Developing HR Skills, Teams, and Organizations: Whirlpool Report

This report provides a comprehensive analysis of HR skills, professional development, and organizational learning within the context of Whirlpool. It begins by identifying the essential professional knowledge, skills, and behaviors required by HR professionals, including organizational design, employee engagement, and performance management. The report then delves into a personal skills audit and the development of a continuous professional development (CPD) plan, outlining the reasons for implementing such a plan and detailing its practical application through specific activities and timeframes. Furthermore, the report explores the differences between organizational and individual learning, training, and development, highlighting their distinct objectives and approaches. It emphasizes the need for continuous learning and professional development to drive sustainable business performance and examines how high-performance work (HPW) contributes to employee engagement and competitive advantages. Finally, the report discusses approaches to performance management that support a high-performance culture and commitment within the organization.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Professional knowledge, skills and behaviours that required by HR professional in the
organisation.................................................................................................................................1
2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop
professional development plan to given job role........................................................................3
3. Differences between organisational and individual learning, training and development.......6
4. Need for continuous learning and professional development that drive with sustainable
business performances................................................................................................................8
5. How HPW contributes to employee engagement and competitive advantages in
organisational situation.............................................................................................................11
6. Approaches to performance management which demonstrate and support with high
performance culture and commitment......................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Individual and group development consist important role in business to get more profits
and revenue to gain effective results. With this regard, every enterprise develop their outcomes
through different kinds of skills and ability that assist to gain significant advantages at workplace
(Alsop, Griffin and Smith, 2016).
Present study based on Whirlpool which is multinational manufacturer and marketer of
home appliances. It is public type company which considered more revenue from different
operations and functions played to gain effectiveness in goods and services selling.
For gaining insight information of the present report, it includes professional knowledge,
skills and behaviours that are needed by HR in the chosen organisation. Furthermore, CPD plan,
it benefits and reasons implemented to gain more profitability and productivity. Moreover,
differences between individual and organisational learning also continuously develop to promote
creative results at workplace. At last, HPW contribution in employee engagement and
development of effectiveness attain at business environment.
MAIN BODY
1. Professional knowledge, skills and behaviours that required by HR professional in the
organisation
In Whirlpool, HR plays an important role to implement several functions and operations.
It also increases productivity and performances that is needed in different perspectives.
Professional knowledge
In every business, professional knowledge is defined and used with wide variety of
specialised training, advance learning, competencies, etc. Following are different types of
professional knowledge could be determine in Whirlpool: Organisation design: In professional knowledge, organisation must ensure that
appropriate design must be carried out to deliver maximum impact within short and long
term time (Alred, 2014). Therefore, it assists to develop more appropriate work in
Whirlpool. Employee engagement: Furthermore, HR manager requires working with professional
knowledge that assists to accomplish strengthen with appropriate connection among all
employees, colleagues, organisation, etc. Therefore, employees fulfilled their work to
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make greater contribution to accomplish organisational objectives. It assists to give
particular attention with leadership and management (Carter, Carter and DeChurch,
2018). Performances and reward: In the selected business, performance and reward assists to
maintain and achieve organisational culture with delivering programmes. It is considered
as reward, recognised with key employee capabilities, skills, behaviours, etc. This assists
to implement appropriate reward system at workplace to make cost-effective results.
Professional skills
In Whirlpool, HR consist different types of skills through their effectiveness and growth
develop successfully in different areas of the world. Following are different skills developed for
successful outcomes with commitment:
 Employee relations: In order to develop appropriate working, HR of Whirlpool
determine their function in employee relations. This is because, successful business
thrive to maintain employee and employer relationship (Shields, Brown and Plimmer,
2015). It is relatively broad area in HR field. Ability also manage conflicts to
advocate employer and employee.
 Performance management: Performance management defines as involvement of
employees to improve effectiveness to accomplish goals and objectives, with the help
of performances management tasks to setting expectations for employees (Edie,
Marshall and Mariani, 2016). In Whirlpool, monitoring performance and
development of capacity defines as rating performance.
 Teamwork and collaboration: HR professional of Whirlpool focuses on finding and
creating better workplace which is important to collaborate team members. HR
professional also look towards overall vision of the business instead of any particular
rules and tasks. These kinds of skills shows continuously creation of value in team for
entire business (Woodcock, 2017).
