Whirlpool HR: Developing Individuals, Teams, and Organizations

This report analyzes the development of individuals, teams, and organizations within the context of Whirlpool, a UK-based home appliance manufacturer. The report begins by identifying the essential knowledge, skills, and behaviors required by HR professionals at Whirlpool, including teamwork, interpersonal skills, and communication. It then evaluates a personal skills audit, highlighting strengths and weaknesses in areas such as team building, problem-solving, and decision-making. The report further explores the differences between individual and organizational learning, examining how Whirlpool can foster both. It also discusses the importance of continuous learning and professional development. The report then details how High-Performance Work (HPW) contributes to employee engagement and competitive advantage and concludes by examining different approaches to performance management and how they support a high-performance commitment and culture within Whirlpool.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P.1 Determining appropriate knowledge, skill's and behaviour required by HR professionals .1
P.2 Evaluate personal skill audit ...........................................................................................2
TASK 2 ...........................................................................................................................................5
P.3 Evaluation of difference between individual and organization leaning and training and
development ..........................................................................................................................5
P.4 Need for contentious learning and professional development........................................6
TASK 3 ...........................................................................................................................................7
P5. State how HPW contribute to employee engagement......................................................7
TASK 4............................................................................................................................................9
P6 Different approaches to performance management..........................................................9
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Developing individual, team and organization is the role and duties of the manager. It is
important so that company can manage the resources in proper manner. Various functions are
performed by the employer so that firm can select educated and trained personnel in organization
(Aarons, Hurlburt and Horwitz, 2011). It is crucial so that it can increase the knowledge and
skills of all employees. It results in increasing the satisfaction level of people. Assignment
describes about Whirlpool which manufacture home appliances. It was established in U.K. in
1911. Report explains about evaluating employee's knowledge, skills and behaviour required by
HR professionals. It also describes about the analysing factors which are considered in
implementing and evaluating inclusive learning and development to drive sustainable
performance. It also explains about Application of knowledge and understanding of various ways
in which HPW contributes to employee engagement and competitive advantage. It also describes
about ways in which performance management can support high performance commitment and
culture.
TASK 1
P.1 Determining appropriate knowledge, skill's and behaviour required by HR professionals
Different functions are performed by HR manager of Whirlpool so that all activities and
tasks can be managed in effective manner. Hence it is crucial that HR manager musty posses
necessary knowledge and skills so that they can easily perform the functions such as selection,
training and compensation. It is also important so that they can easily motivate other employees.
HR manager can also organize training sessions and programmes for staff members. This is
important so that they can get training according to their needs and requirement. Though this
organization can easily accomplish their objectives. Skills required by HR manager of Whirlpool
are described below:
Skills
Teamwork skills: It is important that HR manager can easily motivate staff members so
that they can perform activities and tasks in effective manner. It results in enhancing te salers and
revenues of firm (Bolman and Deal, 2017).
Interpersonal skills: It is also the important quality that HR manager musty posses
within themselves. They can interact with any person and they can also listen to other views and
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then give their suggestions. This helps in accomplishment of objectives and goals. So firm can
easily earn more revenues and they can increase the market share (Choi and Ruona, 2011).
Communication: This is one of the essential require to be possess by HR professionals at
workplace as this helps in transfer knowledge and skills from one individual to another and also
support in share own opinions with others. With this, HR professionals can easily communicate
with employees and can make them aware about their roles and responsibilities at workplace.
Proper and effective communication at workplace improve coordination and reduce the chances
and rising conflicts at workplace.
Knowledge: HR manager have to accomplish the objectives. For this they just posses the
required knowledge so that they can manage all activities in effective manner. Kind of
knowledge which is required by HR manager of Whirlpool are described below:
Laws and legislations: Company has to follow the legal rules and legislations. HR
manager of Whirlpool must posses knowledge of executive orders, Govt. rules and regulations,
procedures etc. It directly helps the company to generate more revenues and they can also
maintain strong market position in minds of all users.
