Developing Individual, Teams, and Organizations: HR Management Report

This report provides a detailed analysis of human resource management within the context of developing individuals, teams, and organizations, using Whirlpool as a case study. It explores essential HR skills, including communication, leadership, and time management, and examines the application of SWOT analysis to assess employee strengths and weaknesses. The report differentiates between organizational and individual learning, training, and development, highlighting the scope, skills, and challenges associated with each. It also investigates the contribution of high-performance working to employee involvement and competitive advantages, and examines different approaches to performance management. The report includes a professional development plan (PDP) to address skill gaps and improve employee capabilities, ultimately aiming to enhance overall organizational effectiveness and achieve sustainable business performance.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANIZATIONS

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P 1- Knowledge and skills necessarily required in HR management of organization. .............3
P 2- Analysis of personal skills for specific job in the organisation...........................................5
TASK 2............................................................................................................................................7
P 3- Differences between organisational and individual learning, training and development....7
P 4- Analysing the needs which are required for the consistent learning and improvement for
achieving goals. ..........................................................................................................................8
TASK 3..........................................................................................................................................10
P 5- Contribution of (HPW) in involving workers and gain advantages among the competition
within the organisation..............................................................................................................10
TASK 4..........................................................................................................................................11
P.6 Different approaches of performance management ..........................................................11
CONCLUSION............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
An organization is made of individual and teams. Developing them is the very important
task for a company. Whirlpool is the company who is making many home appliances for their
customers. It had the vision to become the largest maker of home appliances in the world. The
company uses five core dimensions in its team performances (Bolman and Deal, 2017). This
report includes many skills, knowledge and behaviours of employees that are required by the
human resource management of the company. Sustainable business performance is achieved by
factors of implementing and evaluating inclusive learning and development. Ways will be
understood in which high performance working contributes to involvement of employees and
advantages in competition.
TASK 1
P 1- Knowledge and skills necessarily required in HR management of organization.
Human resource management requires many appropriate and professional knowledge,
skills and behaviours for having the healthy relationship with its employees. These qualities will
help HR to have better interaction and relation with the employees of whirlpool. The qualities
required by HR are given below:
 Communication: Process of communicating within the organization should be very good
because it helps the company to have better relationship between HR professionals and
employees. Better relationship will lead to better working environment in the
organization (Herrmann and Herrmann-Nehdi, 2015). Human resource professional needs
to decide the process of interaction which will be very much effective to connect with the
employees. This will help them to know about all the problems faced by the workers and
solve them.
 Hard work: Employees are needed to do hard work and complete the task that is given
to them by their higher authorities. They need give their best. HR also need to do hard
work of managing employees and get the work done by them. Human resource
professionals needs to motivate their employees to do hard work according to their wants
and needs.
 Skills of multitasking: HR of the Whirlpool should know how to manage different tasks
at the same time and make their employees sufficient enough to handle multitasks of the

organization (Rock, 2014). It is responsibility of human resource to understand the
capabilities of their employees and to know in how much time they can do their work and
how many tasks they can handle at the same time.
 Leadership skills: Human resource management should carry some leadership skills to
efficiently manage the employees and lead them to do more work for betterment of the
cited organization. Leader is the person with leadership skill to lead the workers. Human
resource professionals need to have these skills to effectively lead their employees and
get the work done by them.
 Effective management of time: HR of the whirlpool should effectively manage the time
and make their employees work according to the managed time (Bolman and Deal,
2017). Human resource of the organisation need to set the time in which employees have
to complete their work which will help to complete the task on time and will increase the
skills of employees to work more efficiently.
 Creative ideas: HR professionals of Whirlpool can use many creative ideas to motivate
the employees and make them efficiently work and be loyal to the company. Human
resource of the organisation should use their own creative mind to use various methods
which will help them to manage the different behaviours of their employees because it
varies from person to person.
 Proper delegation: Human resource of the cited organization should properly delegate
the responsibilities to their employees who can do it. This will lead to further growth of
the company and make the employees satisfied with their given work (Herrmann and
Herrmann-Nehdi, 2015). It is responsibility of human resource professional to understand
their employees and delegate the responsibilities or task according to their understanding
and capabilities of the workers. This will also motivate the employees and they will
efficiently use their skills and knowledge for the betterment of the company.
 Professional behaviour: Professional behaviour should be maintained by the human
resource of the cited organisation to effectively manage the employees and the company.
These are knowledge, skills and behaviour which are needed by human resource
professionals of the Whirlpool to effectively and efficiently manage the employees and working
of the organisation. These qualities help the HR to achieve all the goals and objectives that are
desired and targeted by them.

