Analysis of HR Skills, Development, and Performance at Whirlpool

This report examines the HR practices of Whirlpool, focusing on the skills, knowledge, and behaviors required by HR professionals. It includes a personal skills audit, identifying strengths and weaknesses, and a professional development plan. The report contrasts organizational and individual training, learning, and development, emphasizing the need for continuous learning to drive sustainable business performance. It also explores the contribution of High-Performance Workplaces (HPW) to employee engagement and competitive advantage, and different approaches to performance management to support a high-performance culture and commitment within Whirlpool. The analysis covers interpersonal skills, teamwork management, conflict resolution, communication, and government regulations, and the importance of understanding employee behaviors for effective restructuring. The report provides a comprehensive overview of HR strategies aimed at enhancing individual and organizational capabilities to improve productivity and profitability.

DEVELOPING
INDIVIDUALS TEAMS AND
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determination of professional skills, knowledge & behaviours required by HR
professionals...........................................................................................................................1
P2. Personal skills audit to determine appropriate skills, knowledge and behaviours & creation
of professional development plan...........................................................................................3
TASK 2............................................................................................................................................6
P3 Differences between organisational and individual training, learning and development. 6
P4 Need for continuous learning & professional development to drive sustainable business
performance............................................................................................................................7
TASK 3............................................................................................................................................9
P5. Contribution of HPW in employee engagement and competitive advantage in a specific
organisational situation...........................................................................................................9
TASK 4..........................................................................................................................................10
P6 Different approaches to performance management and how they can support high-
performance culture & commitment....................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
In the present scenario, organisation success depend on its ability to expand and improve
the collective as well as individual capabilities of its people in the competitive market. There are
various organisations that focus on performance development as they are viewed it for resolving
problems and find ultimate solutions (Aarons and Hurlburt, 2011). Organisation can succeed
through enhancing individual performance that can help in improving capacity of enterprise and
increase productivity and profitability in better ways. This report is based on Whirlpool which is
American multinational manufacture company and deals with home appliances in international
market. This assignment will define employee knowledge, skill and behaviours that required by
HR professional. It will consider various factors for implementing, learning and development to
drive sustainable performance. It will evaluate several ways of collaboration and communication
for high-performance culture and commitment.
TASK 1
P1. Determination of professional skills, knowledge & behaviours required by HR professionals
For successful organisation, employees performance play vital role in developing
business and their profitability by performing entire task or activities in an effective manner.
Company focus on individual development and enhance their skills, knowledge and abilities in
order to improve work productivity within firm. HR manager of Whirlpool is also undertaking
different types of functions that must be performed in well manner. This is essential to analyse
skills for creating positive workforce and achieve predetermined goals (Horwitz, 2011).
Managers of such organisation require proper knowledge and skills for managing entire business
operations through performance development and utilising manpower. They focus on recruiting
highly skilled, educated and knowledgable candidates who have ability to perform better and
accomplish set targets. Here are defined some skills, knowledge and behaviours i.e. required by
HR professionals such as:
Skills:
 Interpersonal skills: In this, some required skills for Whirlpool's HR is interpersonal
skills for interacting with other persons in better way. This skills is helpful in maintaining
relationship with various people and support to become successful in their personal as
well as professional life. This is also beneficial in performing several tasks or activities
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through interacting with colleagues and other staff members. Therefore, manager also
require to have this skills for managing team and workforce in an effective manner.
 Teamwork management skills: This is another important skills that HR manager must
have so that performance can be managed to attain particular goals or objectives in well
manner (Bolman, 2017). Teamwork play crucial role in completing any task or project
within time frame. It can be beneficial in sharing ideas, knowledge and making
favourable decisions in critical situations so that they can achieve common goals in
adequate way.
 Conflict resolution: It is important skill which allows HR manager of organisation is to
provide focus on working practices of employees. Providence of better working
conditions helps to resolve conflicts and improve their engagement in performance.
Knowledge: Communication and media: In every business organisation, communication play a
significant role in maintaining harmony and create positive environment within firm. It is
necessary to have better communication and media channel to HR professional that
support in providing adequate information to the internal and externals customers of
Whirlpool. They can increase their brand image and reputations among competitors
through using appropriate media.
 Government and legislations: Under this, numerous legislation, policies and regulation is
involved that are formulated by government. HR manager should have proper knowledge
regarding rules, regulations, code of conducts, legislations, employment laws, agencies,
democratic political process and many more. Whirlpool can get various benefits or create
good position while running business as per the legal laws and regulations.
Behaviours:
 Polite behaviour is required to possess by HR professional. This will helps to effectively
guide employees in appropriate way. Patience is required to posses by HR professional to effectively resolve conflicts.
 Understand employees behaviours: It is essential for dividing task or work among
employees according to skills, knowledge and behaviours so that best possible outcomes
can be achieved (Choi and Ruona, 2011). Whirlpool can create effective workforce due
to understanding workers behaviours and nature that support in keeping them satisfy by
2