Media and communication: It is very essential for a HR manager to have proper
knowledge about the media and communication channels as it helps in collect required
information about the various applicants who apply for the vacant positions in company. So it is
very important that HR professionals of Whirlpool should have adequate data related with
communication and media.
Health and safety: It is very essential for HR professionals to have adequate knowledge
about all laws related with employee’s health and safety at workplace. One of the main benefits
of this is that it promotes health and wellness of employees working in organisation and also help
in create and maintain a positive and healthy environment at workplace.
Behaviour: It is crucial that HR manager bevies in proper and effective manner with all
staff members. This is important so that all activities can run smoothly. It helps the company in
accomplishing their objectives. HR manager must possess some behaviour which is described
below:
Collaborative: HR manager require to work effectively with all the employees and
individuals working inside and outside the firm. Various factors such as development, training,
change and learning play a significant role in HR.
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Decisive thinker: This aspect reflects the ability to analyse all the information available
and take better decision. It will help HR professionals of Whirlpool as they can better decision
and can determine the better way carry out business activities.
Self-confidence: An HR professional working in organisation require to be self-confident
at workplace as this help in influencing the decisions and behaviour of employees at workplace.
Confident manager can easily get the trust of employees which help in get support to implement
various changes at workplace.
P.2 Evaluate personal skill audit
Personal skill audit is performed by a person so that they can evaluate the performance
of all persons. It is an appropriate and suitable method to monitor the work of all persons. Hence
it results in increasing satisfaction of staff members. This process directly improves the
performance of all persons (Decuyper, Dochy and Van den Bossche, 2010). Various capabilities
and skills is the responsibility of HR in Whirlpool. It includes team building, problem solving,
decision making and confidence level (Hartnell, Ou and Kinicki, 2011). I have my personal
audit plan so that I can determine the strengths and weakness. Skill audit plan is described
below:
S. No Competencies and skills Self assess score Score from others Variances
1 Team building activity 7 9 -2
2 problem solving activity 8 7 1
3 Decision making capacity 8 9 -1
4 Confidence level 7 9 -2
5 Efficient communication
skills
8 9 -1
7 Information technology
skills
7 5 2
8 Time management 9 8 1
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Here negative variance are my weakest pints and positive variance means the positive
points.
Strength and weakness according to personal audit are described below:
Strength Weakness
 I am effective in solving problems and
issues of all persons. Hence as a result I
can easily satisfy all people and it
results in maintaining good relationship
with all people.
 I have full knowledge and skills related
to all software's of IT. I have
knowledge of MS office, Tally
 I can manage the time in proper
manner. Hence as a result all my
activities and tasks are completed in
proper time.
 I am not effective in building the team.
My confidence is low an hence I cannot
perform all activities in effective
manner.
 I cannot take decisions in all situations
and hence I cannot adopt in every
situation.
 I cannot interact with all persons. I am
a introvert person. This is the reason I
have to create effective policies and
plans so that I can easily communicate
with all persons.
Personal development plan: It is the plan which helps in development of a person. It helps
to identify the weakness and hence various seminars are organized (Herrman and Herrmann-
Nehdi, 2015). Personal development plan created by HR of Whirlpool are:
Sr.
No
Learning
objective
Current
proficienc
y
Target
Proficienc
y
Developm
ent
opportunit
ies
Criteria
for
judging
success
Time scale Evidence
 Team
building
activity
I cannot
create
effective
team as I
had not
My target
is to build
the
efficient
team so
I can
attend
many
training
sessions
Team
leader
3-4
months
Team
leader and
other staff
members
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done
previously
. Hence
they
cannot
perform
tasks in
effective
manner.
that all
staff
members
work
together
and
perform
all tasks in
effective
and
efficient
manner.
and
seminars
so that I
can easily
manage all
operations
in
effective
manner.
 Decision
making
quality
I have to
improve
my
decision
making
quality so
that I can
take
decisions
in all
situations
I have set
a objective
that I can
easily
develop
the
decision
making
quality in
some
months so
that all
activities
and tasks
can be
managed
in
effective
and
I have a
opportunit
y to
observe all
leaders
and
company
managers
so that I
can learn
from them
and I can
take
decisions
in all
situations.