Professional behaviours
In order to develop professional behaviours, there are different perspective must be
considered to gain more desired work. Therefore, effective learning and development program
also ascertained to increase creativity. Following are different key HR behaviours that must be
compile at workplace of Whirlpool:
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 Curiosity: It is one of the important element in which HR seeks insight into strategic
business context. Therefore, they easily understood how to behave in different aspects. Skilled influencer: With the help of skilled influencer, stakeholders perform their
functions to solve complex issue and problem. Therefore, they are able to communicate
authoritatively to deliver clear and memorable messages (Dong, Bartol and Li, 2017). In
Whirlpool, this behaviour is considered as important functioning.
 Personally credible: Personally credible determines to keeps HR and professional in
practice. It also contains flexibility to meet with business needs and requirements.
Furthermore, it combines HR and businesses insight that provides advice to senior
leaders.
2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop
professional development plan to given job role
Continuous professional development (CPD): CPD refers as the process which helps in tracking
and documenting knowledge, experience, skills to gain formally and informally work without
any initial training. It assists to record experience, learning and it applies to gain appropriate
working. In Whirlpool, CPD plan determine important role to evaluate learning to do my work in
appropriate manner.
Reasons for implementing CPD plan
 Recording activities in Whirlpool assists me to undertake and address learning and
development needs.
 Evaluation of learning and development activity assists me to introduce practices in
further increment (Mohelska and Sokolova, 2015).
 CPD plan implemented to demonstrate competence to adapt new information for
further activity.
 This plan requires to build confidence and credibility to track learning.
 CPD plan also cope positively with changes that constantly update skills for business
development.
Ways to implement CPD plan
 Increment in staff member number, potential actions successfully taken to diverse and
develop ability as well
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 SMART objectives are also implemented in training that is closely related with
enterprise needs (Thorpe, 2016).
 Staff development promotion also leads with better staff morale which assists to
motivate towards workforce. It helps to increase positive brand image in the
organisation.
 Furthermore, with the help of adding value and on basis of reflection, staff members
consciously apply learning in their role for organisation development.
CPD plan
Activities/ skills Resource/method Time frame Job role
Communication skills Coaching and role
play
2 weeks In order to develop
communication skills,
it can be stated that, I
can perform very well
with coaching and role
play guidance. It
increases my
understanding level
with different
respondents to
accomplish aims and
objectives as well. It
assists to engage all
employees together
with appropriate
communication.
Decision-making skills Leaders 1 and half week In order to accomplish
decision-making skills,
it can be stated that I
can perform very well
to take appropriate
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decision. It increases
my understanding and
effectiveness among
several people easily.
This skill possess job
role to include
teamwork and
collaboration in
successful way.
Problem-solving skills Managers guidance 3 weeks In order to solve
problem, I am required
to increase my
problem solving skills.
This is because, it
helps me to ensure
appropriate working
with problem which
must be encountered in
systematic way.
Increasing in problem-
solving skill assists to
consider performance
management in
appropriate manner.
Technical skills Technician 2 and half weeks Furthermore, technical
skills must be
developed in
successful way to
attain more desired
results at workplace of
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Whirlpool. This is
because, it helps me to
deal with technical
tools of the business.
Team-work Group discussion 3 weeks In addition to this,
team-work is also an
important element
which I require to
promote cooperation
among several people
in positive way.
Technical skills
determine job role to
implement successful
CPD plan.
3. Differences between organisational and individual learning, training and development
Learning defines as a change in knowledge which can occurs through results of
experiences. Organisational learning defines as regulated collective learning process in which
individual and group concern for their improvement. Organisational performances and goals
transferred into routine, process and structures (McGuire, 2014). It can be accomplished through
gaining new facts, information, acquiring new procedures, skills, etc. Apart from this, individual
learning defines as the capacity that assists to build knowledge with individual reflection with
external stimuli and sources. It helps to increase interaction with others and environment in
successful way.
Differences between organisational and individual learning
Basis Organisational learning Individual learning
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Objective To increase group performances to
develop organisation outcomes and
results.
To increase individual skills and
ability to build them to face future
challenges.
Goal In Whirlpool, goal is to implement
organisational learning is that the
organisation wants to develop their
competitive advantages (Yeo and
Lee, 2018).
