that increase my efficiency at a time of performing my duties. As a result, I
am capable enough to guide my subordinates related to work.
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 From the skill audit, I have decision making power that assist me to take decision
regarding work or team. This will guide me while taking decision of team that helps in
accomplishing goals to desired objectives.
 I have a good learning power which allows me to grasp things very efficiently and adapt
to the changes.
Weaknesses
 From skill audit, I have analysed that my communication skills are not good as
requirement in human resource consultant. Hence, it is essential to improve
communication as it is the only way to perform duties and responsibilities (Bolman and
Deal, 2017).
 Also, from personal audit, it helps me to find my weakness of team building capabilities
that assist me while developing team for managing the project work.
To overcome from the weaknesses, it is necessary to build up a development plan. This is
briefly described under below as:
LEARNING
OBJECTIVE/
GOAL
CURRENT
PROFICIENCY
DEVELOPMENT
OPPORTUNITIES
CRITERIA
FOR
JUDGING
SUCCESS
TIME SCALE
Team building
capabilities Little
By doing more and
more collaborative
practices.
Group
members
and other
team
leaders
3 months
Communication
skills Average
By communicating
more with their
colleagues and peer
group.
Experts and
their
managers
1Month
Negotiation
skills Little By involving more
with employer.
Senior HR
and
manager
3 Months
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Enhancement
of delivering
issue
No experience
Taking initiative
while performing
task in a team or
individual basis.
Higher
authority
includes
manager
and
supervisor
6 Months
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Learning is an eminent part at the time of enhancing skills, values, beliefs, knowledge
and individual aptitude in an effectual mode (Choi and Ruona, 2011). It helps in determining,
guiding and directing their subordinates with the help of acquiring knowledge. Hence, this
requires regular skills and knowledge which are important for an efficacious action.
Individual learning is a method that involves learning on an individual basis through their skills,
knowledge, behaviour and from past experience to held problems and issues of Whirlpool
organization. It is a duty of human resource consultant to identify their strength and weaknesses
of employees to improve their performance through this activity (Landy and Conte, 2016).
According to a case scenario, Whirlpool company develops distinct individual skills, abilities
and knowledge as per their profession.
Organizational learning is a method which includes group activities while doing discussion with
other members of an organization. This involves proper way of installation, formulation of
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activities that helps in to achieve desired objectives. Thus, in a case scenario, Whirlpool
company should target on their team to achieve their targets on time.
The major difference between individual and organisational learning that are described in below
as:
Organisational learning Individual learning
 The nature of an organizational
learning is complex and dynamic which
can easily adopt the changes that are
taken by a business firm.
 The organizational learning is a
dependant activity that allows inquiry
related to the topics.
 Organisational learning takes place
through different level. This includes
the involvement of various departments
and people of a business firm.
 Organizational learning involves
working attribute but not an effective
manner.
 The nature of individual learning is
simple as they have to perform their
task on their own.
 In case of individual learning, it is an
independent activity that can be done
by their own.
 Whereas, at a time of individual
learning takes place on a single
platform of a respective business firm.
 In case of individual learning, it
depends upon a candidate to perform by
their own.
Training and development plays an essential role while performing the responsibility towards
an organization. It is an effective method that helps in increasing the productivity of existing
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Whirlpool company. This approach assist in improving the personal skills, abilities and
knowledge of employees to achieve their targets (Decuyper, Dochy and Bossche, 2010). Hence,
it is a necessary part for whirlpool company to conduct training programs for developing
individuals as well as team. In a case scenario, Whirlpool company should adopt different
strategies to cope up with their existing issues. The difference between training and development
are as:
Training Development
 Training is a learning process through
which employees get opportunities to
develop the abilities, skills and
knowledge as per requirement of job
position.
 Training is done for a particular period
or role related as per the requirements.
 Training is generally focus to the job
and their abilities.
 Training procedures involves single for
teamwork or many people to train the
employees in huge crowd required .
 Whereas, development is an
educational process which concerned
about the overall development of
workers.
 In case of development, it is done on
longer term as human resource
consultant have to develop environment
for their employees.
 However, development is based on the
career and possibility that can taken by
employees.
 Although, in development only a single
person can do this by their own.
P4 Need for continuous learning and professional development to drive sustainable
business performance
Continuous learning refers to continue development of skills and knowledge to
improve one's ability to perform effectively and adopt the modifications in the working
environment. On an individual level, continuous learning is important as it assist exploring the
capabilities through regularly upgrading the skills and knowledge (Gosling and Moone, 2018). If
an individual has strong continuous learning skills then they can successfully acquire the
changing work and current market demand. It can examine the experience as potential learning
in the workplace and re-examine the assumptions, methods, values, policies and practices. An
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individual can enhance their learning that is beneficial for them to explore their career
opportunities.
