Report on High Performance Working (HPW) at Whirlpool Corporation

This report provides a comprehensive analysis of Whirlpool Corporation's approach to developing individuals, teams, and organizations, focusing on the implementation of High Performance Working (HPW). The report explores the essential knowledge, skills, and behaviors required by HR professionals within the context of Whirlpool's operations. It includes a personal skills audit and development plan to identify areas for improvement. The analysis extends to the differences between organizational and individual learning, emphasizing the importance of continuous learning and professional development to drive sustainable business performance. Furthermore, the report examines how HPW contributes to employee engagement and competitive advantage, and evaluates different approaches to performance management within the organization, providing a holistic view of Whirlpool's HR strategies.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................1
P2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop
a professional development plan.................................................................................................2
TASK 2............................................................................................................................................5
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................5
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................6
TASK 3............................................................................................................................................7
P5. Demonstrate HPW contributes to employee engagement and competitive advantage........7
TASK 4............................................................................................................................................8
P6 Evaluate different approaches to performance management.................................................8
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
The employees needs to develop new knowledge and skills while working because it
supports them to innovate and invent new things to accelerate growth of their career. Whirlpool
Corporation is a well known American multinational company of home appliances. It was
established around 1911 in Michigan, United States. As given in the scenario, Whirlpool is a
company which is considering HPW to raise the efficiency of each employee because it reflects
in team work and organisation performance. Thus, the report covers professional knowledge and
skills, personal skills audit, personal development plan, difference between individual and
organization learning. It also includes continuous learning and professional development.
Further, it also comprises of HPW contribution to enhance employee engagement and
competitive advantage along with performance management approaches (Bolman and Deal,
2017).
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
A human resource professional should have professional knowledge, skills and behaviour
that can support to manage and maintain the organizational activities. In order to measure the
performance of HR manager Whirlpool adopted high performance working (HPW) which
evaluates the capabilities and performance regarding their knowledge skills and behaviour. The
human resource manager also needs to examine their knowledge, skill and behaviour with this
program. It will encourage them to measure their abilities and increase their strength which
assists them to improve their efficiencies (Chaskalson, 2011).
Knowledge : It can be acquired from various sources such as the acquaintances with
facts, working principles and investigation about versatile topics or subjects. Knowledge cannot
be defined in only a single word nor it can be gained only through an idiosyncratic medium.
Thus, the HR of Whirlpool needs to be open minded to observe the environment and connect
with the people. As knowledge is not limited, they can gain it from reading and practices in the
real world as well.
Contract Law: In an organisation it is very essential for mangers to maintain law of
contract in order to perform their business operation and day to day activities. Herein, managers
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need to know about rules and regulation which should be followed by them as to came across to
the employees and customers they will increase their knowledge.
Training and development techniques: The managers of Whirlpools need to develop
certain innovating training and development techniques that are beneficial in nature for both
employees and organisation. Such as workshops, session and seminars to their new and existing
employees in order to enhance their knowledge and skills for specific job desgination.
Skills – This refers to the capabilities of a person which assists them to accomplish their
task and meet the objective. These skills supports to carry out the activities and operations in a
systematic and smooth way (Conboy and et. al., 2011).
Communication: In an organisation communication play's pivot role in performing task
and activities. Herein, managers of whirlpool's need to ensure that an effective communication
must flow from higher level of authority to employees and worker so that each and every task is
carried out in an appropriate manner.
Problem solving skills: A managers must have all skills and knowledge in order to solve
problem that arises within workplace. Herein, managers of Whirlpool's should have ability of
problem solving skills in order to solve problems and issues that are raised unexpectedly. Thus, it
is one of the important skills a person should have in performing a effective role within an
organisation.
Behaviour – It can be defined as the ethical behaviour of an individual to interact with
others. As Whirlpool is a vast organization then the human resource manager should be able to
maintain the corporate environment. Ethics: In order to perform a business activities in an
appropriate manner a business man need to follow ethics in operating function and activities. The
managers of Whirlpool's need to make sure the are performing their business task by maintaining
ethical standard such as not hampering ethics of people and society.