less working stress and rewards systems. According to case of Whirlpool, every staff
members are aware about such changes and restructuring by considering appropriate
informations, favourable decision-making, effectiveness and efficiency and cross
functional collaboration due to carry particular business as well. Restructuring can be
made very successful if manager understands employees behaviours in well manner.
P2. Personal skills audit to determine appropriate skills, knowledge and behaviours & creation of
professional development plan
Personal Skills Audit: It is the process where personal skills and knowledge are assessed
by the individual himself for the purpose of identification strengths and weaknesses. There are
many importance which is associated with skills audit. This will provide the opportunity to build
effective plan through reducing weaker parts.
In the present era, many organisations focus on improving their business performances
and task completion to achieve common goals or objectives in an effective manner. They
generally review of individuals and team performances by considering their knowledge, skills
and abilities in an appropriate way (Decuyper, 2010). Management undertake audit and
inspection which conducted for determining skills, knowledge and behaviours of individuals. It
is beneficial in identifying strengths and weaknesses of any person so that they can focus on their
better improvements.
Strengths can be helpful in maximising profitability and productivity of firm and
weaknesses can be responsible in achieving negative results or outcomes while running business.
Human resource professionals always try to develop every individuals and enhance their skills
and capabilities which help in running business operations in smooth manner. These are very
useful in solving any problems, managing relationship, increase level of confidence, effective
team working, favourable business decisions and many more within Whirlpool (Dochy and
Bossche, 2010). As per the required qualities and skills, I have developed an audit plan regarding
my skills or knowledge so that I can identified my major strengths and weaknesses in well
manner such as:
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Communication skills 7 8 -1
3

2 Confidence Level 8 7 1
3 Information Technology Skills 9 8 -1
4 Team Building Ability 7 8 -1
6 Time Management Ability 7 8 -1
7 Decision making Power 7 9 -2
8 Conflict Resolution Ability 8 7 1
Strengths and Weaknesses of my skills as per the audit are mentioned here:
Strengths:
 I can handle team members by resolving their issues and motivate them to perform
various tasks or activities so that they can achieve defined objectives or goals. It can be
analysed that I have leadership skills or quality to influence individual behaviours.
 From the above audit, I have identified that my confidence level is high because I have
assigned tasks as per the skills or knowledge of employees with confidence and achieved
positive results.
 I have ability to take any decision that beneficial for organisation in bringing
effectiveness and efficiency. It is necessary to make favourable decisions for dealing
with various changes and challenges to attain positive outcomes. Time management is most important factor that I always consider while assigning and
performing any task or activities in the organisation.
Weaknesses:
 I have analysed that my communication skills are not so good or effective because I do
not feel comfortable to speak in front of people and feel hesitate so it is biggest negative
point.
 I cannot form a good team because of poor knowledge so it can also affect on teamwork
in the organisation. The another weak point is dispute resolution as sometimes, I do not able to handle
conflicts and resolve that carefully due to lack of skills.
Personal development plan:
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It can be referred as the plan which is developed for the purpose of removing weaknesses
through application of appropriate approaches. This have huge contribution in development
overall personality of individual or organisation. It is essential for overcoming various
weaknesses and enhance knowledge or skills through seminars, conferences and meetings as
well. I can consider this for personal and professional development such as:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evide
nce
1 Enhance
Communication
skills
I have lack of
communication
skills which
makes me
unable to share
ideas, opinion,
experiences
with other
person.
In have to
focus on
better
improvement
of my
communicati
on skills.
I should
consider
seminars,
group
discussion,
conferences,
meetings and
many more
methods for
improving my
communicati
on skills in
adequate
manner.
Employe
es,
colleague
s and
other
staff
members.
3
mont
hs.
Get
feedba
cks
from
subord
inates
and
other
memb
ers.
2 Boost Conflict
resolution skills
I am unable to
resolve
conflicts and
disputes due to
lack of skills.
I have to
enhance my
conflict skills
for solving
major
problems.
With the help
of this skill, I
can able to
handle any
problem
regarding
Top
managem
ent.
5
mont
hs.
Functi
onal
manag
ers.
5