Furthermore, individual learning
determines to develop each person
capabilities to increase their
efficiency.
Cost and time In organisational learning, more
time and cost needed to develop
effectiveness.
In individual learning, less time and
cost considered implement
effectiveness on personal basis.
Training and
development
Training in organisational context
defines as learning process in which
employees get opportunity to
increase their skills, competency
and knowledge according to
Whirlpool requirements (Surbhi,
2015). Further, development is
defines as educational procedure
that is concerned to increase overall
growth of employees.
In context of individual learning,
training and development consider
with single person to increase their
efficiency as per aims and
objectives.
Term Long term Short term
Number of
employees
Many Individual
Gap analysis: Gap analysis is a method that assists to identifying performance between
enterprise information system and software applications to assess that whether business
requirements met.
Training and development program
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Skills Resources Time-scale Job role
Technical skills
training
Technology based
learning
2 weeks Technical skills assists
to develop learning
regarding technical
tools and methods.
Quality skills training On the job training 1 and ½ weeks Quality skills assists to
develop products and
services quality that
helps to promote more
profitability (Taylor,
2016).
Safety skills training Role play and group
discussion
3 weeks Safety skills helps to
maintain cleanliness
and appropriate
working at workplace
of Whirlpool.
The chosen enterprise should focus on both training and development program to develop
their creativity and effectiveness. This is because, different types of skills required in the
business to promote their operations and reduce problem of crisis (Raes, Kyndt and Dochy,
2015). Furthermore, it also assists to employees of Whirlpool to do their job effectively. It
includes training needs that requires at all levels of the enterprise.
4. Need for continuous learning and professional development that drive with sustainable
business performances
Continuous learning assists to increase effectiveness with professional development that
drive with sustainable business performances. It is about constant expansion of skills and
knowledge to adapt professional and personal changes in successful manner. Furthermore, in
Whirlpool it is needed to make lifelong learners that are motivated to learn and develop
deliberate work. It also increases understanding and provide better opportunity to improve
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quality of life. Following are different theories undertaken to implement continuous learning at
workplace:
Kolb learning theory:
Kolb learning theory based on successful model which determines four stages cycle. It is
concerned with cognitive processes so that learning involves for acquisition and concept to apply
flexibility in particular range of situation. In this regard, new concepts also provided with new
experience. Diverging (feeling and watching): These kinds of people in Whirlpool looking from
different perspectives and ways. They mainly prefer to watch only not do. Hence,
information gather and used to solve issues and problems. As per Kolb style, diverging
people perform better in situation to generate ideas with using brainstorming. The
selected enterprise face issue of crisis so that there is team development requires with
people who are diverging. They are streamlined with focusing on resolving operational
issues that impact on enterprise. These people create awareness to commit with vision
and extraordinary goals. This is because, they are not working only feel and watch
functioning. Assimilating (watching and thinking): This learning prefer to involve concise, logical
approach. Ideas and concepts are more important in whole Whirlpool instead of single
person. These kinds of people require good and clear explanation instead of practical
opportunity. It assists in order to increase effectiveness in information for particular
learning situation. In Whirlpool, NAR staff members is a team that consider HPT process
to implement necessary changes after watching and thinking. Furthermore Converging (doing and thinking): People who have converging learning style assists to
solve issues and problems to find appropriate solution in practical issues. They are
generally preferred to perform technical tasks with less concerned people on the basis of
interpersonal aspects. In the selected business unit, converging people perform functions
with doing and thinking with end-run communication. Team members are also committed
to work in collaborative manner and solve business problems.
 Accommodating (doing and feeling): Accommodating learning styles relies on logical
information. These people generally use analysis to take practical and experimental
approach. In the Whirlpool, they are generally attracted to new challenges and experience
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to carry out accurate plan (McLeod, 2017). This style prevalent in general population.
Team members of Whirlpool requires accommodating because of committed to working
in collaborative manner. It helps to shared commitment to the vision extraordinary goals.