The human resource manager should work to enhance their knowledge, skills and
behaviour. KSA or knowledge, skills and ability is an effective tool to measure the capacity of
human resource manager. In Whirlpool, KSA can give an effective result because it can use to
scale the knowledge, skills and behaviour of the employees within the organisation. For an
illustration, the managers can measure their knowledge while working as what they know
previously and what kind of knowledge they gained while practising.
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P2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development plan
Personal Skills Audit : This is good way to analyse strength and weaknesses of every
individual who is working within Whirlpool. There are several skills needs to adopt by
employees during their practise. They can learn various things in a healthy environment that is
essential to keep them on track. It is necessary to analyse the activities and skills of the
employees which can give growth to their career (Dahlgaard, Pettersen and Dahlgaard, 2011).
But to attain growth it is required for them to keep learning and gather the knowledge and skills.
As given in the scenario, Whirlpool identified that their employees are not learning new things
and they just stopped at place where and that's why there is no innovation. After recognizing
these factors, it adopted a program HPW in which KSA and Personal skills audit are the crucial
tools. Every individual can measure their knowledge, skills and behaviour in an appropriate
manner. They can audit their knowledge, skills and behaviour in the following way :
Knowledge : The HR can personally investigate their knowledge as what they already
know before working and what they learned while working. As there are several roles are played
by the manager within Whirlpool such recruitment, selection, establishing policies and laws.
They are already aware about these kinds of procedure but there are several things which they
can adopt while working (Dayand et. al., 2014). For an instance, they can establishes new
policies for employees which are beneficial for them such as training and development. As they
can observe that there are some employees who needs training because they are unaware about
the techniques and machinery so it is required for them to organize training and development
sessions. In order to create plan for such meetings the HR needs to interact with the workers and
this will also increase their knowledge. As what kind of changes can be adopt by the organisation
to boost their efficiencies and effectiveness of the workers. Human resource manager will also
get knowledge about the organisation work and environment and this knowledge can be
technical and non – technical which will also enhances their career opportunities.
Skills – It can be gain while working through analysing the strength and weakness of an
individual. In order to gain and polish the existing skills manager needs to be aware about their
skills and focused area. For an example, they should know that what skills they needs to achieve
such as presentation skills and communication skills. HR is working at Whirlpool so they should
concentrated on to improve their presentation skills which will augment their personality
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according to their job role. They should interact with people without any language barriers so
that people can easily understand their point of view and share their opinions with them. The HR
should communicate with the employees in order to identify their issues and enhance employee
engagement in the organizational activities (Eime and et. al., 2013).
SWOT analysis
Strength
 The manager has knowledge to hire the employees through following various sources.
 The employees are skilled in their field and have a complete knowledge about their work.
Weaknesses
 Employees are not gaining the new knowledge that can innovate various things.
 There is a lack of new skills in the employees which is affecting the the organizational
performance.
Opportunities
 By adopting high performance work the workers can enhance their abilities as they will
identify their weaknesses and they can work on it. So that they can improve their
efficiencies.
Threats
 The organisation can step behind if the employees does not amend their skills, knowledge
and behaviour. This is harmful for the company because the competitors are continuously
learning to enhance the performance.
Personal Development Plan : This refer to recognize the individual strength and
weakness that needed some amendments. It offers various opportunities to explore where HR
who is working at Whirlpool who needs to improve their skills to sustain for a long run. This
plan also encourage them to manage their activities and skills remove the barriers of their career
in an effective way. The personal development plan as follow :
S.
No
.
LEARNI
NG
OBJECT
IVE
PRESENT
PROFICIENCY
TARGET
PROFICIENC
Y
DEVELOPM
ENT
OPPORTUNI
TIES
CRITE
RIA
FOR
JUDGI
NG
SUCCE
TIME
Time
Frame
EVIDEN
CE
4

SS
1 Presentat
ion
I am having
problem to
prepare the
presentation and
present it among
the employees.
Observing other
's presentation
skills as how
they present
themselves
among huge
audience.
I can attend
seminars as an
orator and also
able to address
to the huge
crowd.