disputes and
conflicts as
well.
My personal development plan will be beneficial for improving my skills and abilities in
an effective manner. I will be able to communicate better and resolve disputes by enhancing
skills as well.
TASK 2
P3 Differences between organisational and individual training, learning and development
Continuous professional development: It is the procedure where different practices are
adopted for continuous development of the skills and knowledge of personnel. This will enable
them to build their personality strong through which career objectives are attained in future
effectively.
For appropriate skills and knowledge, individual can consider effective learning program
that support in enhancing or nourishing various inherent qualities and acquire knowledge for
performing better. Learning is essential for improving values, skills, aptitude and general
knowledge in an efficient manner. Organisation, team and individual can get various benefits
through expanding their knowledge towards goals or objectives. For organisational learning,
there are numerous methods i.e. employed by firm such as training and development which are
briefed as below:
Training and development: In every business organisation, training and development
play an important role in increasing productivity. This is useful in improving employee's skills,
knowledge and abilities for performing any particular task or work so that better outcomes can
be achieved (Herrmann, 2015). Manager of Whirlpool undertake this and they conduct training
program to enhance employees abilities to increase works productivity.
Difference between training and development
Basis for comparison Training Development
Meaning Training is essential for
enhancing skills, knowledge
and abilities by learning so that
Development is defined as
educational process which
support in making future career
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individual can perform
company's task.
in well manner.
Objective It is helpful in increasing level
of performance of individual
so that productivity can be
enhanced.
This learning is trying to
prepare individual for facing
several challenges and
situations in the future.
There are major two types of learning which are being complied by an organisation so as
Whirlpool which is mentioned as below:
Individual learning: It is best method to develop individual skills and knowledge as in
this, employees of Whirlpool can respond to external stimuli and changes with the help of proper
awareness. Manager haves to identify strengths and weaknesses of employees for providing
better training or learning session to them.
Organisational learning: in this learning sessions, individuals create knowledge, retain
as well as transfer within firm (Hartnell and Kinicki, 2011). In this considered proper execution
and implementation of particular action plan so that Whirlpool can accomplish their goals or
objectives in an effective manner.
Difference between organisational learning and individual learning
Individual learning Organisational learning
This learning type is related with individual
development as it enhance skills and acquire
knowledge for the purpose of increasing
productivity and performance levels as well.
It is related with adequate development
procedures for creating better organisation
Manager of Whirlpool focus on transferring
skills and provide knowledge in organisation.
It is essential in improving performance level
of individual so that they can accomplish set
targets.
This is supportive in forming team to create
positive environment within firm.
P4 Need for continuous learning & professional development to drive sustainable business
performance
Continuous learning: It refer as the process which includes learning of different and new
aspects on continuous basis. This is helpful in learning that encourage individual for
development and achieve goals. Whirlpool consider this for continuously learning and improve
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organisational performances. Here are discussed some basic requirements of continuous learning
and professional development which is mentioned as below:
Respond to technology: In the modern era, changes is required to bring innovations and
increment that have major impacts on the implementation or execution of the firm. Whirlpool is
also focus on adopting new advanced technologies and innovative ideas to attracts number of
customers towards company (Hislop, 2013). This is helpful in increasing productivity and
making entire operations in smooth manner.
Support critical thinking: continuously learning play an important role in managing
operations and troubles with appropriates way so that business can be kept more sound or solid
in various situations. Whirlpool is considered for controlling on representatives turnovers so that
better relationship can be build among employees and employers as well.
Maximise employees retention: In this, organisation try to keeps their employees retains
and satisfied so that labour turnover can be reduced in more effective manner (Huczynski and
Buchanan, 2010). Whirlpool firm has undertaken various problems or issues that can create more
stress level for employees so that company spend time with them to reduce work related
problems by effective leadership styles. This is beneficial in increasing productivity and
profitability of firm.
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Illustration 1: Continuous Learning
Source: Continuous Learning:
Driving Employee Development &
Organizational Performance. 2018