P 2- Analysis of personal skills for specific job in the organisation.
By using SWOT analysis, HR can easily know their strength, weaknesses, opportunities
and threats. This tool basically helps HR of Whirpool to determine which key skills they are
lacking. Personal skills in the organisation for the evaluation or understanding the appropriate
knowledge, skills and behaviour are depended upon the strengths, weaknesses, opportunities and
threats which are faced by the employees in the Whirlpool (Rock, 2014). These four things help
the organisation to understand or in evaluation of personal skills of the employees who works in
the company. Strengths, weaknesses, opportunities and threats in the organisation helps to decide
or personal evaluation of employees knowledge, skills and behaviour. SWOT model to evaluate
or analyse these qualities is done below:
These are some strengths, weaknesses, opportunities and threats which are faced by the
employees of the cited organisation which are needed to be understood by the human resource
professionals of the company to successfully evaluate and analyse the personal knowledge, skills
and behaviours of the employees (Woodcock, 2017). HR professionals should also have some
personal skills, knowledge and behaviours to manage the company effectively.
The skills which needs to be improves are communication skills and leadership skills,
which are identified through inability to perform the duties effectively. While on the other side
decision making and IT skills are identified through superior reviews.
Skills Very skills Moderately skills In need of training
Management skill Yes
Communication skills Yes
Motivator Yes
Risk management
skills
Yes
problem solving skill Yes
Management skills Yes
Good decision maker
ability
Yes

Good decision maker
but delay
Yes
L Lack of some IT
techniques
Yes
Skill Audit
HR must have strong communication skills. I am strong at the same skills.
I have good management skill.
I can motivator my employee's very effectively.
I have risk management skills.
I have problem solving skill.
I have time management skills
I have strong knowledge related to field work
I am very good decision maker
On the other hand, I am lacking in some areas which are as follows
I am good decision maker but delay because of emotional attachment.
Sometimes I don't have communication skills.
I am also legging in lack of some IT techniques
I am also don't have appropriate leadership qualities.
Professional Development plan will help HR to overcome their weaknesses in proper way. This
is a chart which helps every individual in order to achieve their goals and objectives which will
need to accomplish so that it will support in their continuous improvement and career
development. PDP of HR of Whirlpool is mentioned below:
Table 1: Professional development plan
Skills and behaviours
to be developed
Action to be take Time of achievement
Communication skills Attending classes and lectures and then One month

implement those by conducting meeting in
Whirlpool.
Leadership skills Attending seminars of leadership qualities
and try to manage my entire work
accordingly (Day, et.al, 2014).
One and half month
Decision Making Tries to not get emotional attach with
employees and without delaying in taking
decision will helps to run company in an
effective way.
20 days
IT skills Using online videos and attending class will
helps to cope up new and latest technologies
into work area.
One month
RATING SCALE
SKILLS Previous Status Current Status After Applying PDP
Communication skills 5 TO 7 8 TO 9
Leadership skills 6 TO 7 8 TO 10
Decision Making 6 TO 7 9 TO 10
IT skills 4 TO 7 8 TO 10
Skills Very skills Moderately skills In need of training
Communication
skills
Yes
Leadership skills Yes
Decision Making Yes