This helps
me in my
growth
Team
leader
5-6
months
Staff
members
and team
leader
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efficient
manner.
and
developme
nt.
TASK 2
P.3 Evaluation of difference between individual and organization leaning and training and
development
Learning is an effective and efficient method in which innovative ideas can be created. It is done
so that any person can improve the existing skills and knowledge. It is important so that firm can
easily accomplish all objectives. This is important so that company can easily increase their
profits. Hence they can easily increase their market share. It is divided into 2 parts:
Individual learning: It is a learning method in which staff members of Whirlpool reach to
external stimulus and they can recognize the awareness. In this learning method they can easily
improve the weak points by attending many seminars and workshops (Hislop, 2013).
Organizational learning: It is a an effective procedure in which company can easily develop I by
creating effective plans,. According to case study they can perform transparent communication,
share accountability for results, mutual respect and solidarity, solving issues and problems. This
helps the organization in growth and development.
Difference between organisational learning and individual learning
Individual learning Organization learning
It is a learning method in which individual can
develop themselves by creating effective and
efficient plans and policies.
In this method unique process of development
in which company creates various plans and
policies.
It helps in improvement of knowledge of all
staff members and it results in enhancement of
performance of all workers. It re in improving
the performance of a person.
It results in effective execution of team and
tries to improve the performance of team. It
results in increasing the productivity and
profits.
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Overall, it can be summarised that individual learning is the process which results in
enhancement of individual’s skills and knowledge working in organisation. This support
individual in perform their job roles and responsibilities in better manner and also help in their
professional development. This type of learning provides various benefits to organisation as all
employees do well which help company in better satisfy the needs of its target customers.
On the other hand, organisational learning refers to way in all workers of organisations
improve themselves and create new knowledge. One of the main benefit of this is that it helps
company in fulfil the requirements of its customers which offer competitive benefit to company.
Individual learning provide benefit to an individual while organisation learning is beneficial for
whole organisation.
Training and development: It is the effective function in which individual are given training
according to needs of all persons. It is important so that firm can easily accomplish all objectives.
Difference between training and development is described below:
Basis Training Development
Meaning Training is the efficient
process in which person can
easily improve the knowledge
and skills of all persons.
Development is a process
which helps in enhancing the
knowledge and skills of all
staff members.
Objective To increase the productivity
and improve the work of all
staff members
It helps in creating and
developing the staff members
for future challenges
Aim Particular job is the main
objective
Conceptual and general
knowledge is main objective
From the above discussion, it is clear that training is a short term learning process whose
main aim is to enhance the performance of employees at workplace. This help organisation in
achieve its set objectives and also help in generate large amount of profit. On the other hand,
development is a long term learning process which offer long term benefits to employees and
help organisation to sustain in market for long run. Development make the employees able to
face future job challenges and improve their efficiency.
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P.4 Need for contentious learning and professional development
Continuous learning: It is the effective process in which a person can increase their
knowledge and skills by modifying the knowledge and learning various innovative ideas. At
individual level, continues learning is expanding the abilities and skills to acquire and change
skills. Organizational level shows that how team members adapt themselves and they can react to
dynamic and different situations in proper manner.
Professional development: It is the method in which a person can take professional degree and
can learn informal learning through attending various training sessions and programmes
(Huczynski and Buchanan, 2010). Different approaches are used such as coaching, lesson study,
consultation , technical assistance.
Important concepts are described below:
Respond to technology: In today's world, there are various changes in technology and it
can affect the productivity and profits of company. Hence Whirlpool can easily execute the
advanced technology and they can attract various users. For example Whirlpool can easily create
various policies and adapts latest technology in all home appliances so that it can satisfy
customers in effective manner.
Encourage problem solving: In this step company tries to reduce the unwanted messages
and hub spoke model and hence they can easily improve the methods and process in company.
This results in improving the performance of company. Hence all activities and tasks cab run
smoothly and successfully.