For an example, in the case of Whirlpool there was no employee who was learning new
things and that restricts their career growth as they stick at one place. Hence, they were loosing
the opportunities to grow more in the organization because they were working in their comfort
zone as they wanted to pursue such things in which workers are doing well enough. As there
were nothing innovative and new if the organization encourages their employees to work hard
and adjust in new environment and working process then the employees will surely enhance their
efficiency (Hartnell and Kinicki, 2011). This will also raise their value in team efforts and
organization's productivity and performance as they are building blocks of an organization. So it
crucial for them to increase skills and learning to stay for a long run and changes their
assumptions according to the present demand of the market. If the employees of Whirlpool are
continuous observe the surroundings and keep an eye on trends such as the new technology in
the market. As the new technologies can raise their efficiency and help them to work effectively
and they can also measure their work to analyse their working efficiency. As given in the case
study that HPW is a techniques which used to embrace the working efforts and efficiency of the
staff.
Individual learning reflects in the team's every member of a group is skilled and
knowledgeable that can raise the organization's profit successfully in the changing economic
conditions to survive and thrive the opportunities.
Need of Continuous learning and professional development
Continuous learning is also a part of professional development as being an employee,
there is a need of adapt the changes in the workplace and observe the surrounding in order to
enhance skills and knowledge. As long as they opt the changes in workplace, they will gain the
professional development as to achieve the higher performance. The need of continuous
development and professional development can be determined as -
 Stay relevant – When an employee learns new things to grasp the knowledge that what
is going on in the industry that make them aware about the latest technology. They
acquire the knowledge and that is crucial to stay update caters the knowledge to remain
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relevant. If they acquire the knowledge and skills then they will keep in touch with the
new emerging technologies that can change the Whirlpool's working in an appropriate
manner. It make them able to function according the changes in new technology. For an
example, a few years ago there was simple Whirlpool fridge was available in the market
but as the technology explores huge range of fridges in the market with smart technology.
 Be ready for surprises – It is good for an employee to gain skills and knowledge
because they are ready to accept the challenges and innovations (Hislop, 2013). For an
instance, if take a look on past fifteen years, their was hardly use of water purifiers but
soon it can be found in every home. As there were no need of water purifiers but as much
as the water get infected due to harmful substances the need of the water purifier
increased and Whirlpool also innovated water purifiers. This can be done by updating the
skills and knowledge. Therefore, it is essential to learn the things in continuous manner
that also supports in professional development.
 Competence leads to confidence – Learning new things gives confidence to an
individual that they know the things better and have the ability to accomplish the new
challenges (Katzenbach and Smith, 2015) . It gives an energy to work with zest that aid to
support to explore the opportunities in career and organization growth as well. While
working in Whirlpool they grasp the knowledge and skills and it also manges raise their
self – confidence that to accomplish the task effectively and efficiently in a given time
frame.
 Changes the point of view – This can be often seen that when a person knows about an
specific theory and they work on it but deep study of that subject changes their perception
about their belief. As there are various things that are included in that theory and
continuous learning gives knowledge about all the factors that ate included in that along
with the various facts (Huczynski and Buchanan, 2010)
 The Kolb’s learning style - Kolb's experiential learning theory works on two levels: a
four-stage cycle of learning and four separate learning styles. Much of Kolb’s theory is
concerned with the learner’s internal cognitive processes. Kolb states that learning
involves the acquisition of abstract concepts that can be applied flexibly in a range
of situations. In Kolb’s theory, the impetus for the development of new concepts
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is provided by new experiences. this would allow employees at whirlpool to
efefctively learn and work systemtically leading to achievement of organisational goals.
“Learning is the process whereby knowledge is created through the
transformation of experience”
(Kolb, 1984, p. 38).
Kolb's experiential learning style theory is typically represented by a four-stage
learning cycle in which the learner 'touches all the bases':
1. Concrete Experience - (a new experience or situation is encountered,
or a reinterpretation of existing experience).
2. Reflective Observation of the New Experience - (of particular
importance are any inconsistencies between experience and
understanding).
3. Abstract Conceptualization (reflection gives rise to a new idea, or a
modification of an existing abstract concept The person has learned from
their experience).
4. Active Experimentation (the learner applies their idea(s) to the
world around them to see what happens).
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A typical presentation of Kolb's two continuums is that the east-west axis is called
the Processing Continuum (how we approach a task), and the north-south
axis is called the Perception Continuum (our emotional response, or how we
think or feel about it).
Kolb believed that we cannot perform both variables on a single axis at the same
time (e.g., think and feel). Our learning style is a product of these two choice
decisions.
It's often easier to see the construction of Kolb's learning styles in terms of a two-
by-two matrix. Each learning style represents a combination of two preferred
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styles. The matrix also highlights Kolb's terminology for the four learning styles;
diverging, assimilating, and converging, accommodating:
Active Experimentation
(Doing)
Reflective Observation
(Watching)
Concrete Experience (Feel-
ing) Accommodating (CE/AE) Diverging (CE/RO)
Abstract Conceptualization
(Thinking) Converging (AC/AE) Assimilating (AC/RO)
TASK 3
P5. Define HPW and contribute employee engagement with an organisational situation
High performance working system is a systematic approach that a business organisation
employ to make an environment where employees get more involved and responsible towards
enterprise. There are various evidence which shows high performance help the business in
improving its performance. It is very open and transparent which is adopted in the enterprise to
motivate its employees ( Kryszewska and Rosie, 2018). This help Whirlpool to survive and grow
in the external environment. Whirlpool is depend on the staff members which help in making
effective business operations and perform all necessary activities for gaining higher goals.