The
employe
es should
understa
nd all the
aspects
displaye
d
through
the
presentat
ion.
2 – 4
Months
Managers
2 Problem
solving
skills
At the position of
HR at Whirlpool
I am get stuck to
solve the issues
among the
employees.
Whirlpool
needs to
manage the
issues and
resolve it in an
effective way.
So that the
activities and
functions can
be perform fast.
Entire team
should be
involved in
solutions
regarding the
problem.
The team
members
will
develop
a
positive
environ
ment and
it will
reflect in
reducing
issues
among
them.
5 – 7
Months
Subordin
ates.
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TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Learning is a form to observe and adopt some factors from the outside world through any
resource. Whereas, the training and development is provided by the company to new and
existing employees in order to increase efficiencies and effectiveness of the work. There are two
kinds of learning that are describe below -
Organisational learning : It can be defined as a set of activities through which
organizational members develops new knowledge, reconstructing existing knowledge to modify
the functioning of individuals and organisation as whole. As Whirlpool can adopt organisational
learning because there are several aspects and techniques which needs to be altered in order to
enhance proficiency of the employees. But when Whirlpool will implement some new changes at
that time the people are quite unfamiliar with them. So the company needs to train their
employees first, in to work with new technologies. Then, they will be able to enhance company's
performance by learning new technological changes (Goetsch and Davis, 2014).
(Source : ORGANIZATIONAL LEARNING PROCESSES, 2013)
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Illustration 1: ORGANIZATIONAL LEARNING PROCESSES

Organisational learning can also be define as a bridge between the work and innovation
because when an employee performs some task in Whirlpool at that time they faces troubles. In
order to overcome or remove the hurdles to accomplish the task they conceptualizes several
ideas. These concepts innovates the new things that are provoked by the barriers while working.
The employees can learn various things through their experience within Whirlpool as they came
across many situations which needed amendments.
Individual learning : This is quite different from organizational learning because when a
person wants to learn something it is their personal point of view. But as being an employee of
Whirlpool they needs to work on their expertise. They should put efforts to increase their
knowledge and skills while working that can also boost up their performance. As their existing
knowledge and skills should be ameliorate because if they do not push themselves then they get
stuck one place (Herrmann and Herrmann, 2015). In order to acquire growth Whirlpool's
workers needed to be explore towards the knowledge and skills. Individual learning is focused
on a particular person who is the main source of team work because every individual capabilities
are essential and valuable in a team. As they all are working to attain the objectives and goals of
the organization.
Whirlpool is adopting the HPT (High performance test) through which an individual can
measure their skills and knowledge. So that they can improve their performance through learning
new things. The company is practising to increase the employee engagement by encouraging
them to participate in activities and coordinate in team work. This will enhance their skills and
knowledge that can support in self management to acquire the new skills. These improved skills
are enhance the performance of the organization.
Difference between organisation and individual learning
Organisation learning Individual learning
 It bounds the employees and
organizational performance together.
 Organisation learning is based on the
experience of employees who are
working at Whirlpool because they
came across several problems.
 It measures knowledge and skills of
every individual who is working in
Whirlpool.
 This is concentrated on the individual
performance regarding their
involvement in the task.
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Training and development – As being a member of Whirlpool training will help them
to learn specific knowledge and skills to meliorate their performance in their present job role.
Whereas development is focused on the employee growth and future performance rather
emphasizing on existing job role (Hitt and et. al., 2011).
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning and professional development is also refers as CPD (Continuous
Professional Development) which can be used by every individual while working at Whirlpool.
They can track their skills, knowledge and experience that can be achieve in both forms whether
informal and formal. Continuous learning is a constant expansion of skills through learning and
increasing knowledge on various subjects. It is essential for everyone as life changes; the
necessities also changes overtime. The same happens with the professional development as well.
As being an employee at Whirlpool, the engineers are doing their best but they should be aware
about the new technologies which can support them to enhance their capabilities.