IT skills Yes
TASK 2
P 3- Differences between organisational and individual learning, training and development.
There are some differences between giving individual grooming and improvement and
organisational training and development. Organisational learning, training and development
includes the company as a whole while in individual learning, training and development include
only one person. Difference between organisation and individual learning, training and
development are described below: Scope- Scope of learning, training and development at the organisational level is very
high because it thinks of the whole company (Goetsch and Davis, 2014). Organisational
level development leads to growth of Whirlpool very fast because it is done thinking of
firm as a whole. On the other hand scope of individual learning, training and
development is very low because it is done thinking of a person or an individual which
means this training and development is done at the personal level. Giving learning,
training and development at the organisational level is better than individual level
because organisational level covers the development of the whole organisation. Skills- Skills of all the members in the company are increased by learning, training and
development at the organisational level because it is given to all the workers in the firm.
On the other side individual learning, training and development develops the skills of one
person only (McCleskey, 2014). Giving this development training at the organisational
level will be beneficial for the company because they develop the skills of all the people
in firm and eventually help in meeting objectives and growth of the company. It states
that learning, training and development by whole Whirlpool will help the organisation to
increase the skills of all members in the company. Difficulties- Whirlpool will face the high level of difficulties at the organisational level
because giving learning, training and development to whole of the company is very
difficult task. HR professionals should work very hard to give this development training
to all workers and members of the firm. On the other hand difficulties in giving learning,
training and development to individual is very low because they are only given to one

person and is easy for human resource professionals of the cited organisation (Burke and
Noumair, 2015). On the basis of difficulties giving development training at the individual
person or to one person in the organisation is an easy task to perform with giving this
training to all the members in the company.
 Support- At the organisational level it is difficult to have support of all the people in the
company for giving learning, training and development. All the members in the company
have different perceptions and their behaviour regarding the training so it is hard to make
every member ready for this development training. On the other hand it is easy to make
an individual ready and take his support for the learning, training and development.
The above differences state that providing learning, training and development at the
organisational level and individual level is not the same thing (Ryan and O’Connor, 2013). They
are different from each other by many reasons.
Kolb's learning cycle theory work on tow levels that help to develop skills and
knowledge consistently and its is very essential for continuous professional development in
HPW. In this theory employee's get develop their skill by doing something different and get
experience for this.
Effective approaches-
Encourage workers is one of the best approach that help to spread performance culture in
organization. HPW need to understand people culture and work by consistently focusing on it.
They serve conceptualize culture by place culture at workplace of hegemonic and hierarchical
structure.
P 4- Analysing the needs which are required for the consistent learning and improvement for
achieving goals.
Continuous learning and professional development are needed to attain the sustainable
business performance because they help in improving process of activities which leads to
achievement of all the goals and objectives of the Human Resource Manager. Few needs for
continuous learning and professional development is given below: Better performance- continuous training and professional development will lead to better
performance of the Human Resource Manager and will ensure the sustainable business of
the organisation. It is responsibility of HR to understand the need of training between the
employees and their professional development (Mathieu, et.al, 2014). They need to

decide their which employee will become more efficient by the given training and will
increase the performance which will eventually lead to sustainable business performance
as well as Human Resource Manager. Satisfied employees- Continuous learning and professional development of Human
Resource Manager will make all employees working in Whirlpool satisfied. Human
Resource Manager will get that training which will enhance their skills which will lead
them to do more good work and eventually it will give sustainable business performance
to the cited organisation. Human resource professional will keep all their employees
happy with its strength. Overcoming weakness- Weakness of Human Resource Manager can become the strength
if they are provided with continuous training and professional development. Weakness of
Human Resource Manager will be reduced which will lead them to work better in that
field which will ensure the sustainable business performance of the Whirlpool (Parker,
2014). The top management of the cited organisation needs to understand that their which
Human Resource Manager have the weakness and in which field. This help them to
decide the proper training session for their each employee. Achievement of objectives- Continuous learning and professional development given to
Human Resource Manager of Whirlpool will increase their efficiency which will lead to
better performance and sustainable business performance of the company. Giving
training to the Human Resource Manager of company will increase their skill which they
will use their work given by management and complete it efficiently. Work done
efficiently done will make the organisation meet all its desired and targeted objectives
which will also give sustainable performance in the business.
 Healthy relations- Maintaining healthy relationship is very important for every Human
Resource Manager to have better performance (Sessa and London, 2015). Continuous
learning and professional development will make the Human Resource Manager satisfied
because it will increase their skills and will help in making better and healthy relationship
between employees and management. Healthy relations will improve working efficiency
which will lead to sustainable business performance in the Whirlpool.
These are the advantages which increase the needs of continuous learning and
professional development to have the Human Resource Managers at Whirlpool.