Whirlpool also need to use different practices of HPW in better manner.
Following points help in making better interpretation of this concept.
Mutual relations : High performance system develop relationship between employee
and employer and many more other relations. Due to achieving high performance business
persons join their hands for achieving desired result. When employees come together for the
common objective than their relation automatically get improved. With the help of this,
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Whirlpool is able to engage its employees more in the organisation as they are more linked with
business.
Mutual respect : Every industry or the trade have some high performer which are able
to motivate other individual and of the organisation. Low performer person always respect the
high performer and also take their help in their working operation for doing appropriate work in
better manner. Due to high performance system, employees of Whirlpool’s get more involved in
the working of the organisation which result in increasing the productivity and performance.
HPW also help in managing conflict in the organisation because generally in a business,
conflict arises because of having unclear responsibilities. But due to HPW, everyone get their
own set of work which decrease issues and engage employees more in business. Whirlpool can
also adopt HPW to make employees focus on their achievements.
TASK 4
P6. Different approaches to performance management
Performance management is the activity which is undertaken to know whether goals are
achieved in an effective or efficient manner. As per the case study, Whirlpool is responsible for
hiring best skilled employees who have ability to deal with various persons. Performance should
be measured in the organisation in the scheduled time so that if there are any consequences, it
can be rectified with time. Due to performance appraisal, employees get the valuable feedback
on the basis of which they can improve their upcoming future. Owners usually measure
performance on the basis of employee contribution to the firm's growth. Such approaches should
convey information with their employee during evaluation so that in future he or she can
improve performance in proper manner. (Malone, Laubacher and Dellarocas, 2010) . There is no
measurement of performance than employees are not motivated to perform better. For the
success of organisation, it is necessary that there is good working of both employee and the
employer. The main motive of performance management is to analyse their employees skills,
knowledge and abilities and also provide them appropriate training sessions for effective
working.
There are various strategies and approaches for the measuring of the performance of
employee. It depends on organisation what they choose or it can also depends upon business
17

structure. Here are the five approaches which business can use to evaluate the performance of
individual on the basis of their suitability are as follows-
Comparative approach : It analyse the employee performance on the bases of other
individual in the same group. It was done by using forced distribution technique and graphic
rating scale. It is appropriate technique in the case where firms have small group of employees
having same job profile. As per the case study, Whirlpool require to use this approach for
identify their each employee performance with compare to other staff members.
Behavioural approach : This is the oldest techniques which is used by many
organisation It is based on how employee behave or perform a particular activity. It was done by
behaviourally anchored rating scale ( BARS ) and behavioural observation scale (BOS)
technique. It is adopted in the case where the measurement needs reliability and accuracy. The
major demerit of this approach is based on data and information.
Quality approach : The aim of this approach is to satisfy the customer by continuous
improving services and reducing errors. This use kaizen process to improve the business system.
It take into consideration both person and system factors (Nahavandi, 2016). The major
advantage of this approach is that it provides multiple sources for evaluating performance. It
involves both internal and external factors. According to many philosopher this approach does
not relate with organisation philosophy of quality.
Result approach : This approach is very simple and straight forward which induce
organisation to use it into their day to day operations. In this, employee performance is evaluated
on the bases of the end result. It was done in the enterprise with the help of balance scorecard
technique and productivity measurement and evaluation technique. Due to this, employees get
motivated and enhance its productivity and performance ( Olalere, 2018). The basic advantage of
this approach is that it converts strategy and policies into operation.
Attribute approach : In this approach, employees are evaluated on the bases of their
characteristic. These attributes are innovation, creativity, communication team work and
problem-solving. Due to its simplicity, it was adopted by various business enterprises. It adopts
two methods which are graphic rating scale and mixed rating scale. The approach is heavily
depends upon the nature of the evaluator.
Whirlpool can measure the performance of their employees and analyse profit
and income value that will get by doing appropriate work. Through opting
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performance management approach, the company can gain their views and ideas in
more significant manner. The employee does not work with full capacity because
according to them no one is demonstrate their work. Along with this, what to do or
what not to do. To make organisation work effective, it is necessary that employees task
was check on time to time. This also helps in building relationship between employer
and employee as they have to collectively work for organisation objectives.
CONCLUSION
The above report conclude that the developing individual, team and organization assist to
generate productivity and performance of an organization. This report is focused on high
performance work practices that aid to achieve the organisation goals and objectives within the
professional knowledge, skills and behaviours, personal skill audit etc. Moreover, it also includes
the difference between the individual and organisational learning, continuous learning and
professional development, employee engagement with the contribution of HPW and performance
management. Through this report, the organization can gain shared commitment to the vision
and extraordinary goals, team members communicate a consistent message about the team's
vision and goals throughout the organization, shared accountability, transparent communication
and mutual respect.
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