Their work will be done in an effective way and efficiently. They can innovate the things
which is beneficial for their career and organisation performance as well. An employee can
manage their learning with a documented record to maintain their professional skills. If the
employees are learning any activities which can be maintain, develop or increases the
knowledge, technical skills, problem solving skills through which they are getting performed are
comes under continuous professional development. The workers are getting improvements in
their efficiencies and working patterns by acquiring these continuous changes (Légaré and et.
al., 2011).
Needs of CPD
 Aware about the changes : CPD ensures that a person is aware about the changing
trends and adopting new alterations. They can give them growth in a new direction by
increasing their abilities as they are acquiring the new knowledge and skills (Marquardt
and et. al., 2011).
 Stay relevant : A person can keep up date and enhance their knowledge by various
sources and improve their performance within the organization. They can get knowledge
and skills in their field which makes them help them to stay relevant in their field. For an
example, the engineers can know about the latest technologies such as the innovation of
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smart fridge and then they can develop a wide range of smart fridges with different
features. In this way the engineers and other employees can improve their knowledge and
skills to stay in field for a long run.
 Deeper knowledge : CPD ensures to enhance knowledge and skill of employees on a
particular subject. As there are various changes can be observe on specific topic and
subjects that gives a detailed information to the individual so that they can implement
their knowledge in their profession.
 CPD helps to sustain Whirlpool's performance because the individuals keep observing
and learning the changes in the market trend. They will also adopt the changes in order
to see their growing career in the organization. It aid to support them learning new things
and generate the innovative ideas that can enhance the organisation profit.
Kolb's Theory:
Kolb's learning styles are one of the best and widely used learning style theories in an
organisation. This theory is adopted by mangers of whirlpool's in order to have good learning
style for their employees and staff members. In this theory learning is viewed as four stage cyle
which is determined below:
Concrete Experience: In this learning phases an individual learn a new experience in
different situations. Moreover, it encountered learning or a reinterpretation of exiting experience.
Reflective Observation of new experience: This learning phases indicates that a learning
of an individual is more important as experience generally bring inconsistency between
experience and understanding.
Abstract conceptualization: Herein, managers need to come up to give reflective ideas,
or modification in learning of an existing abstract concept. In this phase of learning a person
usually learn for its own as well as work experience.
Active experimentation: In this learning style an individual and employee learn for its
different ideas so that they can experience their own what's going in near by surroundings.
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TASK 3
P5. Demonstrate HPW contributes to employee engagement and competitive advantage
Employees engagement: Employees engagement is basically relationship between
organisation and its employees. An employee is one who is engaged in its work by enthusiastic
and take positive action towards future organisation's reputation and interest. Thus, it have an
emotional commitment towards achievement of organisation goals and objectives.
Competitive advantage: Competitive advantage are conditions that help a company to
produce goods and services of reasonable price to remain sustainability in competitive mark
place. Moreover, it has been attributed with different factors such as its structure, branding,
quality of product and offerings, distribution network in order to provide a better result.
Both employees engagement and competitive advantage are interconnected with each other and
it also help to increase high performance work of employees and staff members within
organisation.
HPW stands for High Performance Work which is used to encourage the efficiencies and
effectiveness of the employees who are working in Whirlpool. The organization adopted HPW to
boost the capabilities, skills and knowledge of their employees. Before Whirlpool opt for HPW it
was declining because the employees does not have the will to learn new things and experiment
new products. But HPW give them a chance to improve their skills, knowledge and behaviour
within the organisation (Rock, 2014).
Whirlpool enhances its working through adopting CPD and KSA tools which supports to
analyse the strength and weaknesses of employees. These tools opened the opportunities for
them by reducing various barriers. The core purpose of HPW is to give a new identity to the
organization, increasing employee engagement, creativity that augments organisational
performance. It focused on the weakly team meetings where employees can share their concepts
and ideas with the management and they can all discuss their issues to get the quick solution of
the problem. This means that the employees does not need to wait to get the solution of their
problem because the employees are involved in problem solving. So they can openly share their
vision regarding the problem.
The creativity also enhanced which results in innovation of the products. Employees
knowledge and skills can used to plan for innovating a product. In order to change a thought into
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