Continuous learning and professional development helps the Human Resource Manager to grow
in the company and increase its reputation among its employees. These activities lead to
continuous growth of the company and become stable in the market in all types of situations
which arises due to the changing business environment.
TASK 3
P 5- Contribution of (HPW) in involving workers and gain advantages among the competition
within the organisation.
HPW helps the Whirlpool in many ways. It mainly helps or contributes to the cited
organisation by employee engagement and competitive advantage in the organisation. HPW
helps in involving more and more employees in workings of the organisation and improve their
performance for the further growth of the company (Manuti, et.al, 2015). The main aim to HPW
is effective involvement of all the employees and increase the level of performance in the cited
organisation.
 Contribution of HPW in employee engagement- It increases the positive attitude of the
employees. By help of this working style they more tend to do work which increases their
involvement in the workings of the cited organisation. Workers of the company gets more
satisfied by the involvement in the business operations because it shows that they have
some skills which are important for the firm to use. Human resource professional needs
to come with more ideas to engage the employees in the improvement process of the
organisation which will also enhance their skills and performance towards the company.
HR also needs to make healthy relationship with the employees to understand their
problems which are faced by them in the premises of organisation and try to solve them.
This will lead to satisfaction of employees and they will get more involved for working in
the cited organisation (Bolman and Deal, 2017). HPW increase the use new and
innovative techniques which leads to more new products and services in the market.
Launch of new products and services will increase the working of the organisation and
employees will get more involved and engaged in the business activities of the Whirlpool
and will also increase their skills and development by giving better performance to the
company.

 Contribution of HPW in competitive advantage- High performance working increases
the efficiency of handling business operations which will give better results to cited
organisation financially or increase the profits of the organisation. Fast results are seen by
the company which makes them have more competitive advantage to them. Better
financial performance leads to the cited organisation to have more and better competitive
advantage within the market. HPW makes the Whirlpool to become better among its all
competitors. This will also increase the goodwill or reputation of the company among its
customers and they will be more happy to buy the products or services of the cited
organisation. HPW ensures better performance at all the levels of the organisations which
eventually increases the financial performance of the company and makes it more
financially sound from all other companies and its competitors (Herrmann and
Herrmann-Nehdi, 2015). It states that HPW also ensures that company become that much
financially strong which none of their competitors can beat them and they have all the
competitive advantages among various other companies.
These two points states that high performance working is very efficient and helpful for
the Whirlpool. By this they will more employee engagement and competitive advantage to the
organisation. HPW will ensure better performance in the organisation and satisfy their
employees by giving more job opportunities them which will also increase their efficiency to
work more hard in the company. It makes the company more financially strong and efficiently
face the competition in the market with their competitors.
Employee engagement-
HPW need to grow their business at higher position in market place and also want to
increase productivity in competitive environment that is very essential for them. Thus, the
complete process require effective workforce that help to manage each operations effectively.
Management of the organization wants to improve employee performance that contribute in the
growth of firm consistently which required high skilled people. In the firm workers are not
satisfied with their job and need to quit the company which is very difficult situations for them at
that moment HPW try some new techniques and methods for employee engagement. There are-
 Recruitment: Recruitment is one of the best technique that help to retain worker in HPE
for long time of period. Organization recruit individual in the firm on the bases of their
work performance that contribute in the growth and success of businesses.