Honey and Mumford theory
As per Honey and Mumford learning style, in Whirlpool, own personal learning
successfully develop to gain effective results. It assists to seek out opportunities to use particular
learn style with appropriate information for better position. This style assists to increase wide
variety of experience to develop knowledge and self-improvement. Following are different
characteristics includes in Honey and Mumford learning style: Activist: Activists are those people who learn by doing. They need to consider experience
which re trying to learn. They are generally open minded so that in a particular situation
biases not occur. Open group discussion and problem-solving suggestion have been made
to gain effective result (Alsop, Griffin and Smith, 2016). In the chosen company
Manager of Whirlpool encourages their staff members to learn by doing. Hence, they
consider development with effective learning. This is because, team-work is committed
to work in collaborative manner. As a result, business problem must be solve through
engage people with president hub.
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Illustration 1: Kolb Learning Style
(Source: McLeod, 2017)

 Theorist: Learners inherently theorists who seek to understand about theory behind
particular action. They are generally appreciated for accurate background information. In
the chosen business, there are certain people recruited to focus on resolving issue and
problems with increasing personal conversations at weekly. In the selected business,
team-level change so that theorist people need to develop expectations of team in
systematic manner.
 Pragmatist: Pragmatist wants to know that how to put learning into practice in real
world. They consist experiment with theories, ideas and techniques. Hence, time must be
taken to think what things must be done into reality. In Whirlpool, these kinds of people
working in practical way. As per theory, desired results will be gain successfully.
Pragmatist people in the enterprise maintain transparent communication so that personal
ownership of team performance continuously develop.
 Reflector: When person is reflector, they learn the best thing that what is happening.
These types of people generally observe from collect data and then they take experience
towards work to make appropriate conclusion. In Whirlpool, certain staff members work
as per this perspective and they are looking after making conclusion. As a result,
reflection has been prepared to focus on desired results accomplishment. Reflector
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Illustration 2: Learning theory
(Source: Honey and Mumford’s Learning Stages and Styles, 2018)

always looking to share accountability for results that create appropriate forum for mutual
respect and solidarity.
5. How HPW contributes to employee engagement and competitive advantages in organisational
situation
High performance working (HPW) contributes more important part in business success.
This is because, it is central to boost competitiveness and growth. In a general approach,
organisation manage their aims which stimulate effective involvement of employees and
accomplish high levels of performance. It is also designed to increase discretionary efforts for
workers to utilise skills in systematic way. In Whirlpool, High performance Work System is a
name that given to the form which seen for most appropriate for contemporary conditions. It also
assists to entail greater level of involvement and skills development for all workers to promote
their functions at workplace (Alsop, Griffin and Smith, 2016). It can support in the chosen
business with following ways: Developing and supporting strategy development: High performance working system
contributes in Whirlpool to develop and support strategy development. It assists to
develop significant advantages in effective manner. Therefore, the chosen enterprise will
design to increase greater level efficiency in each organisational situation. Competitive advantage: Furthermore, HPW also contributes in respect to gain
competitive advantages. This is because, it assists to positioning in better way than
prospecting. In Whirlpool, manager matching core competencies with their existing
employees. Therefore, opportunities can be build up successfully to develop value with
differentiation.
 Improvement in employee relations: Moreover, HPW also helps to improve employee
relations in effective manner to gain more profits and revenue as well. In this regard, high
performance working among several members assists to ascertained positive work among
several staff members which create significant advantages to develop effectiveness.
In Whirlpool, HPW framework validate by managers that is used to decide improvement
in organisational performance to make it sustainable. It assists to set instructions which can be
applied for specific situation. As a result, strong interest also build to gain superior results. In the
selected business, strategic objectives define to maximise impact of employment and skills
policies so that it can easily support jobs growth and make competitive results. It also helps to
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make outstanding labour market intelligence that assists to organisation and make the best choice
for them.
6. Approaches to performance management which demonstrate and support with high
performance culture and commitment
Approaches of performance management
Collaborative working: Performance management is most important thing that technically
defined systematic and ongoing process to increase communication and collaboration. Therefore,
it assists to accomplish strategic goals of the Whirlpool.
Continuous coaching: Performance management also includes continuous coaching that helps
to address concerns and issues that are related with positive contribution in the enterprise. It
means that employees easily gain appropriate direction, guidance, support, etc.
Providing feedback: Providing feedback is also important consideration and approach of
performance management. It contains positive working with involving people to tell about them
regarding good performance. In the selected enterprise, descriptive and directive actions must be
undertaken to increase significant results.
There are several reasons due to performance management implemented in business.