Maximize employees retention: Whirlpool tries to retain maximum employees by creating
various plans and policies. Hence it is important that HR manager motivate all staff members so
that all staff members can perform in an effective and efficient manner. This also helps the staff
members to improve their performance. So they can easily accomplish the objectives. Manager
can easily communicate with all staff members so that there is no Confusion and problems in the
company. Company gives respect and solidarity to all staff members and this directly improves
the performance of company.
TASK 3
P5. State how HPW contribute to employee engagement
High performance working refers to a general approach for managing organisations
through effective employees involvement in order to achieve high level of performance. It
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includes series of processes, policies and practices which are integrated in order to enhance the
performance of workers. HPW is a practice to exchange the traditional hierarchical
organisational structure of organisation to flatter structure which invites employees to share their
views and problems (Jones and Jones, 2010).
Whirlpool more believe in bringing innovation and productivity to achieve competitive edge
over rivalry. Thus, company measures the performance of their employees according to the five
core dimension which is used by North American Region which are transparent communication,
constructive conflicts, shared commitment of companies vision and extra ordinary goals,
accountability for result, mutual respect and solidarity (Katzenbach, and Smith, 2015). Along
with these dimensions Whirlpool also have to use HPW practices for enhancing their team
members performance. These are as follows:
 Selective hiring of employees:- Whirlpool is know for its quality product and its
competent team which assist company in maintaining its competitive position in
marketplace. So for creating a team of highly qualified and competent employees
Whirlpool must puts more effort in recruitment and selection process, they must select
candidates having skills and abilities to perform entire tasks effectively.
 Shared commitment toward vision of company:- Whirlpool consult to their workforce
in decision making process as well as in creating visions and missions so that they can
determine each aspects that can be helpful in enhancing the performance of the
employees. This will create a believe among employees that they holds certain value in
the company which boost up their confidence. This practice will encourage employees
and motivating them in discussing their views toward performance of certain task and to
work for the achievement of organisational goal.
 Conflict resolution team or group:- Whirlpool create an conflict resolution group that
will help in solving the conflicts among employees and issues that may arise in
organisation in performing its operations. This team hears the issues and tries to find the
reason behind it in order to solve them. Team also shares the progress and outcome with
their employees which in turn will decrease the conflicts and misunderstanding among
workers.
 Flexible job statement:- Whirlpool must put more emphases on developing a culture
which have transparent communication that means an environment where employees are
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free to share their ideas, opinion, knowledge and collaborate toward the achievement of
common goal. By developing such culture company can provide employees with
information about what tasks they have to perform in order to achieve desire result.
Whirlpool must put emphases on creating a flexible working environment so that task can
be performed more efficiently within given time period for achieving better result (Landy
and Conte, 2016).
These are the high performance working practices that must be used by Whirlpool in
order in enhance performance of their employees (Malone, Laubacher, and Dllarocas, 2010). As
these practices help company in developing an environment of trust, transparency and free flow
of communication which in turn will encourage employees in contributing toward the
achievement of organisational goal.
TASK 4
P6 Different approaches to performance management
Performance management is an on going process of communication between employees,
group members and supervisor with the aim of improving the organisational performance and
over-sighting that the milestones and objectives can reach in an efficient manner. This process
includes documentation, accountability and feedback over the performance outcome which assist
employees in channelizing their efforts toward the achievement of organisational goals. These
are number of approaches explained below which can be used by Whirlpool for measuring the
performance of its workforce:
 Comparative approach:- Under this approach performance level and quality of work
are examined by Whirlpool by comparing the employees performing similar task (Schein,
2010). Company rank employees as per their quality of work performed over a particular
task. For example if X and Y both are doing over over similar task and Y is most efficient
in performing its operation than company will rank Y on one position higher than X.
 Attribute Approach:- In this approach Whirlpool can measure its employees
performances according to certain criteria like team work, critical thinking,
communication, decisiveness and innovative. Company examine their workers according
to these criteria and position them on Graphical rating scale as per their scores in order to
identifying performance of employees.
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