TASK 3
P5. Contribution of HPW in employee engagement and competitive advantage in a specific
organisational situation
High performance working: It can be referred as the concept which include effective
working of employees through application of different working practices which helps in
achievement of desired results.
In the successful organisation, employees always try to manage several business process,
operations, capacities for the purpose of raising abilities, aptitudes, efficiency, and achieve
particular gaols or objectives in an effective way. Whirlpool is depend on the employees
performance which support in developing business operations and perform entire activities to
accomplish objectives (Jones and Jones, 2010). Whirlpool required to undertake various
practices of HPW which are as followings: Selective hiring of employees: Whirlpool firm always focus on suitable prospect from
various alternatives and then utilise them on exact place in amend time. Company always
try to hire high skilled and educated employees who have knowledge regarding task or
work and able to perform several tasks in an effective way. They focus on individual
intelligence and have knowledge about aptitude for performing several assignments and
exercise to attain predefined goals or objectives. Flexible job statement: whirlpool is providing better job experiences and statements to
the employees which support in performing entire tasks in an adequate manner. This is
helpful aspect for employees as they can understand about requirements regarding
assignment and try to make it successful for attaining goals or objectives in an
appropriate way (Katzenbach and Smith, 2015). It is necessary to handle any kinds of
situations and try to work hard in critical circumstances for achieving best result. Shared commitment towards vision of organisation: Whirlpool always consider
manpower for improving and developing business performance. It is essential in adopting
leadership style for providing guidance in order to attain vision or objectives in better
ways. This is essential in developing firm and execute plans so that better advantages can
be get in an effective manner.
 Conflict Resolution team: This is required in every firm for makings business operations
in more effective and efficient manner. It is considered as an appropriates team or group
9

of people who focus on resolving various kinds of issues or problems to perform entire
activities or tasks in an appropriate manner. Whirlpool focus on making better decision
regarding several issues as they try to find various types of problems with their ultimate
solutions so that goals can be achieved in accurate manner.
TASK 4
P6 Different approaches to performance management and how they can support high-
performance culture & commitment
Performance management can be defined as the proper managements of entire staff
members or workforce in completing particular task in an appropriate manner. The main purpose
of performance management is to achieve predefined goals or objectives with the help of better
performance and outcomes (Landy and Conte, 2016). It is essential in enhancing individual
skills, abilities and knowledge with the help of organising proper training and learning sessions
so that effective workforce can be created. There are various components involve in this such as
performance appraisal of employees, create trusts, use best procedures of communication among
staff members in an effective ways. Therefore, it is necessary to perform entire task or activities
for accomplishing goals so it can be possible through proper planning and strategies as well.
Here are some another major components that included in this:
 It is major responsibility of management to hire bests candidates who have knowledge
about their roles and responsibilities within organisation.
 To support every individuals and staff members for achieving long term benefits and
future growth. Provide rewards and awards as per their performances so that they can be satisfied or
motivated towards achieving goals or objectives.
Performance management approaches: there are numerous approaches and techniques
that can be employed by organisation for performance management. Here are discussed some of
those:
Comparative approach: In such approach, manager compare between two employees on
the basis of their performances so that talents or skills can be identified to accomplish particular
goals in an effective.
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