They are as follows:
 Lack of proper attention and interest: In the business, there are several barriers
occurs due to which HPW get affected. With this regard, it has been seen that
employees have lack of interest and attention so that it create impact on performance
culture and commitment.
 Differences in perception and viewpoint: Every employee has different perception
and viewpoint regarding same thing. Therefore, it also creates impact to demonstrate
significant results at workplace. In Whirlpool, this element also impact on culture and
commitment in effective context.
 Physical disability: Physical disability also occur at workplace which impact
negatively on results and outcomes. It impacts on communication so that barrier
occur due to hearing problems and speech difficulties (Mohelska and Sokolova,
2015).
High-performance HRM practice
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Performance management consist most important part in the business. It assists to solve
issues that are exists in the enterprise to improve its effectiveness. In this practice, also involved
relatively and radical development to face challenges for organisational leaders. Following are
different practices explained that can be included in the successful functions of business: Align behaviours with strategy: First key purpose which determines with strategy in
alignment and implementation. Main purpose of performance management is to align
work with objectives of the chosen company. As a result, in order to contributes towards
HR practices, it can be seen that creativity successfully develop that increases profits and
revenue. Performance management as productivity enhancement: Driving productivity also
identified to consider primary focus on the enterprise. It creates direct link with strategic
priorities with less evident in Whirlpool. In order to increase productivity, higher level of
profits and revenue can be generated at stronger level.
 Performance management as development of talent, potential and values: In the third
grouping of the enterprise emphasis on development of talent which support for entire
strategy. Diverse perception for performance management in enterprise accomplish
multiple purposes (Mohelska and Sokolova, 2015). It is a key challenge to implement
performance management in Whirlpool.
CONCLUSION
From the above report, it can be concluded that development of individual, team and
group considered important role to attain creativity and effectiveness. In this context, CPD plan
also prepare to focus on employees skills and performances. Furthermore, it summarised about
report summarised about differences between organisation and individual learning which assist
to develop significant advantages in positive manner at workplace. Moreover, in Whirlpool crisis
continuously occurs so that it is important to focus on maintain significant advantages with
effective learning. There are two types of theories applied such as Honey and Mumford and Kolb
that assists to increase understanding in positive manner. At last, high performances working
method implement to enhance positive results.
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REFERENCES
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Carter, N.T., Carter, D.R. and DeChurch, L.A., 2018. Implications of observability for the theory
and measurement of emergent team phenomena. Journal of Management. 44(4).
pp.1398-1425.
Dong, Y., Bartol, K.M. and Li, C., 2017. Enhancing employee creativity via individual skill
development and team knowledge sharing: Influences of dual‐focused transformational
leadership. Journal of Organizational Behavior. 38(3). pp.439-458.
Edie, A.H., Marshall, E.S. and Mariani, B.A., 2016. Faculty Leadership Development:
Mentoring, Team Leadership, and Community.
McGuire, D., 2014. Human resource development. Sage.
Mohelska, H. and Sokolova, M., 2015. Organisational culture and leadership–joint vessels?.
Procedia-Social and Behavioral Sciences. 171. pp.1011-1016.
Raes, E., Kyndt, E. and Dochy, F., 2015. An exploratory study of group development and team
learning. Human Resource Development Quarterly. 26(1). pp.5-30.
Shields, J., Brown, M. and Plimmer, G., 2015. Managing employee performance & reward:
Concepts, practices, strategies. Cambridge University Press.
Taylor, I., 2016. Multi-professional teams and the learning organization. In Social Work, Critical
Reflection and the Learning Organization (pp. 85-96). Routledge.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
Woodcock, M., 2017. Team development manual. Routledge.
Yeo, Y. and Lee, J.J., 2018, July. Mapping design capability of public service organisations: A
tool for collaborative reflection. In ServDes2018. Service Design Proof of Concept,
Proceedings of the ServDes. 2018 Conference, 18-20 June, Milano, Italy (No. 150, pp.
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Surbhi, S., 2015. Difference between Training and Development. [Online] Available through:
<https://keydifferences.com/difference-between-training-and-development.html>.
McLeod, S., 2017. Kolb's Learning Styles and Experiential Learning Cycle. [Online] Available
through: <https://www.simplypsychology.org/learning-kolb.html>.
Honey and Mumford’s Learning Stages and Styles. 2018. [Online] Available through:
<http://thepeakperformancecenter.com/educational
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